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Employment Challenges

If there is ambiguity about whether a family-member would be invited to join the business:

  • Work with the leadership team to develop the criteria for family members to be hired into the family business
  • Coach leaders how how to communicate this information with family and non-family members who are stakeholders for employment decisions

Job Role Ambiguity

When there is confusion about who is responsible, who is accountable, who needs to be consulted, and who needs to just be informed with regard to the work:

  • Work with leaders to define these aspects of job roles and how they interface with other job roles
  • Coach leaders on how to communicate this information with family and non-family members who are experiencing confusion about job roles

Inter-generational Misunderstandings

When there are misunderstandings and disappointments between generations and between levels of family-member employees:

  • Coach leaders and employees to use effective communication and conflict management skills to diffuse the current situation
  • Coach them on how to avoid misunderstandings and disappointments in the future

Job Performance

When a family member is not performing or behaving as was envisioned:

  • Work with the family-member’s leader; to guide the leader as they coach the family-member into the job performance and behaviors that are needed by the company

Differences of Opinion on Strategic Direction

When family business leaders have multiple opportunities to move forward, and they disagree about the company’s strategic direction:

  • Work with family members to get clear on their family’s values and their common vision for the future
  • Work to help all leaders understand the family’s values and common vision to ensure aligned decision making going forward

Emergency and Proactive Succession Planning

If the owner or majority shareholder is suddenly unable to fulfill their designated role within the family business, critical decisions/actions could be delayed, and then there could be significant confusion about who has the ability and desire to assume that role going forward.

  • Work with leaders to establish interim leadership
  • Help the company to prevent this through proactive succession planning that meets the needs of the business while helping key leaders to envision their next roles in life.

Employment Challenges

If there is ambiguity about whether a family-member would be invited to join the business, Paula can:

  • Work with the leadership team to develop the criteria for family members to be hired into the family business
  • Coach leaders how how to communicate this information with family and non-family members who are stakeholders for employment decisions

Job Role Ambiguity

When there is confusion about who is responsible, who is accountable, who needs to be consulted, and who needs to just be informed with regard to the work, Paula can:

  • Work with leaders to define these aspects of job roles and how they interface with other job roles
  • Coach leaders on how to communicate this information with family and non-family members who are experiencing confusion about job roles

Inter-generational Misunderstandings

When there are misunderstandings and disappointments between generations and between levels of family-member employees, Paula can:

  • Coach leaders and employees to use effective communication and conflict management skills to diffuse the current situation
  • Coach them on how to avoid misunderstandings and disappointments in the future

Job Performance

When a family member is not performing or behaving as was envisioned, Paula can:

  • Work with the family-member’s leader; to guide the leader as they coach the family-member into the job performance and behaviors that are needed by the company

Differences of Opinion on Strategic Direction

When family business leaders have multiple opportunities to move forward, and they disagree about the company’s strategic direction, Paula can:

  • Work with family members to get clear on their family’s values and their common vision for the future
  • Work to help all leaders understand the family’s values and common vision to ensure aligned decision making going forward

Emergency and Proactive Succession Planning

If the owner or majority shareholder is suddenly unable to fulfill their designated role within the family business, critical decisions/actions could be delayed, and then there could be significant confusion about who has the ability and desire to assume that role going forward. Paula can:

  • Work with leaders to establish interim leadership
  • Help the company to prevent this through proactive succession planning that meets the needs of the business while helping key leaders to envision their next roles in life.
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