As you know, creating an effective leadership development strategy in a family business can be complicated and difficult. If you are fortunate enough to have future leadership material as part of your family, well that may solve at least one aspect of the leadership development strategy equation. If you do not qualified successors “waiting in the wings” and have to recruit outsiders, things can get dicy. On the other hand, what if you have more family members who are potentially qualified to be leaders in the next generation than your business can absorb? And if you have to recruit outsiders into the leadership development strategy development, asking them to make a long term commitment to your firm’s success – will you turn over a percentage of the ownership to them in addition to their salaries? How will that work exactly? http://waynemessick.com/leadership-development/small-business-leadership-the-1-element-in-your-equation-for-success
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