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A conceptual framework of executive coaching in family business succession planning: the Malaysian context
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Although scholars have recognized the importance of innovation in family firms, the literature on family firm innovation tends to generally depict family firms as either ‘good’ or ‘bad’ for innovation, or focus on the factors with the potential to positively stimulate family firm innovation. Drawing on path dependence theory, this study focuses specifically on what family-specific barriers work against innovation in family firms. To that end, we follow a qualitative theory-building approach due to the limited amount of extant theory, and study a sample of four family businesses headquartered in Spain and Uruguay. The related propositions and theoretical contributions emerging from our study are shared in the concluding section.
Today’s leaders and the executive coaches who work with them face increasing levels of complexity, as well as a rapidly changing environment. This article explores the nature of executive coaching in this context and proposes formulation as a framework to enable coaches to navigate the complexities of their practice. Formulation is well-established in applied psychology, and this article examines the benefits of underpinning executive coaching with a formulation-based approach. The concept of formulation is introduced and briefly described, and some of the different ways in which this task can be undertaken are outlined. A case example is used to illustrate how formulation can support the effectiveness of executive coaches in their practice.
Purpose
The research examines how contextual coaching (Gorrell and Hoover, 2009; Valentine, 2019) can act as a lever to build collaborative professionalism (Hargreaves and O'Connor, 2018) and lead to school improvement.
Design/methodology/approach
The multi-case study (Stake, 2013) draws on two bespoke examples of contextual coaching in education and uses the ten tenets of collaborative professionalism as a conceptual framework for its abductive analysis. Data from both cases were collected through interviews, focus groups and documentation.
Findings
The findings demonstrate that effective contextual coaching leads to conditions underpinning school improvement. Specifically, there are patterns of alignment with the ten tenets of collaborative professionalism. Whereas contextual coaching is found on four of these tenets (mutual dialogue, joint work, collective responsibility and collaborative inquiry), in more mature coaching programmes, three others (collective autonomy, initiative and efficacy) emerge. There is also evidence that opportunities exist for contextual coaching to be further aligned with the remaining three tenets. The study offers insight into how school improvement can be realized by the development of staff capacity for teacher leadership through contextual coaching.
Research limitations/implications
The impact of coaching in education is enhanced by recognizing the importance of context and the value of iterative design and co-construction.
Practical implications
The principles of contextual coaching are generalizable, but models must be developed to be bespoke and to align with each setting. Collaborative professionalism offers a useful framework to better design and implement contextual coaching programmes.
Originality/value
The research introduces contextual coaching in education, and how coaching can enhance collaborative professionalism in schools.
Purpose
This paper aims to examine the impact of changes in human capital development and evolution of tacit knowledge following transgenerational succession in ethnic companies. The paper contributes to the understanding of transferring tacit knowledge across generations in ensuring ethnic business sustainability.
Design/methodology/approach
In answering the how question, this paper tracked the changes and their impact in the process over time, using the multiple-case study method. A total of six interviews were conducted with three Indian-owned companies in the jewellery industry in Malaysia, with each interview lasting between 45 and 60 min. Secondary data were collected to supplement the primary data for analysis. Data triangulation method was applied to strengthen the design of this study.
Findings
The results indicate that changes in human capital development and tacit knowledge have enabled ethnically Indian-owned jewellery-based companies to alter their products to respond to demands of modern society whilst sustaining and commodifying the ethnic identity of their businesses. The findings also highlight that proper succession planning by ageing entrepreneurs may promote sustainability of these ethnic enterprises.
Originality/value
Despite the growing attention on ethnic and migrant entrepreneurship, less is known about the impact of the changes through transgenerational succession over time in ethnic businesses, especially when such changes involve human capital as the key players. This study is important in addressing the gap, in identifying human capital development and tacit knowledge among the critical ethnic resources contributing to ethnic business sustainability. Using a conceptual framework, this paper sheds some light on how ethnic businesses are sustained through transgenerational succession.
Researching family firms has gained momentum in Malaysia in the last two decades and resulted in many studies that addressed differed aspects of this discipline. Following a systematic approach, this study is a leading attempt to review the existing research on family business in Malaysia. The paper aims to assess the current research situation, redress possible drawbacks, and propose ways to improve research in this discipline. After analyzing and reviewing 46 research articles which responded to the criteria of selection set a priori, the following conclusions were drawn: 1) the existing research has focused mostly on the examination of firm performance. 2) The explanatory factors tested for their effect on performance were often derived from the corporate governance and management, and culture to a lesser extent. 3) The dominance of quantitative research through panel data where researchers favored the study of listed firms. This being the case however, shortages in qualitative studies and theory-building approaches are observed. The paper ends with some recommendations for future researchers.
Purpose
By taking the theory of entrepreneurial legacy as the baseline, this study explores the various aspects of succession planning in indigenous family businesses especially the role of female family members in succession and conflicts in family businesses.
Design/methodology/approach
The study is qualitative in nature and adopts narrative inquiry to explore the aspects of succession planning. In doing so, the study utilizes an in-depth interviewing technique with nine participants who run their family-owned firms which are mostly in their second or third generation for analysis.
Findings
The findings are concurrent with the literature that indicates a lack of strategic succession planning although ordinary or natural succession does occur in some firms. The study also reports a lack of consideration for female members in succession, daughters in particular, for traditional family firms (FFs) in contrast to entrepreneurial FFs.
Research limitations/implications
The study has many implications for family-owned firms in Pakistan as they need to align their family business with the theory of entrepreneurial legacy and its three strategic activities in order to ensure the longevity of their business.
Originality/value
Exploring how succession planning takes place in family indigenous family businesses and what is the role of female family members in succession and conflicts in family businesses are original contributions of this study.
With people living longer, increasing demographic and societal changes, family businesses in different parts of the world are exposed to new challenges that make traditional methods of succession and governance no longer appropriate. Looking at the demographic cohorts of global family business leaders helps shed light on differences in generational outlook and how family businesses are dealing with the challenges associated with succession and governance in the modern era. Overseeing, understanding and managing such challenges within the family and firm structure and culture is critical to the sustainability of
the global family business model. This report, based on the STEP (Successful Transgenerational Entrepreneurship Practices) 2019 Global Family Business Survey, addresses the above-mentioned challenge by answering the following questions:
How do changing demographics impact family business succession and governance? Do CEOs belonging to younger demographic cohorts, such as Millennials, have different managerial and leadership styles? How are family business leaders planning personal retirement plans and company succession plans? What are the differences across cultures?
With over 1,800+ family business leaders from all over the world sharing their views on changing demographics and how they impact family business governance, succession, entrepreneurial orientation and performance, this report aims to foster debate and analysis on family businesses in different parts of the world. Family business leaders have responded in 18 languages, from 33 countries and across 5 world regions (Europe & Central Asia, North America, Latin America & the Caribbean, Asia & the Pacific, and the Middle East & Africa). The study has been promoted by 48 STEP-affiliate universities from different parts of the world that have made this collective effort a reality thanks to their passion for family business.
All the ingredients for a great story have been collected. We wish you all the best in discovering more.
Andrea Calabrò
STEP Global Academic Director
IPAG Family Business Institute
IPAG Business School
October, 2019
Nice, France
The aim of the present paper is to reconcile a philosophical reflection on the role of the family as a communitarian entity in the business environment based on the individualistic principle and practical research aimed at identifying young people’s attitudes towards their involvement in family business. Respondents of the research were students of the final years of secondary schools, tertiary professional schools and vocational schools in the Liberec Region. The family is treated from the ethical point of view as well as in terms of political and economic philosophy as a suitable environment to shape economic attitudes in young people that are not restricted to a merely ‘economist’ form of rationality and as able to play an important part in a properly working state economy. The practical research shows that a young person’s intention to work in the family business depends on whether they are involved in it already during their studies.
As part of the current strategy, the SGCP has been reviewing its standards. Considered as fundamental to this journey, we have also taken the opportunity to revisit the nature of coaching psychology. What is ‘coaching’? How does it differ from ‘coaching psychology’? In this paper we aim to provide a short review of definitions and offer thoughts on a new definition for coaching psychology.
Limited research attention has been paid to influences on executive coaching effectiveness. This study explores whether a relationship exists between the Five Factor Model of personality and coachee perceptions of effectiveness of executive coaching. Thirty coachees completed a cross sectional survey measuring personality using scales from the International Personality Item Pool (Goldberg, 1999). There was a significant positive relationship between extraversion and perceived coaching effectiveness. The findings have implications for organisations when considering whether their employees are suited to the development interventions on offer and whether the intervention will subsequently provide a good return on investment. Our study also contributes to the emerging literature on antecedents of coaching effectiveness by examining core aspects of individual differences.
Family business is a critical component of most economies worldwide as a majority of businesses are either owned or managed by family members. The transfer of ownership across generations that will occur over the next 10 years is critical to the survival of hundreds of thousands of businesses and tens of millions of jobs around the world. This article reviews relevant literature and postulates a framework for future study based on a qualitative research method using analysis, observation, and interviews. Key findings of the framework are: (1) the family business must be strong and viable, (2) family dynamics must be free from internal drama, and (3) a retirement plan to proactively manage the exit process must be in place. This framework can be used to manage the actions of both incumbent and successors within the generational shift as well as by the professionals who seek to provide services for the transfer of leadership. This article also explores gaps and identifies new streams in the current research that will help guide the exploration of this topic for future researchers.
Keywords: family business; generational ownership changes; transition
Les entreprises familiales sont une composante essentielle de la plupart des économies du monde, car la majorité des entreprises sont détenues ou gérées par des membres de leur famille. Le transfert de propriété entre générations au cours des dix prochaines années est essentiel à la survie de centaines de milliers d'entreprises et de dizaines de millions d'emplois dans le monde. Cet article examine la littérature pertinente et postule un cadre pour des études futures basées sur une méthode de recherche qualitative utilisant l'analyse, l'observation et les entretiens. Les principales conclusions du cadre sont les suivantes: 1) l'entreprise familiale doit être solide et viable; 2) la dynamique familiale doit être exempte de drames internes; 3) un plan de retraite visant à gérer de manière proactive le processus de sortie doit être en place. Ce cadre peut être utilisé pour gérer les actions du titulaire et des successeurs dans le cadre du changement générationnel ainsi que par les professionnels qui cherchent à fournir des services pour le transfert du leadership. Cet article explore également les lacunes et identifie les nouveaux flux dans la recherche actuelle qui aideront à guider l'exploration de ce sujet pour les futurs chercheurs.
Mots-clés: entreprise familiale; transition; changements de propriété générationnelle
This study aims to achieve two major objectives. First, to assess policies and initiatives implemented for the development of small and medium-sized enterprises (SMEs) in Malaysia from the Eighth Malaysia Plan (2001-2005) to the Eleventh Malaysia Plan (2016-2020) as well as the SME Masterplan (2012-2020). Second, to analyze the performances and contributions of SMEs in Malaysia. The study provides a critical analysis of the adequacy of the Eleventh Malaysia Plan for SME development including whether the targeted goals for SMEs towards 2020 can be achieved. A key highlight of the analysis is the redefinition of SMEs which has greatly affected several indicators that are relevant to the measurement of the achievement of targeted goals. The study utilizes content analysis and the notion of embeddedness to examine the contents of published government reports on the topic of SMEs development and their way forward.
For citation: Chin, Yee Whah and Lim Ee Shiang. 2018. Policies and Performance of SMEs in Malaysia. Journal of Southeast Asian Economies, 35(3): 470-487.
This study builds on implementation intention theory to indicate that both business and family governance practices influence the succession planning process in family firms. In addition, this study draws on goal adjustment theory to explore whether the family CEO’s emotions, being his or her inability to let go of the family firm, hamper the governance decisions of the board of directors concerning that succession planning process. Applying a moderated mediation analysis on a sample of 225 family firms, results show that board involvement in the succession process mediates the positive relationship between the use of family governance practices and the level of succession planning. In addition, the family CEO’s inability to let go negatively moderates this mediating relationship which signifies that emotions influence governance outcomes in family firms. © 2018 Springer Science+Business Media, LLC, part of Springer Nature
Students with family business background have three options once it comes to career path decision. This makes the career choice more complex compared to a classical dilemma between seeking an employment and starting a new venture. Based on GUESSS 2013/14 survey conducted in 34 countries with 109 000 participants the influence of personal factors influencing student's career choice in transition countries and countries with developed market economy in Europe was analyzed. By drawing on theory of planned behavior, risk attitudes and family business performance the difference between the two observed groups was investigated. It was found that common denominator of almost fifty years of planned economy in transition countries does influence their career choice intentions especially in terms of personal behavior control, subjective norms and risk attitudes. Findings, based on comparative approach, suggest that environmental context is an important influencing factor which should be considered in further studies of the field.
Purpose
The purpose of this study is to map the intellectual structure of the field of conflict management and the field of family business to the investigation of conflicts in family firms, with the aim of contributing to the further integration of knowledge between the two fields.
Design/methodology/approach
Family conflicts and work–family balance issues also received a lot of attention, yet studies in conflict management still seem to overlook a thorough investigation of conflict in family businesses. Conflict is a major aspect of family businesses, which differs highly from non-family businesses, and offers an important research avenue for conflict management scholars to contribute to the investigation of major characteristics of organisations that constitute a large part of the value created in the world.
Findings
The results of a bibliometric analysis and systematic literature review show that studies concerning conflict in family business aggregate around three clusters: organisational conflicts; firm growth and conflicts; and family control, performance and conflicts. An interpretative framework is also developed to interpret how antecedents, conflicts and growth dynamics in family business influence performances. Findings show how family conflicts and work–family balance issues received a lot of attention, yet studies in conflict management still seem to miss a thorough investigation of conflict in family businesses.
Originality/value
This paper contributes to the field of conflict management and family business by providing a systematic analysis of knowledge and family firms. This paper can be a starting point for researchers interested in understanding how conflicts affect family businesses.
This paper focuses on family businesses’ opinions and perspectives concerning soft issues raised by the succession process and their willingness to involve an external advisor. An empirical research study based on multiple case studies was carried out. Through 25 direct interviews with the incumbent and/or successor, 15 Italian family businesses were analysed that have experienced or are going through a succession process and have involved, or have chosen not to involve, external advisors. Results underline that many family businesses are aware of the relevance of soft issues for a successful outcome of succession. However, this awareness does not always turn into a real request for advice. Family businesses often consider succession planning a private affair and prefer not to share it with external subjects. Instead, family businesses that have asked for external advisors have often complained, saying that they are mainly focused on hard issues and forget that managing soft issues is often the real key to effective succession.
Succession in family firms is one of the most important challenges that these organisations face given the high mortality that this process produces. We carry out an exploratory analysis of the current situation of succession in family firms in Spain. In the literature, three main factors for conducting a successful succession process are identified. These factors are the planning of the succession process, the selection of the successor, and the training and experience of the successor. On the basis of the arguments proposed by the literature, we develop propositions that shed light on the current situation of the succession process of family firms. Even if previous studies determined that planning the process is essential for their survivability, we found that only a small number of family firms have developed a succession plan. In contrast, when choosing a successor, scholars agree with the assertion that family members must reach a consensus when deciding on a successor and that the preferred candidate must be another family member. Training and experience are also perceived as important determinants, especially educational level and experience obtained within the family firm.
Evaluation research has struggled to keep up with the popularity of coaching, as measures of its effectiveness are challenging to standardize, particularly when coaching executives. Similar to interpersonally based interventions in other fields such as counseling and psychotherapy, coaching takes the form of a fluid, humanistic process, whereas coaching-evaluation standards strive to be consistent with a standardized, scientifically based method. This study describes our experience in facing these program-evaluation challenges while conducting a randomized, quasi-experimental investigation to explore effects of a developmental coaching intervention provided to senior leaders from different organizations within 1 large integrated health-care system. In the context of these challenges, we propose a conceptually new framework to the field of coaching research based on the assimilation model, an empirically grounded theory that originates within psychotherapy research and describes how people overcome issues they find problematic or challenging, whether in clinical or in broader development and growth contexts. We discuss how this framework—with its associated tool: the Assimilation of Problematic Experiences Scale (APES)—offers working solutions to the common and vexing problems faced by research into executive-coaching outcomes, and how it can specifically inform evaluation-planning strategy within studies of coaching effectiveness.
Introduction Seek First to Understand Sounds Simple: So Coaching Should be Easy to Evaluate? Reviewing the Efficacy of Coaching is Complex, and the Literature is Disjointed Outcome Studies Two Key Case Studies Within-subject Outcome Research Between-subject and Randomized Controlled Studies Longitudinal Studies: Is Coaching Effective Over Time? Gauging Efficacy Through Measuring Outcomes of Coaching Executive Coaching Efficacy Measures Workplace and Personal Coaching Measures Using Validated Measures to Assess Efficacy: Mental Health and Goal Attainment Is Return on Investment a Reliable Measure of Coaching Efficacy? Do We Yet Have an Evidence Base for the Efficacy of Coaching? Inclusivity in Establishing Efficacy Conclusion References
Purpose
– The purpose of this paper is to investigate factors impacting successful coaching of expatriates.
Design/methodology/approach
– Data were gathered from 25 semi-structured interviews of coached expatriates, coaches and HR professionals. Interpretative Phenomenological Analysis was used to analyze and interpret the data.
Findings
– Altogether, 16 factors impacting expatriate coaching success were identified. They were categorized with respect to the four-quadrant framework of Wilber. The findings suggest, for example, that coaching success is impacted by: from the coach and coachee as individuals perspective, international experience of the coach; from the coaching relationship perspective, coaching language and managerial leadership style; from the behaviors, processes, models and techniques perspective, a clear contract with objectives and evaluation, and challenging behavior of the coach; and from the systems perspective, organizational support.
Practical implications
– Coaching processes, tools and techniques should be adapted to the needs and situation of the assignee. It would be beneficial if organizations ensured that their coaches are internationally experienced and that their managerial leadership style supports coaching. Coaching should be clearly defined and contracted with goals and evaluation. Coaching tools and techniques suitable for international coaching should be added to coach-training programs.
Originality/value
– Given the paucity of expatriate coaching research, and the fact that expatriation continues to be a key component of the international management field, this paper contributes to coaching and expatriate research by identifying factors that give expatriate coaching success and by analyzing and presenting them using Wilber’s systemic four-quadrant framework.
Corporate governance is an increasingly provocative topic, evident in ongoing debates between proponents of control versus collaborative approaches. We accommodate these contrasting approaches within a paradox framework, using agency and stewardship theories to elaborate the underlying tensions and to emphasize the value of monitoring, as well as empowerment. Building from these tensions, we examine reinforcing cycles that foster strategic persistence and organizational decline. We conclude by discussing means of managing control and collaboration, highlighting the implications for corporate governance.
Purpose
– The purpose of this paper is to investigate how the family business literature has evolved, and to examine the factors influencing family-owned and managed businesses. The paper discusses important patterns in the present literature and new directions for future study.
Design/methodology/approach
– The research identifies key research topics and methodical approaches to understand family businesses. Insights into the reasoning behind the historic changes and the current direction and trends of the family business literature are also identified.
Findings
– The findings of this research argues that the main cause of the challenges in running a family business stem from the management of the interrelationship between family concerns and business concerns. Strong leadership and building a culture that accepts continuous change are key success factors.
Research limitations/implications
– Due to the specific nature of the family business dynamics and decision-making conflict, which can hardly be captured by quantitative studies alone, a promotion of qualitative studies is advisable.
Practical implications
– This study suggests that understanding the culture surrounding decision making in family business has great value. Characteristics such as aggressiveness, fearlessness and competition are key areas for investigation.
Social implications
– Overlooking the potential of non-family members for family business leadership can produce sub-optimal choices of successors. Further, the aspiration to change society’s and government’s view of family businesses warrants attention.
Originality/value
– This review of previous research offers researchers a broader and comprehensive view of the family business, which is inclusive of the challenges, decision making and solutions within the family business structure. Researchers, educators and practitioners will benefit from this paper.
Purpose
The current study explores the necessary leadership skills required for leadership succession in family businesses as well as best development activities for each skill. The current study provides suggestions for best practices in developing and utilizing peer groups as a leadership development method.
Design/methodology/approach
A needs assessment was conducted by surveying 150 family-business leaders. Leaders were asked, “What are your most pressing leadership development needs for your organization as you move toward succession? A follow-up question was then asked: “For each of these skills, what method would best help develop this skill for family business leaders?” The responses were content analyzed, placed into themes, and rank ordered.
Findings
High agreement amongst business leaders was found as eight leadership skills were cited by high percentages of family-business leaders. Leaders overwhelmingly reported peer developmental activities as being the best method for developing these skills.
Originality/value
Succession planning in family-businesses is critical as many family business fail to make it past the first or second generation. However, little research explores what specific leadership skills are necessary for optimal succession. As well, many leaders in public organizations seek individual methods of development, such as executive coaching, whereas family business leaders seek group activities to learn with/through their peers.
Following a generational change, the latter generation is seen to apply different innovation strategies to thrive in a competitive environment. This scenario could impact the transformation of tacit knowledge. To gain better understanding in of this scenario, it is vital to examine the effect on management, marketing, and manufacturing techniques (3Ms), derived from American business historian, Alfred Chandler. The Chandlerian perspective has shown conclusively that by focusing on strategy and structure, a small yet established enterprises in Malaysia, London Biscuit Berhad (LBB) was able to capture a larger market. This case study analytically and empirically describes the insights surrounding enterprise development among family small and medium enterprises (SMEs) in Malaysia. By using the longitudinal way to compare the development of family business through time, the historical profiles that was obtained from Malaysia’s companies commission house (SSM) shows how organizational characteristic is often formulated by capitalizing tacit knowledge as a controlled input in the production process while promoting organization capabilities, as generations change. Secondly, findings from the interviews will show how the latter generation of this family firm innovates and adds value in product manufacturing by upgrading its quality, utilizing resources, and revitalizing the stages of business cycle.
Findings show that enterprise development is influenced by objective setting during generational change. As time goes by, the next generations have a tendency of minimizing risk and maintaining harmony in the family enterprise. The next generation starts to recruit and retain professional staff while contributing innovative ideas towards the enterprise development, in comparison to the founding generation. The findings also show that diversification activities (manufacturing), improvement in domestic and international networking (marketing) and professional management adoption (management) can clearly be seen in the development of London Biscuit Berhad.
Purpose
This research study focusses on the succession challenges in small-medium outboard marine businesses of Malaysian Chinese family ownership. The founder-owners face challenges in convincing the next-generation members to establish their careers within the family business and to ensure successions are in place to safeguard the family's wealth. A gap exists in the research literatures concerning such family business owners; and their experiences would provide valuable information to other Malaysian Chinese family businesses planning to start the succession journey.
Design/methodology/approach
An exploratory case study methodology to research five Malaysian Chinese family businesses cases in Klang Valley, Selangor, Malaysia, is used in this study. The primary qualitative data were obtained through in-depth, semi-structured interviews and observations. The research data lead to the identification of the following themes: generational change affects the survival of small-medium Malaysian Chinese family-owned businesses; the founder-owners' intention and desire for business to pass to the next generation give rise to the imperative of succession; the founder-owners' motive and goals, family context and the business nature would determine a large part to how the succession plans are carried out and the upbringing, expectation and obligations would determine how the next generations of children would view the prospect of taking over the family business. From this, a succession model that detailed an inclusive approach to succession planning process between the two generations is established.
Research limitations/implications
A small purposive sample is included, and it is recommended that a larger and more diverse sample be collected in future studies. This study follows a nuclear family structure of parents and children. If more Chinese family businesses are selected based on a wider set of family members such as uncles and cousins, the findings may differ.
Social implications
This research study could also facilitate other Malaysian family businesses to rethink and refocus on the importance of undertaking an inclusive approach to succession planning and also help potential next-generation successors in understanding and working towards attaining the qualities that family firms look for in future leaders.
Originality/value
The researcher summarizes the study findings into a management succession model. An inclusive succession approach is needed to overcome these challenges and would enable sustainability, continuity and longevity of the family business. This would help the family business to understand that succession is not a single event but a process that needs to be planned together with the next-generation family members over a certain period of time.
Increasing life expectancy and family farm business succession are affecting rural societies and economies in Brazil. There were hypothesized to be a large number of factors influencing family farm business succession, and the hypothesized factors were quantified based on survey results from 213 owners and 176 potential successors of family farm businesses in Rio Grande do Sul State (Brazil). The concept of successor identification was indicated by Bernoulli/binary responses to whether or not potential successors wished to remain of the family farm and whether or not the successor was identified was indicated by responses on a five-point Likert scale. The data was modeled using proportional odds logistic regression and generalized linear modeling and results from non-Bayesian and semi-Bayesian methods were compared. Encouraging the potential successor to stay and taking active steps to pass on the farm were positively associated with successor identification. The potential successors were discouraged to succeed their parents in the family farm business by preferences for urban conveniences over rural challenges and these preferences were associated with a lack of succession planning.
Socioemotional wealth (SEW) is an important point of reference for decision-making in family firms. This study shows that the SEW dimension of renewing family bonds through dynastic succession is positively related to the level of succession planning in a family firm. However, the link between the intention for transgenerational succession and the existence of such planned processes does not appear to be as straightforward as predicted. Therefore, by drawing on relational systems theory, we argue that high-quality relationships will positively moderate the expected positive effect of the intention for transgenerational succession on the level of succession planning in a family firm. Our results partly confirm this argument.
The history and sociology of faculty career transitions to academic deanships is an intriguing phenomenon, given that the skill sets of accomplished scholars vary immensely from the duties and responsibilities of academic deans. On top of that, today’s academic deans continue to face particularly challenging leadership dilemmas. This exploratory, qualitative study sought to learn if executive coaching is an effective strategy to swiftly and ably prepare deans for the unique requirements of the position, as well as to equip them with and/or improve transformational leadership skills. Results were favourable towards coaching and showed associations in transformational leadership to be strongest in the component of intellectual stimulation. Deans also described improvements in empathetic behaviour, self-awareness and self-care – outcomes that suggest deans received value on a personal level and not just professionally. As perceived by the deans, coaches achieved these outcomes by the superior quality of their listening skills, their ability to offer useful perspectives, and by building trust. The information provided in this study might challenge institutions of higher education to consider executive coaching as a way to eliminate blind spots and address personal and organisational challenges that academic deans and other senior-level administrators encounter.
The concept of socioemotional wealth (SEW) seeks to present an independent paradigmatic basis for family-firm research, and in doing so aims to establish a sound basis for the scientific legitimacy of family-firm research. Establishing that legitimacy requires scholars to demonstrate that SEW is based on coherent assumptions on several theoretical levels. This paper uses the problematization methodology to challenge the coherence of the theoretical assumptions underpinning SEW and to advance theory development. The results of this problematization show that SEW is built on a theoretical level close to the object of research (in-house assumptions), but that more deeply-rooted theoretical levels (e.g. paradigmatic assumptions) are not sufficiently elaborated. Moreover, the original conceptualization is based on a positivist-mechanistic view, which hinders SEW reflecting the complex reality of family firms. Based on the results of this problematization, new systems theory is applied to reframe SEW’s theoretical grounding. Thereby the main contribution of the paper is a critical reflection on the theoretical underpinnings of SEW (in particular root-metaphor and paradigmatic assumptions), serving as the basis for advancing a coherent theoretical understanding of this important concept in family business research.
Purpose
This paper aims to identify the opportunities for them to manage this type of company within the Indonesian context.
Design/methodology/approach
This paper features descriptive multi-case analyses with a qualitative approach being used to gather and analyze data through in-depth interviews with several Indonesian family business owners having experience of succession.
Findings
The participation of women in family business management in several major Indonesian cities is quite extensive, especially for those who are highly educated. Similarly, the benefits of involving women in the management of family businesses are quite high because of their personal traits of patience, fastidiousness, tenacity and thriftiness. What is required is to provide wider access for Indonesian women to corporate management positions, broaden their participation in family businesses, secure a controlling role for women, and increase women’s knowledge and skills so as to increase the benefit to family company management and its ability to face global competition.
Originality/value
A conceptual framework demonstrating the various stages of succession planning related to gender equality, which provide women with an opportunity to form the next generation of family business leaders is provided.
This study examines the business alliance practices of Tourism Small and Medium Enterprises (TSMEs) in Malaysia. TSMEs play a crucial role in sustaining economic growth and development in Malaysia. The study explores the business alliance activities of TSMEs to determine the similarities and differences of TSMEs across Malaysia. The study finds that overall TSMEs practices formal business planning in their business operations with main alliance activity is information sharing followed by knowledge sharing. Some policy implications to assist TSMEs to implement and improve the practices are suggested.
Purpose
The purpose of this study is to analyze the contribution of the paper by Martin and Gomez-Mejia and propose complementary approaches and ways to test their hypotheses.
Design/methodology/approach
This study compares different theoretical approaches that complement socioemotional wealth to explain manager’s decisions and firm performance.
Findings
The authors of this study argue that progress could be achieved by combining Martin and Gomez-Mejia’s propositions with elements of existing organizational theories that are grounded on economics such as the resource-based view, transactional cost and property rights.
Originality/value
This study provides a new perspective of the work of Martin and Gomez-Mejia published in this issue.
This paper explores five theories that inform the academics and practice of organizational consulting and executive coaching: multi-dimensional executive coaching, adult transformational learning, emotional intelligence, cognitive behavior theory, and positive psychology. I discuss themes within these theories including the use of self as a tool to understand organizational environments, examination of the individual through the lens of systemic forces, establishment of positive perspectives, and the importance of qualifying and quantifying coaching outcomes. I argue that by using these theories and themes as intervention frameworks and processes, consulting and coaching models and practices can be flexible, grounded in construct, and organizationally integrated in terms of the client and the coach.
For a Chinese immigrant in South-East Asia to make good is not unique, but what is unique in Tan Kah-kee's case is his enormous contribution to employment and economic development in Singapore and Malaya. He was the only Chinese in history to have single-handedly founded a private university in Amoy and financially maintained it for sixteen years. He was the only Hua-ch'iao of his generation to have led the Chinese in South-East Asia to help China to resist the Japanese invasion in a concerted and coordinated manner. Moreover, he was the only Hua-ch'iao leader to have played both Singapore and China politics and affairs in close quarters, rubbing shoulders with British governors, Chinese officials and commanders. Finally, it is important to point out that Tan Kah-kee was the only Hua-ch'iao in his times to have combined his Pang, community and political power and influences for the advancement of community, regional and national goals. This is an in-depth study of not just Tan Kah-kee per se but also the making of a legend through his deeds, self-sacrifices, fortitude and foresight. This revised edition sheds new light on his political agonies in Mao's China over campaigns against capitalists and intellectuals. Moreover, it analyses more comprehensively the varied legacies of Tan Kah-kee, including his successors, the style of his non-partisan political leadership, his educational strategy for nation-building, social change and “the Spirit of Tan Kah-kee”, currently in vogue in his home province, Fukien. © 2014 by World Scientific Publishing Co. Pte. Ltd. All rights reserved.
Predicted shortages of chief executives combined with growing economic and social significance of the nonprofit sector in an increasingly complex operating environment highlight the need for executive succession planning. Accordingly, our research explores factors that may influence executive succession planning in nonprofit and cooperative forms of organizations. Survey data (N = 242) were analyzed using multiple regression analysis. Results suggest both barriers to and substitutes for executive succession planning that help explain the apparent dearth of succession planning efforts in these organizations. A penchant for continuity was found to be a barrier to such planning, while elements of governance quality and internal development were found to substitute for executive succession planning.
Family business studies are becoming more pervasive in Malaysia, and several studies have focused on factors that shape family-owned business performance levels. Succession planning issues, and specifically the succession issues and experiences of second or third generation family business owners (2GO/3GO), have not yet been explored at length. This study aims to revisit various factors that shape family firm performance by examining succession issues and transition experiences encountered by successors. Data were drawn from self-administered surveys completed by 55 2GOs and 3GOs. Descriptive, correlation and regression analyses were conducted to interpret our findings. The findings show that management styles, relationships between family members, values and beliefs and successor training significantly influence family business performance levels. The relationship between antecedents and business performance is found to be partly mediated by succession issues and fully mediated by sucession experience. Both theoretical and practical implications and avenues for future research are discussed © Asian Academy of Management and Penerbit Universiti Sains Malaysia, 2015.
The paper outlines the activities of the Dunedin City Council’s Economic Development Unit to help local business owners to plan for their business exit – the Beyond Business programme (now in its fourth year of operation). There are two key parts to this research. The first part of the study involved a large survey of business owners to determine whether they perceived there were barriers to succession planning and, if so, what types of assistance they would find useful. Key findings showed that the state of the economy and confidentiality issues were the main barriers to succession planning. Following the survey, an independent succession planning advisor was appointed. The second source of data is the analysis of the first year of the clients’ data, and indicates procrastination is rife amongst business owners wanting to exit their businesses. The paper offers a number of implications for both business owners and Economic Development policy makers.
Purpose
– The purpose of this paper is to provide a classified list of the factors that are most influential in the success of an executive coaching process, arranged in order of importance.
Design/methodology/approach
– Selection of factors from an exhaustive literature review, and development of a qualitative investigation, applying a Focus Group, a Nominal Group technique, and the Delphi method to a group of experts comprising coaches, coachees, and human resources managers, in order to complete and assess the factors selected.
Findings
– The most outstanding factors needed in executive coaching are confidentiality, trust, and empathy between coach and coachee; the coach’s ability to generate trust, and her/his competence in communication skills, vocation and commitment; the coachee’s need, motivation, responsibility for his/her own development and commitment to the process; and a guarantee from the organization of the confidentiality of that process.
Practical implications
– This research furnishes a quantitative criterion for the evaluation and ranking of the determining factors in coaching success, which facilitates a justified selection of factors, both for research and professional purposes.
Social implications
– This study makes it possible to better channel the allocation of resources and gearing of business decisions for the implementation of coaching programs.
Originality/value
– This paper provides a systematic review of the empirically based literature dealing with the main success factors in the effective application of executive coaching, and contributes new factors derived from the knowledge of professional experts, along with a classified and ranked list of those factors, assessed in terms of their relevance to the satisfactory outcome of a coaching process.
The behavioral agency model suggests that to preserve socioemotional wealth, lossaverse family firms usually invest less in R&D than nonfamily firms. However, behavioral agency model predictions are inconsistent with the well-accepted premise that family firms have a long-term investment orientation. We reconcile these seemingly incompatible predictions by adding insights from the myopic loss aversion framework, which deals with the impact of decision-making time horizons. The combination of these two prospect theory derivatives led us to hypothesize that family firms usually invest less in R&D than nonfamily firms but the variability of their investments will be greater owing to differences in the compatibility of long- and short-term family goals with the economic goals of a firm. However, when performance is below aspiration levels, we theorize that family goals and economic goals tend to converge. In this situation, the R&D investments of family firms are expected to increase and the variability of those investments decrease, relative to nonfamily firms. Analysis of 964 publicly held family and nonfamily firms from the Standard & Poor's 1500 between 1998 and 2007 support our hypotheses, confirming a need to take the heterogeneity of family firms more fully into account.