Women at the top: The new path to corporate succession!

Women at the top: The new path to corporate succession!

The upcoming challenge of company succession is a central issue for medium-sized businesses in Germany. Around 215,000 medium-sized companies are planning a succession plan by the end of 2025. But in every fifth case the handover threatens to fail because no suitable successor can be found. Potentially suitable successors are often available but are not considered. The new practical guide “Daughters in the Succession”, created by Dr. Simon Caspary and Prof. Dr. Tom Rüsen from the WIFU Foundation offers solutions to this dilemma and shows how female family members can take over company management. University WH reports that this guide is aimed at entrepreneurial families, advisory specialists and possible successors.

One of the central challenges for women in entrepreneurial families is the outdated role models and the lack of acceptance of their leadership skills. In addition, the compatibility of family and leadership responsibilities is often perceived as an obstacle. The guide offers practical recommendations, such as clear agreements with the senior generation, targeted leadership development and the establishment of networks to meet these challenges. In addition, framework conditions that promote a balance between work and private life are also important.

The practical guide in detail

The guide “Daughters in Succession – How Successors Become Pioneers,” which was published in 2025, is based on empirical findings and the authors’ consulting practice. With a foreword by Christina Diem-Puello, President of the VdU, it addresses the difficulties but also the potential of female succession in family businesses. Central aspects are the self-concept of daughters and the frequent finding of roles between being an entrepreneur and being a mother. The guide also offers reflection questions and practical impulses to help subsidiaries manage their business between tradition and innovation.
WIFU highlights the importance of eight success factors that are important for successful female succession, including communication, handover strategies and the compatibility of family and business.

The guide encourages companies to make their succession culture more diverse and adopt a “skills over gender” approach. Historically, corporate succession has been heavily male-dominated, and women have often remained in supporting roles despite their significant contributions to the success of many companies, as shown by the example of one author's grandmother, who ran the operations of a family business.

New opportunities through diversity

However, social developments and equality movements are opening up new opportunities for women in company succession. A diverse leadership culture can promote innovative approaches and solve the problem of succession in Germany. Flexible leadership models such as co-leadership and shared responsibility could promote a modern corporate culture and diverse leadership teams are able to make more sustainable decisions. The YOU B states that it is crucial to implement targeted support measures for women to support them in taking on corporate responsibilities.

Overall, the new guidelines show that by integrating female successors, companies can not only secure their succession, but also bring a breath of fresh air and new perspectives into corporate management.