Succession and the Great Wealth Transfer: Is the Rising Gen Ready?

Everett Alexander
June 22, 2023

Succession Planning in family offices is a critical aspect of ensuring a smooth transition of leadership and safeguarding the long-term success of the family’s wealth management endeavors. A report issued by Campden Wealth and BNY Mellon Wealth management revealed a significant disconnect between the perceived readiness of the rising generation, also known as Rising Gens, and the confidence held by the current generation in the Rising Gens’ capacity to assume control. According to the survey from Campden and BNY, 85% of Rising Gens felt prepared to take the reins of their family’s office, while only 39% of family offices believed they were truly ready. The report found a similar divergence with regards to succession planning. 72% of Rising Gens think their family is well prepared for succession; however, only 57% of family office executives would agree. These findings highlight the need for effective communication, mentorship, and collaboration to bridge the gap between generations.

Communication and Collaboration

Succession planning involves effective communication and collaboration between the current leadership and the rising generation. Transparent and open dialogue is essential to ensure that expectations, responsibilities, and objectives are clearly communicated and understood by all parties involved. Regular family meetings, mentorship programs, and structured training initiatives can foster better understanding and alignment between the generations. Encouraging an environment of trust and mutual respect allows for a seamless transfer of knowledge, skills, and values.


Mentorship programs play a pivotal role in succession planning. Pairing experienced family office leaders with Rising Gens allows for the transfer of expertise, guidance, and wisdom. Mentors can provide valuable insights into the intricacies of wealth management, risk assessment, and decision making. Additionally, family offices can invest in professional development initiatives tailored to the needs of the Rising Gens, providing them with the necessary skills, knowledge, and networks to excel in their roles.

Harnessing Next-Generation Perspectives

The Rising Generation brings fresh perspectives, innovative ideas, and diverse experiences to family offices. By actively involving them in succession planning, family offices can tap into this wealth of knowledge and leverage it to adapt to changing market dynamics, embrace new technologies, and identify emerging investment opportunities. Rising Gens often possess a deep understanding of evolving trends and possess the ability to navigate the complexities of a rapidly evolving global landscape. By harnessing their perspectives, family offices can position themselves for continued success.

Succession planning should encompass a focus on embracing innovation and technological advancements. Rising Gens are typically adept at utilizing technology and can drive digital transformation within family offices. By adopting new technologies, such as data analytics and artificial intelligence, family offices can enhance operational efficiency, improve risk management, and identify new investment avenues. The integration of innovative solutions ensures that family offices remain competitive in an ever-evolving financial landscape.

A well-executed succession plan paves the way for a thriving family office that can adapt, innovate, and uphold the family’s values for generations to come.

Wingspan Legacy Partners helps family offices and family businesses plan for generational leadership transition. It has a team of experienced professionals who help family enterprises assess their needs, identify potential successors, and develop and execute a succession plan.

Are you thinking about succession planning for your family business or family office? Contact Wingspan to get started.

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About Everett Alexander

Everett brings a wealth of experience and expertise to Wingspan, having previously served as a trusted advisor to family offices in roles such as CIO and COO.