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While the scale and pace of women’s wealth ownership may be growing at unprecedented rates, the culture around wealth and money decisions is deeply embedded in history that includes philanthropy, investment opportunities, and seeing the first self-made female millionaire in 1914. In this four-part series, we take a look at how women and wealth have the potential to transform the economy.

At the start of a family enterprise journey, there is often a patriarch (or matriarch) who was both an entrepreneur and a leader who overcame uncertainty or adversity to create something very special with the potential to last for many generations. For the families seeking to sustain their legacies, there will come a time for the patriarchs to move forward to the next phase of life—preparing for the generational transition. However, it will require a different mindset and form of leadership.

While each family office has its own unique makeup and course to success, there are many recurring themes over the years which, when aggregated, form something of a roadmap which can be used to help guide other families on their own unique journeys—be they new to wealth or several generations deep. Against that backdrop, this eBook brings collective insights and experiences around family enterprise governance structures that will help families manage their family wealth across generations.

How much capital does your family have? Is there enough to secure a stable and happy future for you and your children, or even for your children’s children? When the topic is one of financial capital, these are likely familiar questions to anyone dealing with wealth transfer concerns. But what many families often fail to see is the opportunity to build “relationship capital” through engaging conversations — a more intangible but equally important step to incorporate when you are establishing your family’s wealth planning goals.

While many business owners are struggling to find qualified successors, family members oftentimes oppose proposed sales to outsiders because they think they should have the chance to take over the business. Research from Rothstein Kass suggests that advance planning can minimize family squabbles and ensure smoother business transitions.