Clean Language is a questioning technique developed by psychologist David Grove. It uses a person’s own words to help them focus on specific aspects of their experience, often leading to fresh insights or new possibilities. By encouraging individuals to view their experiences from different angles, it reveals ideas they may not have considered. This method is widely applied in coaching, therapy, business, healthcare, and education.
Unlike traditional questioning, Clean Language minimises the questioner’s influence by sticking closely to the speaker’s exact phrasing. This prevents the questioner from unintentionally imposing their own perspective or bias. However, it can be challenging to remain fully neutral, especially when the questioner is inclined to offer advice. Another difficulty is keeping questions simple and clear without becoming repetitive.
Examples:
Questions to clarify the current governance structure
· What kind of governance structure does your family business have?
· And is there anything else about the governance structure?
· Who is involved in making key decisions?
Questions to explore roles, responsibilities, and dynamics
· What kind of role does [family member] have in the business?
· What happens when family and business interests’ conflict?
· How do family members know their responsibilities?
Questions to explore succession planning and future governance
· What needs to happen for the next generation to take on leadership roles?
· Where do you see the biggest risks in future governance?
· What kind of governance model would you like for the future?
My Family Business
The current governance structure is informal, with decision-making driven by family ties rather than formal policies. There are no clear roles or external oversight, leading to overlapping responsibilities and inconsistent decision-making.
· Lack of Formal Structure: The absence of clear policies and external oversight creates inefficiencies and blurs accountability.
· Conflict Resolution Issues: Frequent family disputes over ownership and decision-making slow progress and create tension.
· Succession Uncertainty: Without a clear succession plan, leadership transitions are unclear, fuelling competition and instability.
The ideal structure would include a formal board with both family and independent members to ensure objective oversight. Clear roles, conflict resolution processes, and a merit-based succession plan would promote stability and long-term growth.