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The Essence of Successful Family Business Strategy
“All men can see the tactics by which I conquer, but what one can see is the strategy out of which victory is evolved…”
— Sun Tzu
Course Overview
Legacy families with existing core businesses have an extra dimension to consider in order to build a successful future for the overall family enterprise.
HEADING COMING SOON
The role and impact of a family business can play a defining role in a family’s culture and in the lives of its individual members. Some families even define family membership by having a shareholding in a family business.
Challenges in this area are twofold, for there is both a ‘pure business’ component and a family aspect to a family business. Both provide challenges and opportunities that need to be mastered if a business is to prosper over time and through different economic cycles.
As a result, we have separated this MasterClass Course into two parts: A first part focused on maximising the ‘family-ness’ benefits of the business – addressing ownership, leadership, governance and other issues – and a second part focused on the purely business elements of governance and strategy.
One area of increasing importance to family businesses is the area of Sustainability and Responsibility. Clients, end customers and regulators are all increasing demands for responsible business practices, ethically sourced products, and insisting on assurances regarding the entire supply chain from their suppliers – even beyond the part they actually control.
As the negative impact of climate change and social inequalities accelerates, diversity and equality issues become more visible, and as pressures on workplace safety and diversity rise, companies now face the need to manage, and report on, a series of both internal and external issues.
Increasingly, measurable performance in these areas is being required in order to comply with Global Reporting Initiatives and International Financial Reporting Standards.
Objectives
In this course, you will compare your family business approach- Ownership, Governance, Leadership and Strategy – to a checklist of common family business advantages and best practices. You will work through three defined phases of strategy development—diagnosis, design and implementation planning—to generate a business strategy tailored to your situation.
Learn to apply ‘best practice’ from the past, but also to surface and apply ‘next practice’ as well: the lessons and principles that will create success in a future world may be very different from those we see in front of us today.
Instructors
Mark Daniell, Prof. Liechtenstein, Jim Downing
Recommended Reading
COMING SOON.
Sample Course Video
COMING SOON.
Your course progress
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Advantages and Imperatives for Family Business Owners and Leaders
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Being a Good Owner (as both Active and Passive Owner)
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Successful Business Governance: Board, Chair and Committees; Aligning Family Business Board and Family Council
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Effective Leadership and Team Development
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Strategic Transactions: IPOs and Sale of the Family Business
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Strategic Career Pathing for Family Members in the Family Business
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Preparing for Leadership Succession and Generational Transition
Key Documents and Templates for Completion
- Checklist of Success Factors and Policies for Family Business Ownership
- Rules Regarding Family Shareholding and the Owner’s Council
- Board and Board Committee Terms of Reference and Performance Assessment
- Job Descriptions for Chair and Directors
- Checklist of What It Takes to be a Good Director of a Family Business
- Checklist for a New Chairman (Family and Non-Family)
- Approach to Select and Oversee Family Members in Governance and Management Roles
- Checklist for Successful Leadership
- Framework and Checklists for Strategic Career Pathing and Mentoring Programs for Family Members in the Business
- Examples of Performance Enhancement Forms
- The IPO Roadmap
- Family Business Ecosystem Map, Assessment and Management Tools
- External Advisors: Selection and Effective Use
- Checklist for Successful Succession
- “20 Second” Contingency Plans and Long Term “20 Year” Planned Succession with Personal Development Plans
