Founder Succession Canvas

A strategic framework with tested canvases, checklists, and Figma templates to design your post-acquisition role and transition plan.

This canvas helps you systematically design your future beyond the deal, clarifying what you want from your next chapter, which responsibilities you'll keep or hand over, and how to phase yourself out of operations without losing influence or leaving your team in chaos.

Based on M&A advisory work with 30+ B2B tech and IT service companies ($3M-$20M+ revenue) preparing for acquisition, merger, or investment.

Practical PDF with strategic frameworks, role design tools, and editable Figma templates. Complete the form for immediate access.

What You Get

● Strategic Role Design Framework - to help you articulate what you want your next chapter to look like instead of letting integration "figure it out."

● Transition Roadmap & Successor Planning Tools - to map your current dependencies, identify who takes over what responsibilities, and phase your exit. 

● Governance & Decision Rights Templates - to define who decides on pricing, hiring, budgets, and strategy at different points post-close, so your role doesn't become ambiguous during integration.

● Risk Assessment & Communication Framework - to identify where founder succession typically breaks, design mitigation strategies, and craft stakeholder messages that align expectations and prevent confusion.

Plus, every framework comes as an editable Figma template, so you can customize it to your specific deal context, share it with your advisors or leadership team, and iterate as negotiations progress and integration plans take shape.

Who Is This For

This canvas is designed for tech services CEOs and founders navigating strategic exits who need to proactively design their post-deal role and transition plan, including:

● Founders and CEOs of IT services, custom software, or dev shops actively in M&A discussions with strategic buyers or private equity groups

● Leaders 6-12 months from expected closing, who are in earn-out conversations and need to define post-acquisition roles and decision rights

● Founders committed to staying involved post-acquisition, but uncertain whether that means running a BU, advising the board, or managing key accounts only

● CEOs concerned about maintaining influence, protecting company culture, or ensuring team stability through integration and beyond

Use this canvas when you're preparing for LOI or term sheet discussions, structuring your earn-out and employment agreement, or trying to align the buyer's integration expectations with your personal goals for the next chapter.

How To Use This Playbook

1. Work through it honestly (alone first)Fill in the 9 sections systematically, starting with your deal context and personal goals, then moving into role design and practical transition planning. Be truthful about where you are today, what you actually want, and what's realistically achievable. 

2. Pressure-test it in a 60-90 minute session with trusted advisorsShare your completed canvas with your M&A advisor or your co-founders. Use the role scenarios, successor gaps, and risk mitigations to stress-test your plan against real integration challenges, then refine your preferred scenario.

3. Translate it into deal terms and stakeholder communicationUse your clarity on decision rights, transition milestones, and non-negotiables to inform your employment agreement, governance structure, and earn-out mechanics. Then deploy the communication plan to align your leadership team, the buyer's integration lead, and key clients.