Family Leadership Strategies

Observations • The four broad key areas of leadership transition that seniors and successors need to agree on are: timing and process, role selection and definition, autonomy, and mutual respect. • If a senior shows resistance, it is important to consider his or her experience, personality, and self-image when understanding his or her behavior. The key for successors is to actively listen and understand both the degree and the source of resistance and frame one’s communication and negotiating position accordingly. • Successor reluctance may manifest in many ways — for some it can be the step at which final issues or misgivings are resolved, and he or she just wants clarity or reassurance. For others, it reflects a point of regression from alignment where old concerns creep back into the process. • The transition has not been completed if the successor still exhibits meaningful reluctance. Hoping the successor will ‘come around’ is not a strategy for success. Tasks • Assess each party’s starting point in the process in terms of their readiness (resistance/reluctance). • Engage in one-to-one or small group dialogue that allows the successor or senior to candidly express concerns, hopes, or fears. Resist negotiating, listen carefully, and try to understand the source and depth of their responses. • Formulate responses in a manner consistent with the source of the resistance or reluctance. In other words, don’t make an emotional appeal to counter a logical argument. • Find common ground, areas of agreement and build upon it, and make incremental progress. When ‘stuck’ engage others who are trusted by both parties to provide advice and perspective.