(In this together)
The key difference with our succession model is that we all take this journey together…
We will work with you and your team to sensitively manage your exit from the practice.
Together with our specialist advisors in employee ownership we’ll show you how it’s been successfully achieved already in a dental practice. This is a transparent rather than secretive exercise so everyone is involved to understand what we are trying to achieve.
As part of our family we provide bespoke support to the new management team to ensure the practice remains profitable – from leadership and training to finance and marketing. This is governed by a Family Membership Agreement covering our brand, our support and commitment to your local community and environment.
Together we reach steady state operation which ensures you receive future payments from profits as part of the deal, the practice team are rewarded as employee-owners and your local community benefits from funds diverted to tackling oral health inequality and protecting the environment.
(Our Succession Model has 3 Steps)
BUILD
- Financial (safe) Due Diligence and Tax Planning
- Team engagement and mission planning
- EOT Set Up and Share Ownership Agreements
- New Structures and Business Plan agreed
- Membership agreement – planning and drafting
- Fixed time frame and process (9 months)
JOIN
- Membership meetings and summit
- Start-up mission-led activities and community engagement
- EOT initialisation
- Roll out support activities and patient engagement
- Set up of Membership Agreement
- Variable time frame and process (6 – 12 months)
DELIVER
- Payment of deferred consideration to vendor
- Ongoing mission delivery and community engagement (min 1% profit)
- EOT running and distribution of tax efficient bonuses
- Ongoing support activities and patient engagement delivering business growth
- Ongoing membership benefits
- Fixed time frame defined by membership (up to 10 years)
