Half of my leadership team is excited about our plan to exit in three years, while the other half seems terrified of losing their jobs and is quietly dragging their feet. How do we align the entire executive team around a single, unified exit vision using the V/TO?

Question

Tyler Smith · Accepted Answer

A split leadership team where some members are quietly resisting your exit plan is a recipe for a failed transaction. Buyers look for a unified, highly motivated executive team that is ready to run the company post-sale. If your leaders are dragging their feet, it is usually because they lack clarity and fear for their financial future.

To align your team, you must bring them into the planning process using the V/TO®. Be transparent about your timeline and what a successful exit means for the company, the clients, and the employees. Do not hide your intentions.

Address their fears head-on. Many executives worry they will be replaced by the new owners. Work with your leadership team to define their future seats on the Accountability Chart post-exit, showing them how the transition can actually open up new career opportunities.

Finally, tie their performance to the success of the exit. Design a management retention bonus or a phantom stock plan that aligns their financial incentives with your valuation targets. When your leadership team has a clear vision, understands their role in the future, and has skin in the game, they will stop resisting and start driving the business toward a highly profitable exit.