Family Leadership Strategies

53 L I S T E N C O M P R E H E N D E N G A G E Senior resistance Behavioral resistance to change Behavioral reluctance is an amalgam of outward responses to social and interpersonal dynamics. It can be viewed as an initial impulse or reaction to change. When faced with resistance to change, successors are advised to seek ways to acknowledge the disruption, possible pain, and impact of change. Another priority is careful engagement of others held in high esteem by the senior — e.g. informal family leaders, peers, advisors — to share and support change. It is essential to be patient but clear in expectations and communication, and to listen carefully. It should be remembered that, to be viewed as a leader, leadership must be demonstrated. Successor candidates who display maturity, sound judgment, and strong emotional leadership during all phases of this process have a significant opportunity to shape perceptions. Emotional resistance to change Emotional resistance — e.g. “This is my life’s work, it is who I am” — is often grounded in the ego, self-perception, and self-worth of a senior. As such, successors are advised to acknowledge achievements of the senior, and avoid making zero-sumor win-lose arguments for succession. New andmeaningful roles for seniors should be sought out. Moves should be made incrementally but with a clear handover date and plan mapped out. Respected arbiters should be called upon as needed if the process gets struck. Seeking to categorize issues into ‘we