1. Introduction

Driving Dreams International brings together over 30 years of international legal and corporate experience across China, UK, US, Latin America, and India. As an experienced corporate lawyer and MNC executive, [Your Name] offers bespoke solutions tailored to safeguard Indian family businesses via succession strategy, governance, trusts, and fiduciary execution.

2. Why This Service Matters

Only about 10% of SMEs have a formal succession plan, despite 85% recognizing its value

• A robust family constitution prevents internal conflict and provides governance continuity
• Lawyers and advisors facilitate smoother leadership handovers and reduce emotional family complexities

3. Scope of Services

3. Scope & Breakdown: Phases, Deliverables & Timelines

Phase A: Discovery & Assessment (Month 1)

Intake workshops with founder and family.

Review of shareholding, trusts, governance, past wills, and goals.

Deliverable: Discovery Report & Risk Assessment.

Fee: ₹75,000

Phase B: Legal Governance Structuring (Months 2–3)

Draft/revise Family Constitution covering values, governance, conflict resolution, decision-making policies

Create shareholder agreements, holding company structures, trust deeds, Wills, and Power of Attorneys.

Deliverable: Full legal structure documentation.

Fee: ₹2,50,000–4,00,000 (based on complexity)

Phase C: Tax & Cross-Border Planning (Month 3)

Strategy for estate, gift, and capital gains tax.

Cross-border compliance for jurisdictions such as Latin America.

Deliverable: Tax-optimized structuring memo.

Fee: ₹1,00,000

Phase D: Leadership Transition Roadmap (Months 3–4)

Map successor candidates (family or professional).

Plan a 18–24 month transition with mentorship, KPIs, and governance checkpoints.

Deliverable: Transition Roadmap Document.

Fee: ₹1,00,000

Phase E: Executor & Trustee Setup (Month 4)

Formal agreement for Driving Dreams International to serve as Executor/Trustee.

Confidentiality commitment, fiduciary policies, and documentation governance.

Deliverable: Trustee agreement & retainer terms.

Fee: ₹50,000 retainer

Phase F: Implementation & Oversight (Months 4–12)

Execution of legal transfers, registry filings, trust establishment.

Conduct periodic progress reviews—quarterly or based on milestones.

Deliverable: Implementation records, governance tracking.

Fee: ₹50,000/month or 5% of transaction values

Phase G: Annual Governance Review (Post Year-1)

Periodic review of documentation, trust compliance, legal/regulatory changes.

Advisory on governance updates.

Deliverable: Annual Review Report & Action Plan.

Fee: ₹1,25,000/year

4. Annexures: Agreements, Templates & Questionnaires

Included Annexures:

• Annexure 1: Family Constitution Template (roles, values, dispute resolution, decision rights) based on best practices
• Annexure 2: Succession Planning Questionnaire:
  • Founder’s personal goals (near and long term)
  • Family involvement and preferences
  • Existing governance documents, wills, POAs
  • Trust and holding company structures
  • Tax/residency information and cross-border exposure
• Annexure 3: Transition Roadmap Checklist Template
• Annexure 4: Sample Succession Planning Agreement (rights, responsibilities, decision‑making triggers)

5. Fee Summary & Timeline

6. Privacy, Compliance & Ethical Commitment

• All client documents are handled confidentially, with digital encryption and access control.
• Trusteeship/executor role formalized in written agreement liable under Indian law.
• Cross-border structures aligned with local and international tax/legal standards.

7. Why Our Offering Delivers Exceptional Value

• Global expertise: 30+ years across multiple countries and jurisdictions.
• Dual competency: Legal fiduciary services + succession strategy under one roof.
• Holistic execution: From governance architecture to hands-on implementation and oversight.
• Trusted partner identity: We act with impartiality and confidentiality as executors and advisors.

8. Next Steps

1. Engage via Engagement Letter & NDA
2. Deliver Discovery Session Questionnaire & schedule workshops
3. Timeline kick-start in Month 1
4. Provide access to annexure templates and draft documents
5. Set up Trustee agreement in Month 4
6. Begin implementation and checks through end of first year

1. Draft: Family Constitution Outline

Based on best practices and formal governance frameworks, a Family Constitution typically includes the following sections:

1. A. Preamble & Vision
   Family legacy, core values, long‑term vision.
2. B. Governance Framework
   Roles (family members, board, advisory council), decision-making authorities, meeting cadence.
3. C. Ownership & Shareholding
   Ownership rights, transfer restrictions, dividend policies, share dilution and exit strategies.
4. D. Family Member Participation Guidelines
   Eligibility criteria, responsibilities, ‘Code of Conduct’.
5. E. Succession & Leadership Transition
   Criteria for designating next generation or external leader, transition procedures.
6. F. Dispute Resolution Mechanism
   Mediation, arbitration protocols.
7. G. Trusts & Wealth Structures
   High-level policy on family trusts, holding companies, wills, and Powers of Attorney.
8. H. Amendment & Governance Review Clause
   How and when the Constitution may be amended.

2. Succession Planning Questionnaire (Sample)

The following 12 questions help uncover relevant planning needs

1. What are the critical leadership roles in your business (owner, MD, CFO, etc.)?
2. Who currently holds these roles—and who might succeed them?
3. What competencies, values, or qualities must future leaders possess?
4. Do you have documented KPIs or benchmarks for each key position?
5. Is there an existing leadership pipeline or training plan?
6. Have you previously created a will, Power of Attorney (POA), or trust deed?
7. How is shareholding currently structured—family members, holdings, trusts?
8. What are your estate and gift tax exposure sensitivities—domestic and international?
9. Are there any existing holding companies or trust-based structures?
10. What timeframe do you envision for transition (e.g. 18–24 months)?
11. Do any potential successors require external mentorship or professional development?
12. What are possible family governance conflict areas, and how would you resolve them?

3. Transition Roadmap Checklist

From succession planning toolkits and business roadmap templates, this checklist helps structure an 18–24 month successor transition plan

Transition Roadmap Phases:

• Phase 1 – Assessment & Planning (Months 1–3):
  Evaluate successor(s), define roles, set KPIs, establish mentorship approach.
• Phase 2 – Development & Engagement (Months 4–9):
  Successor training, shadowing sessions with current leadership, participation in board and family meetings.
• Phase 3 – Graduated Delegation (Months 10–18):
  Successor begins handling key responsibilities, regular performance reviews, risk mitigation.
• Phase 4 – Full Transition (Months 19–24):
  Final handover, role exit of predecessor, firm governance structures activated, family constitution enacted.

Roadmap Tools:

• Timeline Gantt view or spreadsheet with milestones
• Quarterly governance checkpoints
• Documented mentor feedback
• Review and conflict resolution logs

Driving Dreams International • ALITPO Mexico — We respect your privacy. This message and attachments are confidential.

About Sumeet Sharma

Sumeet Sharma is the Founder & CEO of Driving Dreams International and Co‑Founder of ALITPO Mexico. Based in Mumbai, he is an international corporate lawyer and business expansion specialist with decades of experience advising manufacturers and SMEs on market entry, legal compliance, and cross‑border trade between India and Latin America.