challenges of succession planning in family business eddy m. sutanto – petra christian university
TRANSCRIPT
CHALLENGES OF
SUCCESSION PLANNING
IN FAMILY BUSINESS
EDDY M. SUTANTO – PETRA CHRISTIAN UNIVERSITY
THE TWO MOST IMPORTANT ISSUES FOR FAMILY BUSINESSES
OUTSIDE EUROPE AND THE US
ARE TO DO WITH OWNERSHIP DESIGN AND SUCCESSION
SUCCESSION IS VERY CHALLENGING
FOR BUSINESS FAMILIES
REGARDLESS OF ITS SIZE, COUNTRY AND CULTURE
RESEARCH FINDINGS : INSEAD
•IN CHINA, THE AVERAGE PRIVATE FIRM IS NOT EVEN 20 YEARS OLD,
•IN INDIAN FAMILIES AT THE HELM OF SOME OF THE WORLD’S BIGGEST CONGLOMERATES ARE ALREADY LOOKING TO TRANSFER THEIR WEALTH TO SECOND AND THIRD GENERATIONS.
•IN EUROPE, SOME ESTABLISHED FAMILY ENTERPRISES HAVE BEEN WORKING FOR OVER 100 YEARS TO KEEP THE FAMILY AND THE BUSINESS MOVING FORWARD TOGETHER.
SUCCESSION SURVEY
•SLIGHTLY MORE THAN HALF OF MULTI OWNER FIRMS DON’T HAVE A SIGNED, DOCUMENTED SUCCESSION PLAN IN PLACE.
•79% OF FIRM OWNERS SAY SUCCESSION PLANNING WILL BE A SIGNIFICANT ISSUE FOR THEIR FIRM WITHIN THE NEXT 10 YEARS.
•44% MULTI OWNER FIRMS EITHER ARE DISCUSSING A MERGER, ACQUISITION, OR SALE OR ARE PLANNING TO DO SO IN THE NEXT TWO YEARS,
•AMONG SOLE PROPRIETORS, ONLY 6% HAVE PRACTICE CONTINUATION AGREEMENTS (PCAS), THE FIRST STEP IN SUCCESSION PLANNING, IN PLACE.
AN IMPORTANT RISK MANAGEMENT AREA
•IT’S CRITICAL HAVING ONE FOOT TODAY AND ONE FOOT IN TOMORROW
•WITHOUT SUCCESSION PLANNING, AN ORGANIZATION'S FUTURE VIABILITY IS AT RISK
•IT ALSO REINFORCES LEADERSHIP BEHAVIORS
CHALLENGES
SUCCESSION PLANS OFTEN CONCEPTUAL
•MORE IMMEDIATE CONCERNS
•A LOT LIKE PREPARING TO SELL YOUR HOUSE
•MOST FIRMS ARE MISSING OUT ON ONE KEY ASPECT OF SUCCESSION PLANNING BY NOT HAVING FORMAL WRITTEN REQUIREMENTS FOR NEW OWNERS
HESITANCE ON GROOMING SUCCESSORS•42% - A LACK OF CONFIDENCE IN THE LEADERSHIP ABILITY OF EMERGING SUCCESSORS
•A LACK OF UNDERSTANDING OF THE TALENT WITHIN AN ORGANIZATION
•A LACK OF ADEQUATE COACHING, MENTORING AND TRAINING
•A LACK OF INTEGRATION WITH PERFORMANCE MANAGEMENT AND LEADERSHIP DEVELOPMENT
•A LACK OF COMMUNICATION
TIPS FOR YOURS
1. WRITE A THREE-YEAR PLAN
2. KNOW YOUR EXIT STRATEGIES
3. DEVELOP YOUR SUCCESSORS
4. A TALENT-FOCUSED MIND-SET
NURTURING FUTURE LEADERS EARLIER CREATES A COMPETITIVE ADVANTAGE