The Crisis Management Portal (site) had a chat with José Carlos and Mariana Beckheuser about Family Succession and the Longevity of Companies. A Beckhauser, which today is synonymous with innovative livestock containment and handling equipment. The work was carried out in partnership with the Value Group, in terms of controller And succession, shall we check it out?
The vision in the family succession process
The story is inspiring, as it concerns a company with 50 years in the market and on the rise in family succession. We will see how the principles ingrained in the processes helped in this legacy transfer.
José Carlos shared his vision for the future of the company, now with his daughter and successor Mariana Beckheuser. He says it was a collaborative process; in addition to the succession, the company was undergoing a change of headquarters and a division of ownership, at which point they met the Value Group.
Their view is that within these processes, it was possible to plan and redesign, but in the meantime, the pandemic decree came and so they had to stop. However, since their actions were always focused on people management, Beckhauser is now in a position to face the situations that arise.
Crisis and succession: how to handle situations without harming the business.
The way the company navigates through times of crisis is closely linked to the DNA of its pioneers. As a family business, each member contributes some of their knowledge to ensure a smooth transition without significant losses, focusing on a vision for the future, innovative solutions, belief in the future, and care for people.
When is the right time to do this and how should this process be started?
All actions taken within a company, whether in processes, people, or strategies, have a timeframe, and the big question is knowing when to begin structuring a succession plan and understanding that it will be done by the new legacy, so that processes can have a future-oriented vision.
Structuring occurs when those involved with the company's needs understand that evolution and organization of procedures are necessary. At Beckhauser, Mariana noticed this, and that's when all the planning began through a consultancy!
How to manage succession without causing the company to lose its values.
A company's values are learned from birth, as Mariana says, and this was taught to her in a way that allowed her to understand the company's current situation, where it wanted to go, and how to achieve this while perpetuating the values that were passed down.
What are the main obstacles in a family business?
One of the biggest challenges of succession is resolving the conflicts that arise because generations don't think alike.
The need to listen to both sides and seek the best solution is what makes the process successful.
Furthermore, understanding that simply replicating the same actions will yield the same results or perpetuate knowledge requires recognizing that differences in thinking are what make the transition and the future of the company successful.
Tips for companies that want to start succession planning but haven't yet taken the plunge.
For those who haven't started yet, the most important advice is to take the first step, because succession is a process and needs to be structured in a way that results in the successful passing of the baton from one legacy to another!
The Value Group has formed a successful partnership with... Beckhauser and is pleased to present it as its success story.
If you want to see the complete series, just click. here.
