Stranberg

?? Did you know there's a 40% chance a non-family CEO will be let go in their first year? This highlights the challenges family businesses face when bringing in outside leadership. The risks are significant but often necessary for growth, and the reward—when this transition is done right—is even greater. We've developed a ?? free CEO Succession Assessment to help families with this critical transition. Just 10 straightforward questions to identify key risk factors and provide insights tailored to your situation. You can take the assessment today through the link in comments. Let's reduce that 40% risk. #FamilyBusiness #Succession #SuccessionPlanning #FamilyOwned

A family business, two siblings, one CEO chair, and a father caught in the middle... The recipe for holiday dinner tension. In this quick video, I discuss this classic family business dilemma and how to navigate it without destroying relationships OR your company's future. Our "3x3 Process" strips away the emotional landmines and creates a framework where qualification—not last name—determines who sits in the big chair. [DM me if you'd like to chat more about this process.] Because your employees, customers, and community deserve leadership chosen for capability, not just DNA. Watch to discover how to align your family's values with your business strategy, and why sometimes the best family business leader might not be family at all. #FamilyBusiness #SuccessionPlanning #FamilyOwned #Succession

Why do so many family companies instinctively hand family business keys to the next generation, regardless of fit? I've seen firsthand how this thinking can put decades of hard work at risk. The truth? Your employees, loyal customers, and the communities your business supports deserve leadership chosen for capability, not just DNA. In our latest blog, we share our candid conversation with a fifth-generation agribusiness employee who asked: "Don't you need to be family to be CEO here?" That question sparked a powerful discussion about what truly matters in succession planning. Link in comments. #FamilyBusiness #Succession #SuccessionPlanning #FamilyOwned

"You don't need to be a member of the family to be the CEO of a family company." This statement often surprises people—we recently had a non-family employee directly ask us if being a family member was a requirement for the CEO role. This common belief isn't just widespread—it's widely practiced. But it introduces significant risk to family businesses. Why? Because too many stakeholders depend on your family business for decisions to be made based solely on family ties: ?? Long-term employees who've dedicated decades to your company ?? Loyal customers who rely on your products/services ??? Communities where your business serves as an economic anchor ?? Business partners whose success is intertwined with yours As stewards of your family legacy, you have a responsibility to select the most qualified person to lead—and qualifications aren't determined by bloodline. The critical distinction: ownership often requires being family, but executive leadership should always be based on qualifications. Learn more about our 3x3 framework for family business leadership selection at the link in comments. #FamilyBusiness #Succession #ExecutiveSearch

Learn how to ensure the long-term success of your family business with strategic CEO succession planning that emphasizes qualifications over family ties: https://ow.ly/IhFf50Vapy6

??Fractional leadership can pave the way for successful permanent hires. In this week's video with Tim Emmitt and Greg Simsa from Bridge Leadership Solutions LLC we share a real-world example of how a fractional CFO helped a family business discover: ?? Where they were actually making (or losing) money ?? Which metrics truly mattered for their growth ?? How to restructure their finance organization ?? Ways to create value while minimizing risk As one client put it: "It was a sausage grinder - inputs went in, profit came out, but we had no idea where the money was actually made." The beauty of the fractional-to-permanent approach? It demonstrates what's possible, creates a firm platform for the permanent hire, and de-risks a major transition for family businesses with no precedent for the role. Access our collaborative tool that helps disambiguate different talent solutions and how they might work for your business in the comments. #FamilyBusiness #LeadershipTransition #FractionalExecutives #FractionalLeaders #SuccessionPlanning

??Fractional leadership can pave the way for successful permanent hires. In this week's video with Tim Emmitt and Greg Simsa from Bridge Leadership Solutions LLC we share a real-world example of how a fractional CFO helped a family business discover: ?? Where they were actually making (or losing) money ?? Which metrics truly mattered for their growth ?? How to restructure their finance organization ?? Ways to create value while minimizing risk As one client put it: "It was a sausage grinder - inputs went in, profit came out, but we had no idea where the money was actually made." The beauty of the fractional-to-permanent approach? It demonstrates what's possible, creates a firm platform for the permanent hire, and de-risks a major transition for family businesses with no precedent for the role. Access our collaborative tool that helps disambiguate different talent solutions and how they might work for your business in the comments. #FamilyBusiness #LeadershipTransition #FractionalExecutives #FractionalLeaders #SuccessionPlanning

??Fractional leadership can pave the way for successful permanent hires. In this week's video with Tim Emmitt and Greg Simsa from Bridge Leadership Solutions LLC we share a real-world example of how a fractional CFO helped a family business discover: ?? Where they were actually making (or losing) money ?? Which metrics truly mattered for their growth ?? How to restructure their finance organization ?? Ways to create value while minimizing risk As one client put it: "It was a sausage grinder - inputs went in, profit came out, but we had no idea where the money was actually made." The beauty of the fractional-to-permanent approach? It demonstrates what's possible, creates a firm platform for the permanent hire, and de-risks a major transition for family businesses with no precedent for the role. Access our collaborative tool that helps disambiguate different talent solutions and how they might work for your business in the comments. #FamilyBusiness #LeadershipTransition #FractionalExecutives #FractionalLeaders #SuccessionPlanning

Learn how tailored CEO succession planning and executive search services can help family companies throughout their lifecycle: https://ow.ly/KT9z50V4kMk