Family Business, Family Matters

When you’re part of a family business, it has a way of showing up everywhere—holiday dinners, vacations, even birthday celebrations. The work is always on someone’s mind, ready to creep into any conversation.

And when it’s your turn to step in—whether you’re working alongside a parent or preparing to take over—that constant presence creates tension. You want to play a pivotal role, but you also need boundaries. Navigating that balance can feel like walking a tightrope.

I was not raised to take over

My dad started his company when I was five, growing it into an award-winning property management business. It wasn’t something he intended to turn into a “family business”—he was just trying to earn a living.

My brother and I were always around, though—helping out on projects, answering phones, and absorbing the culture. But we weren’t groomed to take the reins.

So, when I finally joined the family business, I brought with me a decade of professional experience from outside its walls. I came in with my own expectations, goals, and ideas. But those didn’t always land smoothly in an environment shaped by deeply rooted traditions.

Resistance to change was inevitable. There were clashes between how I worked and how my dad worked. But those early tensions taught me valuable lessons in listening, patience, and aligning new ideas with the shared values of the organization.

Proving my worth—to employees, to clients, and even to my own family—was an uphill battle. My DNA may have opened the door, but staying in the room took grit, strategy, and resilience.

The turning point came when my dad and I stepped outside the office—literally. We started meeting with a therapist to work through some of the tough issues that were bubbling up at work.

Those sessions helped us find alignment, and soon life inside the office began to shift for the better.

No one talks about this in Harvard Business Review, by the way—that you might end up going to therapy with your dad.

Two Families, One Leader

Just like no one talks about therapy, no one tells you how hard it is to balance the needs of your family inside the business with the needs of your family outside of it.

I was a mom, a wife, and a daughter, and some days it felt like I was running two businesses: the family business and the business of raising my own family.

The boundaries between work and home blurred constantly. Work trips doubled as family trips, and my kids—then toddlers—spent more time on job sites with me than they did at home.

Trying to meet the needs of both my family of origin and the family I was building often felt impossible. The guilt of not being fully present for either weighed heavily on me.

The therapist had helped my dad and me find common ground, but I knew I also needed support of my own. Working with an executive coach was the turning point.

With her guidance, I learned to set firmer boundaries and more intentionally separate my work from my home life.

By focusing on what mattered most in each space, I could show up more fully—as a stronger leader in the business and a more present, engaged parent at home.

Pushing for Change While Honoring the Past

With the personal groundwork in place, I turned my attention to leading the business—and the weight of those expectations felt heavier than ever.

As a next-generation leader, I worked to balance innovation with tradition.

I introduced policies to support working parents, upgraded technology, and improved wages, benefits, and training.

Progress was slow, and every decision felt scrutinized. At times, the weight of expectations felt overwhelming.

I made mistakes along the way, but moments of validation kept me moving forward—a positive employee survey, a client’s satisfaction, or an encouraging word from my dad reminded me of the purpose behind my efforts.

Leadership, I learned, is about progress, not perfection.

Support: Essential but Elusive

After working with both a therapist and an executive coach, I came to understand just how much support truly mattered. As I worked to implement company level changes, I knew I couldn’t navigate these things alone.

This time, I didn’t need therapy, coaching, or advice—I needed peers. Joining an industry working group gave me clarity and connection, offering fresh perspectives on the challenges I faced.

But I also needed space—space to reflect, process, and navigate the complexities of succession, legacy, and the messy dynamics of working with family.

Eventually, I created a “circle of trust” with a small network of peers—many of whom understood the unique pressures of leading in a family-run organization. Together, we built a space to be real, honest, and supportive, helping one another tackle the challenges that only we truly understood.

When you’re navigating struggles—especially those intertwined with both family and work—knowing you’re not alone can make all the difference.

I’ll be launching a professional support group for Next Gen Family Business Leaders in early 2025. Please sign up here if you would like to receive details.

Five Strategies for Thriving in a Family Business

Navigating leadership in a family business takes both intention and strategy. If you find yourself in this role, here are five key approaches I recommend.

1. Hire a Facilitator: Engage a neutral professional, like a therapist or facilitator, to lead tricky family business discussions. This ensures weighty conversations can remain constructive and relationships are preserved.

2. Build Community, Outside the Bubble: Seek opportunities to engage with peers, mentors, and industry professionals beyond the family business. Build a ‘circle of trust’ of your own. Fresh perspectives can challenge assumptions, inspire innovation, and broaden your leadership skills.

3. Invest in Your Own Development: Invest in learning through formal courses, certifications, coaching or workshops to enhance your skills and stay updated with industry trends. Continuous education builds credibility and ensures you can bring valuable expertise (of your own) to the table.

4. Clarify Roles and Set Boundaries: Clearly define responsibilities and decision-making authority (and honor it) to avoid unnecessary conflict or confusion. Establish “no business talk” zones at family events to protect personal relationships and maintain a healthy work-life situation.

5. Prioritize your Home Life: Prioritize undivided time with your spouse and children to ensure work and family business doesn’t dominate every aspect of life. Create routines that foster connection, like family outings where work and work talk is off-limits. These moments help you to decompress, but also remind your spouse and kids they are your first priority, even during busy seasons.

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Coming Soon: Next-Gen Family Business Monthly Calls

In 2025, I’ll be launching a series of monthly discussions designed specifically for family business leaders and successors. If you know someone looking for support, please share this opportunity with them.

Perfect If You...

• Are part of a family business preparing for leadership transition, succession, or sale.
• Want to strengthen your confidence and leadership skills within the family business setting.
• Need support balancing family dynamics with your career goals.
• Are looking for a like-minded community to share experiences, challenges, and solutions.
• Are trying to honor your family’s legacy while building your own unique leadership style.
• Want to align your goals and skills with the evolution of your family business.

What You'll Walk Away With...

• Practical Solutions: Tackle family business challenges with confidence.
• Build connection: Connect with peers navigating similar journeys.
• Exclusive Tools: Worksheets, templates, and guides to implement what you learn.
• Actionable steps: Tactics to balance growth and family priorities.
• Outside perspective: Peers who understand the unique challenges of family businesses.

Program Details

• 90-Minute Monthly Calls: Dive deep into key family business topics and discuss real issues.
• Actionable Insights & Accountability: Gain tools and strategies to support your growth.
• Confidential 1:1 Coaching: Each long-term participant receives a private coaching session.
• Small by design: 12 people max per group
• When: 1:00 -2:30 pm EST; one weekday per month (dates not yet final)
• Cost: $100/member/month
• Starts: February 2025

Interested? Sign up here to receive details on how to join.

Thanks for Reading!
I am a career and leadership coach specializing in helping creative and neurodivergent professionals navigate transitions with clarity and confidence. As a successor and former President of PRD Management, I bring firsthand experience of the unique challenges—and rewards—of stepping into the next-generation leader role in a family business. Looking for support? Reach out at karin@resourceful-leaders.com.

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