The future of Germany’s family businesses is currently at stake. This year alone, 240,000 successors are being sought, and time is running out for around 100,000 businesses that need to arrange succession by the end of 2019. On the other hand, there is a growing shortage of suitable successors. Against this background, it is not only ludicrous not to give daughters and women a chance as potential successors. It is downright negligent. For KERN ? Die Nachfolgespezialisten is therefore certain: Company succession is female! Because more female entrepreneurs mean more future!
With these three most important skills, women secure the future of your company:
Basics webinar presented by Nils Koerber
Company sale (M&A) without risk and loss of value
1. Professionally outstanding qualification for business succession.
More than 50 percent of all German university graduates are women, who often graduate with better grades than men. Company succession is female, especially when it comes to excellent education and degrees.
2. with high motivation and analytical leadership style for business succession.
Women entrepreneurs often act more cautiously than men, which does not mean they are less motivated! Rather, they first create a comprehensive data basis on which they analyse situations, explain them and act accordingly. Less polemics ? more analysis is the motto here. Because business succession is female when things have to be brought to the point.
3. with social competence and empathy for business succession.
The digitalisation of the working world requires communicative and social skills, team spirit and a participative leadership style. These are all skills that women entrepreneurs bring with them in a very authentic way. It is easier for them to encourage their employees to be creative and to develop talents. Moreover, women traditionally act strongly in network structures and know how to develop them sustainably and resiliently.
What measures should transferors of family businesses who wish to have a successor take?
Especially in the case of family-internal succession, they should firstly address and encourage their daughters to take on the succession and secondly promote appropriate training. In addition, they increase the attractiveness of a female succession, among other things, if they:
- Developing employees and promoting talent from within the ranks
- Cooperate with the transferee
- Involve the second management level ? Women like to work in a team
- Giving trust and also allowing trust
- Show appreciation for women’s abilities and their different leadership style
The promotion of women as successors and entrepreneurs unfortunately still represents an insufficiently exploited potential. Yet they can make an important contribution to securing the future of small and medium-sized businesses in Germany. 2019 can also be a good year for business succession, if transferors also meet with female successors on an equal footing. Because: Company succession is female! More female entrepreneurs with future-relevant skills mean more future for your company!
Follow this Link, to get more information about events and workshops with the topic: ‘Business succession is female’.
Tips for further reading:
5 important trends in business succession in 2019
Sharing valuable learnings from women entrepreneurs in the succession process
Lack of entrepreneurs: juniors shy away from family-internal business successions
Lack of business successors threatens family businesses
How do you find reputable business sale advisors?
Generational change in family businesses
Photo: IStockphoto
Interestingly, more than 50 percent of all German university graduates are women and thus excellently qualified for leadership roles in business succession.
According to the study, women in leadership positions analyse more extensively, explain problems more soundly and act more thoughtfully accordingly.
Women tend to be more communicative and empathetic. They also promote team spirit and a participative leadership style.
