Incentive Compensation for Contractors - Succession

Succession planning works best when leaders of the organization spend time helping leaders at all levels to think as business owners.

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Contributors Sue Weiler-Doke David Brown

This level of thinking includes cash flow and funding sources for all organizational planning.

Current owners and stakeholders need to be meticulous in determining if the current cash flow can support a robust incentive program. Any program that jeopardizes cash flow could ultimately be dangerous to the continuing operations of the organization.

Looking at funding through both a buying and selling lense helps current owners to secure their value stream and helps future owners to know that the organization is sustainable with and without the current ownership in place.


In this video series Courtney Stearns, Sue Weiler-Doke and David Brown discuss the most common questions we get from contractors about incentive programs including a bunch of great questions from the audience.

This is Part 9 of a 20 Part Series


Topics Covered in the Series Include:

  • Who Benefits?
  • Calculations
  • Prerequisites
  • Culture
  • Next Steps

All relationships start with a simple conversation. Let’s schedule some time to talk about your specific challenges and opportunities.


More from Courtney Stearns
Incentive Compensation for Contractors - Risks
The highest risk with any incentive program is the lack of a well thought out and systematic approach to either administering or implementing the program.
Incentive Compensation for Contractors - Audience Question: Higher Base Compensation?
There is absolutely no perfect ratio between base vs. incentive compensation. Here are the variables and some rules of thumb.
Incentive Compensation for Contractors - Audience Question: Keep Why Top Of Mind?
Incentive programs can be as seemingly small and informal as a handshake from a manager for a job well done up to very large cash compensation.