Support, facilitation, and guidance in decisions and processes.
Ownership in family businesses is often seen as a private matter – and for good reason. You know your family, your history, and your values best.
But sometimes, an outside perspective can be valuable. Someone to ask the right questions, broaden the view, and ensure every voice is heard. Someone who enables everyone to contribute – without any family member having to lead the process.
We offer support and facilitation on topics such as ownership collaboration, succession planning, and family dynamics, to your family or owner group/board. Our role is not to tell you what is right – but to help you find what is right for you – together.
We also deliver most of our open programs to closed groups; the family, or the owners, board and management. In these cases, we can tailor the program to your specific needs and situations, supporting the goal you have with the initiative, or, deliver the program as it is, to your chosen group of people.
Whatever your needs may be, we almost always argue that the process – the path you take – is what matters most. When we begin working on a topic, sharing thoughts and expectations, reflecting on what matters to us and how we want things to be – something often shifts within the people involved. Important conversations are triggered, and new perspectives emerge. That’s why we often recommend dividing the process into smaller modules, with space for reflection and processing along the way.
We offer support and facilitation in the following areas
Generational Transitions and Collaboration – Bridging the Past and the Future
When we talk about generational transitions, many people immediately think of legal and formal matters: Who will take over, how assets will be divided, and what roles the next generation will assume.
All of this is important – but it’s not where we begin.
A successful transition is first and foremost about people: relationships, understanding, and preparation. That’s why we start with collaboration – not contracts.
We call it generational collaboration.
Before We Talk About Taking Over, We Need to Talk Together
Our role is to facilitate meaningful conversations between generations – building trust, clarity, and mutual understanding.
When relationships are strong and collaboration is in place, you have a solid foundation for the generational shift itself. Legal and structural matters tend to fall into place more naturally from there.
In many cases, this collaborative work forms the foundation of – and is integrated into – your long-term ownership strategy.
Together, we explore questions like:
- How do we give the next generation insight into the business and what we own?
- How do we create space for them to connect, build trust, and get to know each other – as family and as future owners?
- What expectations do we have for competence, engagement, and roles?
- How do we create opportunities for learning and participation – at a pace that suits them?
- How can the next generation build pride and a sense of ownership – honoring the past while feeling free to shape the future?
Long-Term Thinking, Maturation, and the Right Timing
Good processes take time. They need space to mature. That space allows for reflection, growth, and genuine engagement – and for the next generation to gradually grow into their role.
We work closely with founders who are planning far ahead, and with families navigating the transition between the third and fourth generation.
No matter where you are in the journey, our role is to help you find your own path – grounded in strong family ties and shared direction.
“When collaboration between generations comes first, the legal and financial aspects tend to fall into place – naturally and fairly, without surprises or unnecessary conflict.”
Clear frameworks and strong intergenerational cooperation make it easier to navigate the future. Together, we help ensure that both the company and the family can continue to grow – and create value for years to come.
Owners, Boards, and Leadership – When Roles Meet and Responsibilities Are Shared
As an owner, you're deeply connected to what you own. You may have built the company yourself – investing time, capital, and much of your life. Or you may have inherited it, feeling the responsibility to carry something important forward.
Either way, it can be challenging to find your place when others lead the day-to-day work – or when a board steps in with overarching responsibility.
Sometimes, owners are pushed to the sidelines by a strong management team and a hands-on board. In other cases, leaders and the board don’t get the space they need because the owners struggle to let go.
Both situations create tension – and make collaboration difficult.
Healthy interaction between owners, the board, and leadership is crucial to building trust, momentum, and long-term value. It requires clear roles, defined mandates – and most of all, open, constructive dialogue.
We facilitate processes that support just that.
Whether you’re already facing challenges or simply want to prevent future conflicts, we offer structure, support, and space for the right conversations.
As a neutral third party, we help everyone understand each other’s perspectives – and collaborate in a way that builds energy and security, not frustration or doubt.
We approach every process with respect, generosity, and full discretion – because in family-owned companies, it’s not just about strategy and structure.
It’s about people.
Family Dynamics – Because Relationships Are for Life
Being a family is a lifelong bond. But when you also become co-owners, colleagues, or successors, those relationships are tested – both emotionally and structurally.
Family dynamics often trace back to childhood. That can make it hard to step into new roles when children become adults – and the relationship shifts from parent and child to equal partners and co-owners.
Owner families often carry strong emotions – responsibility, loyalty, duty, and pressure to live up to expectations. This can make communication more vulnerable, and small misunderstandings may grow into larger conflicts – especially when you are not just a family, but also co-owners and decision-makers.
We offer support and facilitation of conversations and processes that strengthen understanding and connection.
As a neutral third party, we create a safe space where all voices are heard, and even sensitive topics can be addressed with care.
We meet families with warmth, respect, and professionalism. With deep relational insight and years of experience working with owner families, we know how to guide these conversations with both compassion and clarity.
Everything we do is grounded in confidentiality and respect for human dignity.
Strong relationships are the foundation of long-term ownership.
We help you protect and strengthen them – for the family, for the business, and for the future.