The first thing you need to do is identify which people are going to be your leaders that help you pull this off. This is going to be a 12 month death march and you need to find out who is willing to go through the pain with you. There's good news, though: somewhere in your org, there are ~five people who are going to deliver you 100x the amount of value you ever thought possible.

becoming a talent magnet will be challenging for many family businesses. Those that succeed will be rewarded with loyal and highly capable employees who are ready to help the business achieve its aspirations for growth and profitability.

Despite her work ethic, her track record, and the fact that we all really liked her, her skills were no longer adequate. Some of us talked about jury-rigging a new role for her, but we decided that wouldn’t be right. So I sat down with Laura and explained the situation—and said that in light of her spectacular service, we would give her a spectacular severance package. I’d braced myself for tears or histrionics, but Laura reacted well: She was sad to be leaving but recognized that the generous severance would let her regroup, retrain, and find a new career path. This incident helped us create the other vital element of our talent management philosophy: If we wanted only “A” players on our team, we had to be willing to let go of people whose skills no longer fit, no matter how valuable their contributions had once been. Out of fairness to such people—and, frankly, to help us overcome our discomfort with discharging them—we learned to offer rich severance packages.