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Succession

When Christine Galloway joined the Dayton family office of Minneapolis in the early 1990s, the industry was in its infancy. Now, freshly retired, she reflects on her experience working for the family that created one of the US’s largest retail empires, and the strategies she has helped set in place to ensure the family office lasts for generations to come. Jessica Tasman-Jones reports

When Christine Galloway joined the Dayton family office of Minneapolis in the early 1990s, the industry was in its infancy. Now, freshly retired, she reflects on her experience working for the family that created one of the US’s largest retail empires, and the strategies she has helped set in place to ensure the family office lasts for generations to come.

When it comes to handing over the reins to successors, the odds are stacked against family businesses. Around 70% of families fail to properly pass their business or wealth to the next generation. One of the biggest reasons is that half of families lack a succession plan: a process for identifying and nurturing people to become leaders in the business.

Indian family real estate business Lodha Group will be split into two entities to ease succession planning into the second generation – a strategy that is common in India, according to a family business academic based in the country.

More than four-fifths of Asian family businesses do not have a succession plan in place despite the majority expecting to handover to the next generation within five years, new research has revealed.

The Murdoch family likely had a considerable amount of discussion and debate about the succession of brothers James and Lachlan Murdoch to the helm of 21st Century Fox, a US family business expert says, and did well to keep those discussions contained.

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