Family Business – Developing the next generation

Family Business – Developing the next generation

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Family Business – Developing the next generation

It is not easy running a business today and neither is raising a family. So what happens when you are trying to do both in the family business?
Many Ridgeline HR clients are family businesses and many of them hope that their businesses will prosper through successive generations of the family.
But the reality is that that isn’t easy to achieve – the competing pressures of business and family responsibilities often prove too much and can be damaging not only to the business but also to family relationships.

Some of the more common scenarios that we have come across are:

  • A family member enters the business for the wrong reasons – because they think that is expected of them or because mum and dad feel that they will not be able to succeed outside the business, so they need to provide a job and a livelihood;
  • Senior family members want to retire but don’t think that their successors are ready to take the next step and manage the business in their absence;
  • Junior family members who want to take that next step are frustrated by senior managers’ reluctance to “hand over the reins”;
  • Senior family members are reluctant to scale down their active business involvement or retire because work plays such an important part in their lives;
  • A family member’s work performance or behaviour is not up to scratch but is not addressed properly creating perceptions of nepotism and resultant disengagement and performance deterioration of other staff.

While each of these situations represents a real and often painful dilemma for the family business and family members, they can be prevented or resolved with proper planning, a degree of objectivity, a strong set of values and a bit of help.

So what do you need to do?

When you have a family member entering the business:

  1. Ensure that the new entrant understands that, while they will be supported and have every chance to succeed, they are subject to the same performance and development processes and expectations as all employees;
  2. Make it clear that there is no obligation to work in the business and you are happy to support them in another career direction if that is what they want to do;
  3. Find and appoint a non-family mentor for them – someone to whom they can go to confidentially discuss and get guidance on any questions, concerns or ideas that they have;
  4. Be clear on their strengths – both technical strengths (what I can do) and character strengths (how I best operate);
  5. Develop a Personal Plan which provides the opportunity for the new entrant to explore different work opportunities in the business and, at the same time, learn how the business works;
  6. Actively support the new entrant as they learn and continuously coach them, monitor their wellbeing and provide feedback to them – in this process, you should be discussing and sorting out which areas of the business/roles, the family member is showing capability in and which might not be a fit for them.

When you have been through all of that, you and the new family entrant should have a pretty good idea on whether working in the business is right for them and for you and be able to develop a career plan accordingly – whether that is in the business or elsewhere.

It may be that the family member has shown a talent that offers great career potential in a different industry setting or that warrants investment in studies of some sort. Perhaps getting a bit of experience in another business or role before returning to the business would have benefits.

Of course, sometimes there is just not a fit and that can be a challenging conversation. If you are unable to reach agreement or there is a dispute of some sort or you need help with one of those conversations, be prepared to get some independent help – someone who can sit down with the parties and facilitate discussions to an agreed resolution.

If you need help

Go and find people who are a good cultural fit with your business and can provide services that can help you in the following areas:

  • Facilitating planning discussions and developing program plans which address, roles, relationships, values and behaviour, strengths and wellbeing.
  • Coaching for business owners in the coaching of junior family members in the business
  • Assisting with resolution of any performance issues or disagreements that might arise
  • Ensuring that the business has appropriate policies and procedures to support management of family members in the business.

We do all of that stuff so we’re happy to have the conversation about how we can help.

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

Choosing the right HRM software

Choosing the right HRM software

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Choosing the right HRM software

Smart businesses are investing in cloud-based HRM software solutions to optimise efficiency, enhance employee connectivity and engagement and to assure legal compliance with Fair Work and other employment laws.
 
We went on a journey to find the best system and ended up choosing Employment Hero as ticking pretty well all of the boxes we were looking for.
 
Here is a guide that they have produced on how to choose the right HRM software. We encourage you to take a look and, if you want to explore it further, contact us.
 
Download the checklist here.

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

Is that really what you mean?

Is that really what you mean?

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Is that really what you meant?

 Every time you do an employee survey, what is the #1 area for improvement that arises?

 Communication, of course!

 And when we are confronted with a problem relationship in a workplace, what do you think is more often than not the problem?

 You got it – communication as in the messages that people give each other and how they are interpreted or, perhaps put more accurately, how they are misinterpreted.

 In our consulting work, we use a methodology called “Respectful Relationship Agreements” to explore work relationships, what is working well and where there are opportunities for improvements.

 Where there are problems in relationships between people, we discover more often than not that the problems lie in the way that messages are given and received rather than in the messages themselves.

 By asking “what did you mean by that?”, we get understanding of what the true intention was and often that is different to what the recipient of the message thought it was or what the deliverer was really wanting to say (or would have said if they had their time again).

 We might also discover that there were other factors that arose that influenced the way the dialogue occurred and that understanding can provide context that makes a difference to perception.

 Then there might also be the reality that a person did act inappropriately and that can present a couple of scenarios:

  • If they did not realise how their behaviour impacted on the other person and they learn from that, an apology and a commitment to act differently in future might be all that is needed or
  • If they did it deliberately and are not considerate of how their behaviour impacted on the other person, they are unfortunately self selecting disciplinary action for themselves (and the process that you have worked through supports that action). 

 So next time you are confronted with a relationship issue of this sort, take the time to ask the question: “Is that really what you meant when you said that?”

 If you need a hand with the conversation, give us a call – this is just another way that we are “Helping PEOPLE in BUSINESS” with PEOPLE BUSINESS.

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

Fantastic funding opportunity for cultural change

Fantastic funding opportunity for cultural change

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Fantastic funding opportunity for cultural change

We made a great discovery a little while back – it is an organisation called ShareTree based here in Melbourne. They have developed a wonderful platform and toolkit for changing organisational culture through a unique deployment of positive psychology practices.

If you are interested in:

  • Building a high performance culture
  • Optimising your people’s wellbeing and
  • Developing a better and psychologically safe workplace

You should take a dive into ShareTree.

The Victorian Government has – they see the potential for ShareTree to have a really positive impact on mental health via psychologically safe workplaces. To that end, they are offering up to 90% funding of ShareTree programs through Culture, Safety and Wellbeing Grants.

The first round of applications close at the end of February so get in fast if you are interested.

Want to know more?

See the flyer: ShareTree – Culture, Safety & Wellbeing Grants v1.2

Give Peter Maguire a call on 0438 533 311 or email him at peter@ridgelinehr.com.au

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

Getting with the strengths

Getting with the strengths

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Getting with the strengths

At Ridgeline HR, VIA Character Strengths are now an essential part of our toolkit in our organisational development, workplace wellbeing and coaching programs.

We are also using this terrific framework as part of our own teambuilding and business development activity.

The value in this character strengths approach is multi-faceted.

It helps us to understand ourselves, why we flourish in some activities and struggle in others and that helps us to better manage our own performance and wellbeing.

It helps us to understand the same things about our teammates and how we can optimise our relationships by using our respective strengths and supporting each other in areas where we might not be so strong individually. That makes us a more effective, more balanced and happier team.

You can learn more about VIA Character Strengths at the VIA Institute on Character – see https://www.viacharacter.org. Take the free character strengths survey to get started.

Our Practice Leader, Peter Maguire who is also on the Executive Committee of Communities of Wellbeing has recently been making daily posts on the CoW facebook page exploring each of the 24 VIA Character Strengths in the lead up to Christmas. It is a Character Strengths Advent Calendar.

Check it out at https://www.facebook.com/communitiesofwellbeing.

Interested in developing your character strengths? – Find out how we can help you develop a strengths-based approach to enhance performance and wellbeing – for yourself, your team or your business.

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH

Using strengths for positive change

Using strengths for positive change

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Using strengths for positive change

 

Do you ever ask the question “Why is that person so good at that when I really struggle with it?” Or maybe it is “Why does that person struggle with something that I find to be easy and fun?”

Every day in our jobs or otherwise in our lives, there are things that each of us enjoys doing and things that we don’t ….. and they are different for each of us. Or maybe it is that, while we might do the same tasks, we might go about them in different ways and some of us get more fulfilment from completing those tasks than others.

Why is that?

It isn’t just about the education, training and experience or the natural physical, social or intellectual capabilities that each of us has, albeit that they are important for each of us.

In the early 2000s, scientists started exploring what it is that helps people to be at their best. 50 scientists led by luminaries Christopher Peterson and Martin Seligman looked across countries and cultures and thousands of people for those qualities that are universally considered to be the strongest parts of being human (Refer: “The Power of Character Strengths: Appreciate and Ignite Your Positive Personality” by Ryan M. Niemiec & Robert E. McGrath). From that research, the VIA Classification of Character Strengths and Virtues was created.

Character strengths are basic elements of our identity and each of us is stronger in some strengths than others. It is when we are able to use the signature strengths that we are likely to be at our best in performance, in relationships and in personal wellbeing and happiness. Similarly, when we have to deploy our lesser strengths to perform a particular task, we can find that a struggle because it doesn’t come naturally to us and we have to work harder at it.

The VIA Classification comprises 24 character strengths grouped under 6 virtues as depicted in the graphic below.

You can undertake a free survey to identify your character strengths profile at https://www.viacharacter.org/survey/account/register.

Why might you want to do that?

I’ll tell you what doing this survey and understanding my character strengths profile has done for me:

  • I have a much clearer sense of my own personal identity and how I can be at my best
  • I now know why it is that I struggle with some tasks and I can manage that better
  • I have improved my wellbeing by doing stuff that fits with my signature strengths every day
  • I have also been more mindful of and compassionate to myself when I have had to exercise my lesser strengths (and rewarded myself for getting through the struggle)
  • I better understand how I can make my best contributions for others – essentially by being who I am and leveraging my signature strengths for their benefit
  • I am happier and more resilient

Additionally, understanding the character strengths of others (clients, friends, colleagues, family) has helped me to better understand how I can best support them with my character strengths and draw on their character strengths in a positive way for themselves and others including me.

That is why the practice of character strengths is such an essential element of positive psychology and a key ingredient in the consulting work that we do today.

If you haven’t done the VIA Character Strengths Survey, give it a go – there is only upside. Here is the link again https://www.viacharacter.org/survey/account/register

 

Author: Peter Maguire

 

CONTACT US

Ridgeline Human Resources Pty Ltd
Abn : 24 091 644 094

enquiries@ridgelinehr.com.au

6 Ellesmere Ave, Croydon Victoria 3136

Peter Maguire : 0438 533 311

PARTNER LINKS

TELL US WHAT YOU NEED HELP WITH