While I abhor the “generation wars” narrative that pops up regularly, the article below is about a novel – Boomer1 by Daniel Torday – that captures this generation wars zeitgeist, and tells the story of a frustrated millenial who takes his fight to the internet, complaining about boomers who refuse to retire and make jobs available to those of his generation.

The article makes some great points about this ongoing debate, and postulates as to what is at the core of this generational divide. It also examines the political shifts that may be emerging as Gen Xers and Millenials mature and start to vote (although the Boomers are still hanging around).

One one hand, generational politics seem to be just another manifestation of identity politics. But Gabriel Winant argues against this, suggesting that generation is not an identity – “it’s a relationship: no children without parents, and no millennials without boomers”. I think this is deeply insightful as it opens a new way to look at the collective familial relationship, and view generations as something that can bring us together rather than divide us.

Consider This: In your family, are generational labels used often as stereotypical pseudo-insults? Have you ever considered the extent to which generational attitudes of children came “from” parents?

Original article: https://www.theringer.com/2018/9/18/17873612/millennials-baby-boomers-boomer1-novel-daniel-torday

Actionable Generational Wealth Succession

For more in-depth, thought-provoking discussion points and further commentary on family and business conflict resolution, access my Familosophy newsletter archives by signing into our newsletter https://DavidWerdiger.com. We will send you the archive links from there.

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The post Generational Politics of Millennials & Boomers appeared first on David Werdiger.

source https://davidwerdiger.com/2022/06/boomer-millenial-politics/

A common challenge for family businesses is when the rising generation have no interest in taking over. This can be especially common in sectors like manufacturing or farming which may be considered an attractive or exciting career path for younger family members to join.

There are two concerns for the family members currently in control: (a) who will look after the business? (b) who will look after the customers? Both of these are important, because family businesses don’t just want their wealth creation vehicle to continue, they also want to perpetuate their own unique relationship with their customers, which is often far deeper than ‘transactional’ and are an expression of the family’s values.

Two of the articles below tell stories of family businesses facing this very challenge. The third one asks some hard questions: do family businesses need to be perpetuated for their own sake? Is their purpose purely economic or also social? These are good questions for any family to ask itself (with at least 2 generations part of the discussion).

Consider This: If your children don’t want to take over the family business, what will become of it? What is your legacy, aside from the business?

Original articles: https://www.chicagotribune.com/business/ct-biz-manufacturing-succession-planning-20190103-story.html, https://www.biztimes.com/2019/industries/human-resources-management/what-happens-when-theres-no-one-to-take-over-the-family-business/, https://www.businesstoday.in/opinion/columns/hera-are-some-guidelines-for-perpetuity-in-family-business/story/306242.html

Actionable Generational Wealth Succession

For more in-depth, thought-provoking discussion points and further commentary on family and business conflict resolution, access my Familosophy newsletter archives by signing into our newsletter https://DavidWerdiger.com. We will send you the archive links from there.

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The post When Rising Generations Have No Interest in Taking Over appeared first on David Werdiger.

source https://davidwerdiger.com/2022/06/rising-gen-no-thanks/

As a wealthy family, what is the most valuable thing you can give your children? One sure way to find out the answer is to ask (too often parents don’t bother).

According to a Wells-Fargo survey of Millennials, more than 90% of children say they want to inherit their parents’ values, not their wealth. Some 84% want top sustain and build on their family’s legacy. This should be very heartening news for parents.

In a previous newsletter, I mentioned the relative importance of education and networks which families can provide to their children. Clearly, it’s not all about money!

Regarding philanthropy, 80% of children surveyed say the family’s giving aligns with their own values, but 40% want more of a say.

The survey shows the importance of talking about wealth and legacy within a family, and how learning between generations can go both directions.

Consider This: Have you asked your children what the family wealth means to them? What is most important to them about their lives? Conversations like that aren’t always easy. It’s important to make ‘space’ for them where all voices can be heard.

Original article: https://www.businesswire.com/news/home/20190109005028/en/Children-Millionaires-Inherit-Parents%E2%80%99-Values-Wealth-Wells

Actionable Generational Wealth Succession

For more in-depth, thought-provoking discussion points and further commentary on family and business conflict resolution, access my Familosophy newsletter archives by signing into our newsletter https://DavidWerdiger.com. We will send you the archive links from there.

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The post Is Family Wealth The Most Valuable Thing appeared first on David Werdiger.

source https://davidwerdiger.com/2022/06/family-wealth-value/

Philanthropy can be a great way to engage different generations in a wealthy family, and for family members to find purpose where there is no imperative for paid employment. It’s worth keeping in mind the intergenerational differences and trends in giving so that the family giving experience can be as positive as possible.

The Blackbaud Institute’s report on the next generation of American giving has some useful insights. Giving priorities differ by generations, but health, religion and local social services are still high priorities. Gen X and Gen Z are disproportionately committed to animal-related causes.

Older donors consider monetary gifts are their greatest form of impact, while younger donors value the importance of volunteering time and advocacy, and have embraced peer-to-peer fundraising such as through running and cycling events.

There are a number of mindsets that drive giving (responsibility, financial stewardship, planning, spontaneity, activism and recognition), and these carry different importance with different generations. That in turn will drive their choices for whom to support and how to support them.

The full report has plenty of charts and is an easy read, and I recommend it for anyone who is active in the philanthropic world.

Consider This: Who makes philanthropic decisions on behalf of your family? Are these communicated to the family? Have you considered the ways philanthropy can be used to drive closer connections between the generations and convey the family legacy?

Original article: https://institute.blackbaud.com/asset/the-next-generation-of-american-giving-2018/

Actionable Generational Wealth Succession

For more in-depth, thought-provoking discussion points and further commentary on family and business conflict resolution, access my Familosophy newsletter archives by signing into our newsletter https://DavidWerdiger.com. We will send you the archive links from there.

#familyoffice #wealthmanagement #conflictresolution #successionplanning

#governance #leadershipdevelopment #familybusiness #entrepreneurship

The post The Next Generation of Givers appeared first on David Werdiger.

source https://davidwerdiger.com/2022/06/next-gen-givers/

The essential problem family businesses must deal with is conflict of interest, which arises when people have multiple roles – in the business, as an owner, and as a family member – that can potentially conflict. Thinking about the issues of a family business in this way is a good path to mitigating the challenges they can bring.

Establishing explicit rules is a good start, and this article covers several good ones: only put family members on the payroll if they have an active role in the business, communicate clearly and honestly with employees, separate family decisions and business decisions, and create boundaries between family and business each with their own decision-making process (and group).

This is something I cover in the mini-course “Culture of Acceptance”

Consider This: Does your family have explicit rules regarding how the family business operates and is governed? How do family members view the family business (or family operating assets)? Think back to a recent issue within the family and consider whether or not it relates to a conflict of interest between the multiple roles that family members occupied.

Original article: https://www.inc.com/guides/201102/7-rules-of-conduct-for-family-businesses.html

Actionable Generational Wealth Succession

For more in-depth, thought-provoking discussion points and further commentary on family and business conflict resolution, access my Familosophy newsletter archives by signing into our newsletter https://DavidWerdiger.com. We will send you the archive links from there.

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The post Is There Conflict of Interest in Your Family Business? appeared first on David Werdiger.

source https://davidwerdiger.com/2022/06/business-conflict-of-interest/

The rising generation stands to inherit significant wealth, and families are spending much effort and expense to ensure that they are well prepared to become effective custodians of that wealth. However, it’s important for families to also consider the services required to help manage that wealth: advisors.

In any family, at some point in time, the wealth will shift from one generation to another. When someone inherits wealth, it becomes ‘theirs’. This contrasts with advisor relationships which ‘belonged’ to their parents, and can be much harder to fully transition. Many advisors are older and cannot connect to younger heirs. On the other side of that equation, some wealth inheritors are uncomfortable dealing with someone who was their parents’ advisor for many years, and want a fresh start to help them individuate and put their stamp on things.

The advisor community is well aware of this impending wealth transition, and are developing their own strategies to deal with it. Some have developed their own succession plans, or are selling out to larger firms. Like their clients, they too need education in shifting generational trends and how to build deeper and multigenerational connections to their client families to reduce the risk of losing the family’s business when the wealth transitions.

Consider This: Have you reviewed the relationships between your family and its trusted advisors (lawyers, accountants, wealth managers, family advisors)? Have you had 3-way discussions (two gens of family + advisors) to consider the impact of wealth transition in the advisor relationship context?

Original articles: 

https://www.ftadviser.com/investments/2019/09/26/advisers-risk-becoming-out-of-touch-with-next-generation/, 

https://www.forbes.com/sites/forbesfinancecouncil/2019/10/16/five-reasons-advisor-succession-plans-fail/#736cad5866a9, 

https://www.nytimes.com/2019/09/13/your-money/wealth-advisers-mergers-clients.html, 

https://www.wealthprofessional.ca/the-frontline/should-succession-planning-be-regulated-305962.aspx

[Reprinted with permission]

Actionable Generational Wealth Succession

For more in-depth, thought-provoking discussion points and further commentary on family and business conflict resolution, access my Familosophy newsletter archives by signing into our newsletter https://DavidWerdiger.com. We will send you the archive links from there.

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The post Trusted Adviser Transition appeared first on David Werdiger.

source https://davidwerdiger.com/2022/06/trusted-advisor-transition/

We’ve previously discussed the effect of increasing life expectancy on wealth transition – the ‘problem’ of the ageing family member who refuses to step aside is more prevalent than ever (the popular TV series Succession makes for great watching on this topic).

Traditionally, roles within families have very long tenure, For someone who has been managing the family wealth for many years, the thought of leaving a job they have become very good at can leave a huge void in their lives. The easy option is to leave things as they are. What can help is for older family members to have something to look forward to beyond their lives in the family’s operating businesses or family office.

This might be a shift to the family foundation (such as Bill Gates), a move into politics (Amo Houghton from Corning), or a more structured ‘statesman’ role working with the next generations (in their own or other families).

Having new roles they can look forward to is good for both the current and rising generation, and can avoid the fear associated with starting a ‘new career’ in middle age.

Consider This: What is your family’s history and attitude to how (or if) elder members step aside? Is retirement considered taboo? Have family members in their 50s and 60s thought about possible second careers?

Original article: https://www.forbes.com/sites/dennisjaffe/2018/11/15/stepping-up-what-family-business-leaders-can-do-after-they-step-down/

Actionable Generational Wealth Succession

For more in-depth, thought-provoking discussion points and further commentary on family and business conflict resolution, access my Familosophy newsletter archives by signing into our newsletter https://DavidWerdiger.com. We will send you the archive links from there.

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The post Changing Hats for Founding Generations appeared first on David Werdiger.

source https://davidwerdiger.com/2022/06/step-down-plan/

Money is one of the few remaining taboo topics for discussion, but in wealthy families, it’s something that eventually does need to be discussed. The challenge is to develop a greater comfort in discussing it.

The first step towards this is to understand the reason for discomfort, and it is usually because discussions about money bring on fear: fear that there isn’t or won’t be enough, that the next generation might be spoilt by excess, that money might be used to play out family roles from childhood. There are so many things that can go wrong, the easy route is simple to avoid conversations (and therefore the risk of confrontation).

While the fear of the unknown is a barrier to conversation, that same lack of communication can cause serious problems in the future.

One approach is to frame wealth in a different context – one of legacy. To do this, start thinking about the positive things wealth has achieved and can achieve in your family. Topics like how the family have used and can use the wealth for purpose (philanthropic or impact), and stories about those who made loyal and enduring commitments to the family (such as in the family business) can put a more positive spin on family wealth.

Consider This: Does your family have (official or unofficial) discussion taboos? Have you discussed the family wealth with the next generation? If you keep procrastinating, have you asked yourself why?

Original articles: https://www.wealthmanagement.com/client-relations/money-talks-family-gatherings, https://www.financial-planning.com/news/why-financial-advisors-should-be-looking-toward-gen-xers-not-millennials

[reposted with permission]

Actionable Generational Wealth Succession

For more in-depth, thought-provoking discussion points and further commentary on family and business conflict resolution, access my Familosophy newsletter archives by signing into our newsletter https://DavidWerdiger.com. We will send you the archive links from there.

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The post Talk About Family Money appeared first on David Werdiger.

source https://davidwerdiger.com/2022/05/money-talk/

You might think conflict in family business is predominately around business performance. Wrong. At the core, it’s most commonly about the ‘people’ side of things: ineffective communication, and not recognising the different needs, interests & capability of family members.

Evolutionary psychology tells us that we behave more altruistically toward the relatives with whom we share the greatest genetic overlap, and more with our maternal than paternal relatives. This means as the family group grows deeper generationally, relatives are less likely to let an issue go because it’s a family member.

In this framework, blended families pose a challenge because of the lack of genetic overlap. This is even more difficult because legislation has failed to keep pace with the times, leading to increasing conflict and litigation.

Conflict can be mitigated by focusing on principles rather than people, and staying away from making decisions (or setting policy) with particular people in mind. It’s best to develop the principles before you need them – that way family members can agree on them without the bias of a specific situation.

Change is hard for most families, so framing ideas as extensions of existing ones rather than new ones can reduce push back. They are easier to accept when perceived as evolutionary rather than revolutionary.

Consider This: What are the most common sources of conflict in your family business? Do you notice any patterns around these conflicts? Do you have forums where conflict can be aired and dealt with?

Actionable Generational Wealth Succession 

For more in-depth, thought-provoking discussion points and further commentary on family and business conflict resolution, access my Familosophy newsletter archives by signing into our newsletter https://DavidWerdiger.com. We will send you the archive links from there.

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The post Family Business Conflict appeared first on David Werdiger.

source https://davidwerdiger.com/2022/05/business-conflict/

As a tree grows, it is often helpful to prune some branches to make space for other branches to grow. As families grow generationally, “pruning” – allowing some family branches to exit – can be beneficial both to the main family group and to the group that chooses to exit.

As families grow, so does the diversity of family members. Managing the diverse needs and expectations becomes much harder. Unless the family business is always growing, it can be hard to support a growing number of owners. There can be ripples of discontent that can lead its members to seek escape. Also, you are never alone when it comes to engaging in conflict with other family members. Other family members are inevitably part of the mix.

Many large business families have a mechanism whereby a family member can leave the business and remain part of the family. Where such a mechanism doesn’t exist, an exit may require something as dramatic as selling the business. Because family businesses have emotional as well as financial value to the family, this can lead to regret and further discontent.

Simply having a mechanism for exit is of paramount importance. If not, family members can feel trapped.

A case in point was Megxit, where membership of the royal family is based on performance as a family member, so they could not just step back. There were no structures to internally manage change, adversity and conflict. Sadly, their only option was to leave completely.

Consider This: Does your family have an exit mechanism for family members? Are any family members involved out of a sense of obligation rather than because they choose to?

Actionable Generational Wealth Succession 

For more in-depth, thought-provoking discussion points and further commentary on family and business conflict resolution, access my Familosophy newsletter archives by signing into our newsletter https://DavidWerdiger.com. We will send you the archive links from there.

#familyoffice #wealthmanagement #conflictresolution #strategicmanagement 
#nextgensuccession #intergenerationalwealth #governance #leadershipdevelopment

The post Pruning the Tree appeared first on David Werdiger.

source https://davidwerdiger.com/2022/05/pruning/