Family Business Leadership

Stay at home motherhood is a modern, Protestant construct, not the traditional Catholic ideal we’ve made it out to be. Part 1 Historically, families worked together. Life was physical, labor-intensive, and centered around the home and the land. Without appliances or automation, everyone worked hard every single day. The toughest physical conditions were generally outside, making those tasks a better fit for the physically stronger spouse: the man. But let’s not romanticize what was happening inside the home either. Mothers slaughtered animals, preserved food and fed their families every meal from scratch, scrubbed linens, raised children, cleaned, managed the household, and ran parts of the family business. Women did all of this in the ebbs and flows of the intermittent incapacitation of birth and nursing, often 8-12 times or more. A mother's work was less physical in that it could be managed somewhat during those "down" times, but that continuity was only possible because of her intellectual management skills. She had to plan, delegate and manage others to fill in when she physically couldn't. If she had to cut corners to survive, they had to be the right corners so the family & business didn’t fall apart. After giving birth, while still nursing a young baby, she would work, often with the young baby on her back. And when it was harvest time, every man, woman and child was outside dawn til dusk to gather every last usable piece of the harvest for the survival of the family. For many centuries, the world operated in this way. It was a physical labor economy, in that the majority of value was created from labor, and families worked hard together just to survive. When the families left the farms and went to the cities during the industrial revolution, it was the husbands who continued the most physical wage jobs, while the wives sought other work as it was necessary for survival. Jobs in textile factories were less physical than the railroad, so naturally, the women did those. At this same time, heavily influenced by our Protestant & Puritan brothers and sisters, the separate spheres doctrine emerged. This is the concept that women belong at home and separate from their husbands, who instead belong in the public life of work, commerce and politics. Prevailing amongst the middle and upper classes, this new separation of the family planted the seeds for familial problems still plaguing us today. It is also from here that our modern construct of “stay at home motherhood” and the moral weight we Catholics have assigned to it came. The truth is, familial separation and women not working was never a central tenet of Catholic tradition, yet today it is pervasive as the moral high ground in "good Catholic circles." This cultural import has deep implications for how we view family, work, and vocation today, and it's particularly detrimental to the Catholic economy, since we no longer live and work in a labor economy. More on that in Part 2.

I am (not) your mother, Luke.   Or your sister. Or girlfriend. Or your wife.   I am your boss.   And yet, as a female leader, I often found that my team members unconsciously placed me in a caregiving role. Which triggered in me a need to nurture them, which undermined my authority, and was no good for any of us.   I’m not alone in this. Many of the women leaders I work with in my role as mentor say the same thing. That when they have to make tough decisions, they get reactions that their male equivalents simply don’t have to face.   👩👦 The ‘mother’ role. You’re expected to be nurturing, to provide emotional support and protection. And any criticism may be taken as harsh, like being told off by mummy. 👩 The ‘sister’ role: You’re expected to be friendly, collaborative and fun. Assertiveness can be misread as aggression. 👰♀️ The ‘girlfriend / wife’ role: You’re expected to take on emotional labour, be a supportive ear, or even hand conflict in a soothing manner. These roles are a trap for women in business, where they feel that they have to balance warmth with authority, competence with compassion. And it’s exhausting!   The struggle is real ❌ Women may struggle to progress if they don’t conform to caregiving expectations ❌ Feedback from women leaders is more likely to be taken personally, rather than as professional guidance ❌ Women leaders may try to do it all, fulfilling both emotional and professional expectations – leading to burnout   To avoid this trap, women often try to take on what they perceive as a male archetype – becoming cold and harsh. But that’s not the best way forward. The answer is authenticity. How to be just you ✅ Educate your team and yourself about these biases – knowing about them is the first step to avoiding them ✅ Set boundaries – be clear about professional expectations versus personal involvement ✅ Communicate honestly – don’t feel you have to soften your message, be direct and clear ✅ Support other women – advocate for structures that allow women to lead without having to take on caregiving expectations. It’s time women stopped trying to be everything to everyone and focused on being just the very best version of themselves.   What about you? Are you a female leader who finds herself being put in these boxes? Are you a man working with women who expects them to be the caregivers? Let me know! ⬇️

🎯 𝗖𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝗨𝗻𝗱𝗲𝗿𝗖𝘂𝗿𝗿𝗲𝗻𝘁𝘀: 𝗧𝗵𝘂𝗿𝘀𝗱𝗮𝘆’𝘀 𝗦𝗵𝗮𝗿𝗽𝗲𝘀𝘁 𝗦𝗶𝗴𝗻𝗮𝗹 𝘚𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘤 𝘚𝘪𝘨𝘯𝘢𝘭𝘴 𝘧𝘰𝘳 𝘢 𝘕𝘦𝘸 𝘌𝘳𝘢 𝘰𝘧 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱. 🔔 𝗙𝗮𝗺𝗶𝗹𝘆 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗼𝗿 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗼𝗳 𝘁𝗵𝗲 𝗙𝗮𝗺𝗶𝗹𝘆? 𝗢𝗻𝗲 𝗕𝘂𝗶𝗹𝗱𝘀 𝗮 𝗟𝗲𝗴𝗮𝗰𝘆. 𝗧𝗵𝗲 𝗢𝘁𝗵𝗲𝗿 𝗥𝗶𝘀𝗸𝘀 𝗕𝘂𝗿𝗻𝗶𝗻𝗴 𝗜𝘁 Family businesses rarely fail because of market forces. They falter when affection replaces governance, and tradition masks entitlement. The real risk? When legacy becomes a liability. Having worked closely with multigenerational enterprises, I’ve seen success unravel – not due to poor strategy, but blurred boundaries. When business decisions turn personal, conflict often outpaces profit. 🚨 𝗦𝗵𝗮𝗿𝗽 𝗦𝗶𝗴𝗻𝗮𝗹: 𝗜𝗳 𝗜𝘁’𝘀 𝗔𝗹𝗹 𝗶𝗻 𝘁𝗵𝗲 𝗙𝗮𝗺𝗶𝗹𝘆, 𝗪𝗵𝗼’𝘀 𝗛𝗼𝗹𝗱𝗶𝗻𝗴 𝗜𝘁 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗹𝗲? Governance weakens when the boardroom mirrors the living room. Without separation between ownership, management, and emotion, stewardship turns into firefighting. 💎 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗜𝗻𝘀𝗶𝗴𝗵𝘁 ❌ Many lack succession and evaluation frameworks until it's too late. ❌ Founders as single source of truth stall innovation, unintentionally. ❌ Tradition overrides clear communication... hence, transparency fades. There’s a solution: structure both sides of the enterprise. ✅ Family legacy, wealth, values need separate governance. ✅ Aligning family and business governance strengthens both. 📊 𝗟𝗲𝘁 𝘁𝗵𝗲 𝗗𝗮𝘁𝗮 𝗦𝗽𝗲𝗮𝗸 🔹 𝙃𝘽𝙍 – 70% of family businesses fail by Gen 2; only 12% reach Gen 3. 🔹 𝙆𝙋𝙈𝙂 – Only 23% have formal boards with independent directors. 🔹 𝘾𝙖𝙢𝙗𝙧𝙞𝙙𝙜𝙚 – 65% fail due to family conflicts, not business issues. 🔹 𝙀𝙙𝙚𝙡𝙢𝙖𝙣 – Formal governance: 57% trust vs. 31% without. 🔹 𝙎𝙏𝙀𝙋 – 82% of next-gen leaders want professional management. 🪞 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻 If you’re part of – or advising – a family enterprise, ask: ↳ Are we governing the business… the family… or winging both? ↳ Do we have structures that outlast personalities? ↳ Are succession and roles clearly defined? Or quietly assumed? Good governance doesn’t erase heritage. It protects it. Leadership in family enterprises isn’t about control. It’s about continuity, and passing the torch without burning the house down. 𝙂𝙤𝙫𝙚𝙧𝙣 𝙬𝙞𝙨𝙚𝙡𝙮. 𝙎𝙩𝙚𝙬𝙖𝙧𝙙 𝙗𝙤𝙡𝙙𝙡𝙮. 𝙇𝙚𝙜𝙖𝙘𝙮 𝙙𝙚𝙥𝙚𝙣𝙙𝙨 𝙤𝙣 𝙞𝙩. Have you witnessed blurred boundaries in family-led firms? Let’s exchange reflections. #CorporateUnderCurrents #SharpestSignal #Leadership #FamilyBusiness #SuccessionPlanning #LegacyLeadership

Wealth isn’t just lost through bad investments.    Most family wealth is lost because of internal conflict across generations.  It’s not just about money—it’s about power, control, and values.    If you want your wealth to last, you need to manage multigenerational conflict first.  Here’s how to create harmony and protect your legacy. First, recognize that every generation has differing priorities.  Why? Priorities drive decisions, and conflicting priorities drive conflict.  - Older generations often prioritize security and preservation.   - Younger generations may focus on innovation and impact.   - Acknowledge these differences to avoid resentment. Next, create a shared vision for the family’s wealth.  Without a unified purpose, each generation pulls in a different direction.    - Hold family meetings to align on long-term goals.   - Define what wealth means to your family—beyond just money.   - Agree on values that guide financial and life decisions. Then, establish clear roles and responsibilities.  Role confusion creates power struggles that can tear families apart.  - Set up a family governance system with defined leadership roles.   - Rotate responsibilities to give everyone a voice and stake.   - Establish succession plans that are agreed upon by all parties. Finally, implement a conflict resolution process.  Why? Unresolved disputes can escalate, leading to long-term damage.  - Bring in a neutral family mediator when needed.   - Create a forum for open discussion and airing grievances.   - Make conflict resolution a structured, ongoing part of your family dynamic. Multigenerational conflict is inevitable, but with the right tools, it doesn’t have to destroy your family's wealth.  

Isabelle Grégor explores the evolving status and roles of women across different historical periods and regions, showcasing the complexity of female experiences throughout history. Early human societies, often labeled as patriarchal, likely exhibited more balanced gender roles, similar to modern hunter-gatherer communities. The prominence of the Mother Goddess and symbolic female figures, such as the Venus figurines, signifies the important role of women in these early cultures. As urbanization took hold in Mesopotamia, women's roles became more defined within legal frameworks. Although subjected to stringent laws, such as the Code of Hammurabi, women had legal recourse and engaged in various professional fields. In Egypt, women experienced greater autonomy and equality, with the ability to inherit property, choose partners, and even rule as pharaohs. Their societal and legal rights were unparalleled compared to those in other ancient civilizations. Greek women faced considerable restrictions, often seen as inferior and confined to domestic spaces. Misogynistic views were prevalent in their literature and culture, though figures like Sappho provided exceptions. Meanwhile, Roman society, while initially strict in gender hierarchies, evolved to grant women greater public and political influence, with matrons owning property and engaging in business. The Hebrew tradition portrayed women as essential yet subordinate, reflecting societal ambivalence toward female agency. Early Christianity saw women taking on significant roles before institutional constraints diminished their influence. Grégor’s analysis highlights both the progress and setbacks in the fight for gender equality, offering vital insight into contemporary struggles. However, today’s discourse introduces new complexities. The rise of extreme feminist movements has sparked debates over whether such approaches may inadvertently foster divisions rather than promote unity. Striking a balance between advocating for equality and avoiding polarization is crucial. Reflecting on historical lessons, we should strive for a future where gender progress is both inclusive and unifying. #sundaysofhistory #women #history #feminism #genderequality #womensrights Herodote.net @Isabelle Grégor

💼 Wealth Transfer: How UHNI's & Family Offices Can Preserve It Wealth isn't just built it’s curated, nurtured, and most importantly, transferred wisely. For UHNI's & family offices, wealth transfer is no longer just a legal or financial event. It’s a deeply strategic, multi-generational process that can determine whether a legacy thrives or fades. In India, where over 70% of the current UHNI wealth is first-generation, succession & estate planning have become boardroom conversations. 🔍 The Big Shift: From Wealth Creation to Wealth Preservation For the first time in decades, many UHNI families are confronting the reality that the next big challenge isn't earning more it’s keeping what’s already been built. Wealth is vulnerable to: Changing tax laws Family disputes Lack of succession readiness Asset mismanagement Lifestyle inflation Yet, with thoughtful planning, families can build a robust architecture to preserve capital, sustain values, & foster continuity. 🧭 Key Pillars of Smart Wealth Transfer 1. Structured Family Governance Establish a clear family constitution—a document that outlines decision-making processes, roles, and shared values. Think of it as the “operating manual” for the family enterprise. 👉 Why it matters: Families without governance often find themselves in conflict during transition periods. 2. Trust Structures & Estate Planning Creating private family trusts or foundation vehicles ensures wealth is protected from fragmentation or misuse. 👉 Pro tip: Irrevocable trusts can offer asset protection and tax efficiency, while also allowing control over disbursements. 3. SuccessionPlanning, Not Succession Guessing: Identify and groom future leaders early. Whether through family office internships, education programs, or external mentorship, transition must be intentional. 👉 Bonus: Bring in professionals to facilitate difficult conversations neutral third parties can accelerate clarity. 4. Family Office as Custodian of Continuity The role of a professionalized family office is no longer optional. It's the engine room that manages investments, philanthropy, legal structures, & education across generations. 👉 Case in Point: Leading Indian business families have evolved from informal legacy management to robust family offices with CIOs, lawyers, & even historians. 5. Wealth Education for the NextGen Gen-Z heirs often prioritize impact investing, digital assets, and sustainability. Bridging the gap between traditional stewardship & modern aspirations is vital. 👉 Encourage the Next Gen to co-create the family legacy don’t just inherit it. ✨ Legacy Isn’t AboutMoney. It’s About Meaning: Wealth transfer done right is a bridge between legacy & legacy-building. It's not just about passing on assets but values, vision, & responsibility. The smartest family offices are already shifting from wealth managers to legacy architects. Follow ROSHAAN MAHBUBANI for more insights & updates on #investmentstrategies; #BIGIDEAS2025

Becoming a mother changes everything, including the way we lead. Motherhood often introduces a new layer of empathy, resilience, and adaptability , qualities that any successful leader should embody. Yet, these strengths are sometimes undervalued in the workplace. Through my experience coaching women leaders, I’ve seen firsthand how motherhood reshapes their approach to leadership. Here’s why these shifts are not only beneficial but essential in today's workplaces: ✅ Enhanced Empathy: Motherhood deepens our ability to understand and connect with others' emotions. This often translates to a leadership style that is more compassionate, creating a culture of psychological safety where team members feel genuinely supported. ✅ Unmatched Resilience: The challenges of motherhood , from sleepless nights to balancing family and career , build a level of resilience that is invaluable in leadership. Mothers often approach problems with a “find-a-way” mentality, inspiring their teams to persevere through obstacles. ✅ Efficient Multi-prioritization and Time Management: Juggling the needs of children while maintaining professional responsibilities sharpens skills in prioritization and efficiency. This often makes mothers highly effective leaders who maximize productivity without compromising well-being. ✅ Adaptability to Change: Motherhood is a constant exercise in adaptation. This flexibility helps women leaders handle unexpected shifts in business with ease, bringing a mindset that embraces change. Instead of questioning how motherhood might “detract” from a woman’s ability to lead, we should value and celebrate the unique strengths it brings to the table. Have you seen the impact of motherhood on leadership in your own experience? Let’s reframe the narrative , because motherhood makes leaders stronger.

How Becoming a Mom in 2024 Transformed My Leadership at PublishDrive 2024 was a year of immense growth for me—not just as a CEO of PublishDrive but as a new mom to my son, who recently turned one. Balancing parenthood with leading a company wasn’t easy, but it reshaped my leadership style in ways I never anticipated. Here are some lessons I learned this year that made me a better leader: ✨ Prioritize What Truly Matters: Motherhood brought clarity. I became more intentional with my time, focusing on high-impact projects in business and cherishing family moments. 🚁 Stay Focused on Strategy: Parenthood taught me to zoom out and focus on the big picture rather than diving into every detail. This “helicopter view” made me a more strategic leader. 🤝 Trust and Empower My Team: I delegated more than ever, giving more precise directions and timely feedback. The result? A team that thrived with ownership and accountability. 🤖 Leverage AI for Productivity: Baby naps became windows for deep work. AI tools helped me get more done quickly, proving that efficiency is possible even with constraints. 📅 Be Flexible and Agile: From toddler tantrums to unexpected changes, adaptability became second nature. Agility isn’t just a buzzword—it’s a survival skill for parents and leaders alike. 🛠️ Build Relationships Online: With less in-person networking, I deepened connections through LinkedIn and virtual events, proving digital relationships can be just as meaningful. And yes, I even learned to travel with a baby to conferences! It’s a logistical challenge, but nothing compares to showing up for your work and child. This year was about integrating work and motherhood, not just balancing them. I’m grateful for the resilience and perspective this journey has given me in my leadership. To all the working parents out there: You’re not alone. Parenthood doesn’t limit your potential; it transforms it. 💪 What’s the most transformative experience that’s shaped your leadership? Let’s share and grow together! #Leadership #Motherhood #ParentingAndWork #PublishDrive #GrowthMindset

Imagine that! ❤️ In Cherokee culture, women held significant positions and enjoyed certain privileges and responsibilities. Women in Cherokee society were considered equals to men and could earn the title of War Women. They had the right to participate in councils and make decisions alongside men. This equality sometimes led outsiders to make derogatory remarks, such as the accusation of a "petticoat government" by the Irish trader Adair. Clan kinship was matrilineal among the Cherokee, meaning that family lineage and inheritance were traced through the mother's side. Children grew up in their mother's house, and maternal uncles held the role of teaching boys essential skills related to hunting, fishing, and tribal duties. Women owned houses and their furnishings, and marriages were often negotiated. In the event of a divorce, a woman would simply place her spouse's belongings outside the house. Cherokee women had diverse responsibilities, including caring for children, cooking, tanning skins, weaving baskets, and cultivating fields. Men contributed to some household chores but primarily focused on hunting. Cherokee girls learned various skills by observing and participating in their community. They learned story, dancing, and acquired knowledge about their heritage. Women were integral to the Cherokee society, and their roles played a central part in the community's functioning and adaptation to changing circumstances.

"I decided to not try for a Director promotion because I knew my kids would need me." This is what one mom told me when she was sharing why her high trajectory career stalled a few years ago. But here’s what I have consistently noticed: the higher up you are in an organization, the more likely you are to have the flexibility, resources and support to fulfill your career ambitions while enjoying family life. Women in leadership can:  → Flex and propose policies to work for their family situation → Afford reliable childcare solutions → Design their schedule around both work priorities and family needs → Delegate tasks that don't require their specific attention What if we could democratize these advantages? When more women who understand these challenges reach leadership positions, they can create systems that work for all mothers with ambition. But we don’t have to wait for the system to change, we can create solutions now. That’s exactly why we are building Minerva : to provide the kind of support that helps ambitious women stay in the game without sacrificing their families or their futures. Because no one should have to choose between professional growth and being present for their kids. What’s one change that would make work and family life more compatible for you? Let’s reimagine this together.