top of page
Family Business Succession Planning & Executive Search Blog
Working for a Family Is a Distinct Mission. That’s Why We Built the Stranberg Talent Network.
Family businesses account for more than 75% of the American GDP. They're not a niche. They're not small. They're the foundation of our economy — and they've largely been underserved when it comes to finding the right executive talent. The Stranberg Talent Network was built to change that.
Apr 7
Search
Case Study: How American Pan Successfully Transitioned from Decades of Institutional Knowledge to Professional Operations Leadership
When the leader of American Pan, a key division of Bundy Baking Solutions, neared retirement with no clear successor, the owners assessed their options and determined that an external search would best support the company’s long-term growth.
People First and AI: Our Commitment to Use Technology to Strengthen Human Connection in Family Business Succession
At Stranberg, we're considering an internal question that guides every decision we make about technology implementation: How do we use artificial intelligence to foster genuine human connection? This is the reality we're navigating: artificial intelligence offers tremendous capabilities to enhance how we work, but it simultaneously threatens the people-first foundation of what makes our work meaningful.
Family Business Leadership Succession and the “Die at my Desk” Rule
If the phrase "I plan to die at my desk' is uttered by a family business leader, you need to stop and pay attention, because you've just stumbled upon a key risk we call the 'Die at my desk' rule. At the top of an org chart is a single accountable person who keeps an office, and in that office is a desk.
If the incumbent leader plans to die at that desk, you have a succession planning problem that has the potential to thwart even the best of plans.
bottom of page