by Jane Flanagan (this article may be downloaded by clicking here)

Key Learnings:

  • Allocating funds for family meetings and training opportunities that foster
    competence, connection and independence is one of the best investments in
    the family’s future that you can make. The health of the family’s relationships and
    connections between branches and across generations is the ultimate predictor
    of continuity.
  • Future family leaders (ages 25 – 40) want practical, actionable training that they
    can put to use in their lives, along with transparency about the senior generation’s
    succession plans and vision for the future.
  • Start early. Exposing the rising gen to the information and skills they need to feel
    ownership of their wealth (not owned by it) and allowing them to learn by doing
    and, at times, failing builds competency and confidence.
  • Honor the rising gen’s varied communication preferences. Create group chats
    and share 2-minute videos and podcasts on subjects that matter to them.
    Invite their input on meeting agendas and offer a mix of 1:1, virtual and rising
    gen-only gatherings.
  • This is hard work, but you’re not alone. Leverage your trusted advisors and the
    terrific resources that your peers have shared in the Appendix on p. 13.

 

HG#10 – Engaging the Rising Gen Research