AS A SUCCESSFUL COMPANY SUCCESSION USING A PRACTICAL EXAMPLE: THE FOUNDER HAS SEPARATED FROM HIS WIFE INA BAD WAY, THE SON SUFFERS FROM THIS AND IS SUPPOSED TO TAKE OVER THE FAMILY COMPANY
A family succession threatens to fail.
The employees and the father (founder and owner) do not feel appreciated and excluded by the son. The employees are loyal to the old man and the founder and want to keep him and bulldoze the son out. The father cannot let go in such a situation and must stand up for the old. This inevitably leads to a fight between senior and junior.
Procedure – Solution:
Individual conversations with the father and then with the son.
1. Presentation of the system law level and the system laws.
2. Elaboration of the systemogram
3. Time / cause diagram
4. Presentation of the PowerCode, how system law violations are resolved.
The reason was that the father divorced his wife (mother of the son) because he met a new woman. He also excluded his first wife and talked bad about her.
The son also feels that he is not recognized and partly excluded. At the same time he carries anger in himself towards his father and the new wife.
This injury does not heal in time and so he excluded his father when he took over the company (as a negative compensation and to reduce his anger).
When both of them became aware of this dynamic, the father was given the task of re-establishing respectful contact with the mother in order to lift the exclusion.
PROCEDURE – SOLUTION ONE-ON-ONE SYSTEM EMPOWERING
For this purpose we had a coaching with the father. We looked for the point where things were good between him and his wife, which systemic law violations had occurred and how it then came to the separation. In doing so, he recognized what part was up to him and he could take responsibility and internally resolve systemic law violations with her. This not only changed his attitude towards his former wife but his anger decreased. He also recognized that the exclusion of his wife also means exclusion for his son, because he is half of the mother.
Afterwards I asked the father and his son to have a one-on-one conversation.
Procedure – Solution Two-way conversation System Empowering:
The father told the son about his inner work, how he resolved systemic law violations with his former wife and how he took responsibility for them. This greatly relieved the son.
The first system law violation between the father and son was revealed. The father acknowledged the violation that had occurred with the son.
The father could then tell the son from the bottom of his heart that it was not his intention and that he was sorry.
This reached the son!
The father then took back the anger of the son.
Thereafter, further injuries resulting from the first injury were resolved with both.
The relationship between the two changed and there was a rapprochement and slowly mutual respect and recognition developed.
The son no longer had to exclude his father and his merits in the company, but could and can appreciate the merits of the father.
This successful company succession had an immediate positive effect on the company and its employees!
SUCCESSFUL COMPANY SUCCESSION USING THE PRACTICASL EXAMPLE OF HALF-BROTHER
Starting point is the above practical example. In addition, the father and his new wife had a son, i.e. a half-brother to the first son.
The father designated both his sons as successors of his company. Now the older son excluded not only his father but also his half-brother. Because he was angry not only with his father and his stepmother but also with his half-brother.
Procedure – Solution:
The same as in example I.
When a solution was found between the father and his first son, a one-on-one conversation was held with the half-brother (system laws and systemogram were presented).
Afterwards there was a one-on-one conversation with the first son and the half-brother and later the father joined in. At this meeting all violations of the System Laws were resolved and there was also mutual recognition between the two brothers.