When family businesses think of heir coaching , the first thing that comes to mind is that this service is for the next generation of the family. That's fair to say, but heir coaching  isn't limited to the next generation  .

There is an important distinction to be aware of:

1. To develop.
2. Change.

Change isn't easy. To change human behavior, you need to shift your attitudes toward life and your perspective on business. Once you change your perspective on the world, you'll approach the same issues differently and make more original decisions.

Resisting change is a fundamental characteristic shared by the bosses of companies struggling to institutionalize. They want things to change within their companies, but they constantly forget this: A fish rots from the head down, but a horse neighs according to the rider.

The bottom line is, things may change in the company I run, but I don't. Think about it. You tell the captain, "There's an iceberg, slow down, steer," but he finds that ridiculous.

Change isn't easy. To change your behavior, you need to shift your attitudes toward life and your perspective on business. Once you change your perspective on the world, you'll approach the same issues differently and make more original decisions.

Resisting change is a fundamental characteristic shared by the bosses of companies struggling to institutionalize. They want things to change within their companies, but they constantly forget this.

A fish stinks from the head, a horse neighs according to the rider.

The bottom line is, things may change in the company I run, but I don't. Think about it. You tell the captain, "There's an iceberg, slow down, steer," but he finds that ridiculous.

He finds the person giving the advice incompetent and uninformed.

The answer is unmistakable: Things don't go your way on this ship; speed isn't reduced, the rudder isn't adjusted. Then the ship hits an iceberg, and the blame lies either with the ice itself or with others who didn't take precautions. What precautions are they going to take now?

We repeatedly witness the failure of young people who fail to innovate the business they inherited from their families and try to continue the same old methods. In other words, change is inevitable.

Now, we need to understand the difficulty of that change.

Kill the brave man, don't take credit for it. It's a success that the previous generation, using their old habits, built a business and brought it to greatness. That success was brought about by old habits that are now unacceptable, even if they need to change. We absolutely do not deny this.

You can look at the development from two perspectives.

You might think, "I'm too old to make changes, but I can look at this new path as growth." If you see it this way and can take the necessary steps, great. Or you might look at it from another perspective and say, "I'm just starting out in life, or there's so much I don't know, and I need to grow."

Ultimately, both lead to the same thing. You can look at it however you like. But change or development, whatever you call it, requires that the transition to a corporate corporate management requires conducting business in different and more diverse ways than before.

That is why, in family businesses, who will take the steps is as important as what steps will be taken for corporate transformation.

We must not forget that a fish stinks from the head, and a horse neighs according to the rider…

The Heir Coaching Process

Without going into too much detail, I'll explain how you should approach training the young people who are coming after you in your company. I've compiled these methods over the years, drawing on our own history, methods employed in successful companies worldwide, and my own experiences in my own family business.

Heir coaching  isn't a one-time training; heir training is a process that must be spread over time. It's impossible to encompass the entire process in one training session. No matter how much you study, it's the realizations you'll come to during the experience that will truly transform.

Succession coaching  or training of young people in family businesses is specific to the situation and the individual.

There's no such thing as a standard doctrine or recommendation that fits everyone. It's similar to the stages in which leaders who will move companies forward go through as they develop. Each stage contains numerous topics that need to be addressed. These topics vary depending on the individual, the company, the situation within that stage, and the industry.

Succession coaching or training of young people in family businesses is specific to the situation and the individual.

There's no such thing as a standard doctrine or recommendation that fits everyone. It's similar to the stages in which leaders who will move companies forward go through as they develop. Each stage contains numerous topics that need to be addressed. These topics vary depending on the individual, the company, the situation within that stage, and the industry.