Alan Creedy Contributors Funeral Industry News

10 Barriers To Succession Planning In the Funeral Business — Part 1 of 3

February 12, 2014
Alan Creedy

In addition to the weekly Creedy Commentary, I frequently contribute to industry trade journals and speak at trade conventions. Among my affiliations outside the DeathCare industry are The Center For Creative Leadership, The Performance Institute and Human Synergistics. I believe in giving back and so was recently honored to serve as Chairman of the Funeral Service Foundation.

10 Barriers To Succession Planning In the Funeral Business — Part 1 of 3

Article by: Alan Creedy, Creedy Commentary

Speaker and family business expert John Davis made this comment as he addressed the St. Thomas Center For Family Enterprise:

“When I introduce the concept of making the B.O.S.S.successful all heads turn towards the father. I announce to the father he has just been demoted, and that the real boss around here is four constituencies that make up the acronym. The Bstands for Business and what the Business needs to be successful. The O stands for the Other. The first S is ‘what do I want for my Self?’ The final S stands for the Stakeholders, which generally includes the family, employees, customers and vendors.”

Mr. Davis outlines 10 barriers to succession planning which I have modified to represent the more common among funeral homes and cemeteries.

#10 Unwillingness to express themselves and be vulnerable

A result of poor and ineffective communication, an unwillingness to be vulnerable and be open, even if it subjects one to criticism. is a key cause of misunderstandings and resentment. Often this ineffectiveness has been so frustrating that people give up and aren’t willing to be open any more. A major stumbling block.

“That is exactly what happens in a family business,” says Davis. “Family members have expectations of each other about what they want in an emotional sense. They are reluctant to express it and no one offers it, so they think they aren’t worthy.”

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