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Businesses
call us when the owners/partners/siblings are having trouble with
each other: |
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Sometimes conflict between
partners or between generations about the management or direction
of the business has become divisive. |
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There may be conflict
between owners who are actively managing the business and those who
are not. |
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There may be conflict
between family managers and non-family managers. |
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Frequently, we are called
when conflict between sibling heirs is disrupting their ability to
function as an ownership team or a management team. |
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Businesses call
us when there is a crisis: |
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A partner/shareholders or a
family members personal problem, e.g., compulsive gambling,
verbal abuse, or alcoholism, may be impacting the business. |
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The founder may have become ill or
died suddenly with no plan for succession in place. |
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We are called to
facilitate business retreats or family meetings. |
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Differences of opinion around strategy
and business practices are frequently very disruptive. Facilitated
meetings focusing on strategic planning, dialogue training or consensus
building are services we frequently provide. |
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Families call us to avoid becoming
one of the family businesses featured in the media suing each other
after the death of a founder. To help them achieve that goal we facilitate
family retreats annually, quarterly or as needed. |
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Families want an estate plan that
is fair, acceptable and beneficial for family members working in the
business and for those not employed in the business. They want to
ensure that there will not be family disruption, conflict or lawsuits
during probate or after the offspring begin working together. Facilitated
conversations around succession issues and the founders wishes
frequently reduces assumptions and unrealistic expectations. |
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Sophisticated business
owners are calling us because they want to understand the habits and
conditions that create happy families and resilient businesses before
there is a crisis. |
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Especially gratifying has been our
recent work with entrepreneurs exploring partnerships with their 26
-32 year old offspring. Weve created a series of exercises that
explore assumptions, roles and expectations as well as plans for compensation,
expansion and/or capital withdrawal. |
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We have created well-received presentations
including Surviving Wealth and Characteristics of
Successful / Healthy Families. |
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Additional Projects
& Services |
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Building sibling teams for next generation
leadership |
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Executive development and professional
development for heirs |
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Development and facilitation of family
council meetings |
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Developing employment guidelines
for family offspring |
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Developing job descriptions, clarifying
roles and responsibilities |
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Matching competencies and personal
styles to specific job positions |
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Executive coaching for non-family
executives |
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Planning for ownership transition |
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Planning for management transition |