Professional Documents
Culture Documents
Interpersonal
Communication in
Family Business
By
The Challenge of
Leadership Development
and Succession
Leadership Challenges in
Succession Planning
1st
2nd
Generation Generation
Owner/Manag
ed
Entrepreneurs
hip
Unity of
decision-making
3rd
Generation
group of Family
owners
branches
Leadership
Multiple
conflict
owners
Return on
investment?
The #1 Challenge
for Leadership in
Family Business
Preserving the best of the
past while creating a
company that is able not only
to accept, but to initiate
CHANGE.
CHANGE IS
INEVITABLE
Only 40 % of the Fortune 500
companies of a decade ago
still exist today.
CHANGE IS
MASSIVE
CHANGE ALWAYS
SUPRISES US
LEADERSHIP
Leading Change in a
Family Business
Is Easier Because:
Is Harder
Because:
Leaders have
longer tenure
Fear of offending
predecessor
Tradition
Difficult to have
another vision
when leader grows
up in current
culture
Strategic
Resistance
Style
Directing
Expected
Job Cuts Involved
Not
Time Critical
Development
Goal
Culture Change
Innovative
Technical
Low
resistance
Family/Tea
m
Inexperienced
Lacks
Confidence
Limited
Competence
Coaching
Counseling
Respects
Leader
Skilled but needs
Development
Already
Motivated
Experienced
Technical Skills
ASSESSING THE
READINESS OF THOSE YOU
WOULD LEAD
Stakeholder
s
1.
2.
3.
4.
JRW
CHR
AVN
PCG
Active
Active
Resistance
Support
Passive
Passive
Resistance
Support
O
X
O
X
O
X
O
High
Terrorist
Champion
(isolate)
Influence
Casualty
(treat wounds)
Low
Critical Mass
Supporter
(encourage & recognize)
Supportiveness
High
Source: Bywater plc
FIRO-B
Assessing Your Leadership
Tendencies and Preferences
FIRO-B:
Designed to Help You
Inclusion
Control
Affection
I make an effort
to get close to
people &
express
feelings.
I want others to
include me &
invite me to
belong.
I want others to
act warmly
toward me &
share their
feelings.
I feel best
working in welldefined
situations with
clear
instructions.
Teamwork
Complementary
Teams:
Strained Teams:
Some high
Expressed behaviors
rejected by low
Wanted needs
Provide a means of
both getting things
done and meeting
social needs
Some high Wanted
needs matched with
some Expressed
behaviors
Initiator
Control (C)
Affection (A)
High
(7-9)
eA
Energizer
Control (C)
High
(7-9)
eI
High
(7-9)
eC
Affection (A)
Opinion-Giver
Control (C)
Low
(0-2)
wI
Low
(0-2)
wC
Affection (A)
Harmonizer
Control (C)
Affection (A)
High
(7-9)
eA
High
(7-9)
wC
Consensus-Tester
Control (C)
High
(7-9)
eC
Affection (A)
High
(7-9)
eA
Task-Master
Control (C)
Affection (A)
High
(7-9)
eC
Low
(0-2)
wA
Team/Leadership
Effectiveness
Inclusion
(I)
Do
I give others
enough space? (H)
Did
everyone get
an equal chance to
participate? (L)
Do
I expect others
to seek my input
do I ask for theirs?
(H)
Do
I meet with my
team often enough
I promote my
own ideas at the
expense of others?
(H)
Can
I intrude less
on others? (H)
Can
I support and
encourage others
more? (L)
Can
I be more
flexible and accept
ambiguity? (H)
Am
Why
Does
I allow team
members to set
priorities? (L)
am I resisting
independence or
real problem? (L)
Can
I too dependent
on feedback on my
work? (H)
my emotional
distance prevent me
from being seen as