How I Can Help

My value-add

I add value in four areas, each of relevance to the family talent requirements of families-in-business and the effective preparation of successors as owners:

1. Successor coaching and mentoring

2. Successor leadership development

3. Family talent governance and support

4. Successor preparation for ownership

Successor Coach and Mentor

Coaching and mentoring for skills enhancement, induction to leadership roles or support during key challenges:

Entry to the family business
Role induction
Role development
Optimisation of performance
Transition. ‘Off the ledge’ conversations and support
Family leadership effectiveness

Successor Leadership Development

Successor Leadership Development to include career and role planning, development needs and performance assessment.

Successor Engagement
Employment Assessment and Profiling
Work shadow and Performance Assessment
Career Role and Leadership Development
Leadership Development Planning

Family Talent Governance and Support

Design, set-up and effectiveness of a well-managed, well-structured family talent process to govern:

Identification of family enterprise current and future leadership needs
Family ‘scanning’ for available and potential talent
Talent preparation and development of family Successors for leadership
Oversight of supports for family talent
Ongoing retention as member of talent committee

Successor Preparation for Ownership

Preparation and education of family Successors for ownership and possible future leadership:

Incubation – All Successors

Senior Generation Storytelling
Values Workshops

Involvement – All Successors

Informed Opportunity Learning Sessions
Informed Opportunity Learning Events (2 days)
Site Visits and Explanation

Commitment – Individuals

Induction Program
Work Experience
Sub-Committee Membership
Work, Family and Company Governance Shadow
Philanthropic, Charity Activities

How we work together

Following an initial meeting to understand if and how we might work together, we will follow up and agree the terms of reference. The engagement will then turn to an assessment of the requirements of the family, successor preparation and a plan on how these may be addressed.

Once presented in written form, we will jointly agree on our aims and decide on the appropriate way forward.

We will work together to achieve our agreed aims using a mix of the following:

Coaching

Coaching of individual Successors in an engagement of six sessions over a period of 6 to 9 months.

Mentoring

Mentoring of successors in key family and/or company leadership roles, over a period of 9 to 18 months.

Assessment

Design and oversight of practical activities to exert and test successor competencies and to assess and feedback on successor performance. Work shadowing and practical assessment.
Assessment and feedback on one-off projects, assignments.

Planning

Working closely with the family, to facilitate and define the Family Talent Strategy and supporting Employment and Successor Policies
Design and agree with the family (Family Council, Ownership Board) a “well-managed, well-structured” family talent process, for ongoing success.
Identification and drawing up of a suitable induction plan for new joiners.
Input and advice on individual Successor Development Plans, to cover roles, goals, leadership development and effective feedback.
Development challenge and business plan writing support for Successors intending to initiate and follow through on an entrepreneurial venture.

Facilitated Learning

Education content workshops to cover family business management, strategy, governance and leadership.
Design and present a “successor” learning strategy to cover the fundamentals of family business management, to include session types, content and outcomes.
Facilitation and “book-ending” of successor groups, to foster maximum engagement, individual and group learning.
Provision of information and articles to cover family business, career development and ownership with practical advice as a stimulation to self-directed action.