EFFECTIVE FAMILY OFFICE IS DEVOTED TO IDENTIFYING THE RIGHT THINGS TO DO AND IMPLEMENTING BEST PRACTICES TO DO THEM WELL.
Learn the best practices and industry secrets that will enable your
SFO to become innovative, resilient and successful.
The phrase “if you’ve seen one single family office, you’ve seen one single family office,” is often used as an excuse to retain the status quo at SFOs. With over a decade in the industry working with top family offices around the world, we have witnessed families and their SFOs struggling with the same problems over and over. SFOs struggle in silos with years of trial and error experimentation on everything from investment management to human resources to technology.
Every family office is different, but there are best practices that can be implemented that save SFOs years of costly, on-the-ground learning. Effective Family Office was founded to educate, position and provide resources to families and family office executives that makes this knowledge accessible and actionable.
- Establishing a Vision
- Adopting Best Practices
- Leveraging New Technologies
- Grooming Leadership
- Creating a Culture of Success
- Embracing Resiliency
- Hiring the RIGHT People
- Positioning for Future Success
LEADERSHIP & CULTURE
“Leaders create culture, culture shapes behavior and behavior produces results.” – Tim Kight, Founder, Focus 3
Many families mistakenly choose a CEO who is talented in their area of expertise but not necessarily a true leader and builder of teams. It is truly worth the effort to find a CEO who possesses the first-rate leadership skills required to improve the effectiveness of the professionals within the family office.
From the right leader flows the ever-important culture that will lead to sustainable success or failure. At Effective Family Office we help you identify the qualities, skills and culturally outlook that comprise the right leader for your family office.
An effective family office CEO must:
- take complete responsibility for the family office’s success
- be obsessed with achieving greatness;
- make it clear that he (or she) is the driving force behind success or failure;
- understand clearly defined goals;
- hire the right talent; and
- train, oversee and manage SFO professionals and staff to deliver the family’s goals.
A Clearly Articulated
SENSE OF PURPOSE
A family office that does not lead with a sense of purpose aligned to the vision and goals of the family will fail. It might fail slowly, but it will fail. Effective Family Office will provide you the frame work for establishing this sense of purpose and the necessary leadership and culture to retain it as your SFO and family needs evolve.
Flexible & Sustainable
Many people cringe at the mention of the dreaded “g” word – but governance is an essential piece of the formula. For governance to be effective, owners, overseers (the board of directors or advisors) and management need to be informed, understand their respective roles, rights and responsibilities, and operate the organization accordingly. Governance processes must be established that are flexible and sustainable, shifting to meet the ever-changing needs of the family.
Family Offices that do not embrace technology will not only fail to thrive, they will likely not survive. Effective Family Office helps identify the technologies and software that will improve SFO performance across a variety of areas, including:
- Investment Management
- Internal Communication
- Project Management
- External Communications
- Aggregation & Reporting
At EFO we also monitor technology that will impact the future family office, including:
- Bitcoin, Blockchain and Alt Coins
- Virtual Reality
- Artificial Intelligence
Assigning Proper Importance to
“People are not the most important asset; the right people are” – Jim Collins
The most talented specialist may not always be the right person for an SFO. The best candidates are willing to learn, are resourceful, innovative, discrete and demonstrate humility in service. What are the hiring criteria that will help you identify and secure the right people?
- Choose Givers over Takers
- Identify which roles need Managers and which need Makers
- Find candidates with ‘gumption’ or grit
- Create radical transparency in roles and expectations
- Create incentives and motivations that will attract and retain top talent
- Embrace diversity