The pressure in a family-owned business is often more intense than in other businesses. Emotional factors caused by dual relationships (e.g. father/boss, etc.) can easily affect processes such as promotion, decision-making, discipline, compensation, and succession planning. Handling these processes in ways that are “good” for the family often result in outcomes that are not as effective for the business. Organizational analysis and executive mentoring are sometimes not enough to cover all the issues that may be involved. That’s why Scholl Associates offers consultants who are specially trained in working with families in business. Our consultants have experience working with family businesses and have the educational background to address organizational, family or clinical issues.

Family dynamics play a part in many (if not all) workplace interactions, even in non-family businesses. For example, bosses are often perceived as parental authority figures. This elicits a variety of employee behaviors ranging from competition for approval (sibling rivalry) to insubordination (adolescent rebellion). Driven by unconscious motivations and perceptions, such patterns limit an individual’s productivity and contribute to parts of the organization working at cross-purposes. People function at work based on a variety of motives, which may include proving themselves superior, gaining power over others, hoarding and controlling information, gaining status, as well as producing quality work. These patterns are acted out even in work relationships with non-relatives, so imagine how strongly they must influence co-workers who are also related. This is tremendously beneficial in eliminating such ineffective behavior in the workplace through individual and organizational transformation.

Organizational charts and job descriptions are useful because they clarify and define lines of power and accountability within an organization. An organizational structure that is poorly defined or poorly adhered to can give rise to conflicts of interest and divided loyalty, and can tear an organization apart. Decisions that work for the family but not for the business can contribute heavily to conflicts and confusion in everyone involved. And the CEO quickly discovers that decisions which are good for the business but not good for the family can potentially ruin his personal life for some time to come. Because our consultants are trained and experienced in human systems and working with families units, we can quickly and fully help you sort out the conflicting goals and motivations that have interfered with growth and profitability. We will teach you, your family and your management team to handle disagreements openly and effectively, so that different factions are not working against each other. We will assist you in developing a realistic succession plan that fits with your family’s needs as well as with your business goals. And we will help you groom the most likely candidate to take the reins when you decide to retire.