Family Office Alliance
Discuss family roles and development goals
Organise the facts, identify conditions and coordinate the appropriate professional review.
Next-generation Growth and Succession
NextG
Prepare the next generation for wealth and responsibility.
Prepare the next generation for wealth and responsibility.
Understand the service. Clarify conditions. Prepare the next step.
IS THIS YOUR SITUATION?
Prepare the next generation for wealth and responsibility.
Connect FIA learning and practice with FOL cultural dialogue to develop understanding, financial literacy and decision participation.
Plan learning, practice and mentoring
Organise the facts, identify conditions and coordinate the appropriate professional review.
Design family-meeting and project participation
Organise the facts, identify conditions and coordinate the appropriate professional review.
SERVICE & DELIVERY
What we help organise
- 01Discuss family roles and development goals
- 02Plan learning, practice and mentoring
- 03Design family-meeting and project participation
- 04Connect culture, wellbeing, philanthropy and values
Deliverable focus
A structured evidence directory, matters requiring verification and a proposed discussion pathway, with professional roles and execution conditions made clear.
YOUR NEXT ACTION
Prepare the facts
- Development stage and current participation
- Family expectations and personal interests
- Learning, practice and mentoring needs
Review the checklist before deciding whether to submit a request.
A CLEAR WORKING PROCESS
From evidence to an arrangement.
01
Identify
Clarify objectives, purpose and timing.
02
Document
Match rights, sources and records.
03
Assess
Review institution and professional requirements.
04
Coordinate
Define responsibilities, stages and ongoing records.
QUESTIONS FOR THIS SERVICE
Questions worth clarifying.
Service-specific answers on suitability, evidence, review and next steps.
When should a NextG programme begin?
Start with maturity, interests and family expectations rather than age alone. Assess whether the person needs foundational knowledge, career exploration, governance participation or succession preparation, then set goals that fit their life and learning schedule.
How does learning connect to succession services?
Courses develop financial, compliance and governance understanding; succession work addresses actual family roles and decisions. Define learning goals first, then select cases, practice and communication tasks that build the ability to participate responsibly.
Can someone participate without wanting to run the business?
Begin with personal values, interests and career plans. Explore roles as an owner, governance participant, professional manager or independent professional. Prioritise informed choices and clear responsibilities so personal goals and family expectations can be understood.
How is financial and risk judgement developed?
Use asset, cash-flow, banking, compliance and investment cases to build foundations, then practise identifying evidence, assumptions and risks. Set authority boundaries and review procedures for practical work, progressing from understanding questions to suitable participation.
How do the three disciplines inform development?
Use legacy philosophy to explore responsibility, cultural aesthetics to understand family stories and values, and life science to consider wellbeing and development. Reading, interviews and practical tasks help participants connect personal reflection with family questions.
How are differing generational expectations addressed?
Understand each person’s concerns before discussing facts, roles and decision boundaries. Agree communication practices and record actions so commitments can be reviewed. Involve suitable professionals when legal rights or complex family issues arise.
How is progress assessed beyond certificates?
Review knowledge, project tasks, risk awareness, communication and responsibility at agreed stages. Participants and mentors set observable goals and record progress and further needs. One score should not define personal worth or succession readiness.
What is needed for an initial development review?
Bring learning and career background, interests, family expectations, available time and roles to explore. Detailed asset information is unnecessary initially. Agree willingness to participate, privacy boundaries, mentoring and a practical development plan.