Managing conflicts on the multigenerational wealth journey

CERTAIN disagreements may be considered healthy, perhaps even useful to ensure a robust perspective on various matters. However, when conflicts turn family members to rivals and parties are willing to take extreme measures, conflict becomes a trigger for significant damage.

For family offices that are concerned with preserving multigenerational wealth and managing legacies, unresolved conflicts in a family is a ticking time- bomb that can endanger years of work and a prosperous future for the families involved.

Every family disputes often stem from misunderstandings, conflicting interests or unmet expectations. These disputes can manifest in different ways, from arguments about investing tactics, communication breakdowns, power struggles and the inability to agree on a way forward.

The impact of unresolved disputes is far reaching with extensive effects on the family, its wealth and wellbeing.

First, prolonged disputes can negatively impact the family’s financial strength, leading to decreased profitability, investment losses, and increased operational costs, hindering effective market capitalization and economic challenges. Unresolved disputes can put a strain on family relationships. Disputes significantly impact intra- family relationships, unity, straining bonds, eroding trust, and causing estrangement, resentment, and communication breakdowns, affecting business and personal relationships.

Succession planning can be hindered by disputes over leadership roles, wealth distribution, and wealth distribution, which can jeopardise continuity and smooth transition to the next generation.

In addition, lingering conflicts in a family can expose the wealth generating businesses to legal and regulatory risks, potentially leading to litigation, regulatory investigations, reputational damage, and potential financial penalties.

Multigenerational families in history are no strangers to conflict. An example is the Pritzker family, a prominent American business dynasty that faced conflicts over investment decisions in the early 2000s, with some advocating for conservative wealth preservation and others for aggressive growth strategies and higherrisk investments.

This family was able to resolve their disputes with open communication and the knowledge of financial experts. They organised investing committees with consultants from outside the family to analyse opportunities, weigh risks, and come to well- informed judgements. Through the careful consideration of all viewpoints and extensive investigation, the family managed to resolve disputes and accomplish its investment goals.

Another example is the Rockefeller family. Renowned for their Standard Oil Company wealth, they faced challenges in succession planning in the early 2000s, due to differing opinions on leadership roles, decision- making, and wealth distribution among descendants. The Rockefeller family created several succession plans and governance frameworks in order to resolve their disputes. Family councils and advisory boards were established to improve communication and decision- making. They also put charitable endeavours into action to involve the next generation and establish family values and objectives.

From these examples, we note that the critical focus should not be to avoid conflicts but to manage them actively and deliberately, so they deliver more benefits that losses to the family. Here are proactive approaches to be considered.

Establishing clear governance structures:

Building strong governance frameworks is essential to dispute resolution. Families can resolve conflicts with purpose and clarity by clearly defining decision- making responsibilities and procedures.

Focusing on long- term goals:

In the heat of disputes, it is easy to lose sight of the overarching vision for the family’s wealth and legacy. Maintaining a focus on long- term goals serves as a guiding star for interactions. This means collaboratively defining objectives like preserving capital across multiple generations, ensuring the family business’s continued growth, or enacting impactful philanthropic endeavors. Shared long- term goals act as a powerful unifier; prioritising these goals transcends any individual member’s immediate desires. This commitment to a larger purpose will over time, lead to a mindset shift — one that emphasises sustainability, cooperation, and seeking solutions that protect the family’s shared future rather than fueling shortterm gains that might instigate conflict.

Documenting agreements:

Disputes often arise from misunderstandings about past agreements or informal promises. It is important to formalise decisions in writing – this includes investment strategies, succession plans, distribution of assets, and philanthropic commitments. Written agreements ensure clarity, accountability, and provide a solid reference point for future generations, minimising the potential for misinterpretations that can fuel conflict.

Seeking professional help:

Do not hesitate to seek the advice of unbiased mediators or seasoned family wealth advisors when tensions reach a breaking point. Their knowledge can show the route towards a solution, skilfully and diplomatically sorting out complicated disputes. Mediators provide impartial facilitation in conflict resolution, ensuring everyone has a voice and maintaining a constructive atmosphere. They focus on preserving relationships, exploring creative solutions, and providing a confidential setting for open communication. This approach promotes a safe and supportive environment for family members to air their concerns.

A culture of conflict resolution

To develop a culture of conflict resolution within a family, it’s crucial to prioritise open communication and transparency. Encouraging family members to express their concerns, opinions, and emotions in a respectful manner fosters understanding and empathy. Establishing regular family meetings or forums where everyone has a voice can create a safe space for addressing conflicts constructively.

Moreover, leading by example is paramount; family elders and leaders should demonstrate effective conflict resolution skills and actively listen to all perspectives. By promoting a culture of open communication, families can build trust, reduce misunderstandings, and lay the foundation for resolving conflicts collaboratively. Additionally, investing in conflict resolution training for family members and staff can equip them with the necessary skills and strategies to navigate disputes effectively. Providing resources such as workshops, seminars, or hiring external mediators can offer fresh perspectives and facilitate productive discussions. Implementing clear policies and procedures for addressing conflicts within the family ensures consistency and fairness. Encouraging collaboration and teamwork in finding solutions to conflicts reinforces the idea that resolving disputes is a collective effort.

Family conflicts can harm family relationships and financial stability leaving behind strained relationships and potentially endangering the family business’s long- term survival.

However, conflicts, if well managed, are not insurmountable obstacles but opportunities for growth and unity.