ABSTRACT
Negotiating a successful entry into the family enterprise is more than half the battle in developing effective rising-generation wealth creators in their thirties. There are certain roles—such as wealth creator roles—where it is always best to have multiple next-generation members engaged, whether as intrapreneur, or portfolio investor. These wealth creator roles tend to be fluid: family business leaders may start as one type of wealth creator, then later evolve to play other wealth creator roles. When structuring compensation packages for hackers' family wealth creators, strive for high transparency paired with good design. With the “favored few” compensation philosophy, non-family employees will be acutely aware of the preferential treatment that family employees receive. If leaders have no time or ability to build their own wealth, independent of the family, some might start to wonder why they are working so hard to make money for the group while other family members are enjoying their lives and the fruits of the leader’s labor.
