In today’s highly competitive, global market, where resources are often limited, many organizations are looking for ways to enhance organizational performance, ways to differentiate themselves from their competitors. With tougher competitive challenges and reduced timeframes to deliver, the organizations that are achieving high-performance are doing so by leveraging their talent – truly its human capital.

The positive aspects of family business are often challenged with more complex relationships than are found in publicly traded organizations. These complexities are deep seated more than the frequently discussed taboo ‘nepotism’. To understand this complicated workplace environment, one may want to look at the various relationships that exist within a family business, and to identify strategies to overcome these challenges.

Effective leadership is about head and heart, mind, and emotion; it’s about cognitive and affective processing; it’s about learning and changing. Effective leaders are self-aware, and this motivates, engages, and empowers others. 

Just like trust, accountability is best practiced when working on self-awareness and self-management, then addressing with others.

It may seem like a daunting task to manage people from afar, let alone supporting people with so many additional stresses. But, as many successful global organizations have found, and some smaller organizations who were flexible in their response to COVID-19 requirements, it does not have to be difficult; just different.

A leader adds to or reduces job stress; the leader-member relationship has been cited by many motivational theorists as a contributing factor to employees’ willingness to act on behalf of the customer.

A leaders’ primary responsibility is to bring a group of individuals together, inspire them to work together in the pursuit of a shared vision so that together they deliver results that meet or exceed expectations.

As one considers the role of both leaders and HR professionals, it can be posited that a core requirement is to create workplace environments in which exceptional performance can be predictable. Relationship building and trust are essential to this climate. And, this climate is created by the employee/employer relationship.

Today, more than ever, leaders are being asked to innovate, find alternatives, reduce costs, improve processes, and challenge the status quo mindset.