This programme allows diagnosing family-business interaction and its possible consequences in the medium-term, as well as boosting continuity. It also allows defining potential scenarios and the most appropriate schedule to implement those decisions.
Succession has traditionally been the Achilles’ heel of family businesses. This service is meant to draw a generational replacement scheme together with the family, so as to define the profile and skills of the successor and his/her adaptation to the organization and the governing bodies.
Family agreements’ terms should be updated from time to time in order to update compliance with the agreed rules to business reality, both strategic and familiar, at any time.
The process is aimed at reaching an agreement that states a code of conduct related to Governance, Company and Property, which is agreed by the family and based on a previous analysis for each case, involving those family members as chosen.
The implementation of efficient governance structures is the best guarantee of transferring company legacy and promoting transparency. This process is meant at defining governing and management bodies according to business-family needs. Likewise, the corresponding regulations are drafted and approved by the families.
To diagnose the status of the main indicators that may compromise family business continuity (business-family relations, the way governing bodies work, to adjust the current leadership model, Administration and Property), so as to propose recommendations for improvement.
As a way to train and accompany the family. Such advisory services are meant to boost the personal abilities of each member of the family in the organization. Responsible successors are trained, leaders and entrepreneurs are encouraged and continuous improvement value is transferred.
Family harmony is key for a family business to continue. This programme is directed to boosting the common bonds and the willingness to work together, to promote open and positive communication among family members, and in each case, to qualify the latter to develop management-dispute resolution skills.