Our Latest Articles
//January 13, 2025 - Issue #133
Articles About Relationships, Succession Were Top Draws in 2024 Many readers wanted advice about handling toxic family relationships, managing succession, and preserving the family’s values over time.
Transferring Family Wealth to the Next Generation: What’s Fair? Trillions of dollars are about to be handed down from baby boomers to younger generations. Family firms must consider how to transfer their ownership shares, and to whom.
Family History Can be Re-Framed to Encourage Harmony and Progress The goals of the family and the business are often at odds. Family history can inspire bold and necessary steps that are still in harmony with the family’s image of itself. 
Include the Extended Family in Your Ownership Strategy Your ownership strategy should consider that in future generations the family firm will likely have many more owners. Take a broader focus when you develop it.
Hiring Mom and Dad? Optimize Their Strengths and Manage Boundaries Sharon Beck, owner of a Jovie Childcare franchise, shares her insights on the benefits and challenges of being your parents' boss.
Protect Your Family Business From Crime In crime-prone regions, activities like selling in physical stores, regular trips to the bank, and talking openly about business growth can make business owners targets.
The HERO Model: How Family Enterprise Leaders Can Accelerate Change Hope, efficacy, resilience and optimism can make us better people and better leaders. This article explores how we can cultivate it within ourselves.
How Boards Help Complex Family Firms Make Sound Decisions Fiduciary boards keep family firms focused on the long term, rather than on short-term, tactical strategies. But many family firms resist having one, fearful of losing control of their enterprise.
Family firms need AI, but it can't build trust or regulate conflict. Here's why Brain Capital—judgment, resilience, and governance maturity—will determine whether they thrive across generations. Read more...
Vision matters—but so does individualized consideration. This study shows nonfamily managers perform better when CEOs pair transformational leadership with genuine, personalized attention and political skill. Read more...
Successors recommit when roles align with their values, skills, and life stage—and when family dynamics allow earlier experiences to be reinterpreted. Read more...
Family firms don’t have goals—people do. The rise and fall of Italy's Florio dynasty shows how successor motivation shapes the balance between growth, legacy, and community—and how families can build more durable, values-led leadership. Read more...
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Supported by the Richard M Schulze Family Foundation