Our Process
Our process begins with everyone involved in the family business agreeing to retain our services. Without this total family commitment our experience has taught us the probably of discovering the right solutions for the family and the business are minimal at best. With the total commitment of the family, discovering the answers that are the right “fit” for the uniqueness of the family becomes a realistic goal.
Jason Cole
Each family in business carries emotions that are specific to their personal and business relationships. There is not a “boiler plate” answer that is a “fit” for every family in business. Each solution found must be a solid match for the needs of the family and the business.
Our process includes begins with the following steps-
STEP I:
STEP II … After this “gathering of information” step we meet with the family to review all information, set priorities, begin dealing with the top priority, facilitate the family in reaching agreement, setting accountability and drive toward implementation of the agreed solution.
These steps enable us to understand the perceptions of each family member concerning both personal and business challenges that affect family relationships and business success.
This process has proven itself to provide family harmony, an executable plan of action and positive bottom line results.
We use all or a combination of six major focus areas in assisting families in discovering the right answers for them. These areas are:
…A process that reduces conflict while enhancing communication and understanding between family members. This process includes the identification of personal behavioral traits, the identification of the “stressors” as well as finding resolution that are in the best interest of the family and the business.
…A step by step method to identify what must take place before and after the departure, or reduced role of the senior generation. This process includes a detailed plan, with the involvement of all working in the business family members, on how the ownership of the company will take place and to whom. The establishment of “roles and rules” needed in order to insure the legacy of the family business will be maintained, is a vital part of this process. A written document describing each agreed upon plan, will be presented to the family in a “draft” form of a “shareholders or partnership” agreement. This “draft” can be used as a “to do” agreement that can be presented to other advisors to insure proper legal compliance and financial requirements
… A process that may or may not be a part of the succession planning process. This step addresses the needs of the company in each major position, establishes the responsibility and accountability of each position and identifies who is the best “fit” for that position based upon today’s skill sets. This step will identify what each person who desires a specific position must strengthen and how to accomplish that feat. A written document describing how family members enter and leave the business, as well as the requirements needed to attain certain positions within the family business will be the outcome of this process. This process is usually completed in tandem with the Succession Planning Process.
…A process to identify the business culture used to make decisions as well as developing a strategic focus and direction for the short and long term. This strategic focus will include a defined plan, financial commitment; understood accountability with time-tables for execution. Regularly scheduled updates and possible strategic shifts are included. The old strategic planning techniques including, “let’s make another Mission Statement” or “let’s paste up your ideas on little post-it notes” will not work in a business climate that measures success by quick action and decisive execution of strategies. We have the practical experience to move the process in step with a results oriented business environment. Without follow-through and “top-down” involvement the plan will become just another project that neve quite got implemented.
…A process to clarify and establish organizational structure including the identification of skills needed for the position, responsibility and accountability of every member of the family business. This process takes a look at what the org. chart of the company should look like with the implementation of the strategic plan. It also includes compensation strategies, career path development and the code of conduct for every family member and employees as well. This process includes assistance for hiring the right people, coaching, promoting, team analysis, 360 peer reviews and on-going development of all employees of a family business.
…With close to 40 years of experience in working with families in business we can offer a wealth of “learned family business strategies.” While each family business is unique we can bring this experience into play in helping families find the answers that are right for them. We take on the role of a trusted advisor and confidant to the family “team” and/or their identified business leader. We also act in the role of teachers to the “succeeding generations” in assisting them in obtaining the skills they need to carry on the legacy of the family business. We call upon our practical experiences to assist the families in addressing and resolving specific personal and business challenges they face each and every day. We also utilize webinars, conference consulting, e-training and other strategies to assist the family in business in achieving the individual, family and business priorities.
Our fees are based on a flat monthly fee system determined by the needs of the family in business. They include everything described in Steps I and II plus unlimited telephone consultations. We do not charge for telephone consults, mileage (within 2 driving hours of our office), food, stamps, licking envelopes etc. Off-site meeting rooms, overnight lodging and travel for two, to the client’s location, if necessary, will be at the expense of the client. We invoice at the beginning of the month and expect payment by the 20th of the month. We do not sign a contract so you can tell us to leave without additional liability. If your family is not living up to their stated commitments we can tell you we are resigning from the services also without any penalty. There are clients who find the timing is not right and get back to us at a later date.
If your family in business is really committed to strengthening relationships and sharpening your business strategies contact us. We have helped many hundreds of family businesses like yours make positive things happen. We will be honored to hear from you.
Jim and Ann Marie Kwaiser
Contact us or call us at 724-475-3787 or 1888-273-8307 and learn how Jim and Ann Marie Kwaiser can benefit your family, organization or family business.