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presenting their ideas for change (27 percent of intrapreneurs feel this way, versus
21 percent of all respondents). Overall, 20 percent of the survey respondents
identified as intrapreneurs. Their top priority is attracting talent, and they believe
their greatest asset is developing a strategy fit for the digital age. Interestingly, the
highest concentration of intrapreneurs is in the Asia-Pacific region, where more
than half of the survey respondents identified themselves as members of that
NextGen cohort.
To support NextGen intrapreneurs and help ensure their success, today’s leaders
can take the following actions.
- Accept risk taking. Foster a culture that recognizes the value of the
intrapreneurs’ efforts. Accept mistakes and focus on the lessons they offer.
Consider using deadlines and a formal structure to build momentum. - Ta ke o p p o r tun i t i e s. Find opportunities for intrapreneurs to set up and
manage internal businesses within the family firm. Help them develop their
leadership qualities. - Mentor. Provide ideas and feedback and share experiences from the past.
Start the mentoring process early in intrapreneurs’ careers. - Promote values. Work together with intrapreneurs to set out clear values.
- Innovate. Be open to infrastructural technologies that might support innovation
and new ventures.
NextGen intrapreneurs can smooth their leadership journey by taking the
following actions.
- Take opportunities. Find an opportunity and make maximum use of your
family’s resources and network to build the business. - Strengthen knowledge. Develop in-depth knowledge of markets and regions
you want the business to enter. - Align values. Your venture is operating under the family’s umbrella, so
ensure it aligns with the values set out by the current generation. - Innovate. Constantly seek out technological innovations — particularly
those related to processes and practices — that could boost productivity
and benefit your venture or the family business.