Recently, the COO of a large family business told me that he was really excited about the daughter of the current CEO who had just celebrated her second anniversary with the company. The daughter, who we’ll call Jennifer, had followed the family employment policy to the letter and was now moving through the organization in several key learning positions.
“She’s just like her Dad”, the executive happily reported, with clear relief.
Later in the day, I found myself pondering that remark. Is it best for the family business when the next family leader is ‘just like’ the one that came before? Or is it better for the next generation leader to take a different approach?
Also – what is best for this young woman? Should she model herself after her father, the successful founder of a company with global reach, supporting thousands of employees on several continents? His approach clearly was successful, why would she do anything different? Is her main task to study her father closely, and dedicate herself to perpetuating his proven leadership style, or should she follow the beat of her own drum?
I would love to hear your thoughts on this question – and we’ll take this discussion further in a post later this week. What’s been your experience – do you look for someone just like the current leader, or someone very different – why?