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Intergenerational Entrepreneurship, Well-Being and Human-Centred Innovation: Exploring Different Ways of Building Sustainable and Resilient Entrepreneurial Ecosystems
Nathan To, PhD CCC
Culture, Communication & Psychology
Research Consultant/Certified Counsellor
https://about.me/nathanto
1
A Human Project
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Building a sustainable, resilient culture of entrepreneurial innovation
is a Human Project
Q. How might recovering family histories build meaningful connections, resilience &
encourage innovation in family businesses?
Challenge 1: Broken Intergenerational Links
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Q. How might improving family wellbeing, communication & transparency aid innovation potential in businesses?
Challenge 2: Family Conflicts, Dynamics Well-being
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Q. How might we pragmatically assess family dynamics, the business culture & innovation in human-centred ways?
Challenge 3: Rigid, inflexible approaches to business
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Interdisciplinary Lens
◈ Social Science○ Cultural Studies / Anthropology,
Psychology, Sociology, History
◈ Critical Theory○ systems of culture, communication, power
◈ Migration Literature○ diaspora
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Theoretical LensInterdisciplinary Lens
Family Myths & ScriptsCase Example: Intergenerational Stories
Tools for Human-Centred Innovation
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Building resilience in entrepreneurial ecosystems within family businesses
Interdisciplinary Well-being/Mental Health
IntergenerationalMyths & Scripts
9Daley, M. (2010); Taylor, C. (1989)
Common Themes: Intergenerational Entrepreneurship
Intergenerational...◈ succession--->e.g. role of parents◈ mobility◈ mentorship◈ intentions◈ risk preferences◈ ‘encore’ movement◈ millenials & baby boomers
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Insight: Disciplinary silosTraditions: economists
psychologistssociologistshistorians
Parent-Child Relationships, Culture, Society & Power
Psychology, Cultural Studies, Anthropology, Sociology
Intergenerational Histories & Family Myths
History, Psychology, Cultural Studies
“The central lesson is that while most
entrepreneurs are pretty good at business planning, it is planning for
the family that tends to be a problem.-Prof. Randel S. Carlok, INSEAD
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Rainforest Model
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Hwang, V.W., Horowitt, G. (2012). The Rainforest: The Secret to Building the Next Silicon Valley. Los Altos, CA: Reginwald.
Hwang, V. W. (2013). The Rainforest Blueprint: How to Design Your Own Silicon Valley | Unleash an Ecosystem of Innovation in Your Company, Organization, or Hometown. Los Altos, CA: Reginwald
Hardware (Assets)People
ProfessionalPhysicalPolicy
(labour, money, supply chains, buildings, distribution
channels, patents, legal issues, and marketing)
Rainforest Model
Software (Culture)Diversity
Extra-Rational MotivationsSocial Trust
Rules of Rainforest/Interpretation of rules
Leadership
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Farm EconomicsCentral Planning
Zero-Sum Transactions
Uniformity
Rationally Selfish
Conservative
Emphasize Certainty
High Degrees of Formality
Silos of Activity
Rainforest Model
Rainforest EconomicsDecentralized Iteration
Positive Sum Transactions
Diversity
Extra Rational Motivation
Dreamer
Embrace Ambiguity
High Degrees of Trust
Extensive Promotion of Collaboration
23Doss, H.H., Brett, A.M., Hwang, V.W. (2015) The Rainforest Scorecard. Los Altos, CA: Reginwald.
Contrasts Problematic Networks based on Fear, Self-interest,
Transactional Benefits, Status Quo
Well-being & Flourishing Mental Health
Re-claim / Restoring “Voice”
Intrinsic Self-Worth
Confidence
Resilience
Coping
Self-Efficacy
Leisure
Recover Heritage & Empathy
Diversity
Collaboration
Protect & Care for Own Community
Belonging
Social Support
Recover Calling Social Impact/Vision
Working towards something “larger” than selves
Social impact
Social Justice
Societal Engagement
28Daley, M. (2010); Taylor, C. (1989)
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Q. How might learning family histories recover meaningful connections &
encourage innovation in family businesses?
Challenge 1: Broken Intergenerational Links
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On Family Scripts
“Clinical Rating Scales”. Kets de Vries, M.F.R., Carlock, R.; Florent-Treacy, E. (2007). Family Business on the Couch: A Psychological Perspective. London: John Wiley & Sons. www.facesiv.com
Family Scripts:
Ways of thinking, feeling, behaving that are deeply rooted in a family’s culture and socialvalues and are transmitted across generations by senior generations.
Manfred, 2007 (106ish
Searching for Histories can lead to valuable transparency & insights
Systemic thinking-->family dynamics in businesses
What historical & cultural contexts surrounded families?
Systemic thinking-->family dynamics in businesses
Qualitative
InterviewsArchives
Secondary data
PerformanceArt archives
Autoethnography
Excerpts from Wider Research
Cohort2nd generation
Canadian-Chinese (“GenX”)
Migrants: 1970’s-1990’s ethnic Chinese immigrants to
Canada
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“Dad was raised in wealthier environment. But obviously had to get out of war-torn places.
But mom was raised in an average wealth environment…not really low, but average…so that's why I really admire their
success…the way they are able to raise me and my sister and obviously living in a better more than average situation…That is an old adage saying…’got to work hard to get dividends…no free lunch.’ ‘Pay your dues…so hopefully when I'm someone's husband or father, I want to provide same stewardship…so not
just shifting through jobs or searching through meals.
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--Trevor
Key Points
ThemesSurvival
Working hard to achieve success & wealth
HistoricalSurviving war/post-war (WW2 in Pacific)
Connections to EconIntergenerational mobility
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“Then my parents moved to Canada to Vancouver from Indonesia, but dad didn't find good work in Vancouver…so
moved there around 1976, because my older sister was born in [1975]. So dad moved to Indonesia back to start his own
business and moved back and forth between Indonesia, and 3 kids were born in Vancouver..
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Examples of follow-up questions
FeelingsHow did you feel about Dad being away so often?
Parental MessagesWhat did your Dad teach you about working life while he juggled being in two places?
RelationshipsHow did your siblings feel about your Dad being away?
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“Firstly, my parents have always said, ‘Make sure you end up getting white-collar office jobs that require university
education -so that you won't end up like us.’ The whole idea that our parents didn't want us to end up like them implied that there was something shameful or embarrassing about who/what our parents were. My brother seized upon that idea and never let go. I, however, just thought my parents
were being overly humble.
-George, 39
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Notes: Why is this important if not entrepreneurs?
Why important?Parental self-beliefs pass differently to children
Children can interpret parenting very differently (leads to conflict vs. harmony)
Education
Parental PerceptionsFear, Shame,
of being unsuccessful, not wealthy, not rich
ConnectionsIntergenerational mobility as both children “wealthier” than parents.
Deeper, more involved, longer story.
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How might we learn to build resilient cultures of entrepreneurship by uncovering family myths?
Historical Context + Psychology
“Villagers...who went overseas and returned to their villages were of course respected. The village I was born in was poor,
so those who returned with a lot of wealth would be very comfortable. Even those who did not make that much money
could at least throw a feast for the villagers. Whatever it is, they were respected as ‘Nanyang Guest’--most people respect
them
-(interviewee, migrant to Singapore during 1920’s-1930’s, in Chan Kwok Bun, 1991, p. 150)
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“Because of me, my father spent a lot of money. He was so afraid that I would be conscripted. That was why he wanted me to leave and come to Nanyang. He had to sell our only
buffalo and two portions of our farmland to get the money for my passage (besides the costs of paying another male child to stand in for me in military conscription). It was my father's
blood and sweat which supported my passage here. I thought to myself at that time: I must be ambitious and become
worthy.
-(interviewee, immigrated during 1920’s-1930’s, in Chan Kwok Bun, 1994, p. 140)
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““one judged (and was judged by others) his moral conduct in
terms of how much and how often money was sent…it served a ‘psychologically cleansing experience. It purified the soul,
relieved guilt, and reaffirmed one's sense of responsibility to his [wife], children and parents, and therefore, one's ethnicity
and continuity with tradition and the past”
-Chan Kwok Bun, 1991, p. 33)
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Generational Family “Myths” on Success & Wealth
Why important?Parental self-beliefs pass differently to children
Pressures of Pursuing Wealth, Money, Success
ShameFailing = shames self, family & community
Letting down culture
Remember Parents or be shamed
Respect parents
Social Position/Mobility improving own position = improve family’s position.
More respect, honour, authority
Pre-occupation on social status back “home” vs. in host society.
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Migrant GenerationPressure from family &
community back “home” to succeed in host country
Social Status vs. Intense Shame
Common themes Across Generations
2nd Generation heard:Shame
Succeed
Partial explanations, Fragments of memory
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Characteristics of Family Scripts
◈ Not conscious | Autopilot
◈ May be Multi-generational ○ great-grandparents→ grandparents → parents → child
◈ “Hauntings” from Difficult Histories (Trauma?)○ “There’s a reason he/she is like that”
◈ Mixed with cultural values & histories○ e.g. Confucianism
You audience will listen to you or read the content, but won’t do both.
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“The central lesson is that while most
entrepreneurs are pretty good at business planning, it is planning for
the family that tends to be a problem.-Prof. Randel S. Carlok, INSEAD
54
Q. How might we pragmatically assess family dynamics, the business culture & innovation potential?
Challenge 3: Human-centred Innovation
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Human-Centred Innovation
Interdisciplinary
Flexible to different fields
Disrupts Silos.
Well-being/Mental Health
Empathy
Recover Voice
Community, Family
Common Vision
Larger Vision
Social Impact
Intergenerational
Story
Family Myths
Family Scripts
History
58Daley, M. (2010); Taylor, C. (1989)
Practical tools to assess & build resilient, sustainable human-centred innovation
Genogram → Family Dynamics
Rainforest Scorecard → Organizational & Innovation Culture
Kets de Vries, M.F., Carlock, R.; Florent-Treacy, E. (2007). Family Business on the Couch: A Psychological Perspective. London: John Wiley & Sons.
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-Sibling or branch rivalry
-Gender stereotypes (with males preferred for both ownership and leadership roles);
-high parental expectations (with oldest sons being assumed as the next leader) -the family’s energy in a constructive way and finally address the ‘undiscussables.’
Some Benefits of a Genogram
-cut-off relationships where family can no longer bear ongoing
conflicts
-enmeshed relationships where family members are unable to develop a sense of autonomy.
-Intergenerational Myths & Scripts
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“Clinical Rating Scales”. Kets de Vries, M.F.R., Carlock, R.; Florent-Treacy, E. (2007). Family Business on the Couch: A Psychological Perspective. London: John Wiley & Sons. www.facesiv.com
Rainforest Scorecard
Software (Culture)
Diversity/Inter-cultural NetworksAuthentic Relationships
Culture of TrustMulti-disciplinary Collaboration
Re-thinking Leadership
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Hardware (Assets)People
ProfessionalPhysicalPolicy
(labour, money, supply chains, buildings, distribution
channels, patents, legal issues, and marketing)
Rainforest Scorecard Assesses Both Hardware + Software
Software (Culture)Diversity
Extra-Rational MotivationsSocial Trust
Rules of Rainforest/Interpretation of rules
Leadership
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Doss, H.H., Brett, A.M., Hwang, V.W. (2015) The Rainforest Scorecard. Los Altos, CA: Reginwald.
http://www.t2vc.com/books66
Doss, H.H., Brett, A.M., Hwang, V.W. (2015) The Rainforest Scorecard. Los Altos, CA: Reginwald.
http://www.t2vc.com/books67
Hwang (2013).
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Integrated Model
Rainforest Software ( & Hardware)
EmpathyDiversityEmotions
TrustCollaboration
Leadership
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Interdisciplinary
GenogramFamily Myths
Historical ArchivesReflexivity
Kitchen Roundtable
“Quality of family performance is dependent on the quality of the
leaders and owners
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Thanks!
Any questions?
You can find me at:
Nathan To, PhD CCC
Culture, Communication & Psychology
Consultant/Certified Counsellor
https://about.me/nathanto
72
Hello
Nathan To, PhD
Culture, Communication & Psychology
Consultant/Certified Counsellor
https://about.me/nathanto
73
Credits
Special thanks to all the people who made and released these awesome resources for free:◈ Presentation template by SlidesCarnival◈ Photographs by Unsplash◈ Backgrounds by SubtlePatterns
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We can create more insights about issues like “succession” by temporarily putting aside those very issues & looking elsewhere.
Counter-intuitive Progression
