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Attracting Executive Talent To Your Family Business With Storytelling


The headlines in the War for Talent are dominated by corporate giants and tech startups but family businesses often possess a unique allure. Beyond just their products or services, family firms can frequently craft a compelling story around their heritage, values, and sense of purpose.


Leveraging this narrative through effective storytelling not only enhances the brand but also plays a pivotal role in attracting and recruiting non-family executive talent to the family enterprise.


The Strength Of Family Business Branding

Family businesses embody a distinct identity that sets them apart from their counterparts. Their brand narrative is not merely about profit margins; it's about heritage, resilience, and a commitment to values passed down through generations. This narrative creates a sense of authenticity that resonates with consumers and potential employees alike.


The Power Of Storytelling

Effective storytelling can connect the heritage and values of a family business with the aspirations of non-family executives. By creating narratives that highlight the company's journey, its impact on the community, and its genuine purpose, family businesses can evoke emotions and create a compelling story that stand out in the bland world of corporate job descriptions.


A Force For Good

Family businesses are often deeply ingrained in their communities, acting as pillars of support and engines of local economies. Communicating this aspect of their identity reinforces the notion that working for a family business is not just about having a job but also about making a meaningful difference in people's lives.


Long-Term Vision And Sustainability

One of the key attractions of family businesses for non-family executives is the ability to take a long-term view regarding investments and sustainability initiatives. By emphasizing their commitment to sustainability and responsible business practices, family firms display their dedication to creating a better future, aligning with the values of prospective talent.


Combatting The 'Glass Ceiling' Perception

Non-family executives may perceive family businesses as closed environments with limited opportunities for advancement beyond the family circle. Effective storytelling can dispel this fear by highlighting success stories of non-family executives who have thrived within the organization, highlighting a culture of meritocracy and inclusivity.


Strategies For Effective Storytelling:


  1. Highlight Heritage and Values: Craft narratives that delve into the history of the family business, emphasizing core values that have stood the test of time.

  2. Showcase Community Impact: Share stories of how the company has positively impacted the community, whether through philanthropy, job creation, or environmental initiatives.

  3. Demonstrate Long-Term Vision: Communicate the family business's commitment to sustainability and responsible growth, illustrating how it aligns with the values of prospective talent.

  4. Feature Non-Family Success Stories: Spotlight non-family executives who have risen through the ranks, underscoring opportunities for career advancement based on merit and the firm’s approach to diversity, equality, and inclusion.

  5. Engage Employees in Storytelling: Encourage employees to share their own experiences and stories, fostering a sense of belonging and authenticity within the organisation.


Effective storytelling plays a crucial role in attracting non-family executive talent to family businesses.


By harnessing the power of narrative to convey their heritage, values, and commitment to purpose-driven initiatives and diversity, family firms can overcome perceptions of a 'glass ceiling' and position themselves as dynamic and inclusive environments where non-family talent can thrive.

About the Author - David Twiddle is the founder and Managing Partner of TWYD & Co, an Executive Search and Advisory firm built differently for thriving business families, entrepreneurs and ultra-high net worth individuals, around the world. Find out more at www.twyd.co 

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