Loyd Rawls

There's No Such Thing as a Free Lunch, But It's Worth It
December 11, 2007

Prospective successors commonly express frustration about how they are being mistreated by family members or employees. The fact is, that as a result of being handed an extraordinary career opportunity on a silver platter, FMEs classically have to endure a significant level of petty jealously and respect discrimination. I submit that before anyone begins feeling sorry for the “golden children,” the challenges associated with successor validation are a good thing. Family member employees are not only prospective business managers, leaders and owners, they are also prospective stewards. Being a family business successor carries a significant responsibility. Parents and siblings, cousins and in-laws will depend upon family successors to continue the financial support and social standing that the business has historically provided. Furthermore, all employees and contractors associated with the business will depend upon the family successors to protect the business, protect their jobs and continue to support the welfare of everyone who has helped grow the business. 

The “golden spoon” associated with being a potential family successor provides family member employees an extra ordinary opportunity to become a manager, leader and owner of unique, potentially highly sought after, possibly irreplaceable business opportunities. Although getting a job in the family’s business may be easy, the challenges associated with validating competency, capacity and commitment as I have discussed in prior posts, can be monumentally frustrating. The concept, “there is no such thing as a free lunch” definitely applies to family member employees earning respect and getting the training needed to be a competent successor. 

Just as heat purifies gold, the pressure, stress, disrespect and accountability that are naturally directed at family member employees helps separate the pretenders from the contenders. We don’t want a pretender to get the corner office and then fold under the pressure of self indulgence or stress. Family member employees need frustrations, emotional setbacks and even failures to help them achieve training, experience and resilience, as well as, understand that they are the true servants. They can be given a job, but they cannot be given the respect and knowledge required to address the daily management and leadership cross-fires associated with business ownership.

However, there is no necessity for FMEs to endure more frustration than necessary. There will be plenty of elbows and pushes that cannot be avoided so there is no need to ask for abuse. In my next contribution I will offer suggestions as to how FMEs can minimize the frustrations associated with proving their worthiness to be a successor.

Posted by Loyd Rawls on December 11, 2007 | Comments (0)