When The Chairman Is Wrong
When the Chairman is Wrong
Family Business
Investor Relations Jiu Jitsu in Family-Owned Business
Investor Relations Jiu Jitsu in Family-Owned Business
Investor Relations Jiu Jitsu in Family-Owned Business Read More »
Seats, Sources, and Fish Ponds
Much is written about succession planning. But what happens when the family CEO dies in the saddle with no identified successor?
Best Candidates Expect Best Practices
Bruce Walton’s article was featured in the Family Firm Institute (FFI) Practitioner on 10/11/2017. It is a case study of a $100m revenue, third generation company CEO succession. When a family company recruits an outside executive, particularly at the COO or CEO level, candidates pay attention to what they might be getting into. Family businesses
Fit and Family-Owned Business
When I’m helping family-owned businesses find new executive leadership, I often hear the following: “We want to find someone who is the right fit.” This word–“fit”– is difficult to define, yet is always key to a successful hire. When assessing candidates for fit, it’s helpful to use the following questions as guiding principles.
Family-Owned Businesses and Long Term Incentive Programs (LTIPs)
by Bruce H. Walton, Partner at Battalia Winston When a family-owned business needs to recruit a non-family CEO or COO, a well-structured Long Term Incentive Program (LTIP) is essential in attracting an outstanding candidate. However, LTIPs can make some family business owners uncomfortable. Few families want to give up true ownership, even when they realize
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Recruiting Top Talent to Small Cities
by Terry Gallagher, President, Battalia Winston Private equity firms consider a number of factors when evaluating a company for acquisition, but many overlook a critical challenge: attracting executive-level talent to the company after acquisition. If PE firms plan to use their portfolio companies as foundations for building bigger, more complex organizations (as is often the
How to Attract Mid-Level Talent to Your Company
by Rich Folts Millennials will compose 75% of the workforce by 2025 . As this generation grows up and gains more experience in the workforce, employers are struggling to attract and retain a high-value segment of this generation: mid-level talent. This segment – made up of employees who have 8-10 years of experience and are
Succession Planning for the Family Business: Hiring a Non-Family CEO
Rich Folts Bruce Walton by Rich Folts and Bruce Walton Succession planning has always been a critical concern for family business owners, but in the past few years we’ve seen a surge in the number of family businesses searching for new leadership. This uptick in succession planning is the result of two converging factors.
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