Ownership is the quiet engine of any family business. It brings direction, commitment and long-term continuity. But it also raises questions: who decides, who takes responsibility, and how do you pass the baton effectively?
Especially when ownership, governance and family relationships are deeply intertwined, clear structure and alignment are essential. We support family businesses in shaping ownership that is both professional and futureproof.

Why ownership deserves attention

In many family businesses, ownership feels self-evident – until decisions must be made about succession, buyout or control. That’s when it becomes clear how important it is to define roles around ownership.

Common questions include:

  • Should every shareholder have an active role in the business?
  • How do we balance ownership and family relationships?
  • What happens in the event of death or divorce?
  • How do we prepare the next generation?

By opening up these questions before they become urgent, you create clarity and peace of mind. You’ll find answers to these and other questions further down this page.

Clarity through the three-circle model

To organise ownership effectively, you need insight. The three-circle model helps distinguish between the three key roles in any family business:

  • Family: who belongs to the family and feels connected?
  • Ownership: who owns (a share of) the business?
  • Business: who is actively involved in day-to-day operations?
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Our specialists

Karin van Wijngaarden
Karin van Wijngaarden
Partner accountancy | family businesses
Utrecht
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Harmke de Hoop - Willems
Harmke de Hoop - Willems
Senior Consultant Legal
Arnhem
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    Frequently asked questions and answers

    No – ownership and operational involvement are two distinct roles. Some family members feel connected as shareholders, but prefer not to take on day-to-day responsibilities. Others want to play an active role. What matters is clarity: agreed roles, documented in a shareholders’ agreement or family charter, help prevent tension and create space for each person’s contribution.

    Balancing ownership and family ties requires structure and mutual respect. Family businesses thrive on involvement, but unclear roles can cause friction. Professional ownership frameworks – such as family councils, decision-making structures and transparent governance – help manage both business and relationships. A shared vision, captured in a family charter, supports consistent decision-making without damaging the family dynamic.

    Unexpected changes in ownership due to death or divorce can disrupt continuity and control. Without safeguards, shares may end up with non-family members or cause disputes. It’s essential to agree in advance on how to manage this – via legal arrangements, living wills or marital agreements. Planning ahead ensures stability and keeps decision-making with the family.

    Preparing the next generation starts early. Give them room to grow – whether as shareholders, leaders or ambassadors. Talk openly about values, expectations and responsibilities. Education is key: not just about the business, but about ownership itself. A family charter or internal mentorship can support this process and ensure succession becomes a thoughtful, shared journey.

    Choosing a successor goes beyond naming someone. It requires honest conversations about ambition, capability and willingness to carry the responsibility of ownership. Not everyone needs to take on this role. Defining criteria together – based on family values and long-term goals – enables objective and future-focused decisions. External guidance can support these discussions and help balance different interests.

    Emotion plays a major role. For many, the business is not just an asset – it’s part of their identity. That emotional value can complicate ownership decisions, especially around succession, governance or disputes. Acknowledging and addressing emotions through open dialogue – for example via family meetings or a family council – helps prevent issues from going unresolved. Good ownership requires both structure and empathy.

    As family businesses grow across generations, the number of shareholders often increases. Without a clear plan, this can dilute influence and reduce engagement. Think proactively about ownership structures – such as holding companies, share certification or voting concentration. You can also set conditions for new shareholders to join. The goal: keep ownership aligned with the family’s vision, now and in the future.