Family business is one of the oldest and most widely used forms of business. Knowing that family business is the main contributor for most economy, their survival rate and continuity become very critical toward growing economy. Currently, one of the biggest problem faced in family business is how to cope with succession process. A succession plan is broken into four main stages where there will be a mutual role adjustment between predecessor and consultant-leader stage of transition. The role of the predecessor seems to progress with lesser involvement each stage, whereas the role of the successor moves toward the opposite direction. Knowing that knowledge is very important for family business to success, the key to a successful succession plan is for the successors to be equipped with sufficient knowledge to run the business. This paper aims to come up with a knowledge creation process to help improve family business succession process. Qualitative methods using semi-structured interviews with predecessors and successors, was conducted. The result emphasizes highly on the importance of Socialization during Phrase (Sole Operator/No Role Phase) in succession plan process. Two main factors are early exposure for successor/early involvement from the predecessors and high level of preparation for the successors. In addition, other factors such as mentoring, apprenticeship and learning through explicit material, are discussed on the following knowledge creation process for successful succession plan in family business.