Family Business, Family Business Advisor, Featured

Who Gets to Decide? (Part 1 of 2)

Last weekend at the Bowen Center spring conference there was plenty of food for thought, as expected, as we talked about family systems and how they also apply in other organisations. (See A Systematic Business Family?)

There was also lots of fascinating scientific information presented about collective behaviour in the animal kingdom, and we learned some surprising things about how schools of fish and groups of locusts work together, subconsciously, to move about en masse.

Wait, am I saying that human families work the same way as fish and locusts do? Well, not exactly. But I’m not saying that we’re completely different either.

Family vs Other Groups

It’s also really interesting to think about how a family group is similar to and different from other types of human groups. Things we learn in the family realm are used in other circumstances, and things from other groups of people are used in our families.

There are more similarities than most of us realize and the same goes for animals and humans. We’re obviously the most advanced species, but our evolution surely followed many similar paths.

Leadership and Decision-Making

But how do groups of people and animals make their decisions, especially those that affect a group?

Leadership has been written about ad nauseum and there’s little doubt that it’s important to the success of groups. One thing that I’m starting to notice more is that the singular leader is becoming less of a phenomenon, and group leadership is getting trendier.

Authoritative and dictatorial styles are giving way to collaborative and consensual ways of leading. (See: Is Your Family “In Line”, or Aligned?) And what better area to look at these benefits than family business and intergenerational wealth transitions.

Family Business and the 3 Circles

The Three Circle Model has been around for over 3 decades now and while some find it too simplistic, I’m still a huge fan. (See: Three Circles + Seven Sectors = One A-Ha Moment )

Each of the circles, Family, Business, and Ownership, are separate, yet overlapping, systems. By “system” here, I am referring to a group of interrelated people.

In a first generation family business, there’s usually lots of overlap and having circles with the exact same group of people is a real possibility. Even then, it’s important to make family decisions as a family, for the family, and business decisions for the business, as a business.

If you’re lucky enough to transfer the business and wealth to subsequent generations, things invariably get more complex. The family will usually continue to grow, and the business may grow even faster, especially by adding non-family employees.

System = Group of Related People

But you still have three systems, or groups of related people. Some will have formal leadership positions, with titles and clear roles; others, well, not so much. But why not?

In order to make decisions, a business has a CEO and an organisation chart, and formal roles and procedures. Should it be the only circle like that?

If there’s an ownership group, or system, shouldn’t it, too, have a formal structure, along with decision-making bodies and procedures? A shareholders agreement should contain most of this information, but is it actually ever used, and do the owners know what’s in it?

Last, and certainly NOT least, is the family. Talk about a potentially thorny group, and likely the circle with the least formal structure and rules. But decisions still need to be made.

All in the Family

So if a business is run based on some sort of formalized hierarchy and procedures, and an ownership system is subject to a shareholders agreement, then at least some governance exists for these interrelated groups of people in the family business realm.

Is there a good reason why the Family should be the exception?

Question:

Do families really go through the trouble of working this stuff out, “just for family issues?”

Answer:

Only the ones that care about their legacy and want to make sure that all of their hard work doesn’t end up being for naught.

Bottom Line:

Family Business is complex stuff, and “formality is your friend” when you want to ensure that that the transition to the next generation will be successful, because decisions will always need to be made.

Next week in Part 2, we’ll look specifically at the Family circle and take this to another level, literally, with “Who Gets to Decide Who Gets to Decide?”

April 30, 2017/by Steve Legler

Families, Featured

A Systematic Business Family?

This week we’re going to venture into the area of Bowen Family Systems Theory (BFST) and look at how it might be useful in understanding business families and how they tick.

I’m currently at the Spring Conference of the Bowen Center for the Study of the Family. As a student of BFST and a practitioner who works with business families, it’s really interesting stuff, and there’s still another full day to go.

Bowen Theory is used in many fields, from therapy to coaching and family counselling to clergy working with their congregations. This year’s conference is geared to organisations, which naturally includes family businesses.

The BFST FamBiz Book

I initially learned that the “family is a system” in the first module of the Family Enterprise Advisor program I took in 2013. But we didn’t learn specifically about Bowen’s version at the time. It was later that Murray Bowen’s name came up for me, and I decided to investigate further.

My natural reaction was to search for a book on BFST and Family Business, and when I did, I couldn’t find the book I was hoping to find.

Later, I got this crazy idea that maybe I should write it. I have been immersing myself in this ever since, and I may just be crazy enough to try it.

BFST covers LOTS of ground

The possible applications of the theory are vast, and I thought I’d share a few of my notes, just from today, to give you a flavour. I normally don’t take lots of notes, but when you’re thinking about writing a book on something, well, notes could come in handy.

Anxiety

The way a family operates when things are calm is different from the way it functions when it’s tense.
Business families are involved in coordinated functioning towards attainment of goals, so decreasing anxiety in the system is very helpful.

Time Factors

Families are open to innovative solutions, BUT they want quick results
Real shifts don’t occur quickly
You can’t use BFST to “fix” someone

Unproductive Effort

So much unproductive time and energy gets used up dealing with anxiety and the emotional issues that family members deal with.
Collective intelligence requires diversity of opinion.
Hierarchical leadership models are being replaced with distributive leadership.

So many “clients”

Family business advisors work with many different constituents:

Individual family members
Single generation groups
The entire family
Business system
Ownership system
Other advisors and consultants

There is a lot of work involved just in defining these groups to themselves and to each other, and then to work with them in a coordinated way.

Automatic Behaviour

So much of human behaviour, and therefore family behaviour, is automatic. We do so many things without really thinking about them.

People need to be aware of these things in order to learn that they can control them, and they need to practice doing that.

Awareness precedes the ability to exercise the free will required to change behaviour patterns.

My BFST Book

One thing that’s becoming clear to me is that if (when?) I write a book on BFST, it will likely just be about how I use it, and will not attempt to be THE book on the subject.

A few respected colleagues have suggested that I actually write the book for a very small audience. This isn’t because there aren’t that many people who could benefit from it, but maybe because so many people could.

An Audience of One

I will likely write the book for an audience of one. Yes, just for me. But I will certainly share it too.

Do I mean that the act of writing can be selfish, and that some people write things for themselves, first and foremost? Well, I know a guy who started blogging like that, and now he just can’t stop.

April 22, 2017/by Steve Legler

Family Business, Featured

Is Your Family “In Line”, or Aligned?

The subject of family alignment is near and dear to my heart, and it has been for a few years now, probably since I first heard it.

Family alignment can mean different things to different people, but in the arenas of family business, family legacy and family wealth, it seems to be more and more common, and recognized as increasingly important.

The first time I tackled this subject, last year, I didn’t just write a blog on it, I created an entire “white paper”. However, since I kind of despise that term, I called mine a “Quick Start Guide”. Link here: Family Alignment – What it IS, Why you NEED it, How to Build It.

Part of what prompted this blog now is my newfound interest in the subject of family governance. Well, it’s not really a newfound interest in that subject, it’s more of a newfound appreciation for the word governance, especially as it applies to families.

Back in January, my blog, “Family Governance, Aaaah!” recounted how I had come to terms with my revulsion of the “G-word”, thanks to repeated exposure to it from more and more respected places.

Collaboration and Leadership

Around the same time, I read the book “The Collaborative Leader”, and another light went on. In that book, authors McDermott and Hall talk about two words that seem to have a symbiotic relationship (my words, not theirs).

They explained that the words “collaborative” and “leader” are actually very difficult to separate, because one is almost always used to describe the other. There is almost an implied nature of each within the other, so to speak. (Again, my clumsy words, not theirs)

To collaborate requires leadership, and to lead requires collaboration.

Hmmm, interesting, I thought to myself. I wonder if I can think of other pairs of words like that.

Alignment and Governance

So naturally, my thoughts lead me to alignment and governance, admittedly, two much less common words.

My thinking goes like this. If you want to align your family, it needs to be governable, and if you want to govern your family, it needs to be aligned.

Now if you really want to pick holes in my arguments you certainly can, and maybe not just small holes, but bear with me here. And let’s agree to take a 2017 perspective, not one from 1987 or 1957.

Just as the definitions of collaboration and leadership have evolved, so have those for alignment and governance.

Getting Everyone in Line

Decades ago, having everyone in your family “in line” had a different meaning, likely much more autocratic and “top down”. I think we can all agree that that horse has left the barn.

In the same way that leaders today need to be collaborative and collaboration needs leadership, today’s governance structures exist best in situations where there is alignment.

It seems like this would be true in any situation, not just in the areas of family governance and family alignment.

Where do you Start?

The good news with these pairs of words is that in order to get moving, you can start working on whichever one resonates more. If you want to help someone with their ability to lead, but they don’t really see themselves as leaders, you can work on their collaboration. And vice versa.

If you have an aversion to family governance, you can work on family alignment, and for those who think family alignment is too “touchy feely”, maybe you can convince them to work on family governance.

Are You Feeling Lucky?

If you’re lucky, your family (or the families that you work with) will automatically have leaders who love to collaborate and people who “get” governance and are easily aligned.

Most people aren’t that lucky. Most people need to work at these things.

My favourite expression in this regard is “Things don’t just happen by themselves”.

Some of the current buzzwords that I hear and like on this subject are the following:

Deliberate
Intentional
Purposeful

Please recall that your legacy comes from both people and assets, and your wealth and legacy won’t preserve themselves.

Bottom Line: You can work on better alignment through governance, or better governance through alignment, but you need to work on them. Intentionally.

April 16, 2017/by Steve Legler

Featured

Putting Perspective into Perspective

We all see things from our own unique perspective, first and foremost. Our personal point of view serves as our default view of the world.

The ability to see things from another’s perspective is important, and not everyone is good at it, since this ventures into the area of empathy.

But whenever we force ourselves to look at things from a different perspective, it’s almost always enlightening. “Hmm, I never thought about it that way”.

Always Worthwhile

Getting help to look at things from a different point of view is especially useful for those who are successful.

Smart people who’ve had great success can sometimes start to believe that they know everything, and they frequently overestimate their abilities.

For these people, stopping themselves to take a second look can be especially beneficial. Do you know anyone like that?

If you live alone on an island, the perspective of other stakeholders is a moot point. But what about if you work in a business with other family members?

Insiders Vs. Outsiders

Working with business families, I am often forced to remind family members to think about how their ideas will impact the other people involved. Some do this easily, others require more practice.

The truth is, by the time I enter the picture, they’ve already made the most important decision.

Families who take the step of hiring an independent, unbiased, objective outsider to advise them have recognized that a new perspective is not only useful, but essential to successfully dealing with many important issues.

Definitions of Perspective

The more complex things are, the more important the independent ousider becomes. Here are a couple of definitions of perspective (emphasis added):

– the state of one’s ideas, the facts known to one, etc., in having a meaningful interrelationship

– the faculty of seeing all the relevant data in a meaningful relationship

Family business situations are full of complexity, with plenty of interrelated issues, stemming from the overlap of the family system, the business system, and the ownership system.

Add in everybody’s individual preferences and, well, good luck!

“Why the world NEEDS family business consultants”

I read a lot of stuff about family business, because I write a lot of stuff about family business. When I get something from the Family Business Consulting Group, I always read it.

This week, they sent out a piece about our profession, and why it is important. I knew that I needed to share it, and wondered about the best way to do so.

Since I was already planning this blog about “perspective”, I decided to incorporate it here.

Here’s an excerpted paragraph, and a link to the article. Please take the time to read the whole piece.

“An excellent family business consultant is probably the only advisor you’ll work with who considers how family, management, ownership and governance impact each other on a day-to-day basis and is able to create a safe place to openly and creatively consider how these four necessary systems uniquely and powerfully affect your family and your enterprise.”

Link: Why the world NEEDS family business consultants

Relating to ALL the Pieces

A family business consultant (or family legacy advisor), will see how all the pieces of the puzzle fit together from a different perspective.

Seeing and understanding how the pieces relate, without being one of those pieces, is essential.

Anyone who is part of any of the systems simply cannot offer a fully objective viewpoint. And anyone trying to sell you other services will also be biased.

Defusing the Emotions

There are many emotions in family business because family is all about love and business is about money, and when you put them together, things get messy.

Some suggest removing emotions, but they might as well suggest not breathing; emotions will always exist.

This is where a trained outsider is most useful. Someone who can remain calm despite the anxiety in the room, and can slow things down, reminding everyone of the number of different perspectives in the room.

The View from 30,000 Feet

An independent outsider with no stake in the game can provide the proverbial 30,000-foot view, and offer a new perpsective on all the interrelated pieces of the puzzle.

That can make all the difference in creating a shared perspective that everyone can believe in.

Families who have successfully transitioned their business and wealth have rarely done so all by themselves.

April 8, 2017/by Steve Legler

Family Advice, Family Business, Family Business Advisor, Family Business Consutlant, Featured, Non-family member

5 Things you Need to Know: Professionalizing your Family Business

Most family businesses start small and are run rather informally, usually with one or two people calling the shots. As the business grows, more people are brought in, and things can go along for years without much in the way of any formal procedures or written rules.

When one person can no longer stay on top of everything, their ability to delegate will largely determine how much the business can grow.

As the next generation joins the business, a certain level of informality may be part of the culture as well. That isn’t necessarily a bad thing, but behaving at the office as you do around the dinner table can have its drawbacks.

Many people recommend “professionalizing” your family business, and with good reason. But what exactly does that mean, and how do you do it?

I’m glad you asked…

1. Education

An obvious place to begin is with the education level of the next generation of family members entering the business.

If your children have the ability to go to college or university and get a degree, that’s a plus.

If they can get an advanced degree, that’s better.

If they can do that AND go and get a few years of work experience working for an unrelated business, that’s best.

If you are inclined to hire your kids right out of high school, I urge you to rethink that plan, as their future and that of the company will likely be limited by that choice.

If it’s “too late for that” in your family, there are plenty of education opportunities that last anywhere from a few days to a few months that are probably worth looking into.

It is never too late to learn new things and to upgrade one’s skills and abilities.

2. Hiring Non-Family Employees

The quickest way to professionalize any business is to hire people who are professional in the way they operate, hopefully also bringing along some work experience.

Aim to bring in outsiders who are MORE professional than the people you currently employ, treat them professionally, listen to their ideas, and learn from them.

You can only go so far without great non-family people on your team.

3. Outside Professionals

Every business needs and has outside professionals that they deal with, like accountants and lawyers. They often began with friends or whomever they could afford when starting out.

As the business grows, it is sometimes necessary to move up the ranks and switch to professionals who are at the level you require.

It is quite possible that your business has outgrown your professional advisors, and an upgrade will be needed. It isn’t always easy to cut these ties, but can be necessary.

4. The HR Department

During the growth of any business, the need to begin to treat Human Resources as its own department becomes key. The sooner you acknowledge this, the better.

Your business can only grow as quickly and as far as the ability of your people to grow along with it.

A real HR department will think twice (hopefully) before agreeing to blindly hire a family member and put them into a role for which they are ill suited and unqualified.

This issue has tripped up more family businesses than you can imagine, as mistakes like this cost not only the department where the person works, but can get everyone shaking their heads about what is important to the business.

The biggest part of this comes down to attitude. Have you realized how important humans are to your company, as a resource?

Finding, onboarding, and keeping great people is a must for just about every business. And so is having the right people filling all key roles.

5. Board of Advisors

Last but certainly not least is the company’s board. I know that even fathoming a true Board of Directors is a complete non-starter for most small family businesses.

So why not start small and informally, with a board of advisors?

The outside perspective alone is worth it, even if it is only to help you look at your own family members more objectively.

Bringing in independent advisors (preferably NOT your current lawyer and accountant) can be the single biggest step to professionalizing your family business. Just ask anyone who has done it.

April 1, 2017/by Steve Legler