A family company that was founded in 1970 has problems in determining the organizational structure of its company. This problem arises when the current leadership of the company who is the second generation sees a conflict between the third generation, which consists of 9 people.
Company leaders find it difficult to appoint third Generation leaders because they consider the possibility of conflicts that arise if the appointment is done in the wrong way.
How We helped
we interviewed all 4 people from the second generation and 9 people from the third generation. We compiled the same 3 questions regarding knowledge of their family company history.
Interviews were carried out one by one so that the views and memories of each could be conveyed properly without any objections from the other party. The results show that there are different views on the history of the company.
The team brought all parties together, and facilitated family discussions for what we referred to as “History Straightening”. Company history is the first and most important aspect to share the vision of all family members involved in the company. Company history is real although each family member may judge history from a different perspective
After all family members have the same perspective on the history of the company. We again conducted interviews by asking structured questions to explore the future views of each member. We analyzed the results of the interviews to find points of similarity and difference.