It considers issues of divorces, marriages and separations. ** The code family: the rules of functioning of the organization. ** The human: analyze and understand people as subjects, needs, interests, feelings, complexities and envy. We must cite one of the favorite maxims of general George S. Patton: A good plan today is better than a perfect plan tomorrow. 4. The plan must be in writing.
It is not enough to have the idea; You must leave everything in writing, as if it were a business plan. The objective is to safeguard the true meaning of succession and that can be followed to the letter. At this point is the key to answering a series of questions: why is done?, when will be?, who will do it?, who will be the next director?, what requirements must be met?, who can fill out profile, whether or not the family or the company? and what role will the father or founder in the company’s future? 5 Think in others but also oneself. This is one of the most important and is the key to the founder: the plan of succession should consider what will be the future of who leaves the tiens cargo.productos. He thinks sometimes only from the point of view of the company and who will be the successor. But it is vital that the founder or the father think what will happen to them when they get out of the business, both economically and personally. 6. The succession is decided with the head, not only with the heart.
Both feelings (as a parent) and reason (as employer) are involved in this process, but the reason predominates. It comes with external consultants who achieve that your decision is objective. Choose the most capable and, above all, to safeguard the interests of the company and the family unit. How? Gives priority to the business and not the family.