Family is marked by a patriarchal structure

Father is the decision-maker

Successor spends some learning and journeyman years outside the family business

Official power switch

Conserving and expanding of buildings import

Immaterial values (reliability, continuity, loyalty) prevail

High degree of generativity with the children, emotional interconnectedness and parents serving as role models

The long phase of fading in and out (3) transgenerational relationship based on cooperation and communication, as well as mutual appreciation and recognition

Family serves as a stabilizing element open to deal with the unknown

The succession process is not planned

The unlimited phase of cohabitation

Potential successor undergoes the required training after oscillating between succession and nonsuccession

Symbiotic relationships, double binds, traumata experiences, as well as a lack of negotiation

Little to no innovation and integration of new family members difficult

Open approach to succession

The main objective is to increase the individuals’ room for maneuver / abrupt power switch

Economic independence and survival of the firm are the focus

Lack of knowledge transfer, risk of unexpected social death of predecessor