Blog
Address it head-on
Addressing conflict head-on can be a game changer. Embracing disagreements can save years of therapy and legal fees. Often the impulse is to avoid conflict at all costs and run for the hills. It is important to remember families are diverse, conflict is natural and, in the end, conflict resolution makes you stronger and more resilient.
How to know when it is time to get help for your family business governance.
Most family run enterprises hold onto the past to preserve family values and honor the vision of the founders. This does not mean you have to run the business the same way the founding generation did. “We have always done it this way” does not need to be your mantra. Don’t wait until there is conflict to make changes.
ANSWER THE PHONE WITH PIZZAZZ AND GET THE YES
When clients call your office, the first person they encounter is the one who answers the phone, which is why front office phone training is so important. It is that first impression that sets the tone for the customer experience and having a successful interaction with a potential client is critical in making sure that call becomes a consultation and eventually a new client. Consistency is key; training every member of your team to conduct phone calls in the same manor will not only impress your clients but make them feel comfortable and ready to say YES.
Managing Conflict in your family is hard, it is exponentially hard in the family business.
Families can learn to celebrate each other’s strengths and admire one another for their individual creativity and resourcefulness. When families choose to work at this intentionally, they can cultivate a culture of fondness and admiration that helps everyone feel valued. If you listen deeply and clearly convey to the person that you understand what they are saying conflict can be avoided
Focus on how you want to react to situations regardless of what others do. This in itself, will make a huge impact.
Family Business Topics for your next family governance meeting.
Each business family has its own culture, strengths, idiosyncrasies, and shared history. That’s why each family must do its own work to develop specific policies and processes that stem from the foundation of their own family values. These are a few of the topics to address at your next family meeting.
Do you really need to start the succession process now?
Do you really need to start the succession process now?
In one word: YES! The earlier you start the discussions, the sooner you get on the same page and the easier the process will be.
Running a family business is complicated on many levels. This is especially true when it comes to preparing for a smooth transition of ownership, leadership, and governance to the next generation.
Being pulled in too many directions?
Being pulled in too many directions? Start by managing yourself.
You are a business owner, a parent, a sister, niece, child, grandchild, and more. Balancing all those roles can be challenging. Don’t let these challenges overwhelm you. Here are a few tips to consider when balancing work and family feels like too much.
Navigating the emotional side of succession
Have you had discussions about succession with your family and ended up in a tsunami of emotion? Succession is inevitable, but the success of the plan and ultimately the business, hinders on the transparent conversations and honesty of all members of the family organization. By creating a safe environment for both open discussions, conflict deliberation, and active listening, you can navigate to a sustainable plan for the success of the business and the family.
Wisdom from a Mentor
Few things in life are more gratifying than knowing you have helped another person become a better version of themself. There are perks of both mentoring and being mentored. It’s a teacher-learner relationship, however in truth, we should all be learning all the time. As the saying goes, “learn from my mistakes”
A Compass to Guide the Family
Defining your core family values and designing your family mission statement creates higher levels of cohesion, unity and communication within the family as a whole.
“Married-In”
It’s not easy marrying into a family business. Even the term “married-in” sounds like a term for outsiders and interlopers. How can you be a part of a family and maintain your independence? Here are some thoughts on developing your own narrative.
Family Businesses in Transition
When families are feuding, fairness is always an issue—and usually, it’s about more than just money, it’s often about feelings.
Announcement: We have a New Employee!
Having a new employee announcement process is very important. Especially when a non-family member is joining the family business.
Feedback is an Art
Prioritize your ideas. Limit your feedback to the most important issues. Consider the feedback’s potential value to the receiver and how you would respond – could you act on the feedback? As well, too much feedback provided at a single time can be overwhelming to the recipient.
Feedback is an Art
Feedback can reinforce existing strengths, keep goal-directed behavior on course, clarify the effects of behavior, and increase recipients’ abilities to detect and remedy errors on their own.
Are Your Employees Fulfilled?
One of the most important things to focus on for Employee Satisfaction is good training and development.
Is Succession a Birthright?
Succession should never be a birthright, even in a family business.
Serving the Family Board
Serving on any board of directors is hard, but in a family-owned business, it’s even harder
