Family Dynamics: Some Things Don’t Change Much

Addressing the questions about how I got started in consulting family businesses, I did notice that there was one subject that was a part of every story: family dynamics. Making the study of family dynamics should be a part of the bedrock of everyone’s practice, with a special nod to the work of Dr. Murray Bowen. I was so fortunate to have been steered in his direction early in my career.

Add To Your Formal Education By Tapping Into The Experience Of Others

I was trained in organization development, business behavior, and group dynamics. I didn’t set out to be knowledgeable about families in business, but it happened because of an innate curiosity about how all things work. Throughout my career when I didn’t know something, I would engage professionals to teach me. I have learned from attorneys, accountants, engineers, social workers, psychologists, psychiatrists—all worth every minute invested in listening and every penny spent for the time.

My First Family Business Client

My first client was three businesses, all interlocked by long relationships among the owners.

  • Business One: owned by a widow and her two sons, A and B. In that business was a non-related controller, C.
  • Business Two: owned by another widow with one son, D. In that business was an older gentleman, FR, who served as “family retainer,“ holding the business together.
  • Business Three: owned by A + B + C + D + FR.

D had a severe and permanent congenital problem. He was dumb as a rock. I know that sounds harsh, but it was a significant factor. He had roomed with B in prep school, then with A in college until he (D) flunked out. The stated task was to merge the three businesses into one.

Please Keep In Mind That I Was 31 Years Of Age And Just Starting My […]

Every Professional Starts Somewhere: Choosing Your Practice Bedrock

I attribute my 50+ years of success to my choice of a remarkable foundation. Look thoughtfully and carefully for the bedrock of your practice. That choice can serve you well for your own half-century in the business.

Here Are Four “A“ Words To Be “A“ware Of

I’d like to share what I have seen as the four most prevalent character situations that can cause successful executives to self-destruct after great achievements. Here are four “A“ words to be “a“ware of.

When You Can’t “Read The Room“ As You Consult During Covid

Most of the important tools used in consulting with families in business are not carried in a briefcase. Certainly, there is much to be learned from taking classes about business,  attending forums about consulting, and spending time with mentors. Over the years I have observed, however, that the most successful consultants for families in business come into the craft with some degree of natural talent. Video conferencing is light years better than just voices over a phone line. Consulting for families in business has always been about finding ways to make things work.

Consulting In The Time Of Covid: Meeting Your New Clients

Meeting the family members and any other players is not by any means the first step of a new consulting opportunity. Most likely you have spent time researching and there have been phone and email exchanges well before it is time to shake hands and make eye contact. I have had to make some big adjustments in my consulting practice, as I am sure everyone has. I am sure it has been a challenge for both sides.

Collaboration: Agreement On Methods And On What “Privacy“ Means

After 20 years of being friends and being familiar with each other’s work, Dr. Jaffe and I were able to use our particular strengths to help solve some thorny issues, without stepping on each other’s toes or working at cross purposes. We shared information and we innovated together because we had agreed on our methods and we understood the enormity of the need for absolute confidentiality.

Family Business Employment Policy: Individuation

This discussion relates to the second half of the Philosophy section developed by the Wilson family. As you review the elements below, I encourage you to think about the discussions the family must have had in the process of arriving at the statement.

By |2020-06-25T08:07:51-06:00June 1st, 2018|Categories: Articles, Family Relationships, Family Values, General, Managing Family Business|

Part Two: Family Business Employment Policy: Philosophy

This discussion relates to the second half of the Philosophy section developed by the Wilson family. As you review the elements below, I encourage you to think about the discussions the family must have had in the process of arriving at the statement.

By |2020-06-25T08:08:10-06:00May 15th, 2018|Categories: Articles, Family Relationships, Family Values, General, Managing Family Business|

Part One: Family Business Employment Policy: Philosophy

The process of building this policy required a great deal of discussion among the Wilson family. They needed to articulate who they were and what they stood for, and then they had to craft a statement that would work for them.

By |2020-06-25T08:08:29-06:00May 1st, 2018|Categories: Articles, Family Relationships, Family Values, General, Managing Family Business|

Family Business Employment Policy: “The Rules of Engagement“

Every game, including the “Game of Life,“ has rules of engagement. Family businesses are best served when they clearly define the terms and conditions of employment for family members and for non-family.

When you are born into your family, you are accepted unconditionally. The love of your family is unconditional. At least, that is the way it should be.

Employment in a business is different from membership in a family. Regardless of the ownership structure, all businesses require competent employees in every position. Acceptance in the business must be conditional, based on competence and the ability to produce and perform at a consistently high level. If a person is less than competent, they simply will not meet that standard.

This blog is the first in a series on Family Business Employment policy.

What follows is the first blog in the series. My focus is the theory behind each section of the employment policy. This policy is drawn from an actual policy designed for a real company. The universal principles are excellent and applicable to all family businesses. This policy was developed in the mid 1980s and the principles underlying it are the “gold standard“ of all family employment policies. Any family business policy worth its salt will have the components of this policy. The policy can be read in full at:
https://www.familybusinessmatters.consulting/wp-content/uploads/2017/08/familybusiness.pdf

The policy begins with a statement of purpose, establishing the fundamental reason for the policy:

To remove the ambiguity about the matter.

“The purpose of this policy is to define the procedures, process and criteria that will govern how the Wilson family lineal descendants and/or their spouses enter and exit the family company’s employ. (Note the clarity of including spouses as employees. Some families do not permit this.)

This employment policy is intended to remove the ambiguity […]

By |2020-06-25T08:09:09-06:00April 1st, 2018|Categories: Articles, General, Managing Family Business|