Stranberg

?? We've seen it time and again in our work at Stranberg—when roles and responsibilities aren't clear in a family business, it can drive top talent away. And it's not just frustrating for them; it’s a huge missed opportunity for the business. This is the second part of our three-part series on the biggest mistakes families make in the war for talent. You can watch the video related to this common mistake at the link in comments. In the meantime, we've put together an article on this issue that offers some practical tips on how to fix it. Getting this right can make all the difference in the longevity of your family business. ?? Read more here: https://lnkd.in/gUWJzChE #FamilyBusiness #TalentManagement #TalentSearch #ExecutiveSearch #FamilyOwned #Succession #SuccessionPlanning

?? Uncertainty is the enemy of talent. To attract and retain top executives, family-owned businesses need to offer more than just "trust us." ?? ?? Our latest blog shares the top three mistakes families make in the war for talent. Learn how to recognize the signs of these three mistakes and get recommendations for turning challenges into opportunities. This will help you build a team that shares your family values and has the ability to drive your business forward. ?? ?? Read the full article here: https://lnkd.in/gvCS8yRw #FamilyBusiness #TalentManagement #Succession #TalentSearch #ExecutiveSearch

Family businesses compete in the war for talent just like any other company, but with unique challenges. ???? Overcoming poor compensation practices, unclear roles, and internal dynamics is crucial to attracting and retaining great people. ???? Over the next few weeks, we'll share several videos on the three most common mistakes families make when it comes to finding and keeping great talent, along with some additional resources to help your family win the war for talent. ???? Stay tuned! ??? #FamilyBusiness #TalentWar #LeadershipDevelopment #TalentSearch #ExecutiveRecruitment #FamilyOwned

Effective succession planning in family businesses goes beyond replacement strategies; it needs to focus on preparing an ecosystem for change. Family leaders need to establish clear leadership structures that define decision-making powers upfront, to make sure that the incoming leader can drive the business forward without undue constraints. #familybusiness #executivesearch #familyowned #familyenterprise #successionplanning

Thank you David Y Choi , John Benun , and Kyler Gilbert for inviting me to speak at Loyola Marymount University! Attracting, Enabling, and Succeeding with Non-Family Executives is more complicated than simply running a strong recruitment process. It requires that families put meaningful processes and planning in place to ensure NFEs have a platform to thrive!

Integrating Non-Family Executives into a family-owned business requires a delicate balance between maintaining legacy and embracing new leadership paradigms. Effective succession planning should focus on creating a governance framework that both respects family traditions and empowers incoming leaders with real authority to enact change. #familybusiness #executivesearch #familyowned #familyenterprise

When a long-term executive leaves a family business, the transition is complex. Their departure impacts more than just their role; it affects company culture, operational knowledge, and customer relationships. Effective succession planning must involve a deep dive into these areas, so that the new leader can drive the business forward while respecting the last leader’s impact. hashtag #familybusiness #executivesearch #familyowned #familyenterprise #talentadvisory

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