10 years of the Family Business Center

Anita Zehrer : The topic of company succession and handover was already very present back then and remains relevant today. This means that it is still important to be able to react flexibly to situations - sometimes unforeseeable ones. Of course, digitalization has once again taken on a much more central role and is developing at an unprecedented speed. Employee orientation has also increased. In today's "war for talent", many industries are suffering from a shortage of skilled workers and, as a result of greater academization, family businesses are often competing with large corporations - especially when it comes to pay. This is precisely why employer attractiveness and regional talent development are extremely important.

Anita Zehrer : When we started the center at the MCI, the topic was still quite new to us. We have established a range of teaching and learning formats, NextGen follow-up coaching sessions and implemented many national and international practical projects. These include speed dating, excursions and practical projects, which have strengthened the exchange between academia and practice and thus between students and companies. Many publications have also been produced. Today, the center serves as a platform for the exchange of experience and as a source of inspiration for the future viability of family businesses.

The FIFU DACHLI conference also took place again last week. At this conference, the German-speaking research centers and institutes for family businesses (FIFU) offered an interdisciplinary and scientific exchange for the community. To mark its 15th anniversary, the focus this year was on projects and research work as well as the discussion of interdisciplinary topics on the future of family businesses.

Anita Zehrer: Family businesses have proven to be particularly resistant to crises and resilient, as they take a long-term perspective and a longer planning horizon. At the same time, family and business are closely linked, which means a high level of identification, loyalty and commitment. As a result, family businesses are often seen as authentic, likeable companies with a long-term sense of responsibility for the region. They secure jobs and build up cross-generational expertise and long-standing relationships with a wide range of stakeholder groups.

The issue of succession will continue to occupy us in the future, as this is a highly emotional and complex process and involves both the personal and the entrepreneurial level. In addition, sustainability aspects must be incorporated into business models without losing sight of competitiveness. This will not make the challenges of the future any less. At the same time, however, digital business models and data-driven process optimization also offer great potential to increase efficiency, especially in the mostly small-scale businesses, or to open up new markets.

Anita Zehrer: Our future aim is to continue supporting students with an entrepreneurial background on their path, because as NextGen, they are the future entrepreneurs. We also want to work together with entrepreneurs on specific problems and challenges through applied research and practical projects. Targeted events are intended to further raise awareness of the importance of family businesses, because family businesses are the backbone of our economy. They ensure stability, create jobs, think long-term and make a decisive contribution to social and economic cohesion through responsibility for employees and regions.