A succession provides a chance to review past strategy and performance, or lack thereof, and to explore new possibilities. Management of the emotions in the process enables an opportunity to change, or to sharpen a strategic course. As such, the succession dynamics are important for the long-term survival of the business and family ownership. It is frequently discussed as a process of conflict, rivalry and family tension; and succession can trigger several different disruptive or destructive dynamics. One difficulty for the leader or owner who is leaving is to manage the emotions that are triggered given that their identity is invested in the company. Over-involvement and over-identification of the founder or current owner/leader must be managed (i.e., Handler, 1990; Osnes, 2011).