By Sankeetha Selvarajah
Today's issue is brought to you by Zensei LLC. We help high achieving entrepreneurs get clear on their growth by planning their exits in a mindful, systematic process. Sign up for our Zensei Group Accelerator with our discovery call here. Our April Accelerator is now accepting applications.
Is 2026 the year you fire yourself, Exiter?
The numbers are in, Exiter.
There were more than 50,000 deals throughout the year [2025], a first-time feat, worth an aggregate $4.9 trillion, or just 125 basis points away from crossing the $5 trillion mark for the first time.
Heading into 2026, the global M&A market is poised to continue its momentum thanks to ample public and private capital, easing borrowing costs, booming growth opportunities in AI and adjacent tech and infrastructure, and continued market confidence.
Kyle Walters,
Private Equity, Analyst - Pitchbook
2025 Annual Global M&A Report
What does that mean, broadly?
Every single one of those deals that closed in 2025 were contemplated, researched or negotiated in the years prior to 2025.
Some succession or exit planning had begun in 2023, or 2024.
Hard conversations were consistently brought to meetings in the years, 2022-2025.
Skilled people were replaced or introduced in 2023 onwards, in anticipation of a potential exit.
What does that exactly mean for you, as a 2026 CEO?
Answer this honestly now:
Are you the 2026 CEO that will lead your current company to an exit in 2028 or later?
Everything flows from that answer.
A reminder here that leadership and ownership ARE PARALLEL and NOT the same concept!
You may own 100% of your company and NOT lead it or manage it in the day-to-day.
You may also own 0% of the company and still be the CEO leading the company.
In fact, it would be beneficial for your company’s transferability value if you could easily transfer your leadership to another person (BEFORE EXIT) who can take “the helm” while you retain ownership and assignability control.
This is a common inflection point and causes review each time.
It also incites movement.
HERE’S HOW TO DO IT:
Ask yourself these followup questions:
- Are you burnt out?
-
Have you lost interest in your current business in the past 12 months?
- (This has ramifications because of the amount of forethought and energy you have in your company).
- Has your interest level in “solving problems” in your company been reduced in the past 12 months?
-
Has the pace of innovation in your current company slowed in the past 12 months?
- (A general rule of thumb is that new or “disruptive” development should be 10% of your company output)
- Can you foresee yourself leaving in the next 12-18 months?
If most of your answers are YES, then the company may have outgrown your capacity as a CEO.
It needs new leadership ("fresh blood").
Of course, timing matters. Especially after guidance with your advisors.
At times, your self “firing” may come sooner than you believe..
So, what do you need to do today to make this exit more profitable?
Make yourself obsolete.
The exit happens twice.
With you becoming obsolete and then the actual sale.
HERE'S WHY THIS MATTERS:
The ideal situation is to sell your company when it has high revenue, potentiality and profit - not when you or the company (and your leadership) is at a low point. Selling when leadership is at a low point leads to a reduced, or “fire sale”.
HERE’S WHY BUYERS LOVE IT:
If the Buyer is interested in your company just for its assets, your company is a "steal"!
Every buyer loves paying LESS for a quality deal.
Please remember that to have a profitable sale, you must successfully defend your value to any Buyer.
Along with, clearly outlining the value to the Buyer’s portfolio.
Having solid leadership (if that’s you, or a fresh CEO) that can transfer upon the Sale Date is a key value driver.
ACTION STEPS FOR NEXT 14 DAYS:
1. Take a CEO day and assess your leadership, not JUST your ownership.
2. Are you burnt out, tired of leading this company, or don't see yourself at the helm in the next 12 months?
3. Write down your daily or monthly duties - can someone else do these duties better? Or with renewed vigor?
4. Build out SOPs for succession to a new CEO, as if it will happen in the next 6 months.
In succession,
Sankeetha
When you’re aligned, here is the best way way we can help you:
1. Our Zensei 4 week Group Accelerator is now OPEN for our April 2026 cohort. At half the cost of an individual Exit Plan, this allows you to co-create a 2 year Exit Plan for this calendar year and beyond. Taking a cohort maximum of 6. Every Exiter has a private, 2 hour Exit meeting at the end of the Accelerator and a complimentary 30 day followup. Sign up for a free discovery call here to learn more.
2. Initial Exit Strategy Session. Unsure of where to begin? Allow an Exit Strategist to review your current status and give you Actionable tips to begin your Exit journey. Sign up here.
3. "Exit before you Start" Virtual Course. The pre-course before the Group Accelerator, that's designed for the new startup CEO intent on exiting. Entirely self-paced and Exit-focused for the busy CEO. Exits are for EVERY Company.
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