Female company successors still play a rather subordinate role in succession. The KERN succession specialist Nils Koerber explains the causes of this problem in an interview with the FAZ. They also present the potential benefits for companies when women are increasingly in leadership positions. We will address three key aspects here.
In German family businesses, female successors are rare – why is that?
The causes of this situation lie in a centuries-old value system. This clearly defined the division of roles between the sexes, and is still slow to change today. Furthermore, traditional ways of thinking still prevail when assigning leadership roles, and a marked pay gap between men and women persists. Both of these factors only contribute to a limited extent in this country to sharpening women’s self-perception for leadership roles. In addition, compared to its European neighbours, Germany does not have the best political framework conditions to easily enable women to reconcile work and family life.
In view of the demographic development of the coming decades alone and the associated effects on our national economy, a rethink must take place among companies and politicians.
What are the arguments for women in leadership positions?
- First: The rapid and constant change in the world of work – keyword: digitalisation – increasingly demands flexibility, creativity and openness. Qualities that women fundamentally bring with them as a resource.
- Secondly: Women lead cooperatively. They take a more holistic view of the situation and empathetically weigh their decisions. Specifically in the succession process, this means, for example, that they are more likely to engage openly in „tandem leadership“ with young and old. Furthermore, they do not prioritise the separation from the predecessor.
- Thirdly: Young women are also more willing to seek external help and support than male successors. A characteristic that tends to help the development of companies and offers a good outlook.
Keyword digitisation – what opportunities does it offer for women?
A new freedom has emerged in managing work tasks. Many companies are rethinking their approaches. With the help of new technical developments, „job sharing“, „home office“, or „part-time solutions“ can be implemented, for example. In light of the fact that this not only facilitates childcare but will also help children care for their parents in the coming decades, these flexible working models will play an even more important role. It is already apparent that women are increasingly using and shaping these new opportunities for themselves.
Tips for further reading:
Comment: Unresolved company successions endanger our prosperity
DIHK: Challenges for company successions are growing
The Advisory Board in a Family Business – A Meaningful Instrument for Business Succession
Rising number of company sales forecast in Osnabrück
KfW – Analysis: Business succession in the SME sector is a burning issue
The costs of a business succession or an M&A project
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Free webinars on business succession
Why are there currently still so few female company successors?
The fundamental cause is a value system shaped over centuries that clearly defined gender roles. And that is changing only slowly. Furthermore, traditional mindsets, as well as a large wage gap between the sexes, impede the sharpening of women’s self-image for a leadership role.
Welche Eigenschaften zeichnen Frauen in Führungspositionen aus?
Women are fundamentally flexible, creative and open. And these are all values that are in demand in the age of digitalisation.
2. Cooperative Leadership. With their holistic outlook, women weigh their decisions empathetically. In terms of the succession process, this means: they act openly, even in a tandem leadership with the handover person. In doing so, they do not focus on distinguishing themselves from their predecessor.
3. You tend to be less hesitant to seek external help and support. This assists the company’s development and offers a good perspective.
