Leading Under Uncertainty – What It Really Means to Become a Successor

viaductus Podcast Ambiguity and Uncertainty in Business Succession

Between Ambiguity and Trust – How Successors Deal with Uncertainty

In the latest podcast episode, Artur Morozas and Max Späte discuss a often underestimated challenge when becoming a successor: ambiguity – the ability to handle ambiguity and uncertainty in succession.

Max openly shares his experiences as a successor and interim manager, explaining why the first months after the takeover are not just about strategies and numbers, but above all about attitude, trust, and self-reflection. Today, he supports clients as a succession advisor and interim manager through Maximilian Späte Advisory.

Leading Through Change: Trust Instead of Certainty

Anyone aspiring to become a successor must understand: business succession is not a linear process. It is characterized by uncertainty, emotions, and sometimes loneliness.

Especially during this phase, trust is the most valuable currency – trust in the team, the company culture, and one’s own intuition.

Max emphasizes that the first 100 days after the takeover are critical. It’s about listening, observing, and understanding before taking action. Acting too early risks overlooking cultural dynamics or creating resistance within the team.

Attitude Beats Certainty

Attitude is more important than certainty.
This statement runs like a common thread throughout the episode. Those who want to become successors must learn to make decisions even when not all facts are on the table.

The uncertainty of succession is not an obstacle but a reality that one must learn to manage. It requires courage, composure, and the ability to see ambiguity not as a threat but as a leadership task.

Culture Meets Numbers: Two Sides of the Same Coin

Another key point: culture and numbers are inseparably linked.
Focusing solely on KPIs causes one to lose sight of the company’s emotional logic. Relying only on culture risks economic imbalances. Successful successors manage to combine both – leading sustainably as a result.

Conclusion: Preparing for Uncertainty Is Crucial

Succession means consciously preparing for uncertainty.
Anyone who wants to become a successor should learn early on to handle ambiguity, build trust, and honestly reflect on their own “work in progress.”

Humility, attitude, and observational skills are not soft factors – they are the foundation for successful business succession.

Listen to the episode here:

Key takeaways from the episode:

Ambiguity is a core competency in succession.
Leading through change requires courage and trust.
The first 100 days are critical for success.
Loneliness is a common feeling in leadership roles.
Attitude is more important than certainty in uncertain times.
Trust is the most important currency in the early phase.
Observing and listening are key skills for successors.
Culture and numbers are inseparably connected.
Humility is essential for successful succession.
Preparing for uncertainty is indispensable for successors.