Succession can expose differences between the formal organisation and the way people actually work, particularly when influence moves through informal digital channels. T

The release of Deloitte Private’s global Family Business Insights Series: Family Business Succession Planning and the Next Generation, 2026 reveals the experience family businesses have with succession planning in today’s environment and the challenges they face in preparing the next-generation for leadership. Based on a survey of 1,587 family businesses with revenues of at least US$100 million across 35 countries and in-depth interviews with 30 senior executives, the researc

Some of the most outwardly confident leaders in family business privately admit to feeling like they are carrying the weight of the company, and the family, almost entirely on their own.

Successful family firms look closely at what actually makes a family business different, and turned those qualities into a genuine source of competitive advantage rather than something to play down.

Research indicates that the gap between planning and action is the single greatest obstacle to sustainable growth. How can leaders identify the early warning signs and overcome this barrier?

Bringing in an external leader is one of the most consequential choices a family business can make

Succession is one of the most written about subjects in family business. It is also one of the most poorly executed. Across generations and geographies, the same patterns repeat: transition plans that stall, timelines that slip, next generation leaders who are technically in post but not truly in charge.

The world is changing faster than most leadership models were built to handle. For family businesses, that creates both a particular pressure and a particular opportunity.

There is something quietly remarkable about a family business that has been trading for a hundred years or more.

Here, we set out the ten issues that are defining the family business agenda in 2026 — and why they matter.

More and more daughters are stepping up, stepping in, and stepping forward to lead the businesses their families have spent generations building.

How a family business manages the sibling dynamic can determine not just whether the working relationship survives, but whether the business itself does.

Letting go is not a sign of weakness or indifference. It is, in fact, one of the most courageous and strategic decisions a family business leader will ever make.

Family businesses are prioritising near-term financial stability over strengthening resilience, as economic pressures continue to drive their strategic focus, finds Hymans Robertson Personal Wealth.

With emotion, legacy, and strategy all intertwined, successful succession requires foresight, structure, and a willingness to confront difficult truths.

As family businesses a balance must be maintained between preserving the family business legacy and allowing individual family members the freedom to pursue their own ambitions.

Robust risk management procedures are therefore not a bureaucratic exercise, but a vital discipline that helps family enterprises survive, grow and pass successfully from one generation to the next.

How leadership alignment turns values into lived culture — and a genuine competitive advantage.

There is a particular weight that comes with inheriting more than a name. For the next generation of family business owners, succession is rarely just a career move—it is a deeply personal crossroads, where legacy, expectation, and identity collide.

AI presents both an opportunity and a risk: adopt it wisely, and it can enhance competitiveness and efficiency; ignore it, and a firm risks being overtaken by more agile, digitally-savvy competitors.