Theoretical frameworks from behavioral and management science, e.g., Bowen theory and coaching, are explored to provide multiple frameworks for assessing and understanding the family, the enterprise, and the individuals involved in multi-generational companies.
In this week’s FFI Practitioner, Eva Wathén examines the importance of culture within family enterprises and explores some of the differences between the cultures of family-owned and nonfamily-owned enterprises.
How do the personalities differ between family and nonfamily CEOs and what impact could this difference have on the performance of family businesses? In this week’s edition, Kim Schneider Malek reexamines the popular argument about family and nonfamily CEOs through her précis of “CEO Personality: A Different Perspective on the Nonfamily Versus Family CEO Debate,” an article appearing the March 2019 issue of FBR.
For this week’s edition, we are excited to share an interview between Russ Haworth, host of the Family Business Podcast, and Kim Eddleston and Roland Kidwell about their presentation at the upcoming FFI Global Conference. Their presentation is titled “The Diversity of Deviance: How breaking the rules can hurt (and help) families and family firms,” which will address the different types and outcomes of deviance as well as covering how to use deviance in the family and family firm to improve performance.
Among the unique characteristics differentiating family enterprises from their non-family counterparts is that family-owned businesses are much more driven by nonfinancial social and emotional motivators. In this week’s edition, Kim Schneider Malek explores the research that has been conducted on socioemotional wealth through her précis of “More Than Meets the Eye: A Review and Future Directions for the Social Psychology of Socioemotional Wealth,” an article appearing the March 2018 issue of FBR.
As we conclude the special issue series, we would like to thank the FFI Practitioner editorial committee for their hard work and this week’s authors, Judi Cunningham and Wendy Sage-Hayward for sharing their insights on the impact that an advisor’s unconscious biases can have in their work.
2017 Keynote Speaker and biological anthropologist, Dr. Helen Fisher shares her research on the evolution of team-building, identifying four distinct styles of thinking and their implications on the composition of the family enterprise.
Parents who are owners of family companies are generally intensely interested in their children’s development both as healthy, aspiring individuals and as future owners.
Points of significant change and transition in the life of a family business lead to predictable psychological reactions.
Two brothers, Andrew and Dave, started a health-related service business in Dave’s basement.
As advisors, we see how fear grips family firms and interferes with the work we are hired to do. Decisions on issues like succession are delayed, and difficult conversations about wealth are avoided.
Thanks to Mariana Martinez, founder of Bethesda Family Therapy, for her blog exploring the relationships between human and animal groups and how individuals in both systems effect the system itself.
Thanks to FFI Fellow, Randy Waesche, Resource Management LLC, for focusing our attention on the concepts, impacts and effects of money on multi-generational companies.
Thanks to Patricia Annino of Prince Lobel Tye, LLP and James Rappaport of the New Boston Fund, Inc. for this week’s article on boundaries and how they might snap — or not.
Thanks to Nick Di Loreto and Steve Salley of BanyanGlobal Family Business Advisors for this week’s thought-provoking article on what’s really “irrevocable” when a family enterprise can come to consensus.
This week’s issue features an interview with the distinguished neuroscientist Beau Lotto, who will present the opening keynote presentation at the 2015 FFI annual global conference.
The family effect is generally regarded as the differentiating factor between family and non-family firms.
Compelled by regulatory and market forces, organizations are adopting measures for increased diversity in the workforce, top management teams and boards of directors.