Your personal roadmap to generational change
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In the DACH region, over 50% of family businesses in all three countries are now heading towards business succession
(Source DIHK Study 2018, IFM-Bonn and KERN Succession Study 2017 + 2020).
The pace of ageing of owners and shareholders is increasing so rapidly,
that in 2022 a good 60% will already be reached. At the same time, only just under 40% of the possible solutions for business succession are intra-family generational changes.
The challenge: With the retirement of the baby boomers, there is a dramatic slump in demographic succession. There is not only a lack of employees at all levels, but also of founders and successors as company leaders.
And the economic climate is becoming harsher and tends to be more unpleasant. Gradually, but visibly.
Secure your assets, safeguard your employees’ jobs and start your succession project!
If not now, when?
The right time -
Your possible generation change within the family requires the highest level of professionalism and confidentiality at the same time. Trust the Statements from our customers or have a look at one of our National cooperation an. Upon request, we will be happy to name specific contact persons who can give you a personal statement on our performance. Check our values for cooperation.
References for your safety -
A successful generational change process can only succeed with the participation of all “actors”. In family systems, it can therefore be useful and important to involve not only the family members who will work directly together in the family business in this process, but also other members of your family “system”.
In a confidential setting we can get to know each other and you as the family can then decide for yourself whether all the family members concerned are open to the process. Each family member checks for themselves whether they are willing to place their trust in us. Only with the common basis of trust can we work successfully in the sense of your goals.
From case to case, we act as advisors, coaches, mediators or facilitators. Sometimes in several roles at the same time. We make this transparent for you on an ongoing basis.
And we invite you to read our KERN book “The Art of Letting Go”. You can order your personal copy directly here.The start of our cooperation -
Your family, transferor and transferee, then develop your personal succession roadmap together with us. Which topics and tasks should be dealt with in which order in the upcoming process? Do we also need the expertise of tax experts or lawyers at certain points?
We show you how the process can be continuously developed and adapted. This “script” is then the basis for the next steps.
Important! As neutral companions, we feel committed to the goal of the family and enterprise.
We pay close attention to the contents entrusted to us and only possibly reproduce them within the persons concerned if you expressly authorise us to do so. The contents of the personal one-on-one conversation in the process are therefore always 100% protected and are subject to confidentiality from our self-image.
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There is no “blueprint” for a generational change in a family business according to which we would proceed. Within the framework of the analysis and individual discussions, a picture emerges for us of the possible processes and sensible interventions for a successful generational change process in your family.
We discuss these options and ideas openly with you. We are also happy to make recommendations based on our experience. You then decide on the sequence and implementation of the possible steps. You can interrupt the process at any time.
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The following is an excerpt of the possible “tools” for your individual generation change process:
+ Group coaching
+ Advice
+ Coaching on the job
+ Moderation
+ Mediation - Conflict Resolution
+ Expert advice on tax and law
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A generational change affects three “systems” at once:
Your family, your company and also the level of the shareholders (often in personal union with the transferor).
All three systems have different functional logics and are affected emotionally and factually by many contents in parallel.
Here is an excerpt of the possible contents:
+ Taking over tasks
+ Qualifications / Trainings / Certifications
+ Corporate mission statement / corporate culture
+ Leadership style
+ Decision-making and communication framework
+ organigram
+ Employee involvement
+ shareholder agreement
+ Managing director contract / PPA etc.
+ Will
+ Prenuptial agreement
+ gift ./. sale ./. annuity ./. rent
+ Fiscal measures
+ Temporal ideas etc. etc.
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Independent of all the previously described contents and options of your generational change process, we offer a special format for families as a day workshop:
MeinSTABWECHSEL is a highly interactive workshop for the emotional issues involved in a generational change.
We guide transferors and transferees sensitively into a personal reflection to the life decisions ahead.
In a protected setting of the family members concerned, you get to know each other even better about personal concerns and motives and can understand each other better in all subsequent steps.
Let yourself be surprised by a particularly unifying framework for your family succession and get a high degree of personal clarity about your very personal motives and beliefs.
Workshop MySTABWECHSEL -
A final note on the time required for a generational change process: You decide at your own pace and your specific concerns how quickly and how intensively you want us to accompany you.
Are there any concrete individual measures that are to be implemented?
Is multi-year monitoring with longer intervals desired?
Or do you only need acute support on a specific topic?
Whatever the potential need on your part, we agree the time commitment with you in advance and can readjust this at any time according to your wishes.
And when it comes to TIME, there are no fixed guidelines or rules. This is decided exclusively by the transferor and transferee or the family.
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You have successfully achieved your goal ? Your succession for your company(ies) is secured.
The following generation has taken over the leadership and your company history continues to be written.
You have achieved something very special as part of your generational change.
This is no longer the rule in a family business.
You have succeeded in one of the greatest tasks and challenges in entrepreneurial life!
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Congratulations!
Basic webinar: The five biggest mistakes in generational change in family businesses
You will learn in detail and with practical examples, the causes of problems during a generational change and how you can avoid disputes.