Family businesses? They’re not just businesses. They’re emotional rollercoasters strapped to a P&L statement, racing through a minefield of chaos. Sure, they wrestle with the same brutal beasts as every other outfit—cashflow nightmares, tech glitches, supply chain snarls, cybersecurity boogeymen, and the eternal HR headache (good luck finding talent that doesn’t bolt at the first whiff of dysfunction). Add in political curveballs—tax hikes, trade wars, environmental regs—and a creeping dread of AI that’s got owners attention. But that’s just the warm-up act.

What sets family businesses apart? Feelings. Raw, messy, unfiltered emotions—from the dizzying highs of triumph to the gut-punch lows of betrayal. It’s a circus of joy and agony, and I’ve experienced it in my family business and I’ve seen it up close—advising, coaching, and financing for family firms teetering on the edge. Here’s my hit list of 10 gnarly problems I’ve tackled head-on. (Spoiler: there’s more where these came from!)

Family Flunkies Dodging the Axe
Can’t fire Cousin Jimmy, even when he’s a walking disaster? Blame Mom—the matriarch who’d rather hug it out than hand out pink slips. Or maybe the boss is a “Harmony” junkie (Gallup’s term, not mine). Either way, dysfunction festers.
Nepotism on Steroids
Junior gets the corner office before he can spell “ROI,” while non-family grunts grind their teeth. Or worse, the next gen’s forced to stay, half-hearted and hating it. Meritocracy? Ha!
Vision Misalignment
Patriarch says jump; everyone else says, “How high—or why bother?” Work ethic gaps and values clashes turn teams into warring tribes. Alignment? Dream on.
Succession Planning Paralysis
The big kahuna’s “my way or the highway” vibe steamrolls the next gen’s ideas. No plan? No future. I’ve seen this blow up in good times and bad—health crises or harmony be damned.
Relationship Handoff Hell
Founders cling to clients like life rafts, especially in sales. Short-term relief, long-term pain. Transition? They’d rather eat glass.
Father-Son Cage Matches
Dominant dads (think DISC’s “D” or Gallup’s “Command”) lock horns with sons itching to prove themselves. Decisions stall for years. Lawyers and accountants just fan the flames.
Sibling Smackdowns
Power, cash, favoritism—siblings build silos, rally minions, and turn departments into battlegrounds. Patriarchs play ref, but the rift grows. Coaching can tame this beast—sometimes.
Staff vs. Family Smackdown
Blood gets the perks—roles, info, dough—while staff eat crumbs. “Master Rules” workshops can shine a light, but don’t expect hugs all around. Blood’s thicker, period.
Strategic Tunnel Vision
Patriarchs lean on gut and loyal yes-men, shunning outside intel. Works till it doesn’t. Big accounting firms swoop in with fancy plans—but no follow-through. Acceptance? Execution? Good luck.
Peer Group Pity Parties
Roundtables and “Old Boys” clubs start strong, then devolve into whine-fests. Add accountants or advisors, and it’s a circle-jerk of stagnation. Succession? Entrepreneurship? Kiss ’em goodbye.
Here’s the kicker: family businesses thrive on passion, loyalty, and grit—until they don’t. The fix? Open minds (Big 5’s “Openness,” anyone?). Patriarchs, matriarchs, and sulky heirs need to ditch the drama and act like adults (shoutout to Eric Berne’s Transactional Analysis). Embrace AI, outsiders, and fresh ideas—or watch the circus tent collapse. I’ve helped dozens dodge that fate. You can too. Call me.

Jacoline Loewen partners with family businesses to cut through the noise and build lasting legacies.