Founded by James Olan Hutcheson, ReGENERATION Partners is one of the world’s premier family business consulting firms. For over 20 years, we’ve helped clients strengthen their families and improve their businesses. Learn how we can help you.

What is a Family
Business Consultant?

While each family business is unique, these are the most common challenges facing family business today.

Learn more
  • Succession Planning

    Dealing with issues of ownership transition, legacy planning, management transition, and leadership development

  • Governance

    Determining the most appropriate governance structure with the best matched people in your organization

  • Business Strategy

    Developing a shared vision of the future using modern management tools and philosophies

  • Business Improvement

    Optimizing the day in, day out policies, procedures, business philosophies, and actions of leadership

  • Conflict Management

    Using proven methods to work through complicated issues and differences of opinions that threaten the business

  • Financial Transactions

    How best to restructure ownership and capital and sort through the issues and consequences of different alternatives

From the Blog

Read the latest, thought-provoking blogs with practical approaches and tools that can benefit any family business member.

View all our blog posts
  • The Three-Dimensional Challenge of Succession: Part Two: The G2

    Generation Two or G2 is shorthand for the next round of business leaders coming up through the family. It may actually be the third, fourth or later generation but in any case G2 presents the same opportunities and obstacles from […]

  • The politics of a family business

    The race for the next U.S. president is on! And even if you’re not politically minded, you’ve noticed that one candidate is particularly good at getting press coverage. Yes, family businessman turned politician, Trump is a true PR machine. He […]

  • The Three-Dimensional Challenge of Succession: Part One: The G1

    From the outside, succession looks like an adequately complex problem. The family firm needs to hand off from one generation to the next, without negatively impacting the firm, while ensuring subsequent leadership is adequate and previous leaders’ contributions are recognized. […]