Family Business Health Scorecard

We have a written 12–36 month plan with clear markets, revenue mix, and milestones; progress is tracked monthly.

There is an agreed, documented pathway for leadership transition with capability gaps identified and being closed.

Family roles, decision rights, and performance measures are clear and respected by family and non-family alike.

Decision-making is delegated appropriately; the business does not rely on one individual’s bandwidth.

Personal wealth is planned separately from business value; tax, IHT, extraction, and protection are actively managed.

Top processes are mapped and improved; the tech stack (finance/CRM/ops) is modern, integrated, and measured.

We run a simple pipeline with owners, budget, and success metrics for new ideas each year.

Non-family staff have clear paths, fair pay benchmarking, and feel valued in a performance culture.

Monthly management accounts (≤10 days), 13-week cash flow, KPI dashboard, budgets, and tax planning are in place.

Shared purpose and values are documented and used to align decisions across generations and teams.