We can say that the apex of the satisfaction would be that the successor, beyond great ability, also possessed the maximum identification with the business that will go to manage, however knows that the succession does not function in so harmonic way, and if, so it will be not well lead this process, finda for compromising the survival, the financial solution, and the continuity of the enterprise. without a doubt this is one of the periods of training most difficult of the familiar enterprise. A well made planning of succession must well be mensurado and be analyzed to minimize the impediments, the restrictions and the risks of the business. Also it will have to be exempt of emotions, attempting against for decision, and evaluating if the positions of management and the command of the organization will have to be provided by members of the family or external professionals to the familiar environment, and this decision must be thought considering it viability and the continuity of the enterprise. Of this form, the command and the positions of management of the company not necessarily will be trusted a heir having as bigger criterion the degree of kindred place of the professional ability that, therefore must be the objective of the decision.
Therefore, she seems likeable little the use of the expressions ' ' Familiar' succession; ' , therefore in both the cases are the professional ability that must be the decision object. The succession cannot estimate that the company has that to leave the command of the family. The proper heirs, if conveniently chosen and trained will be able to execute all successfully the necessary transformations, also having its favor the history of the proper enterprise (Coast, 2003, p.5). The financial solution of one company is atrelada directly to the forms as the planning of an organization is thought, mainly in what refers to the familiar companies in a succession process.