Most wealth is created through entrepreneurship. When wealth creators think about the legacy they leave to future generations, the most common thing that comes to mind is the wealth itself, which is the product of entrepreneurial activity. But what of the entrepreneurial spirit itself?

Gates, Bezos, Musk and others received support from their families in the early stages of their ventures. Family members who are so inclined can more readily access seed capital to fund their ideas. However, it’s important to bear in mind that decision-making and risk-taking abilities are influenced by the socioeconomic background of the founder.

Some midlife entrepreneurs are forming businesses alongside a younger member of their family or with a co-founder decades younger. This is a wonderful intergenerational bridge and a great way to transmit those values as well as generational wisdom and experience.

Some rising gen family members are carrying forth her family’s legacy in their roles, and adding new dimensions, such as women’s empowerment in entrepreneurship. Another approach is to honour the family’s entrepreneurial legacy while also approaching their industry in a new way.

Of course, this is not for everyone. Just because someone comes from a family of entrepreneurs doesn’t necessarily make them one. Entrepreneurship has several ingredients including appetite for risk, grit and determination, and leadership.

Consider This: Does your family have a cultural memory of the entrepreneurial spirit that created its wealth? How is this expressed? Is entrepreneurship encouraged/developed in the rising generation?

Original articles: https://www.forbes.com/sites/forbesbusinesscouncil/2021/11/01/considering-generational-wealth-as-a-factor-for-entrepreneurs/, https://www.forbes.com/sites/bernhardschroeder/2021/06/26/advice-and-insights-for-millennial-entrepreneurs–from-a-millennial-entrepreneur/, https://www.forbes.com/sites/nextavenue/2021/01/17/how-to-launch-an-intergenerational-small-business-in-midlife/, https://www.forbes.com/sites/stephanieburns/2020/05/24/how-to-build-a-legacy-for-your-business/#608a408d1380, https://www.entrepreneur.com/article/338538, https://www.weforum.org/agenda/2019/08/family-businesses-lifeblood-of-the-middle-east/, https://www.smh.com.au/business/small-business/hyatt-heir-says-there-is-no-secret-sauce-when-it-comes-to-succession-planning-20190609-p51w1x.html, https://www.forbes.com/sites/jaredhecht/2019/01/15/how-the-great-recession-killed-the-entrepreneurial-spirit-of-millennials/#5ff01d1811ff, https://www.fastcompany.com/40513553/can-the-wave-of-boomer-entrepreneur-retirements-create-a-surge-of-worker-owned-businesses

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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A recent survey has found that only about a quarter of HNW parents plan to split their wealth equally amongst their children. Factors in the decision include their children having different approaches to money, estrangement, not wanting to support a child’s partner, and adjusting for previous significant financial support. There are also variations for the different care responsibilities of children, and the number of grandchildren.

There are two key lessons here: firstly, equal is not the same as fair. We like to think “equal” can be measured objectively, but even then, there are different ways to measure it – we can adjust for inflation because of the age gaps between children, or for many children each child has, or for previous gifts. So even “equal” has many interpretations. Seeking to be “fair” starts to bring in other more subjective factors like the specific needs of each child, or other sources of wealth they may have.

There is no right or wrong way to do this, and just as in parenting generally, the needs of our children may conflict and have us making trade-offs between them. It’s important to avoid viewing (and framing) matters as a zero-sum game – that one child ‘wins’ at the expense of another (who therefore ‘loses’).

The second lesson follows directly from this: having open discussions about wealth transfer helps children understand the ‘why’ and therefore achieve buy-in to the parents’ plan. Parental edicts can be just that until their children reach about teenage-hood. Beyond that, we can’t expect our children to simply accept what we want at face value. We need to consider their perspective. Communication is the foundation upon which any wealth transfer must be built.

Consider This: Does your family favour “equal” or “fair”? How does this work in practical terms? How do family members feel about it?

Further reading: https://www.wealthbriefing.com/html/article.php?id=193349#.YgR1UN9BxqZ, https://www.forbes.com/sites/forbesbooksauthors/2021/10/01/how-to-start-wealth-conversations-with-your-family/

Actionable Generational Wealth Succession 

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There are several good reasons why family enterprises should care about making active efforts toward gender equity. If they want family members to be involved, their talent pool is limited, so why waste 50% of their potential? A more diverse leadership team will reap the same benefits that have been noted in the non-family business world. Finally, family cooperation, collaboration and harmony are important to families, so excluding women from paths to leadership can lead to resentment and conflict.

In general, the family business world appears to be somewhat behind the corporate sector in explicitly considering issues of gender equity. There is variability across the world, and it is apparent that cultural norms play a strong role.

Some examples: only 7% of senior management positions in the 100 biggest firms held by German families are women, and the top people managing those firms are mostly male, German and advanced in age. In India, women-led family businesses have increased by 58% since 2007. In the US, married women 45 and younger are twice as likely as older married women to make the financial decisions in their families, which is partly due to women marrying at later ages than their parents’ generation (note that these studies are not directly comparable as they don’t all focus on family enterprises).

Another portion of the US study measured unconscious bias in the financial advising industry and found that while most advisors have “good intentions,” they are still more likely to make (incorrect) assumptions about the investment knowledge and risk appetite of women. Researchers used live eye tracking technology to measure how long a financial advisor spent making eye contact with each partner in a heterosexual couple and found that advisors, regardless of their gender, spent 60 percent of the meeting focusing on the male partner.

Consider This: Do the women in your family have roles in the family enterprise? Do they want to? Have they been asked? Are education opportunities within the family applied equally to males and females?

Original articles: https://www.forbes.com/sites/prudygourguechon/2019/01/16/how-family-businesses-can-take-the-lead-in-achieving-gender-equality/#4520f2916f6e, https://www.dw.com/en/german-family-owned-businesses-still-male-and-conservative/a-53739934, http://www.businessworld.in/article/Breaking-Through-The-Patriarchy-Women-Calling-The-Shots-In-Family-Business/02-08-2020-303553/, https://www.nbcnews.com/know-your-value/feature/younger-women-are-twice-likely-make-their-families-financial-decisions-ncna1238859

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I’ve always had a soft spot for Matthew Stafford. The guy has a huge arm, and can make pretty-much any throw, and there he was stuck at the Lions teasing us. From time to time, they would support him with a deep threat and something of a rushing attack, but they were not able to put all the pieces together. So the swapsie deal that brought him to the Rams seemed like the ultimate test of his talent. Equally, it was a test of the Rams: was a top QB (plus a couple of others) the only missing pieces for them? Even if they don’t win the final game of the season, I think it’s fair to say both have passed the test.

Aside from the awful wildcard round, this has been one of the best NFL post-seasons ever, and one that reinforces the idea that defence and ball control wins playoff games. In my opinion, the Bills had the wrong defensive game plan against Mahomes – it’s hard to win a shoot out against him. His game against the Bengals started off the same way, but they slowly worked their way back into the game, with defence dominating in the second half. The 49ers got as far as they did despite Jimmy Garoppolo, not because of him.

The Bengal’s defence have been decent through the year but really came into their own in the post-season. They are fast and swarming and bring plenty of pressure. Jay Burrows has been a revelation – he showed amazing strength in staying in the pocket and being able to evade sacks at the last minute, and surprising poise for a relatively young player. He is a legitimate star, has a great offensive line in front of him, a tough running back in Mixon, and some deep threats like Chase. The Bengals have arrived sooner than expected, and will be interesting to see what success they can enjoy in the next few years in a very strong AFC North.

List-wise, the Rams are similarly strong in all the right places, with a good offensive line and some fast receivers, but with no star at running back. Their defence, previously well led by Aaron Donald and now bolstered by the addition of Von Miller, did the job well throughout the playoffs, which took pressure off Stafford.

So how will this tantalising Superbowl play out? Let’s examine it through a betting lens: the Rams are 4 point favourites, which seems fair. The Bengals will be very happy with official underdog status, and it won’t put them off in the slightest. There are no value bets there. If this is close in the fourth quarter, it will come down to who holds their nerve, and whether Sean McVay makes some crazy fourth-down decisions (which he did during the season and has avoided thus far in the playoffs). I think it will be a close finish and don’t have a view as to which team will win, so am going to avoid predicting, and instead recommend one of my favourite punts – the “Tribet”: either team under 6 points for $3.20.

The over/under on total points scored is 48.5 and that one looks more interesting. I think this game will be dominated by some tough, hard-hitting defence, so am going for the under on this one. A low-scoring game may just favour the Bengals, who will rush it all day long in the hope of keeping Stafford and co off the field. So keep a close eye on ball control. Crazy tip: this might come down to special teams.

This is the first Superbowl ever without at least one No. 1, No. 2 or No. 3 seed, and the lowest-seeded matchup in the game’s history. No Rogers, Brady, or Mahomes? No problem for me. The two teams still in the competition have done everything to deserve to be there, and I’m really looking forward to this one!

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Studying failure is far better than studying success because it’s easier to avoid doing the wrong things than mimic the good that others are doing. Here are some of the ways things can go awry:

Families and businesses don’t grow at the same rate. From the third (and sometimes second) generation onwards, the family often grows faster than the business. What happens if many family members look to the business for employment or supplementary income?

Many owners maintain control by appointing only family members or close friends to their boards. This lead to the common problem of familiarity – where personal issues seep into the business, and where friends and family may tell the owner(s) what they want to hear instead of what they need to hear.

Policies regarding in-laws are a huge challenge and families tend to have polarizing views as to whether they are in favour or totally against. Whatever the policy, it’s important to welcome and evaluate in-law children as a spouse, not as an employee. It can be very difficult to remain business partners following a divorce – the worst-case scenario is that it the business needs to be sold to split the proceeds.

Working with relatives is a double-edged sword: it can generate much higher levels of trust and commitment, but it can also lead to tensions, festering resentments and open conflict. “It’s difficult when your dad isn’t only your dad, but your boss too.”

A recent study found that more than half of family businesses lack a succession plan. In too many family businesses, succession discussions are forced in that parents not wanting to inflame sibling rivalries leave it to the last possible moment to work through. A crisis, such as a major illness, is often the catalyst for a discussion that is by then often too late.

Consider This: Do you see any of these issues occurring within your family business? Is there a forum where you can discuss and seek to resolve or mitigate such challenges? Are there barriers to getting help in the first place?

Original articles: https://www.forbes.com/sites/dennisjaffe/2019/09/12/equal-partnerships-in-a-family-business-a-disaster-waiting-to-happen/#558f03764f6b, http://www.mondaq.com/australia/x/875598/wills+intestacy+estate+planning/A+rise+in+family+business+disputes+as+generational+succession+gets+messy, https://www.forbes.com/sites/iese/2019/12/27/five-rules-to-prevent-conflicts-in-family-businesses/#5aec82906662, https://hbr.org/2020/01/is-it-time-to-leave-the-family-business, https://www.bbc.com/worklife/article/20200204-how-to-leave-a-family-business, https://hbr.org/2020/02/should-your-family-business-have-a-no-in-laws-policy, https://www.roi-nj.com/2020/03/25/industry/breaking-up-is-hard-to-do-divorce-among-family-business-owners-can-be-complicated-and-have-far-reaching-consequences/, https://www.forbes.com/sites/francoisbotha/2020/06/30/avoid-the-common-pitfalls-of-family-business-boards/amp/, https://www.heraldgoa.in/Business/In-Business/4-bad-omens-of-the-family-business-curse/164281, https://www.forbesindia.com/article/family-business/how-to-tackle-a-split-in-the-family-business/62871/1

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Actionable Generational Wealth Succession 

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#nextgensuccession #intergenerationalwealth #governance #leadershipdevelopment

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In times of chaos, economic uncertainty, and the crushing burden to lead the family’s assets out of the fire, the need for governance grows even stronger. 

Too many families consider family governance as a side dish – a pesky bug that wants to take away all the attention and resources from the main priorities which are revenues and operations. There is also an emotional side to effective family governance which is often overlooked by the first generation.

The principles of governance for families are very simple: How are we going to make decisions together? How are we going to communicate? How are we going to solve problems together?

While the principles are simple, implementation can be challenging. Getting a clear mandate from the top is essential, as well as dealing with stakeholders who resist change. Having external help is essential.

Some families chooses either business first or family first. One is not better than the other, but you need to be honest about the choice and develop family governance based on your choice.

In order to stay focussed in your governance journey, remember that it’s all about relationship, communication and understanding between the family, the family businesses and the shareholders.

Consider This: Has your family’s governance (or lack of it) been a factor through COVID? (How well) does your family communicate? Is there the capacity for group decision-making?

Original articles: https://hubbis.com/article/revisiting-family-governance, http://www.mondaq.com/jersey/x/873496/wealth+management/Avoiding+rags+to+riches+in+three+generations+family+governance+in+the+Middle+East, https://www.forbes.com/sites/forbesbusinesscouncil/2020/06/16/use-good-governance-to-steer-a-rudderless-ship/#4abdd14a1ffd, https://www.forbes.com/sites/forbesbusinesscouncil/2020/08/04/eight-concepts-to-help-plan-and-manage-your-family-business/#5fcaf80440ce, https://www.panaynews.net/family-business-governance-important-then-and-now/ https://business.inquirer.net/308365/time-for-that-governance-talk

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There are very different generational attitudes to philanthropy in families. While previous generations saw philanthropy as “giving money to non-profits”, the rising generation of wealthy individuals has broadened and redefined the term, considering it to be “the action of transforming others’ social well-being through generosity”.

The rising generation is more engaged and involved in philanthropic endeavors, and do so at earlier ages than their predecessors. They’re also motivated by the value propositions behind sustainable and impact investments, and often drive such initiatives with their own or family businesses. Those of inherited wealth can experience a sense of unease or outright guilt fueled by societal judgment over their wealth, which may drive giving priorities.

A family office can take a holistic approach to the family’s financial and personal life. This can mean more time to spend with family or commit to philanthropic interests, which can also bring the family closer.

Generational families that endure for 100+ years share a number of factors. Near the top of that list is a shared commitment to community, service and philanthropy.

Consider This: Which generations in your family are involved in philanthropy decisions? Do you have a philanthropy strategy that sets priorities and the process for allocation? Do key family stakeholders across multiple generations know the answer to the question “why our family gives”?

Original articles:https://www.denverpost.com/2019/10/13/on-philanthropy-bruce-deboskey-the-secret-sauce-of-thriving-100-year-families/, https://www.forbes.com/sites/francoisbotha/2020/01/23/why-do-families-give-the-5-spheres-and-motivations-around-philanthropy/#5b02a5b07dc0, https://www.forbes.com/sites/whittiertrust/2020/04/01/a-family-office-can-give-you-back-your-personal-time/#1b1726ea20ee, https://www.marketcurrentswealthnet.com/interviews/family-philanthropy-a-new-book-qa-with-mitzi-perdue/, https://www.forbes.com/sites/francoisbotha/2020/07/29/how-the-worlds-next-generation-of-ultra-wealthy-are-redefining-what-it-means-to-give-back/#5eab0d8d5aad

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Actionable Generational Wealth Succession 

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Abraham Lincoln famously said: “Don’t swap horses in the middle of the stream”. Is a global pandemic the best time to change leaders? Or is it better to avoid dramatic changes during uncertain times?

While we’d like to be well prepared, and knowing that succession planning is a process rather than an event, families may find themselves needing to accelerate the process at these times. Unplanned transitions don’t have to inevitably end in disaster, but when they happen, they do rely on a concerted effort by other family members and stakeholders.

The current business conditions necessitates that family businesses take stock, review and stress-test existing structures. While it is never easy to have discussions around death and succession, it is essential to avoid conflict in the unfortunate event of a loss within a family no matter what the external situation. The lockdown has been a catalyst to prompt families to reflect on succession planning in a wider sense.

A true succession plan is about fostering open communications and getting your family on the same page about its values and goals of both the incumbent and rising generation. A good succession plan leaves a positive legacy and unites the family around common goals and values.

Consider This: Has the pandemic brought forward discussions about succession in your family? Has it uncovered existing stresses in the succession process (or lack of)? Have you set realistic goals about the timeframe for an effective succession?

Original articles: https://hbr.org/2020/04/should-a-crisis-change-your-ceo-succession-plan, https://www.finews.asia/services/advertorials/31663-butterfield-singapore-brian-balleine-covid-19-corona-wealth-planning-succession-family-study, https://hbr.org/2020/05/steer-your-family-businesses-through-an-unplanned-transition, https://www.thenational.ae/business/money/why-now-is-the-time-for-gcc-family-businesses-to-review-succession-planning-1.1027184, https://www.bloombergquint.com/business/world-s-wealthy-are-spending-the-pandemic-weighing-succession, https://www.kiplinger.com/personal-finance/how-to-save-money/family-savings/601068/wealthy-families-need-more-than-a, https://cnaluxury.channelnewsasia.com/experiences/succession-estate-planning-asia-wealthy-families-12929668

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A family office is usually structured around the individual needs and preferences of the family involved, and an increase in private wealth is fostering the creation of more and more single family offices (SFOs).

The space is shifting rapidly, and with it comes the changing face of the family office and new definitions of what this means. One pervasive mistake is not developing a deep understanding of the goals, objectives and agendas of the wealthy family. Some multi family offices (MFOs) and even SFOs are using a cookie-cutter approach, which works against the whole idea of a family office.

Rather, family office purpose, mission and vision statements should be crafted according to the family’s service needs. These can act as the foundation for strategic decision making, and link to measurable results.

Virtual FOs are rapidly proving to be a superior alternative to traditional MFOs as they offer a greater level of flexibility. In addition, private MFOs are forming, which enable groups of families to pool their resources and leverage co-investment opportunities.

Consider This: Have you considered whether/how a family office could be beneficial to your family? If you already have one, how do you review its performance and whether it is meeting the needs of the family? How often do you review the arrangement, with consideration of how the family’s needs evolve over time?

Original articles: 

https://www.forbes.com/sites/francoisbotha/2020/01/28/could-now-be-the-right-time-for-the-virtual-family-office-how-banks-can-support/#7ee89aa65438, https://www.fa-mag.com/news/family-office-2020-going-strong-53779.html, https://www.forbes.com/sites/francoisbotha/2020/02/12/emerging-forms-of-the-family-office/#1b28b6ba2fc4, https://www.spearswms.com/rise-of-the-virtual-family-office/, https://www.fa-mag.com/news/russ-prince–a-critical-mistake-to-avoid-when-setting-up-a-single-family-office-54630.html, https://www.bmmagazine.co.uk/business/bobby-gill-on-family-offices-how-to-protect-wealth-for-successive-generations/, https://www.forbes.com/sites/francoisbotha/2020/03/09/considering-a-family-office-how-to-choose-a-fitting-form/#4ca91a5215a5, https://www.forbes.com/sites/francoisbotha/2020/07/03/6-best-practices-for-single-family-offices/#65d94e26336f

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Actionable Generational Wealth Succession 

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Q: How do we tell the kids about our family wealth?

A: First and possibly most important point: they already know. By the lifestyle you lead and the people you mix with, your children have already made assumptions about the family wealth. They will also have garnished information on this topic from friends and from public sources. That means in terms of controlling the conversation, you are already well behind, so be aware of what you can and can’t control when it comes to talking about wealth. That also means it’s never too early to be aware of the messages you are sending to kids – both implicit and explicit.

The way to approach talking to kids is to lay a strong foundation. Wealth, in and of itself, is not a foundation. It’s not a goal; it’s the means to a goal. The foundation is around the values and beliefs about wealth: what does it mean to be wealthy? what can money buy and what can’t it buy? what responsibilities come with wealth? what are the family values that transcend wealth?

These are deep and difficult questions. Before attempting to talk about them with kids, ensure you have some answers to them for yourself. That can be a process in and of itself. It might be helpful to have some of these discussions facilitated by an external advisor to ensure that you are well prepared, and that they stay on track.

When to actually sit down and talk about it? Milestones are useful: when kids complete school, get married, or themselves have kids. Always be prepared to answer the question “why are we talking about this now?”

Consider This: In what ways does your family talk (or not talk) about wealth? How did you find out about your family’s wealth (I found out when I was teased in school)? With that in mind, how would you like your kids to find out?

Original articles: https://www.wealthprofessional.ca/news/opinion/top-concerns-of-family-office-clients-wealth-disclosure-to-children/362291, https://economictimes.indiatimes.com/wealth/plan/how-to-involve-the-full-family-in-money-decisions-10-things-you-should-do/articleshow/87390847.cms, https://www.globalbankingandfinance.com/its-time-to-talk-intergenerational-wealth-planning/, https://www.barrons.com/articles/how-to-talk-to-your-adult-children-about-your-finances-and-why-its-important-51631912873, https://www.forbes.com/sites/dennisjaffe/2019/05/29/what-do-we-tell-the-children-intergenerational-talks-about-the-family-business-and-wealth/#2ee4136f78e0

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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