Tres grandes retos de la Empresa Familiar en España.
- Amrop publica el tercer bloque de la serie Las empresas familiares: una historia humana, un documento que en esta ocasión se dedica a analizar los retos que se presentan para el reclutamiento de líderes.
- Las empresas familiares representan casi el 90% del tejido empresarial español, crean el 67% del empleo privado y son responsables de más del 57% del PIB generado por el sector privado.
El relevo generacional, la transformación cultural y la atracción de talento externo son algunos de los grandes retos a los que se enfrentan actualmente las empresas familiares españolas. Según los datos que maneja el Instituto de la Empresa Familiar, representan a casi el 90% del tejido empresarial del país, crean el 67% del empleo privado y son responsables de más del 57% del PIB generado por el sector privado.
Sin embargo, muchas de estas organizaciones siguen enfrentándose a dificultades a la hora de profesionalizar sus estructuras de liderazgo sin perder su esencia fundacional.
Con el objetivo de arrojar luz sobre estas dinámicas, Amrop — firma líder mundial en búsqueda de ejecutivos y consultoría de liderazgo— ha publicado la tercera parte de su informe Las Empresas Familiares: Una historia humana , que está enfocado hacia el reclutamiento.
Según el estudio, “las empresas familiares tienen una cultura profundamente arraigada y un estilo de toma de decisiones muy propio, donde el vínculo emocional, la visión de largo plazo y la discreción son valores esenciales”. Esto plantea oportunidades únicas, pero también retos específicos a la hora de atraer perfiles externos para posiciones clave, especialmente cuando la sucesión del liderazgo coincide con momentos de expansión, reestructuración o salida a bolsa.
El contexto español
En España, muchas compañías familiares se encuentran en su segunda o tercera generación y han alcanzado una notable solidez empresarial, operando en sectores estratégicos como energía, alimentación, distribución o servicios industriales.
Sin embargo, en palabras de Óscar García-Velasco, socio director de Amrop España, “vemos cada vez más la necesidad de acompañar a estas empresas en un proceso de reflexión estratégica sobre qué tipo de liderazgo necesitan para su siguiente etapa. No siempre se trata de cubrir una vacante, sino de redefinir estructuras y preparar la transición con sensibilidad y rigor”.
Uno de los principales hallazgos del informe es que el proceso de selección en una empresa familiar no puede abordarse con los mismos parámetros que en una multinacional cotizada. El ajuste cultural es tanto o más importante que las competencias técnicas.
“Los propietarios quieren asegurarse de que el legado está en buenas manos, que el nuevo líder comparte sus valores y sabe navegar con inteligencia emocional en un entorno con múltiples sensibilidades”, añade García-Velasco.
Equilibrio entre continuidad y cambio
A partir de la experiencia compartida por los socios de Amrop en todo el mundo, el estudio identifica ocho características clave en los directivos que triunfan en este tipo de entornos: paciencia, humildad, visión de largo plazo, capacidad transformadora, adaptabilidad, espíritu emprendedor, foco estratégico y habilidades diplomáticas.
Este tipo de líder actúa como “ancla” en momentos de cambio, acompañando a la familia en procesos que pueden incluir la entrada de nuevos inversores, la digitalización de operaciones o la internacionalización del negocio. “No se buscan revolucionarios, sino agentes de evolución que respeten la historia de la empresa mientras la proyectan hacia el futuro”, subraya el informe.
Otra conclusión destacada es que los procesos de búsqueda en empresas familiares requieren más tiempo y dedicación. La discreción, el diálogo con los distintos miembros del consejo y la necesidad de establecer relaciones de confianza hacen que la media de duración de un proceso sea hasta un 50% superior al de otras compañías.
Asimismo, Amrop observa una creciente demanda por parte de estas organizaciones de perfiles que hayan trabajado en distintos modelos de propiedad, no exclusivamente en grandes multinacionales. La experiencia internacional es un plus, pero no sustituye la necesidad de conocer el terreno emocional y estratégico de una empresa familiar.
“La integración de un nuevo directivo en una empresa familiar no se limita a un onboarding estándar. Requiere un proceso de transición planificado, en el que se gestionen las expectativas, se entienda el rol de cada familiar en la toma de decisiones y se acompañe a la compañía en su propia evolución”, concluye García-Velasco.
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