Creating an Effective Family Business Succession Plan in 7 Steps
Introduction
Establishing a successful succession plan is crucial for the longevity and growth of family businesses. This article outlines the steps to create an effective family business succession plan and transfer the legacy to the next generation.
The Importance of Succession in a Family Business
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Succession in a family business is essential for its longevity and growth while maintaining peace and harmony within the family.
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A clear succession plan is crucial for the seamless transition of leadership and ownership within a family business.
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The process of succession should be natural, logical, and not driven by emotional or financial disputes.
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The ultimate goal of succession is to see the company thrive under the leadership of the second or third generation.
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While a successful succession can lead to long-lasting family business, it can become a nightmare if not planned effectively.
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In every family business, the dynamic of the property, the company, and the family coexist, with individuals playing different roles in these three circles.
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There are seven distinct roles that individuals can play in a family business, ranging from being solely a family member to being part of both the family and the company as well as the property.
Steps to Achieve an Effective Succession Plan for Your Family Business
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Succession planning in a family business involves a complex interplay of three key circles: property, the company, and the family. The founder, as the owner, must skillfully navigate and control these circles, while also facing the intrinsic challenges of business ownership.
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The first step in establishing a successful succession plan is to create a shared dream or family vision for the company. This shared dream motivates the current and future generations to not only sustain the business but also to ensure its growth and sustainability. It aims to provide a high standard of living for the founding family and subsequent generations.
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The decision for family members to work together in the company must be guided by a compelling reason to stay united. It’s crucial to address the underlying motivations and commitments to ensure that those who choose to stay are fully dedicated to the company’s growth and success.
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Establishing control bodies for both the company and the family is essential. This involves creating a council of family shareholders to oversee the ownership of the company’s assets and maximize their value. Additionally, setting up a board of directors for the company helps regulate the actions of the general director and the management team.
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Defining the purpose of the company, its vision, values, and short, medium, and long-term goals is a critical step. This ensures that all family members involved in the business are aligned with its mission and are working towards common objectives. It also creates a framework for the family’s economic and emotional harmony.
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A communication strategy is vital to ensuring effective succession planning. Clear and consistent communication among family members, company stakeholders, and other involved parties helps in avoiding misunderstandings and conflicts. It facilitates the smooth transfer of the business legacy to the next generation.
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The implementation of a structured leadership development program is necessary to prepare the next generation for their roles in the company. This includes providing them with the right education, skills, and experiences to take on leadership positions and effectively manage the business.
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Regular review and adaptation of the succession plan is crucial. The plan should not be static but should evolve with changing circumstances and the growth of the family and the business. Continual assessment and fine-tuning ensure that the succession plan remains relevant and effective.
Steps to Institutionalize a Family Business
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The first step in institutionalizing a family business is to establish a structure that ensures profitability, stability, and growth.
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Creating a family assembly is crucial, as it serves as a consultative body where ideas are discussed and family members act as advisors to evaluate the viability of those ideas.
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The family assembly also focuses on reinforcing the family values to be passed on to future generations and ensuring the personal and professional growth of family members who join the business as employees.
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Defining the relations of the family with the company and the management of money is essential. This involves establishing policies for family members to become employees, determining salaries, bonuses, and compensation, and developing a dividend policy for reinvestment and distribution among shareholders.
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Aligning the family’s values and ethics with the company is a critical step. It involves defining a clear code of ethics, ensuring that family members’ actions align with the company’s values, and addressing differences in priorities, such as the use of time and company assets by family members who are employees.
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Further, it is important to establish guidelines regarding the involvement of friends and family as clients or suppliers of the company, ensuring transparency and fairness in these relationships.
Key Points for Establishing a Family Protocol for Business Succession
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The family and company must work under a framework of values and align their expectations, motivations, and goals.
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The family protocol aims to establish a forum where each family member can express their expectations, motivations, goals, and concerns regarding the company’s operations.
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The family protocol should be documented and aligned with the vision of the company to formalize the commitment of the family members.
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The protocol should be a moral commitment, not just a legal procedure, ensuring that all points established are necessary for the continuity of the company and peace of the family.
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The protocol must be a living document, evolving with changes in market situations, and reflecting the current needs and demands of the company and family.
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The succession of ownership from the company to the family involves only those family members who are owners and should be based on logic and the well-being of the family and the company.
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It is crucial to consider the children who are directly involved in the company’s operations and not to divide ownership equally among all children, as it could lead to conflicts and affect the company’s performance.
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Decisions about the allocation of shares to the next generation should consider the involvement and contribution of each member, and the means through which shares will be transferred, such as wills, trusts, or life insurance.
Succession Plan for Family Businesses
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The most important aspect of succession in a family business is clarity on the ideal successor and the timing of the decision.
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Evaluation is necessary to determine if the ideal successor should be a family member, a company insider, or an external candidate for the role of general director.
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A clear job description for the general director role is essential, outlining the experience, credentials, functions, and goals of the successor.
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Addressing the concerns of the founder and potential impact on the business during their departure is crucial for a smooth transition.
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Roles that the founder will continue to play in the company, such as board membership or advisory positions, need to be defined.
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Consideration of the founder’s ongoing income from the company and its impact on business operations and strategy is important.
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Strategic and organizational efficiency is a top priority for family businesses, emphasizing the need for specialized guidance on corporate governance, wealth management, and conflict mediation.
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Working on a succession plan is essential to prevent future conflicts and safeguard the company’s assets.
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The succession plan aims to guide the family business towards operational success, potentially without direct family involvement in the future generations.
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Seeking the assistance of a specialized coach can expedite the succession process and determine the readiness of the family for the transition.
Conclusion
In conclusion, creating a well-defined succession plan for family businesses is vital for their sustained success and continuity. By following the outlined steps, you can ensure a smooth transfer of ownership and leadership while preserving the harmony within the family and the company.