MGT 4550 - Family Business Management
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Transcript of MGT 4550 - Family Business Management
MGT 4550 - Family Business Management
Succession - Leader Development & Implementation
Chapters 6 & 7Chapters 6 & 7Family Business Management,
Concepts and PracticeBy A. Bakr Ibrahim & Willard H. Ellis
Instructor: Dr. Irene Duhaime
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Class Schedule - Week 7Class Schedule - Week 7
Succession - Leader Development & Implementation Reading: Chapter 6 & 7 FBM
Questions 10-18, 20, 22, 23, 25, 36, 37 FBAB
Chapters 6Chapters 6Family Business Management,
Concepts and PracticeBy A. Bakr Ibrahim & Willard H. Ellis
Planning For Succession
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Contents Contents
Corporate Euthanasia Characteristics of Succession in Family
Business Planning for Succession Effective Succession Process
Continued ….
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ContentsContents
…. Continued
Critical Issues in Succession Selecting the Successor Hostile Takeover People Involved in Succession Process
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Corporate Euthanasia Death of family firms due to lack of
succession plan
Not many family firms survive beyond first or second generations
Survival of Family Firms depend on effective Succession Planning
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Characteristics of Succession in Family Business
Dual Relationship Family Systems Business Systems Conflict among family members over
succession
….continued
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Characteristics of Succession in Family Business
….continued Biological Necessity
Passing on a legacy Founder/CEO resist letting go.
Nonmarket-based Transfer of Power Not an arm’s length market-driven process Heir inherits the family business
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Planning for Succession
Proper planning is critical Contributions from family and non-family
member Currently a small percentage of family
firms plan adequately
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Planning for Succession - Guidelines
Include offspring early in the family firm Include offspring in the formulation of
corporate mission, vision and strategy Plan the gradual transfer of power Develop an inheritance plan and discuss it
with family members….continued
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Planning for Succession - Guidelines
…continued Hire professional managers in some key
positions Provide a zone of comfort for siblings during
transition to avoid conflict. Adjust the job to fit the successor’s skills,
competence, capacity to lead and function effectively
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Planning for Succession - Guidelines
…continued Encourage family and non-family members
to participate in succession plan. Consider the next generation family
members’ career, seniority, life stage and needs.
Establish and communicate clear guidelines concerning career development
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Effective Succession Process
Figure 6.1 Ingredients of an Effective Succession ProcessFam ily Business M anagem ent, Ib rahim & E llis
EffectiveSuccession
The Successor's Ability The Strength of Relationship
Role AdjustmentFamily Support
De-coupling theTw o Systems: the
Family and theBusiness
Preparing theOffspring
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Effective Succession Process
Preparing the Offspring Pre-entry Acculturation (Prepare offspring for
leadership role at an early age, before joining the family business
Integrate offspring into the family business to promote interest and nourish commitment
Offspring work outside family firm to gain experience and be seen as earning the position.
…..continued
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Effective Succession Process
….continued. Preparing the Offspring
Summer jobs allow offspring to become familiar with different areas of the business
Shop-Floor Level entry allow the offspring to “learn the ropes of the trade”; establish relationships with employees at all levels; gain acceptance more easily.
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Effective Succession Process
Role Adjustment Process of disengagement or mutual adjustment
W.C Handler.
CEO/Founder'srole dim inishes
gradually
Successor'srole increases
Transfer of power, authorityand desision-making
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Effective Succession Process
De-Coupling of the Two-Systems Separate social functions (family) from the
business function Role of Family Members
Understand and respect each other’s needs, motivation and skills
Provide emotional support for departing CEO and administrative support for successor.
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Effective Succession Process
The Strength of Relationships Strong relationship between Founder and
offspring; and among siblings The Successor’s Ability
To work independently and provide leadership To understand and respect needs, motives,
career stages and skills of family and non-family employees
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Critical Issues in Succession
Elder son often given the leadership role regardless of capabilities
Daughters are “the invisible successors” despite their skills and competence
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Critical Issues in Succession
Founder as Advisor Presence or technical competence may be
critical to the firm’s survival Interference may undermine the new successor
Founder as Consultant has specific task(s) reports to new CEO
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Selecting the Successor THREE COMMON MODELS Eldest Son becomes successor uncontested
Division of assets among male descendents; each son managing his own part
Consensus-type approach: decisions made by family council.
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Effective Succession Process
Figure 6.2 The Troika of a Successful Sucession: Key Dim ensions in Selecting a Successor inthe Fam ily BusinessFam ily Business M anagem ent, Ib rahim & E llis
EffectiveSuccession
Family Business M angement
Perception of Familyand Non-Family Employees
Suitability ofthe Offspring
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The Troika of Succession in Family Business
Family Business Management assessment of skills required to manage
effectively capacity to provide leadership ability to work independently ability to manage conflict
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The Troika of Succession in Family Business
Offspring Suitability Experience, skill and training Seniority Career plans and willingness to accept
leadership role.
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The Troika of Succession in Family Business
Perception of Family and Non-Family Employees ability to provide leadership and guidance management style fairness overall suitability
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Hostile Takeover
Usually results from unfair or hasty succession
Scenarios: Elder son is ignored Successor takes over against the founder’s will Founder too sick to manage the business Founder suddenly dies
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People Involved in Succession Process
Family Members Wives, sons, daughters, brothers, sisters
Non-family members Friends, senior employees, professionals
(accountant, lawyer, banker) (Consulted at different levels to provide neutral and more objective point of view.)
Chapter 7Chapter 7Family Business Management,
Concepts and PracticeBy A. Bakr Ibrahim & Willard H. Ellis
Managing The Transition
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Contents Contents
Next Generation Problems During the Transition Romancing the Past Successful Transition Restructuring
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Next Generation
Transition to the next generation is often confrontational
Survival rate beyond first generation is 30% and beyond second generations is 13%
Difference in values Drive to equal or outdo predecessor
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Problems During the Transition
Decision-making which does not include the senior family and non-family executives
Family infighting resulting from lack of a proper succession plan and/or restructuring which results in loss of power and/or
status for family members
….continued
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Problems During the Transition
…continued Non-family executives abandon the ship,
out of frustration with the succession process and outcome.
Disruptive behavior from non-family members who feel betrayed or insufficiently rewarded for their loyalty.
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Romancing the Past
Strong attachment to the past Block out negative or bad memories Family and non-family employees idealize
former leader’s virtues. New leader expected to live up to those
ideals.
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Successful Transition
Figure 7.1 Successful Transition from Generation to GenerationFam ily Bus iness M anagem ent, Ib rah im & E llis
SuccessfulTransition
Effective management of changerequires proper communication andparticipation in the change process
Pow er orientationHigh need for social pow er
Accommodation oftension polarities and
paradoxesAllow time to learnnew behavior andreadjust
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Successful Transition
Time to readjust Implementation of new socio-political systems
and new management styles should be gradual and should evolve over time.
Effective Change Management Changes include new technologies, new culture,
and new management techniques Effective communication of the change process
and the rationale Participation of others in the change process
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Successful Transition
Accommodation Recognize tensions, polarities and paradoxes. Use consensual decision-making approaches Use conflict-bargaining procedures
Power Orientation Social Power - need to help others Personal Power - need to control others
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Successful Transition
Successor’s Management Skills Gain experience outside family business Maintain an open door policy with family and
non-family employees Avoid the trappings of the older generation Earn respect and legitimacy from within the
business Plan a strategy to deal with older generation
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Successful Transition
Interpersonal Relationship of Key Family Members Intergenerational relationships (between
current and next generations Intragenerational relationships (between
siblings and other relatives)
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Restructuring Step-by-step restructuring to get feedback,
reduce conflict and tension Involve family and non-family in the
restructuring process. Communicate purpose and methods of
restructuring. Involve neutral party like management
consultant.
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Questions and Cases Questions and Cases
Questions 10-18, 20, 22, 23, 25, 36, 37 FBAB
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Question 10
How does a successor prove that she/he is capable and got the job based on
ability rather than genes ?
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Question 11
Should a successor or in-law joining a family business have an employment
contract ?
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Question 12
Where should a successor start in the family business and how much should
she/he be paid?
How should responsibilities be determined?
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Question 13
When and how is it appropriate for a successor to make a suggestions for
change in the business?
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Question 14
How should a successor address his father, mother, uncle or other relatives
while in the office?
Does it make a difference?
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Question 15
How can a successor be judge as a fellow employee and not just as a son or daughter of the founder or head?
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Question 16
Should a non-family member who has been with the company for a long time mentor and critique the successor(s)?
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Question 17
How does a successor maintain a sense of privacy while working in a family
business?
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Question 18
How does a successor deal with employees who use him to influence the boss and owner, who may be a
parent?
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Question 20
Is there room in family business for a successor to grow personally and
professionally?
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Question 22
What role do daughters play as possible successors and is it different from that
of sons or sons-in-law?
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Question 23
How does the female successor deal with male resentment and domination
and gain the respect of family members and others associated with the
business?
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Question 25
Can a female who is seen as a good little girl, change that image, be more
assertive and confident with male colleagues and be treated as an adult?
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Question 36
When should successors begin to receive equity?
Are there different options?
How can the family prevent resentment that can be caused by your estate plans?
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Question 37
How long does a good succession process take and exactly how should it
begin?
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Class Schedule - Class Schedule - Next WeekNext Week
Professional, Non-family Managers Reading: Chapter 8 FBM
Questions 16, 60-66, 82 FBAB
Cases: Baker Inc., p. 287 FBM