The SuccessPrint


is the proven resource for deploying and utilizing best-of-breed people analytics during the succession planning process. It is your lens for focusing on the talent data that truly matters.

What We Do

Family Advising

We are a private advisory firm for enterprise-owning and other high net worth families.

Organizational Development and Strategic Consulting

We assesses the current organization’ leadership execution in the context of the overall business strategy and identify areas of misalignment.

Leadership Assessment and Development

We assess leadership and provide feedback about competencies through our mature, proven assessment methodology; we provide executive coaching support.

Succession and Talent Management

We evaluate success predictors as well as the ability of successors to assume responsibility for the organization.

What We Think

  • From Owning To Exiting — Managing The Risks Of Transition In A Family Owned Business.

    Statistics on the failure of family-owned businesses are well known. While more than 93 percent of businesses are family owned, only 30 percent survive in the second generation. This white paper discusses sound solutions to growth strategy, succession planning, and exit strategy.
  • Updated: Shared Leadership In Family-Owned Businesses: Trends, Typical Structures And Criteria For Selecting The Right Leadership Model

    The trend over the last ten years in family business is toward equality, where businesses have a system of multiple leaders and transition control of the business to the next generation in the form of a leadership group. This white paper from Strategic Designs for Learning discusses the typical structures of family owned businesses and criteria for selecting the right shared leadership model.
  • The Use Of Assessments For Succession Planning In Family Owned Businesses

    As family-owned businesses represent the lion’s share of companies in North America, their success from generation to generation is important to both them and the economy. Family-owned businesses have varied ways of deciding who will succeed an owner. This white paper discusses the use of cognitive and personality assessments to help identify the person with the most potential for success, as well as create a development roadmap to improve specific areas.
  • Family Owned Business Management and Leadership Podcast Series

    Welcome to the Family Owned Business management and leadership podcast series produced by Renée Lado, Founder and CEO of Strategic Designs for Learning, and Ellen M. Steinlauf. SDL assists Family Owned Businesses with business and exit strategy, leadership development, executive coaching and succession. In this podcast series, Renee’ and Ellen share information and insights they’ve learned from having worked with hundreds of Family Owned Businesses in a variety of industries.

Case Studies in Brief

These are representative engagements in which we worked closely with our clients to apply a focused, directed approach to addressing their business challenges. In each engagement, we applied our expert business knowledge, unique methodology and approach to align key decision makers in their understanding of the business solution, so that there would be consistency in execution. We identified metrics that made sense to each client, and incorporated those in the design of our work.

SDL was instrumental in a family-owned manufacturing company’s reinvention to meet their challenges of growth and global expansion.

Core Solutions: Organization Development & Strategic ConsultingFamily Advising 

  • To identify cultural and learning barriers to increased productivity in a manufacturing environment
  • To assess leadership capabilities in leading their manufacturing plant in reinventing itself
  • To increase client satisfaction by providing a long-term leadership development and plant accountability plan
SDL designed and implemented an organizational strategy for a major integration firm.

Core Solutions: Leadership Assessment & Development

  • To assess the leadership and project effectiveness of a major division within this organization that had been experiencing significant growing pains
  • To recommend changes to the organizational structure and leadership
  • To increase client satisfaction by providing a transitional plan to mitigate the risk
SDL designed a leadership development plan to support Credit Union managers.

Core Solutions: Leadership Assessment & Development

  • To determine the leadership requirements for a cadre of managers in a rapidly growing financial institution
  • To develop a plan to strengthen existing supervisory skills and increase leadership potential
  • Increase effectiveness of cross-functional communication to support organizational growth
SDL created a framework for a corporate university which would form the baseline for career development and succession planning in their company.

Core Solutions: Succession Planning & Talent Management

  • Design a corporate university for this turnkey land development company
  • Leverage the corporate university as a tool to communicate corporate culture
  • Develop an internal capacity by certifying a cadre of internal trainers to customize their corporate university curriculum
SDL partnered with a 4th generation family-owned major international manufacturer in designing and executing a Succession Strategy.

Core Solutions: Succession and Talent Management, Family Advising 

  • To assess the talent of the owner’s children to determine their suitability for succession
  • To support the successors in their leadership development