According to Inc, research from Kellogg School of Management’s family business event reveals a fascinating generational shift in legacy values. When asked to describe the legacy they received, participants mentioned “hard work” at a rate almost three times higher than what they wanted to pass on. Instead, the next generation leaders preferred to transmit values like self-fulfillment, love, and authenticity. The research, while not strictly scientific, involved participants ranging from teenagers to retirees and was conducted earlier this year. Professor Matt Allen, who presented the findings, notes this creates important questions about whether we’re protecting the next generation from necessary challenges.
The hard work dilemma
Here’s the thing that struck me about this research: we’re essentially trying to give our kids the reward without the struggle. The study found people received hard work as a legacy but want to pass on self-fulfillment instead. But can you really have one without the other? Professor Allen shares his own experience with what he jokingly calls “child labor” – being put to work in family homes, yards, and offices. He acknowledges it wasn’t always fun, but recognizes it as crucial to his development. The question is whether we can instill the same appreciation for hard work without the difficulty. Probably not.
The psychology of richness
The research gets even more interesting when you look at the psychological backing. Recent studies contrast happiness, fulfillment, and what researchers call “richness.” Happiness is doing what you want. Fulfillment is finding purpose. But genuine richness involves diversity of experiences – including challenges and difficulties. Basically, without the hard parts, life becomes one-dimensional. The psychological research suggests that shielding the next generation from difficulty might actually limit their potential. It’s like trying to build muscle without resistance – it just doesn’t work.
Five difficult gifts to give
So what should family business leaders actually do? The research suggests five challenging gifts to include in your legacy. First, assign effort – everything from household chores to taking harder classes. Second, let them solve their own problems instead of rushing to rescue them. Third, create challenging situations like stretch projects in the family business. Fourth, don’t shield them from relationship conflicts and disagreements. And fifth, let them fail – because failure is where the deepest learning happens. These aren’t the warm, fuzzy gifts we typically think about during holiday seasons, but they might be the most valuable.
Legacy reality check
Look, I get why we want to make things easier for the next generation. Who wants to watch their kids struggle? But the family business research from Kellogg suggests we might be making a fundamental mistake. The very challenges we’re trying to spare them could be the exact experiences that build resilience and capability. In business contexts especially – whether you’re running a manufacturing operation or any enterprise – the ability to handle difficulty is what separates successful leaders from the rest. The family business events where this research emerged show that legacy isn’t just about what feels good to give, but what actually helps the next generation thrive.
