An opinion piece by Frans Haarmans, Managing Partner at SDH, AGILIUM WORLDWIDE’s member firm in the Netherlands.

Family businesses are the foundation of our economy. They think in terms of generations instead of quarters, they have deep connections with their employees and their environment, and they create sustainable growth with long-term policies.
 
It is exactly these strengths though - loyalty, continuity and culture – that make the decisions about succession or filling key positions very complicated. Because how do you sustainably combine innovation with maintaining your identity? How does the hiring team determine who is suitable for a crucial role, without underlying tensions clouding the conversation? How do you find someone who not only has the right experience, but is also a perfect fit the family's character, culture and dreams for the future?

Frans Haarmans

My colleagues Gert Blaauw and Anja Spaans and I experience on a daily basis just how valuable it is to make room for reflection at such moments. In a recent succession process, we supported and guided a family that couldn't decide between filling the positions from within or by attracting external expertise. In structured and open dialogues that were explicit about expectations, it became clear that both strategies were necessary: a strong internal successor, complemented by an external CFO, who could contribute with the power to change and the peace of mind. Not a standard solution, but a sustainable choice. 

An executive search process is more than just finding a candidate. Together we explore specific factors: what values does the family want to preserve, where is innovation needed, what does 'fitting the culture' mean in practice? These questions are central to the process. For example, at another company we translated vague concerns about future cooperation into a clear profile, in which leadership, sensitivity and team orientation all came together. The result was support for the family and peace within the organization.
 
A careful and comprehensive search process brings clarity, structure and space. It helps boundlessly because it results in specific wishes being organized, implicit expectations being clearly defined, and the direction of the process being determined. It requires involvement, commitment, and an independent view from the outside.
 
We help family businesses find leaders who look beyond their own CVs. We help to fill key positions such as CEOs and CFOs where trust, true connection and clear visions are essential. By digging deep into the unique dynamics of the company, we sharpen the profile and steer the conversation about succession with an ear for every voice at the table.
 
The strength of family businesses lies in their continuity. That is precisely why succession planning and policies deserve the time and attention they demand. And sometimes they also require a sounding board that facilitates discussion of difficult topics and the refining of new perspectives, without detracting from what has already been established.