Dealing With The Issues

As any good lawyer knows, documentation is key. For Emanuel, this could include an obligation in a shareholder’s agreements with dedication as a mechanism for resolving disputes. Dempster agrees, stating that alternative means of dispute resolution are always preferable, “because litigation can be expensive, time-consuming and distractive.”

This point is taken up by Emanuel; he suggests that if the family doesn’t want to bear the cost of mediation, that an alternative “is an independent, respected, family-related figure.” However, as Emanuel explains, “the parties need to be in a frame of mind to meditate for this to have a chance of success.”

Before embarking on mediation, Dempster emphasises that it’s important for the parties to know what their legal position is. She believes that by knowing, for example, “that a court may not agree with a party’s position from a legal perspective they will go to mediation from an open mind.”

Risk Management

The fact that disputes happen is a given, but families can lower the risk of trouble through a charter which sets out the fundamental principles on which members want to see their business run and a shareholder’s agreement that offers detail on ownership, management rights and responsibilities.

For Emanuel, these important governance documents can, “help business and family relationships, while giving them the confidence to face future challenges.” Dempster sees similar value here too. She thinks a formal business plan should be written “so that the parties have some structure and each party is aware of the direction that is proposed for the business. Meetings should always be minuted to avoid misunderstandings down the line and if possible, with a third-party present.”

Both Dempster and Emanuel think that regular communication is critical. Emanuel advocates a “forum for family members to meet, away from home, to discuss family business issues in the context of their respective roles.” Dempster also recommends openness where “parties can be open and transparent with one another by having regular meetings to discuss the company’s finances, business initiatives and staff issues.”

It’s About People Too

But what if there’s an irreconcilable disagreement? The end game will vary from family to family and depends on the priorities of each family member. As Dempster has witnessed, for some “family will always come first and for others, money and success may be more important.”

But if agreement on business decisions cannot be reached, then it is inevitable that family members may have to exit the business or it will be wound up. Here, says Dempster, “the business will need to be valued so that the leaving party can either be bought out by the remaining parties or the company buys back the shares at value.”

Of course, business isn’t necessarily about the current generation, it also concerns the future. Bringing in new family members at an early age can help them feel that the business is very much part of the family. However, as Emanuel notes, to work in a business long term, the family members need the right skills for their role.

Dempster thinks the same. Her advice is to get younger members of the family into the business to shadow older family members. She says that it’s “a great way for them to learn what is involved with, and what it takes, to successfully run the business.” However, shadowing alone may not be appealing to the younger generation “so it might be useful to give them small tasks in the business, so they feel that they are contributing.”

To Conclude

So, while blood may be the strongest bond, it doesn’t guarantee success. The reality is that without a firm basis for good communication, an understanding of how businesses are run, and ideally, good documentation, the seeds of destruction will be sown.

For more business advice like this, take a look at these five development ideas to expand your bridal business.