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Company

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  • Industry: automotive supply industry
  • Company type: medium-sized company
  • Company size: approx. 600 employees
  • Turnover: approx. EUR 140 million
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Project objective

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  • Advising and accompanying the transition from the second to the third generation
  • Development of a vision and a corporate strategy for the entrepreneurial family and the family business
  • Development and implementation of a new management structure and culture
  • Establishment of a management team that can cope with the upcoming challenges
  • Honorable farewell of the current CEO from the operational management in June 2018
  • Establishment of an advisory board
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Initial Situation

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  • The Company faces a generational change from the second to the third generation
  • The automotive industry is facing the biggest transformation since the invention of cars. The changed market situation requires a review and adaptation of the corporate strategy and the definition of a vision for the future
  • High capital formation and investment needs require a clever strategy
  • Due to the planned retirement of the sole shareholder and CEO from the management board, a new management structure is required for the Group
  • Employees associate the generation change with opportunities but also with concerns that today’s corporate culture, which was strongly influenced by the entrepreneur, will be lost
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Procedure

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  • Interviews with all family members, managers, and key players
  • Interviews with all brand representatives (Porsche, VW, Audi, Skoda, Seat) and key accounts
  • Evaluation and interpretation of the generated data
  • Targeted intervention within the family and the company
  • Identification of core competencies
  • Identification of strategic challenges
  • Development of different strategic options
  • Selection of the strategic thrust and definition of concrete strategic measures
  • Definition of a vision for the future
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Results

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  • Clarification of roles among the members of the family
  • Clarification of roles between the three managing directors, establishment of a transitional structure in the management
  • Commitment with all brand representatives concerning the generation change
  • A vision of the family business with defined strategic measures for its implementation
  • Start of the handover process in the management including a targeted personnel development program for the successor of the CEO
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Project duration

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  • 24 months

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