Blog

Dilemma in generational change - traditional values vs. digital world?

Intro: Dilemma in generational change - traditional values vs. digital world?

 

How can traditional values be combined with the digital world without selling the "soul of the company"?

Many owners of family-run businesses are currently facing this challenge. These decision-makers, most of whom belong to the post-war generation, are in the process of preparing for the generational change and are faced with a significant area of tension:

How do I transport digitalisation with the associated values of modern leadership into my tradition-rich company?

A crucial task for entrepreneurs in this phase is to arrange their own succession at an early stage. In doing so, you should deal with the following questions:

  • How do I want to arrange my succession? Through my own family or an external appointment?
  • What is the economic situation of the company? What is the current market situation? And the associated decision: Restructure or manage?
  • If I decide on a family appointment: How do I appoint my successor? How do I build her/him up step by step, also with regard to the strategic external and internal presentation? In what time frame should this take place?
  • In the case of an external appointment: How do I communicate this internally or externally? Which consultant with which expertise do I call in? Here, too, it is important to clarify the timing and the strategic orientation of the company. Another question is: How do I tie the external manager to the company? (through participation or similar)

Nicolaus von Heyden-Linden is an executive search consultant at division one. His focus is on medium-sized family businesses and corporate groups. This makes him a companion for optimal succession planning when owners retire from the business and at the same time a witness, mediator and observer in the generational change. He acts as an important sparring partner in this entrepreneurial decision-making process and knows the obstacles, conflicts and fears when the final decisions are about to be made:

"Where do I go from here with my company?"

His experience: Succession planning is often complicated by the different, also generational, levels of experience, backgrounds and perspectives of the job holders and the new candidates - a frequent cause is the lack of understanding towards the other person - be it one's own family or external managers. This is further complicated by the right of family branches, advisory boards, foundations or banks to have a say, which is why law firms or management consultancies are usually involved in the decision-making process of succession planning.

Personnel consultants like von Heyden-Linden accompany this process from start to finish with many years of experience and expertise. The prerequisite for successful cooperation: a 100 percent basis of trust, communication and discretion between the consultant and the owner.

Go back

Kontakt

Kontaktieren Sie uns

 

Contact

Contact us

 

Rückruf Service

Wir melden uns umgehend bei Ihnen! Vielen Dank

Jetzt unseren Rückrufservice nutzen

Please calculate 3 plus 1.