I am so happy to see the world starting to right itself after all these long months of societal upset and loss and sadness. As the pace of life picks up, I say that for the businesses I consult—let’s skip any family drama and just get back to work. I recently discussed some key tools to prevent in-house conflicts with Andrea Obston.
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.
There has been a lot in the news lately about “invading personal space,” and I really get why that is so important. Boundaries are a defining concept for every successful family business I’ve ever worked with, and it’s the second of my supporting pillars in my online course, Re-Imaging Relationships For Families In Business. American poet Robert Frost noted that “good fences make good neighbors,” and I would add that good boundaries make good working relationships between family members.
In the nuclear family, usually parents and their children, or perhaps at some point just the siblings, there are relationships that have been developing since birth. Opinions about strengths and weaknesses have been forming for decades, and there are no secrets (usually) about escapades from anyone’s younger days. Normally by the time family members are working together as adults in a legacy business, they have already interacted with each other for decades within the intimacy of the family unit.
The family business must not become a metaphor for family.
Protocols must be different for work talk and family talk. The same is true for behaviors. If a bossy older sister has spent her life picking up projects abandoned by her younger brother, then she will continue to do this in the family business. This will result in the same resentment levels experienced by both siblings as this dynamic has occurred over the years. The family leader must know how to set the boundaries between sibling responsibilities, and preferably with minimum risk to overall business progress. The leader must also know how to arbitrate when boundaries are disregarded. Perhaps that’s easier when a parent is running things, but when a sibling takes over as leader, he/she better be strong enough to insist on a) hands off someone else’s job and b) maybe job boundaries […]
As mentioned in the last blog, we all know that alignment starts with the family leader (presumably you!) In Lesson 2, Pillar 1 of my self-study course, Re-Imagining Relationships For Families In Business, you went through the exercise of writing down your own core values, and giving thought to your own code of ethics. Now you know the direction you want to lead family members who also participate in the legacy family business. Lesson 3 addresses how to align your family and how to deal with any members who are not eager to jump onto the same page as the others.
Something I know for sure: anything attempted without alignment is unlikely to be long-lasting. After 50+ years of working with families, I can say that this is a lesson I’ve seen learned in the hardest of ways. As the family leader, you might dread some parts of the exercises used to discover and distill your family members’ values. Still, you must all agree on the “how-to” before you can implement an agenda of growth and sustainability. I recommend a family alignment model called Values-Based Leadership.
What Is Values-Based Leadership?
Values-Based Leadership (VBL) is defined by The Financial Times as, “motivating employees by connecting organizational goals to employees’ personal values.” In Re-Imagining Relationships, I make these four key points:
• Values precede ethics, and ethics precede performance.
• Foundational values guide decision making.
• VBL is statistically proven to deliver excellent results over long periods of time.
• VBL can be the foundation of a corporate climate that delivers predictable and sustainable results.
If you and your family agree to operate under a Values-Based Leadership model, then your “core values represent the soul of the organization, and they are likely to remain steadfast in the face of changing market trends and fads.” (Pillar 1, Lesson 3.)
Now, on the […]
I have worked 50+ years consulting in family business matters, and I recognize the clues when family members begin the process of working on “the issues.” “The issues” vary, of course, but there can turning points when a family business needs an outside opinion, maybe some suggestions, to resolve painful or contentious situations. For those family leaders who would like to do some groundwork, I’ve created an online course called Re-Imagining Relationships For Families In Business. This is a distillation of what I have seen and worked with over the length of my career. I know for sure that the relationships within the family business dynamic (or any business dynamic, for that matter) are the key to sustaining the legacy of success.
These Four Pillars Support A Successful Platform
The lessons around each of the 4 Pillars include exercises and supplemental resources to help family leaders, or the upcoming family leaders, understand and incorporate the key takeaways from each concept. Pillar 1 is all about Alignment. Right off the bat there is an exercise in values clarification because a leader must begin with what he (or she) knows about himself/herself. Then his job is to learn where the rest of the family is with their values. Once all have agreed on a values statement for the business, then they can move on to Pillar 2, which is about Boundaries. Anyone who grew up with siblings already knows that personal space is an issue that begins with the very young. (Mom! Make (brother or sister) get out of my room! Or move over in the car. Or stop playing with my toys, etc.)
Boundaries should be addressed right away when sorting out how to best get the family business moving together towards success. Oldest child may feel she should be able to step […]
It’s been a year of introspection for me, and I’ve spent some time looking back on a half-century career of working with families in business. This thought-work was how I knew to structure my recently released online course, Re-Imagining Relationships for Families In Business. Having to first distill, then organize those principles that I know for sure get results when working with legacy business families took me quite a long way down memory road. I see that, when those involved realized the overall impact of family businesses in global terms, then our consulting and support profession really gained depth and structure.
Nowhere were such changes more dramatically evident than at the recent FFI annual conference in London. The photo you see was taken there, and I have dubbed it “The Stalwarts.” Left to right, it’s Dirk Junge, James Olan Hutcheson, and me. We have all been involved with FFI since its inception, and we were doing the family business consulting work before there were official societies to support it. I’m seeing fewer and fewer of the more senior players in the Fam Biz orbit at these get-togethers, but Dirk, James, and I are still showing up.
In London I was pleased to see a large group of Spanish-speaking participants, and an equally large group of attendees from the Middle East. FFI is now a truly international association of like-minded professionals. I give Judy Green credit for making this happen. I would gauge the majority median age range at the global conference to be 35 – 50, and I think they could have benefited if more of the original seminal thinkers in our profession were there to mingle and to answer questions. That’s a reason I keep attending.
I’ve always believed that change is good and in fact, our ability to change is pivotal […]
It’s an irresistible combination: the SMS Annual Meeting (September 22-25), and it’s in Paris, so here I am. The meeting brought together some 1200 people, about 90% of whom have PhDs in some aspect of planning, and everyone with an interest in sustaining successful family businesses.
From the program: “Family businesses are a prevalent form of organization in most of the world’s economies . . . The aim . . . is to identify and reflect on critical questions regarding latest developments in the field of strategy . . . and specifically related to trends such as digitalization, demographic change, and political tendencies of protectionism.” The Sunday session panel chairs were Fabian and George Tovstiga, both of the prestigious EDHEC Business School (Ecole des Hautes Etudes Commerciales du Nord.) The panelists were Ludovic Cailluet, EDHEC, Nadine Kammerland, WHU Otto Beisheim School of Management, Carlo Salvato, Bocco ni University (and also Vice President of FFI.)
What I want to say is that in my experience, much of the research is focused on what conditions do or do not exist in family businesses. I believe there should be more focus on what actions might be taken by family business consultants to improve overall operations. That’s always been my motivator in working with the over 500 families during my 50- year career. “I hear you. I see your issues. Now let’s do something to change them.”
Many of my peers are also interested in seeing new research be more in the arena of practical applications rather than just esoteric concepts and constructs. Our panel later that week in Paris was more centered on the gap between researchers and practitioners, and we discussed the need for greater dialogue between the groups.
It’s always exhilarating to spend time with […]
In early 2018, in the deep winter of the Rocky Mountains, I sat down to write about what I’ve done for a living for the last 50 years. Yes, 50 years. For the last 5 decades I have worked to help families in business grow, prosper, stay together, keep the love, and pass the torch when the time comes. When I started, there were not many people who could be called in to help a family that was both in business together and in crisis. Now there are college courses in family business management being taught in major universities and there are family business consulting firms all over the world.
I have traveled extensively in this profession, and I treasure the friends I have made and the colleagues I continue to work with in all the various countries. Over the last few years, I observed how the world has changed and how people can now learn about whatever topics they find interesting and/or necessary by just booting up their computers. I acknowledged it was time for me to take what I have learned over my years in family business consulting and make it available in an online course.
On Thursday, September 13, I made a presentation to the Tulane University Family Business Center, and I announced that my new online course is now available. Re-Imagining Relationships For Families In Business takes the learner through what I know to be the Concepts, Methods, and Techniques That Can Work Miracles.
Successful families make a commitment to build and maintain healthy and functional family relationships that further the goals of the family business. Such a platform for success is anchored on these 4 Pillars: Alignment, Boundaries, Communications, and Competency. […]
David Bork is proud to have contributed the forward for the book, MAPS for Men: A Guide for Fathers and Sons and Family Businesses.
New York Times best-selling author and nationally syndicated radio show host Dave Ramsey calls this important book “a must-have resource for any and every family business.”
In his forward for MAPS for Men, David Bork, founder and CEO of Family Business Matters, writes: “These concepts help fathers and sons reframe their relationship into something that is more meaningful and helpful in meeting their goals, rather than repeating generational patterns.”
David recommends this book to fathers and sons seeking to better understand their personal and professional relationship.
Full text of MAPS for Men Forward by David Bork
In the interest of full disclosure, Edgell Franklin Pyles has been a good friend for more than twenty-five years, and we share a large community of interests. In the early 90s, we explored together the works of Robert Moore, James Millman, Robert Bly, and others. I met both Robert Moore and Robert Bly at a retreat in Aspen, Colorado, organized and sponsored by Edgell.
This was called the men’s movement, and we were excited about it because it sought to further define what it meant to be a man at the end of the twentieth century. It was grounded in Jungian psychology, and while well researched and articulated, it could be theoretical and esoteric. Our explorations of this work produced a practical approach and we have been on parallel, but different, paths.
We were interested in understanding the dynamics that take place between fathers and sons at both the personal and professional level. Our first step was to comprehend and appreciate the relationship we had with our respective […]
Top Ten Family Business Facts | Fact #2: The Cluster Model Helps Capture the Evolution of Your Family Business Over Time
1) the family,
2) the business, and
3) the ownership (Gersick, Davis, McCollom Hampton, & Lansberg, 1997; Tagiuri & Davis, 1996).
Recently, Michael-Tsabari, Labaki, & Zachary (2014) suggested the Cluster Model to update the two and three-circle models by providing a more detailed picture of the circles’ evolution over time.
While the original bivalent two-circle model appropriately describes a family that owns a firm (Tagiuri & Davis, 1996), Michael-Tsabari et al. (2014)’s study addresses the inaccuracies of the circle models when it comes to describing a family that owns more than one firm and suggests a more detailed perspective allowing to include in the analysis the different firms that the family owns to different extents.
Lesson #2: Putting on the lenses of the Cluster Model might help you better capture the evolution of your family business over time both in terms of the descendants driving this evolution and its outcomes.
Wondering what the Cluster Model means for you and your family business? Do you need some guidance on seeing your family business through this lens? Contact a Family Business Matters consultant today. Through conferences, continuing education programs, family business retreats, speaking engagements and private family business consulting services, Family Business Matters has assisted more than 450 family-owned businesses around the world chart their way through family business issues of all shapes and sizes.
This post is the second in a series by Rania Labaki highlighting the Top Ten Family Business Facts. To view the previous post in this series, follow this link. To review the full Top Ten Family Business Facts and to access a list of original resources, please visit our Family Business Facts page.
Rania Labaki – Author Bio