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Comprehensive Business Succession and Estate Planning Guidance
Planning for the future of your business in Artesia involves more than simple paperwork; it is a deliberate process that preserves value and ensures continuity when ownership or leadership changes. Effective business succession planning coordinates legal documents, tax considerations, management transition, and communication with stakeholders to reduce uncertainty. For owners in Artesia and Los Angeles County, this planning supports the local economy and helps protect employees, partners, and clients. A thoughtful succession plan addresses likely scenarios such as retirement, sale, incapacity, or unexpected events and sets clear procedures that reflect the owner’s long-term goals and business realities.
A practical succession plan aligns legal instruments like wills, trusts, buy-sell agreements, and powers of attorney with financial and operational strategies to maintain business continuity. In Artesia, local market factors and California law shape the options available to business owners, so plans are customized to the company’s structure and goals. Establishing procedures for selecting or training successors, transferring ownership interests, and managing tax exposure reduces the risk of disputes and operational interruptions. Preparing now helps business owners preserve value, protect relationships, and provide a clear path forward for the enterprise and the people who depend on it.
Why Business Succession Planning Matters for Artesia Business Owners
Business succession planning reduces uncertainty, helps avoid disputes, and protects the financial value of the company during transitions. By creating clear documents and defined procedures, owners in Artesia can maintain operational stability and protect relationships with partners, employees, and clients. Proper planning can also provide tax and cash flow advantages by structuring transfers in ways that preserve more value for successors and reduce liabilities. For family businesses, planning helps manage expectations and roles among relatives so that the business continues to serve the community without interruption when leadership or ownership changes.
About LA Estate Plans and Our Business Succession Approach
LA Estate Plans helps Artesia business owners develop tailored succession solutions that reflect California law and local business circumstances. Our practice focuses on listening to your objectives and translating those goals into workable documents and step-by-step strategies. We collaborate with financial and tax advisors to integrate legal arrangements with broader business and estate considerations. The goal is to provide a practical plan that is easy to implement, maintainable over time, and responsive to changes in your business or family situation. Clear communication and ongoing support help keep the plan current as needs evolve.
Understanding Business Succession Planning in Artesia
Business succession planning involves evaluating ownership structures, identifying potential successors, preparing legal agreements, and coordinating financial and tax strategies. It addresses both the transfer of ownership interests and the transition of management responsibilities so that operations continue smoothly. Key instruments often include buy-sell agreements, trusts, wills, powers of attorney, and shareholder or operating agreements. Each component is tailored to the company’s governance, size, and goals. For Artesia owners, local market dynamics and California law influence the design and timing of succession measures to minimize disruption and preserve business value.
A thorough succession plan also contemplates contingency scenarios such as incapacity, sudden death, or unexpected changes in partnerships or family circumstances. Addressing these contingencies upfront prevents confusion and costly delays when events occur. The planning process involves gathering details about finances, contracts, and roles, then drafting clear provisions for transfer, valuation, and governance. Regular reviews of the plan ensure it remains aligned with evolving business conditions, tax rules, and family priorities. This proactive approach provides peace of mind and a roadmap for a stable transition of ownership and leadership.
What Business Succession Planning Means for Your Company
Business succession planning arranges how ownership and control of a company will pass to new hands while protecting operational continuity and value. It includes documenting who will assume ownership, how shares or interests will be valued, and the legal mechanisms that effect the transfer. The plan also sets governance rules for how decisions will be made during and after the transition. In practice, succession planning blends legal drafting, tax planning, and strategic decision-making to ensure the owner’s wishes are followed and the business remains viable and aligned with long-term objectives.
Key Elements and Steps in a Business Succession Plan
Important elements include identifying successors, preparing buy-sell agreements, establishing trusts if appropriate, aligning company governance documents, and coordinating tax and financial planning. The process begins with a comprehensive review of the business structure, finances, and ownership agreements. Next comes drafting and negotiating documents that reflect agreed terms for valuation, timing, and transfer mechanics. Implementation requires executing legal instruments, updating contracts, and preparing management to enact the transition. Ongoing reviews and updates keep the plan relevant as laws, business conditions, or family dynamics change.
Key Terms and Definitions for Business Succession
Understanding the terminology used in succession planning clarifies choices and helps business owners make informed decisions. Terms like buy-sell agreement, trust, succession plan, and estate planning often appear in planning discussions and documents. Knowing what each term means, and how those tools function in practice, allows owners to evaluate options and select the arrangements that best fit their company’s goals. Clear definitions also make it easier to communicate intentions to family, partners, and advisors so everyone understands the steps that will take place at transition.
Buy-Sell Agreement
A buy-sell agreement is a contract that sets the terms for transferring ownership interests when triggering events occur, such as retirement, disability, death, or a sale. It defines who may buy, pricing or valuation methods, and the timing or financing of the transfer. This agreement prevents disputes by establishing predefined procedures for how ownership moves between current owners or to outside parties. For many businesses in Artesia, a buy-sell agreement is a practical tool to ensure predictable outcomes and protect the company’s continuity when ownership changes.
Succession Plan
A succession plan is the broader strategy that outlines how leadership and ownership will transition over time. It includes identifying successor candidates, setting training and transition timelines, and establishing the legal and financial mechanisms to transfer authority and interest. The plan also specifies contingencies for unexpected events and how governance will operate during transitions. A well-crafted succession plan promotes continuity, preserves relationships, and helps ensure that the business can continue delivering services or products without disruption when changes occur.
Trust
A trust is a legal vehicle that holds property for the benefit of designated beneficiaries and can be used to manage business ownership transitions. In succession planning, trusts can provide structured transfer of business interests while enabling control over timing and conditions of distribution. Trusts may help avoid probate, provide privacy, and allow for tax and estate planning coordination. Careful drafting is required so the trust aligns with business governance and financial arrangements, ensuring the intended successor can assume ownership or receive benefits according to the owner’s directions.
Estate Planning
Estate planning encompasses arrangements for administering and distributing an individual’s assets during life and at death. When a business is part of an owner’s estate, integrating business succession planning with broader estate planning ensures ownership transfers are consistent with overall legacy goals. Estate planning tools such as wills, trusts, and powers of attorney interact with business documents to create a coordinated approach. This integration helps manage taxes, ease transitions, and provide clear pathways for successors while achieving the owner’s wider personal and financial objectives.
Comparing Legal Strategies for Business Succession
Different legal approaches to succession offer varying levels of control, complexity, and cost. Simple arrangements like a will or power of attorney may work for sole proprietors with limited assets, while businesses with partners or complex assets often need buy-sell agreements, trusts, and corporate document amendments. The right choice depends on ownership structure, family dynamics, tax exposure, and the desired level of ongoing involvement by the owner. Evaluating options side by side helps owners select a plan that balances protection, flexibility, and administrative practicality.
When a Limited Succession Approach May Be Appropriate:
Simple Ownership and Clear Successor
A limited succession approach can be suitable when a business has a single owner or a clear successor already identified, and the company lacks complex assets or multiple stakeholders. In such scenarios, straightforward documents like a will, power of attorney, and basic transfer provisions may accomplish the owner’s goals without extensive legal structuring. The owner should still ensure that documents are aligned with California law and that any transfer mechanisms operate smoothly to avoid probate delays or confusion when the time comes to transfer control.
Minimal Tax and Contractual Complexity
When tax liabilities are limited and the business has few contracts or third-party obligations, a simpler plan may be efficient and cost effective. If ownership interests can be transferred without triggering significant tax events and partners are not involved, basic estate planning tools paired with a clear timeline for leadership transition can protect value and maintain operations. It remains important to review any leases, vendor agreements, or licenses to ensure transfers are permitted and to avoid unintended disruptions during a transition.
Why a Comprehensive Succession Strategy Often Makes Sense:
Multiple Owners and Complex Governance
A comprehensive succession plan is generally needed when a business has multiple owners, complicated governance structures, or differing expectations among stakeholders. Detailed agreements clarify ownership percentages, voting rights, transfer restrictions, and dispute resolution procedures to prevent conflicts. These arrangements often require careful drafting and coordination with financial plans to preserve value and provide clear steps for orderly transition. For businesses in Artesia with partners or investors, a thorough approach helps protect relationships and ensures continuity under varied scenarios.
Significant Tax or Financial Considerations
Complex financial structures, substantial assets, or potential tax exposures make a comprehensive plan more appropriate to protect the business and beneficiaries. Tailored strategies can include trusts, structured buyouts, and tax-aware transfer mechanisms designed to minimize liabilities and preserve enterprise value. Coordinating legal documents with tax and financial advisers ensures transfers are structured to achieve optimal outcomes while complying with California tax rules. This integrated planning supports a smoother transition that preserves resources for successors and operational needs.
Benefits of a Thorough Business Succession Plan
A comprehensive approach provides clarity and predictability about who will own and operate the business after a transition. It reduces the potential for disputes, preserves business relationships, and protects brand reputation by maintaining continuity of service. Thoughtful planning can also identify funding mechanisms for buyouts, mitigate tax liabilities, and ensure that management changes are staged to avoid operational disruption. For Artesia owners, preserving local business continuity supports employees and customers while protecting the owner’s legacy and the company’s long-term value.
Comprehensive plans also create a framework for training and preparing successors, enabling a smoother leadership handoff. By documenting roles, timelines, and responsibilities, owners ensure that successors have the authority and support necessary to maintain operations. Regular plan reviews keep provisions current with legal and business changes, reducing the risk of outdated instructions causing problems. This proactive stewardship supports long-term business stability and gives owners confidence that the company will continue to thrive under the transition plan.
Reduced Risk of Ownership Disputes
Clear documentation and predefined procedures reduce the likelihood of disagreements among heirs, partners, or creditors during a transition. By setting out valuation methods, transfer rules, and dispute resolution processes in advance, the plan helps prevent costly litigation and operational interruptions. Establishing transparent criteria for ownership changes protects business relationships and fosters a stable environment for employees and clients. This foresight helps maintain trust and continuity, preserving the company’s reputation and economic value during periods of change.
Improved Financial and Tax Outcomes
A well-structured succession plan coordinates ownership transfers with tax planning to reduce liabilities and preserve value. By considering timing, valuation methods, and transfer mechanisms, owners can deploy strategies that limit taxable events and provide liquidity for buyouts or operational needs. Coordinating with financial advisers helps design funding options for successors and plans for cash flow after transition. This practical financial planning ensures the business remains solvent and competitive while maximizing the value available to beneficiaries and new owners.
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Practical Tips for Business Succession Planning
Start Early and Update Often
Begin planning well in advance of any anticipated transition to allow time for valuation, training successors, and coordinating tax and financial strategies. Early planning lets you test leadership transitions, identify gaps, and make adjustments before a critical event. Schedule periodic reviews to update documents as laws, business conditions, or family circumstances change. Proactive timeline management reduces last-minute complications and provides time to implement funding arrangements or ownership restructures that protect the company and stakeholders.
Include Key Stakeholders in the Conversation
Coordinate with Financial and Tax Advisors
Succession planning should be coordinated with financial and tax professionals to evaluate the most advantageous transfer strategies and funding mechanisms. Tax considerations can materially affect the net value transferred to successors, so aligning legal documents with financial planning preserves more value. Discussing financing options for buyouts, estate liquidity, and valuation methods helps ensure successors can assume ownership without compromising business operations. This cross-disciplinary approach results in a more resilient plan that addresses both legal mechanics and financial realities.
Why You Should Consider Business Succession Planning
Business succession planning protects the value of your company and provides a clear path forward when ownership or leadership changes. It reduces the risk of disputes, preserves jobs, and maintains service to customers. Whether you plan to retire, sell, or transfer ownership within a family, a documented plan clarifies rights and responsibilities and helps avoid costly delays. Effective planning also supports tax and financial objectives, allowing you to structure transfers in ways that protect liquidity and maximize value for intended recipients.
Having a succession plan in place offers peace of mind by defining contingency steps for incapacity or unexpected events. It helps ensure business continuity by outlining interim authority and decision-making processes so operations are not interrupted. Planning also enables orderly training of successors and transferring of institutional knowledge. For businesses in Artesia, succession planning reinforces stability in the local community by preserving jobs and maintaining customer relationships during ownership changes, which benefits both the company and the area it serves.
Common Situations That Call for Succession Planning
Circumstances that signal the need for succession planning include retirement, plans to sell the business, changes in partnership or ownership structure, or concern about incapacity or unexpected death. Family dynamics, business growth, and evolving tax rules also prompt reviews of succession arrangements. When owners anticipate a major life event or change in business operations, it is prudent to establish formal transfer procedures and funding mechanisms. Doing so prepares the company for transitions while protecting value and relationships.
Retirement or Planned Exit
When an owner plans to retire or exit, a well-structured succession plan smooths the handoff to a buyer or designated successor. The plan can establish valuation, payment terms, and transition timelines that allow the new owner to assume responsibilities without disrupting operations. Preparing successors in advance and documenting key procedures helps ensure customer and employee continuity. Careful planning also addresses tax implications and funding needs so the exit preserves value for the owner and supports ongoing business stability.
Unexpected Incapacity or Death
Unexpected incapacity or death can create immediate operational and legal challenges without a plan in place. A succession plan specifies who will have authority to operate the business, how ownership interests will be handled, and steps to keep operations running during the transition. Advance planning reduces confusion among family, partners, and employees, and helps avoid costly probate delays or disputes. Establishing directives for managing the business in such circumstances maintains continuity and protects the company’s reputation and relationships.
Changes in Ownership or Partnerships
Changes in ownership, the addition of new partners, or shifting family roles require updates to succession documents and governance agreements. Revising buy-sell agreements, operating agreements, and trust provisions ensures that transfer rules reflect current realities and expectations. Addressing these changes proactively prevents misunderstandings and aligns rights and obligations among owners. Clear contractual provisions for admission, withdrawal, or transfer of interests protect the business from internal disputes and preserve value during periods of transition or restructuring.
We’re Here to Help Artesia Business Owners
Why Choose LA Estate Plans for Succession Planning
LA Estate Plans focuses on practical succession solutions that reflect California law and the business realities of Artesia owners. We prioritize plain language, transparent processes, and coordination with financial advisers to ensure documents work as intended in practice. Our approach emphasizes clear communication so owners and stakeholders understand the steps and outcomes of the plan. We aim to deliver plans that are straightforward to implement and that minimize the administrative burden on owners and successors when the transition occurs.
Our service includes a thorough review of business agreements, customized drafting of buy-sell arrangements and trust provisions when appropriate, and assistance with implementation and filing. We guide clients through training successors and preparing management for transfer, and we offer periodic reviews to keep the plan current. This comprehensive support helps maintain continuity and protects both business and family interests. We work to create plans that are legally sound and practically effective for long-term stability.
We also emphasize accessibility and timely communication, answering questions and explaining options in plain language so owners can make informed choices. By coordinating with accountants and financial professionals, we integrate tax and funding considerations into the legal plan. Our goal is to reduce uncertainty, protect value, and help business owners feel confident that their company will continue to operate according to their intentions after they step away or if unexpected events occur.
Contact LA Estate Plans to Discuss Your Succession Plan
Our Business Succession Planning Process
Our process begins with an initial consultation to learn about your business structure, ownership, goals, and concerns. We gather financial and governance information, identify successors, and map potential scenarios. Next we draft documents and coordinate with your financial advisers for valuation and tax planning. After review and revision, we assist with execution, filings, and any transfers needed to implement the plan. Finally, we recommend periodic reviews to update the plan as circumstances change, ensuring long-term effectiveness and alignment with your objectives.
Step 1: Initial Consultation and Assessment
In the first step we conduct a detailed review of your business entity structure, ownership records, contractual obligations, and financial picture. We discuss your goals for the transition, identify potential successors, and outline the legal and practical options available under California law. This assessment helps prioritize actions such as drafting buy-sell agreements, creating trusts, or updating governance documents. A thorough fact-finding phase ensures the succession plan addresses the most important risks and achieves the owner’s intentions while preserving business value.
Gathering Business Information
We collect documents such as operating agreements, shareholder records, financial statements, lease agreements, and any existing estate planning instruments. Understanding current contracts, licenses, and employee arrangements is essential for determining how ownership transfers will affect operations. This information forms the basis for valuation discussions and identifies any contractual constraints on ownership transfers. By creating a comprehensive factual record, we can design a succession plan that integrates legal, financial, and operational considerations to support a smooth transition.
Identifying Successors and Objectives
We work with owners to identify candidate successors and clarify objectives for continuity, compensation, and governance after transition. This includes discussing timelines for transfer, roles for outgoing owners, and expectations for successors. Clear documentation of these objectives helps shape the legal mechanisms for transfer and training plans for new leaders. Aligning on goals early reduces the likelihood of misunderstanding and ensures that the legal structure supports the intended operational and family outcomes.
Step 2: Drafting and Reviewing Succession Documents
During drafting, we prepare buy-sell agreements, trust provisions, powers of attorney, and amendments to corporate or operating agreements as needed. We coordinate with tax and financial advisers to integrate valuation methods and funding strategies. Clients receive drafts for review and we incorporate feedback to align documents with the agreed-upon approach. Careful drafting ensures the plan addresses operating realities and legal requirements so the transfer mechanisms are enforceable and easy to follow when activated.
Legal Document Preparation and Coordination
Document preparation involves specifying valuation formulas, defining triggering events, setting payment terms, and addressing governance changes. Where trusts are used, provisions direct how ownership interests are held and distributed. We ensure documents comply with California requirements and are consistent with other estate planning instruments. Coordination with accountants and lenders may be necessary to confirm funding sources for buyouts and to address any tax consequences of transfer. The result is a cohesive set of documents ready for execution.
Review, Negotiation, and Finalization
After preparing drafts, we review terms with all relevant parties and facilitate negotiations among owners, family members, or partners. Revisions address concerns and refine transition mechanics until the parties reach agreement. Finalization includes signing, notarization, and any required filings or amendments to corporate records. We provide clear instructions for implementing the plan and coordinate with banks, registrars, or licensing agencies to ensure ownership transfers are properly recorded and effective when needed.
Step 3: Implementation and Ongoing Maintenance
Implementation includes executing signed documents, coordinating funding for buyouts, transferring ownership records, and updating third-party contracts when required. We also assist with successor training and governance transitions to help operations continue smoothly. After implementation, regular plan reviews are important to adapt to legal changes, financial shifts, or family developments. Ongoing maintenance ensures the succession plan remains practical and effective, preventing it from becoming outdated and reducing the risk of complications if a transition becomes necessary.
Execution of Agreements and Transfers
We help coordinate the signing and proper execution of buy-sell agreements, trust instruments, and any necessary corporate filings. This may include transfers of stock certificates, membership interests, or updates to ownership registries. Proper execution ensures that the intended transfer mechanisms are legally binding and enforceable. We also advise on preserving records and implementing any financing or escrow arrangements needed to facilitate payment or transfer under the plan, supporting a smooth operational handover.
Continuous Review and Plan Updates
Succession plans should be reviewed periodically and updated to reflect changes in business value, ownership structure, tax law, or family circumstances. We recommend scheduled check-ins to confirm that documents remain aligned with current objectives and to make adjustments when needed. Ongoing attention reduces the risk that outdated provisions will hinder a transition. Regular reviews also provide opportunities to reinforce training for successors and confirm funding arrangements remain viable for buyouts and other financial needs associated with transfer.
The Proof is in Our Performance
Frequently Asked Questions About Business Succession in Artesia
What is the first step in business succession planning?
The first step is a thorough assessment of your business and personal goals to determine the best path forward. This includes reviewing entity formation documents, ownership records, financial statements, and any existing estate planning instruments. Understanding the company’s structure, key contracts, and personnel helps identify legal and operational needs that will influence the plan’s design. Gathering this information allows for practical recommendations that fit the company’s governance and the owner’s intentions. After the assessment, we discuss potential successors and the owner’s preferred outcomes, including timelines, compensation, and operational involvement after transition. This step helps shape which legal tools will be most effective, such as buy-sell agreements, trusts, or amendments to governing documents. Early alignment on objectives makes drafting more efficient and ensures that the legal mechanisms support a realistic, implementable transition strategy tailored to the Artesia business context.
How long does the succession planning process typically take?
The timeline varies depending on complexity. Simple plans for sole owners or small businesses with minimal assets can be prepared in a matter of weeks once documentation is complete. These plans typically involve drafting a few documents like a will, power of attorney, and basic transfer provisions, which are straightforward when ownership and valuation are uncomplicated. More complex arrangements involving multiple owners, trusts, valuation negotiations, and tax planning can take several months. These require coordination with accountants and lenders, negotiation among stakeholders, and detailed drafting to address contingencies and governance issues. Regular communication and a clear project plan expedite the process and help ensure all parties are prepared for implementation.
Should I update my succession plan and how often?
Yes, succession plans should be reviewed periodically and updated when significant events occur. Changes in business value, ownership structure, family circumstances, or relevant laws can affect how the plan functions in practice. Regular reviews help ensure that valuation methods, funding mechanisms, and successor arrangements remain appropriate and practical. We recommend scheduling check-ins at least every few years or whenever major changes occur, such as a partner joining, a substantial shift in revenue, or new tax rules. Proactive maintenance reduces the risk that outdated provisions will create complications during a transition and provides an opportunity to reinforce training for successors.
What happens if a business has no succession plan?
Without a succession plan, a business may face uncertainty, disputes among heirs or partners, and potential operational disruption when ownership needs to change. Lack of defined procedures can lead to delays in decision-making, probate complications, and financial stress that reduce the company’s value and hurt employee morale. These problems may be costly and time consuming to resolve in the midst of a transition. A documented plan provides clear instructions for ownership transfer, interim management authority, and methods for resolving disputes. It preserves continuity and helps protect the company’s reputation, relationships, and financial stability during sensitive periods of change.
Do sole owners need a succession plan?
Yes, even sole owners can benefit significantly from succession planning. A plan designates who will run or own the business in the event of retirement, incapacity, or death and sets forth instructions to minimize operational disruption. Documents such as a will, power of attorney, and transfer provisions can simplify the transition and provide necessary liquidity or funding arrangements for continuance or sale. Planning also helps protect family members by clarifying expectations and providing mechanisms to manage the business effectively. Preparing in advance ensures the owner’s intentions are carried out, reduces the need for emergency court interventions, and supports continuity for employees and customers.
What documents are commonly used in business succession?
Common documents used in succession planning include buy-sell agreements, wills, trusts, powers of attorney, shareholder agreements, and amended operating agreements. Buy-sell agreements set terms for how ownership transfers occur upon triggering events, while trusts can hold and distribute business interests with control over timing and conditions. Wills and powers of attorney address personal estate and incapacity matters that affect the business. Choosing the right mix of documents depends on the business structure and goals. Coordination among these instruments is important to avoid conflicting instructions and to ensure that transfers proceed smoothly under California law. Working with financial advisers helps align documents with tax and funding strategies.
Can succession planning reduce tax liabilities?
Succession planning can reduce tax liabilities by structuring transfers and timing events to take advantage of available tax rules and exemptions. Using trusts, installment sales, or other transfer mechanisms can mitigate immediate tax exposure and preserve more value for successors. Coordinating legal documents with financial planning ensures that transfers are executed in a tax-efficient manner while meeting operational needs. Collaboration with accountants and tax advisers is essential to evaluate options and design funding strategies for buyouts or estate liquidity. Tax-aware planning balances the owner’s objectives with the goal of maximizing retained value for beneficiaries and preserving the business’s financial health.
Should family members be involved in succession planning?
Involving family members and key stakeholders in succession discussions often improves outcomes by aligning expectations and minimizing surprises. Open communication about intended succession timelines, roles, and compensation helps reduce conflicts and fosters cooperation. Including trusted advisers or neutral facilitators can help navigate sensitive conversations and ensure decisions are well documented. However, the degree of involvement should be calibrated to the situation. Sensitive financial or competitive details may require limited disclosure, while broader role and governance discussions benefit from participation. Thoughtful engagement strengthens the plan and creates smoother transitions for both family and business interests.
Is succession planning necessary for small businesses?
Succession planning is important for businesses of all sizes, including small and family-owned companies. Even if operations are modest, having clear instructions for leadership and ownership changes protects the investment and reduces the risk of disruption. A formal plan helps ensure continuity for employees and customers, and can simplify tax and estate matters when ownership needs to change. Tailored planning can be scaled to match the company’s complexity and budget. Simple legal instruments and a documented timeline may suffice for very small businesses, while medium sized businesses often need more comprehensive arrangements to address partners, financing, and valuation considerations.
How do I begin the process with LA Estate Plans?
Begin by contacting LA Estate Plans to schedule a consultation where we discuss your business, goals, and concerns. We will explain the information needed for an assessment, such as financial statements, ownership documents, and existing estate planning materials. This initial meeting helps identify the most practical and cost effective steps for your situation. From there we conduct a focused review, propose options tailored to your needs, and prepare draft documents for review and implementation. We coordinate with your financial and tax advisers when appropriate and guide you through each step until your succession plan is executed and ready for periodic updates.