Employee ownership is often seen as the ultimate legacy move – and it is.
But it’s also a major personal transition for the founder.
One that requires planning long before the handover.
In our last EO Know How of 2025, Barry explores the human side of employee ownership (EO) – the identity shift, the loss of control, and the new purpose founders must build after the deal completes. Barry handed over the CEO reins in April 2025, having led the business for over 24 years and candidly shares the importance of personal life planning both before and after the transaction.
Sneak peek: What’s inside the guide
What do we mean by “post-EOT life”?
An Employee Ownership Trust (EOT) transaction transfers ownership – but it also asks the founder to step back from the role that has defined them for years.
This isn’t just structural. It touches the very core of a founder’s identity, emotions and sense of purpose.
Letting go is the hardest part
For decades, founders are the final decision-makers.
Post-sale, that changes overnight.
This section highlights:
- The emotional challenge of giving up control
- How over-involvement can undermine new leadership
- Why creating space for the CEO and Trust Board is essential
Letting go isn’t about stepping back and doing nothing. It’s an active, disciplined process that requires patience, trust in the new leadership, and a conscious decision to support without control.
The identity gap founders don’t expect
When the daily pace stops, purpose can disappear too.
We explore:
- Why losing the “Founder/CEO” identity creates a void
- How the excitement of newfound freedom can quickly give way to a sense of no direction
- Why purpose must be intentionally rebuilt, not discovered by accident
- A founder needs more than free time, they need direction.
Personal Succession Planning matters
A successful transition requires a plan for the person, not just the business.
That means:
- Starting preparation years in advance
- Exploring board roles, philanthropy, new ventures or hobbies
- Using coaching or therapy to navigate the emotional shift
- Building social networks outside the business
Purpose doesn’t simply appear on its own. It’s something you actively create, through intention, planning and a willingness to explore new roles, projects and connections.
The real measure of success
An EOT transition isn’t just about a thriving business.
It’s about a founder who steps into the next chapter with clarity and confidence.
The goal isn’t to fade away. It’s to thrive and redefine success beyond the role that once defined them.
Who We Are
We’re Paradigm Norton – a financial planning firm that understands both sides of the employee ownership table.
We’ve supported founders navigating the handover. We’ve helped new EO businesses build sustainable cash flow models. And we’ve lived the journey ourselves, since becoming employee-owned in 2019.
That’s why we approach deferred consideration with two priorities: protecting the vendor’s future and empowering the employee-owned business to thrive.