Family Business Succession
How we guided a multi-generational conglomerate through seamless leadership transition, modernized governance, and achieved 150% value increase while preserving family harmony
EXECUTIVE SUMMARY
The Challenge
The Hartmann Group, a 150-year-old European conglomerate with €3.2B in revenues across manufacturing, real estate, and financial services, was facing a critical generational transition. The founding family's third-generation patriarch was preparing to step down, but complex family dynamics and outdated governance structures threatened both business continuity and family unity.
- Succession planning paralyzed by conflicting family member interests
- Outdated governance structures inadequate for modern business complexity
- Next-generation leaders lacking preparation for executive responsibilities
- Business performance declining due to leadership uncertainty
The family needed to navigate the delicate balance between preserving their legacy and modernizing for future growth, all while maintaining the family bonds that had sustained them for generations.
OUR FAMILY BUSINESS TRANSFORMATION APPROACH
A comprehensive 36-month engagement leveraging our Strategic Mastery, Future Innovation, and Execution Excellence methodologies
Building Consensus & Trust
We began with an intensive 180-day family alignment process, working with all four generations to understand perspectives, resolve conflicts, and build consensus around the family's shared vision for the future.
- Individual interviews with 47 family members
- Family values and vision alignment workshops
- Conflict resolution and mediation sessions
- Family constitution development
Family Engagement
Governance Modernization
21st Century Family Business Structure
With family alignment achieved, we designed and implemented modern governance structures that balanced family control with professional management, ensuring both continuity and performance.
- Independent board of directors establishment
- Family council and assembly creation
- Professional management structure
- Ownership and employment policies
Next Generation Empowerment
The final phase focused on systematic leadership development and transition, ensuring the next generation was fully prepared to lead while maintaining the founder's vision and values.
- Executive development program for next-gen leaders
- Mentorship and knowledge transfer systems
- Gradual responsibility transition plan
- Performance measurement and accountability
Leadership Transition
GENERATIONAL TRANSFORMATION RESULTS
The succession transformation delivered exceptional outcomes across family, governance, and business dimensions
Family Patriarch Testimonial
"ReDefi helped us achieve what I thought was impossible—a seamless transition that strengthened both our business and our family bonds. My grandchildren are now leading with confidence, our governance is world-class, and our 150-year legacy is secure for future generations. This wasn't just a business transformation; it was a family renaissance."
KEY FAMILY BUSINESS INSIGHTS
Critical lessons for family businesses navigating generational transitions
1. Family Alignment Must Precede Business Strategy
No business strategy can succeed without family unity. We invested 50% of our effort in family alignment because we learned that unresolved family conflicts will eventually undermine any business initiative.
2. Professional Governance Enhances Family Control
Contrary to family fears, professional governance structures actually strengthened family control by creating clear roles, accountability, and decision-making processes that prevented conflicts and improved performance.
3. Next Generation Development is a Multi-Year Journey
Successful succession requires systematic development of next-generation leaders over multiple years. Our 36-month program ensured they were fully prepared for the responsibilities and challenges of leadership.