El futuro de una empresa familiar está condicionado por la correcta preparación de sus sucesores. La formación académica, la experiencia práctica y el desarrollo de habilidades interpersonales son elementos clave para una transición exitosa.
The transition from the classroom to a leadership role in a family business can determine the success or failure of a legacy. Successors should not only possess theoretical knowledge, but also practical skills and an integral understanding of the company and its family culture.
The way to effective leadership implies preparing in an integral way, combining academic education, practical experience and personal development. Next, the most effective strategies to achieve this preparation are presented.
1. The integral formation: a solid base
Formal education is an essential, but not enough to guarantee the success of a leader. Successors must understand how the company operates as a whole, beyond the theoretical concepts.
Academic Training:
It is essential that academic programs not only cover areas such as administration, finance and strategy, but also offer practical experiences through real simulations and studies. This approach allows successors to face real world situations and prepare better for family business challenges.
Mentority:
Having the guide of experienced mentors, inside and outside the family, is crucial. Mentors provide valuable perspectives, share experiences and help successors make informed decisions. This accompaniment strengthens practical learning and facilitates adaptation to the complexities of business leadership.
2. The practical experience: learn by doing
Academic knowledge is just the beginning. Successors must immerse themselves in the family business through direct experience. This includes working in different departments and assuming various functions to understand every aspect of the business.
Work in Projects:
Participating actively in specific projects within the company allows successors to develop management skills and understand the operational processes in depth. In addition, this experience helps them identify areas of improvement and optimization within the organization.
Work outside the company:
Acquiring experience in companies outside the family or even in different sectors can be highly enriching. This type of experience provides new perspectives and innovative ideas that can contribute to the evolution of the family business, providing renewal to its strategies and approaches.
‘Formal education opens doors, but true leadership is forged in the experience and deep understanding of the family business‘.
3. Development of interpersonal skills: the leadership pillar
Effective leadership in a family business is not only based on technical skills, but also on the ability to manage interpersonal relationships. Effective communication, empathy and conflict resolution are key skills to maintain a harmonious and productive work environment.
Soft skills training:
The success of a leader not only depends on his technical knowledge, but on his ability to manage people. Investing in training in leadership, communication and conflict resolution is essential for successors to develop these necessary skills in the family and business environment.
Family culture:
Understanding family culture and values that support the company is essential. Successors must align with family expectations and understand the history and vision of the company. This ensures that their decisions and goals are in harmony with the long -term objectives of the family and the business.
4. Decision making: lead with vision and trust
One of the most critical responsibilities of successors will be to make strategic decisions that will affect the future of the company. These decisions require a reflexive approach, considering their repercussions in the short, medium and long term.
Scenario analysis:
Successors must learn to evaluate different scenarios and anticipate possible results, which allows them to make informed and successful decisions. The ability to think strategically and manage uncertainty is essential in business leadership.
Tips and collaboration:
Promote an environment where collaboration and exchange of ideas from other family members and employees strengthens the decision -making process is valued. Shared decisions tend to be more balanced and generate greater consensus.
5. Succession planning: preparation in advance
Success in leadership succession depends on structured planning. Leaving the succession for the last moment can generate unnecessary conflicts and delays. Therefore, it is essential to have a clear and well executed plan.
Succession planning:
Designing a clear and detailed succession plan is fundamental. This plan must include clear objectives, a schedule and development strategies to prepare successors gradually. This ensures that the transition process is fluid and without surprises.
Continuous evaluation:
Leadership preparation is a dynamic process. Perform periodic evaluations of the progress of the successors and adjust the plan as necessary allows to maintain the transition on the right direction. Flexibility and adaptability are fundamental to face unforeseen changes and challenges.
The passage of the classroom to practice in a family business is challenging, but absolutely necessary. Successors who prepare in an integral way, combining education, experience and interpersonal skills, will be better equipped to carry out the family legacy.
The moral is clear: “Knowledge opens doors, but leadership is forged in daily practice.” As Aristotle said: “Excellence is an art won by training and habit.” Thus, the successors who prepare with dedication and vision will be the ones who guide the family business towards a brilliant and successful future.
The transition from the classroom to the direction of a family business is not an automatic leap, but a path that demands preparation, humility and vision. The successors who form with intention, to listen, learn and adapt, will not only preserve the legacy: they will transform it.
Because in family businesses, the future is not inherited: it is built, day by day, with leadership, commitment and passion.
About the author:
Twitter: @mariorizofiscal
The opinions expressed are only the responsibility of their authors and are completely independent of the position and the editorial line of Forbes Mexico.
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