Family Enterprise Consulting 2019
Helping families and individuals navigate complex challenges and decisions within a family enterprise.
Deloitte Private takes a multi-generational approach to discover, align and transform the family enterprise to assist with succession planning, family governance and next generation leadership development. Our objective is to align your family values with your family’s wealth and to build a sustainable plan for the future. We work with families to set up family offices, develop family enterprise strategies and establish governance structures, whilst providing tools and guidance for succession.
We work with families to set up family offices, develop family enterprise strategies and establish governance structures, whilst providing tools and guidance for succession.
In order to manage complexity, family businesses and family offices need family governance structures. Family governance structures enable business families to organise themselves and they also guide a family’s relationship with their family business or family office.
They establish and formalise a ‘shared purpose’ both financial and non-financial that represents overall success for the family.
Well designed and properly implemented family business governance structures result in greater harmony between family members, a more focused business and easier transitions between generations. We work with families, to set up family councils, boards of directors or other family business forums. This can involve working with families to develop employment and remuneration policies; supporting families in defining the various roles, responsibilities, rights and privileges of the various stakeholders and once agreed, implementing their decisions.
The aim is to arrive at a point of harmony where important and often challenging matters have been discussed openly, and all opinions have been considered. We will work with you with care and sensitivity to facilitate discussions to address and resolve key issues and will translate the outputs into a written family constitution.
A family constitution, charter, or set of protocols that sets out the purpose, policies and procedures that a family uses to manage its wealth, its assets and its own organisation.
Family meetings - are an important and ongoing part of family planning and provide a forum for discussing important issues such as plans for future ownership of the business, family partnership in the business, and helping children manage inherited wealth. We work with families to design and deliver workshops to discuss important issues or make critical decisions; we facilitate or chair family council or other family meetings (or even provide input behind the scenes); and we run meetings especially for the next generation to help them gain the knowledge and skills they need to contribute effectively.
Effective family wealth management encompasses a range of issues related to not only business aims, but also personal and family goals. Wealthy families often consider establishing a family office to manage their many investments, reporting, philanthropic, and financial responsibilities.Properly structuring and resourcing a family office requires an analysis of tax and governance considerations, as well as a deep understanding of the family’s personal, business and professional goals. Deloitte professionals can assist with family office set-up, family education and communications, charitable planning and private foundations, and structuring business investments.We also offer virtual family office services for families who may not require a full in-house family office team.
A family or individual’s involvement with their family business can change through generations. For a business, working without a succession plan can cause uncertainty and conflict. Getting it right can be a complex process. That’s why when it comes to effective succession planning, an early start is often the key to success.For family enterprises and personal wealth, the issue of succession also introduces deeply personal issues and family dynamics – which may include non-employee family members and stakeholders.We can help families identify, based on the capability, capacity and willingness of the family, their role within the business and the potential to involve non-family members into the business if required – equipping future generations for success.
Global Family Business Survey Report 2019
The succession discussion is not a new one. But while succession is a "front of mind" issue for wealth creators, it is still not being dealt with.
This report is a call to action for New Zealand family business owners to get started on their succession process.
Global Family Business SurveyRead more
Leaders of a family to families of leaders
In a Deloitte survey of millennials, 80% of participants say that their leadership style will be different compared to the previous generation. Instead of seeing this as a threat to the family legacy, we want to challenge traditional thinking to understand and appreciate how this can have a positive impact on the transition of wealth and succession planning. What unique qualities of the next generation will drive success and allow young people to make their own imprint?
What can you do to ensure a lasting family legacy of success and union?
Here we look at:
- How generation gaps can be optimised
- Where inherent values differ between the generations
- What can work for successful leadership transition.