They work with other managers in the organization to achieve these goals using research, planning, and evaluation.
These days, in addition to the traditional risks of illness, death or incapacity of a key family figure, the new risk to family cohesiveness is the impact of an increased lifespan on individual goals and life plans.
As advisors, how can we convince families to put that conversation on the table and what are some of the solutions to this issue?
In the family business, and in the increasingly common co-ownership of investment and commercial assets through family limited partnerships and limited liability companies, the increased work lifespan of the older generation can lead to the delayed succession of the middle generation.
In essence, with the older generation in good physical and mental health and working far longer, the middle generation may, in effect, be knocked out of position and never get its day in the sun.
By the time the older generation decides to move along, the individual goals and life plans of the middle generation may have been passed by, and the baton may be passed to the next generation. A first step is to try to have an upfront conversation with the family about what is going on and what it means.
This is fundamental to human nature. The issue of creating financial security can be solved, however, with intentional planning that includes family business members as part of the strategic plan. By building a sustainable net worth outside of the business, the next generation is more likely to have the resources to buy, sustain, and grow the enterprise.
It is critical for family business owners to understand that it is not about the successor, but rather the succession process itself.
Topics and strategies should include: As part of an annual review, discuss the net worth of key family members, particularly the net worth outside of the family business, and then help develop a process for evaluating each of their personal financial wealth and income goals.
Each year, ask questions that bring these issues to the forefront — how long do you expect to be involved? When do you see succession happening? Is there an exit strategy? Having a multigenerational discussion.
Today, the concept of generational transfer is not really the right one — a year-old woman may be re-entering the work force at the same time as her year-old grandson — and they each may have similar prior work experience.
It is critical to understand the fluidity of traditional generational lines and the changing roles and expectations. Urge all family members to begin financial and wealth planning early. Understand that life is a movie not a snapshot.
As life advances, business, planning, and financial requirements must also be adjusted. Time will tell whether Prince Charles will get his seat on the throne, but families should take note and talk openly about who will be filling the seats at their table in the coming years.
Patricia Annino is a sought after speaker and nationally recognized authority on women and estate planning.
Annino recently released an updated version of her successful book, Women and Money: A Practical Guide to Estate Planning to include recent changes in the laws that govern how we protect our assets during and beyond our lifetime.The base salary for Planning Director ranges from $, to $, with the average base salary of $, The total compensation, which includes bonus, health and retirement, can vary anywhere from $, to $, with the average total compensation of $, The base salary for Financial Planning and Analysis Director ranges from $, to $, with the average base salary of $, The total compensation, which includes bonus, health and retirement, can vary anywhere from $, to $, with the average total compensation of $, Planning Director Salaries provided anonymously by employees.
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