INTEGRITY AND VALUES CASE STUDY
Haigh’s Chocolate
Overcoming problems in succession planning for businesses through a programmatic approach
Haigh’s Chocolates, Australia’s oldest family-owned chocolatier, has been crafting premium chocolate since 1915. With over 900 employees and 26 locations nationwide, Haigh’s is a standout brand—not just for its artisan “bean to bar” creations, but also for its values-led leadership and long-term vision.
As a fourth-generation leader, Alister Haigh inherited more than a business—he inherited a legacy. Yet, rather than placing pressure on the next generation, he has embraced a forward-thinking mindset rooted in succession planning for business owners. His goal: ensure the company thrives without expecting his children to take the reins unless they choose to.
This leadership evolution was supported by executive business coaching and a strategic leadership program from Integrity and Values that was tailored to Haigh’s needs. The coaching program empowered leaders across the organisation to grow with confidence, strengthen operations, and future-proof the brand without relying on traditional succession norms.
Haigh’s journey is a great example of how executive coaching in Australia and well-structured leadership courses can support legacy businesses in managing change, developing new leaders, and fostering independence in future generations.
After 10 years, Charles, Alister’s middle child, has now chosen to work in the business. He explains, “I want the company to be able to run without the next generation feeling the pressure of having to run it.
“As a family-run business, that’s been its defining characteristic, with the family managing the business. The question was, ‘How would you do it differently now that Alister wants to step back? What’s next in that transition? Haigh’s had become a medium size company in its own right and could no longer be run using the family business practices of the past.”
THE PROBLEM:
Rapid Growth and Team Dysfunctions
Despite Haigh’s Chocolates’ global reputation for its hand-crafted excellence, its rapid growth under Alister Haigh’s leadership exposed significant internal challenges. While profits and expansion were strong, dysfunction within the senior leadership team was hindering performance—driven by a reluctance to engage in difficult conversations and a culture of silence around accountability.
Recognising these issues, Alister turned to Integrity and Values which offers leadership development courses and executive coaching programs in Australia. Their sought a program that was specifically designed to transition Haigh’s from a founder-led business to a professionally run, scalable company.
Through these interventions, including a tailored strategic leadership program, Haigh’s was able to address core leadership gaps, align its executive team, and prepare for the next phase of growth and succession.
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THE SOLUTION
A Tailored Leadership In Action Program
Alister first met Jennifer Elliott, CEO of Integrity and Values, at a Family Business Association Conference. Intrigued by the Leadership Profile tool, Alister used it to evaluate his children’s leadership potential—free from bias or emotion.
Understanding the pressures of succession, Jennifer became a trusted advisor to Alister, guiding him through a pivotal leadership transition. With her support, Haigh’s implemented the Leadership in Action program, a cornerstone of the company’s journey toward cultural and operational transformation through executive coaching.
This hands-on strategic leadership course helped the executive team at Haigh’s Chocolates identify blind spots, unlock potential, and create a culture focused on collaboration, innovation, and accountability.
Through Integrity and Values’ Leadership Profile, individual coaching, interactive workshops and additional resources, executives worked on their ability to embed accountability, responsibility and ownership into their day-to-day conversations.
PROCCESSES AND OUTCOMES
1. Accepting Change Through Executive Coaching from Integrity and Values
The program demanded honest reflection and behavioural change. While initially resistant, Haigh’s leaders soon embraced the process, driven by the noticeable personal and organisational improvements.
2. Addressing the Lack of Accountability
Haigh’s leaders learned that silence is acceptance. Avoiding difficult conversations had eroded trust. With coaching support, leaders:
- Developed the courage to address underperformance directly.
- Understood how open, direct conversations lead to stronger relationships and results.
3. Improving Communication with Practical Tools
Executives were taught to:
- Transform difficult moments into authentic leadership conversations using tools like ‘Squalling’.
- Create a psychologically safe space for discussions focused on business outcomes, not personalities.
4. Succession Planning for Business Owners
Alister and Peter (his successor) worked closely with Integrity and Values to manage their leadership transition.
- Alister learned to let go and trust the process.
- Peter took ownership and led with renewed purpose.
- Symbolic moments—like passing the master keys and company jacket—publicly affirmed the leadership handover, essential to successful succession planning.
The Results
A Legacy Reimagined
Following the leadership development program, Haigh’s Chocolates emerged more focused, accountable, and aligned with its long-term strategy. Key outcomes include:
- A renewed sense of ownership and responsibility across the executive team.
- Fewer excuses, more accountability-driven behaviours.
- A 10-year growth strategy now underway, supported by a purpose-built facility in Salisbury.
- A newly formed board of directors, balancing family and independent voices, ensuring sustainable governance.
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