Get to Know the Hahn Family
Fourth of July Frenzy!
Buy One, Get One Free
Action City & Chaos Water Park Passes
Spring Break Isn't Over Yet
Our foundation of hard work and hospitality runs deep in our roots. Metropolis Resort founders, Tom and Shirley Hahn grew up on farms in Iowa where they learned the value of family and hard work. In the beginning, Tom’s parents sold their farm and opened a grocery store, Hahn’s Circle Foods, in a small town, Grand Mound, IA.
In the early years, Tom bagged groceries and learned the importance of customer service and hospitality from his parents. He married the love of his life, Shirley, in 19xyz. Tom was known for his meat counter and Shirley ran the books. They had two children, Brian and Kim, both raised in their parents’ business. They started bagging groceries and worked their way up into the business, just like their parents. Together these four Hahn’s worked hand in hand for years. They have many stories to tell, all of which end with laughter and fond memories of the people they have met over the years.
The Hahn’s went on many business adventures together. If you could sit and listen to them talk, you would hear stories of many grocery stores, an ice cream parlor, a motel, a laundromat, several Dairy Queens, a marketing firm, real estate and the joys of being landlords.
One of the great adventures started after Tom and Shirley retired. In 2005 they created Action City with another partner. After quick success they added on a Hotel and Waterpark. Now we have the Metropolis Resort, that boasts “Where the Fun Never Stops.”
The Hahn’s have a unique ability to make everyone feel welcome wherever they go. They are known for their hospitality professionally and personally. The legacy that they leave behind is fun. It’s established everywhere they have a presence. A culture of fun is known in each of their businesses. Through it all, you will always hear about how they wouldn’t be where they are today without their customers, family and the team that makes it happen.
You can learn more about the family by listening to a podcast called, Mixing Family & Business featuring an inside view of the Hahn’s family spanning multiple generations of business, family and fun.
Blogs
The Essential Guide to Preparing Your Family Business for the Next Generation
The Importance of Early Involvement
Reflecting on our family’s journey, one of the key takeaways is the necessity of early involvement. My dad, Tom, learned this lesson the hard way. When his dad passed away suddenly, he found himself in the deep end of running a family grocery store with little to no prior experience. Dad’s story isn’t unique. Many family businesses hit turbulent waters during transitions due to lack of preparation.
To avoid this, I recommend getting the next generation involved in the family business as early as possible. This doesn’t just mean working part-time jobs; it means understanding the business's financials, operations, and strategic planning. For example, Kim and I used to sit down every year with our dad to write out budgets. Initially done on legal pads and later on computers, this annual exercise was invaluable in teaching us how to manage the financial landscape of our businesses.
Open Conversations About Finances
Financial literacy is crucial for anyone assuming a leadership role in a family business. It’s not just about knowing whether the business is profitable; it’s about understanding the complexities behind those numbers. Having open conversations about financials, expenses, and the Profit & Loss statement at an early stage helps lay the foundation for effective business management.
In our family, open dialogues about finances have always been encouraged. From discussing why certain costs were allocated in specific ways to understanding our revenue streams, we were involved in a myriad of financial discussions. These conversations transcended just business knowledge; they taught us the critical thinking necessary to make sound financial decisions.
Planning for Operational Continuity
Operational continuity goes hand-in-hand with financial literacy. Knowing how the books balance is one thing, but understanding the operational aspects of running the business – from supply chain management to daily operations – is another crucial component. This was another area my dad had to learn quickly when he suddenly needed to run the grocery store.
Learning by doing is effective, but learning through structured mentorship is even better. We were lucky to have more structured guidance as we grew into the business. Dad made it a point to involve us in operational decisions. Whether it was learning how to manage the store, handle customer complaints, or even how to cut meat properly, these hands-on lessons proved invaluable. Today’s technology, such as online courses and YouTube videos, also offers supplementary learning tools that the older generations didn’t have.
Formalize Training and Succession Plans
One major pitfall in the transition process can be the lack of formal training and succession plans. As discussed in our latest episode, having a robust plan can smooth out many operations post-transition. For example, before my parents planned for retirement, they bought out our business partners, ensuring a simpler ownership structure. This forward-thinking approach effectively reduced future complexities and set us up for a seamless transition.
A formal succession plan doesn’t just mean drafting legal documents; it also means creating a detailed operational guide, training modules, and clear communication plans. Succession planning should involve all stakeholders and outline the path forward, including leadership roles, decision-making authorities, and conflict resolution mechanisms.
Encourage Continuous Learning
Continuous learning is key to staying relevant in any industry. One nugget I shared on the podcast is that even if you’re proficient today, the industry could change tomorrow. Both Kim and I continue to educate ourselves on new trends, technologies, and business practices. Encouraging the next generation to invest in their education – whether through formal courses, attending industry conferences, or even hiring coaches – ensures that the business remains innovative and competitive.
Empower Future Generations
Lastly, but importantly, empower the next generation. Sometimes, the older generation may be apprehensive about the younger generation’s ideas for fear of change. It’s essential to strike a balance between maintaining core business values and allowing for innovation. My parents did a commendable job in empowering us. They listened to our ideas and often implemented them, which drove the business forward.
Empowerment also includes providing a safe space for the younger generation to make mistakes and learn from them. It's a valuable part of their journey to become adept leaders who can steer the family business to new heights.
Transitioning a family business is a complex yet rewarding endeavor. By involving the next generation early, fostering financial and operational literacy, implementing formal training, encouraging continuous learning, and empowering future leaders, you can set the stage for a successful business transition.
Thanks for reading! For more insights on mixing family and business, don’t forget to tune in to the full episode of the episode of the Mixing Family and Business Podcast (Link). Feel free to send your thoughts and questions to [email protected]. We’re here to help and would love to hear from you!
Until next time, keep pushing forward and drive your family business to new heights!
The Essential Guide to Preparing Your Family Business for the Next Generation
The Importance of Early Involvement
Reflecting on our family’s journey, one of the key takeaways is the necessity of early involvement. My dad, Tom, learned this lesson the hard way. When his dad passed away suddenly, he found himself in the deep end of running a family grocery store with little to no prior experience. Dad’s story isn’t unique. Many family businesses hit turbulent waters during transitions due to lack of preparation.
To avoid this, I recommend getting the next generation involved in the family business as early as possible. This doesn’t just mean working part-time jobs; it means understanding the business's financials, operations, and strategic planning. For example, Kim and I used to sit down every year with our dad to write out budgets. Initially done on legal pads and later on computers, this annual exercise was invaluable in teaching us how to manage the financial landscape of our businesses.
Open Conversations About Finances
Financial literacy is crucial for anyone assuming a leadership role in a family business. It’s not just about knowing whether the business is profitable; it’s about understanding the complexities behind those numbers. Having open conversations about financials, expenses, and the Profit & Loss statement at an early stage helps lay the foundation for effective business management.
In our family, open dialogues about finances have always been encouraged. From discussing why certain costs were allocated in specific ways to understanding our revenue streams, we were involved in a myriad of financial discussions. These conversations transcended just business knowledge; they taught us the critical thinking necessary to make sound financial decisions.
Planning for Operational Continuity
Operational continuity goes hand-in-hand with financial literacy. Knowing how the books balance is one thing, but understanding the operational aspects of running the business – from supply chain management to daily operations – is another crucial component. This was another area my dad had to learn quickly when he suddenly needed to run the grocery store.
Learning by doing is effective, but learning through structured mentorship is even better. We were lucky to have more structured guidance as we grew into the business. Dad made it a point to involve us in operational decisions. Whether it was learning how to manage the store, handle customer complaints, or even how to cut meat properly, these hands-on lessons proved invaluable. Today’s technology, such as online courses and YouTube videos, also offers supplementary learning tools that the older generations didn’t have.
Formalize Training and Succession Plans
One major pitfall in the transition process can be the lack of formal training and succession plans. As discussed in our latest episode, having a robust plan can smooth out many operations post-transition. For example, before my parents planned for retirement, they bought out our business partners, ensuring a simpler ownership structure. This forward-thinking approach effectively reduced future complexities and set us up for a seamless transition.
A formal succession plan doesn’t just mean drafting legal documents; it also means creating a detailed operational guide, training modules, and clear communication plans. Succession planning should involve all stakeholders and outline the path forward, including leadership roles, decision-making authorities, and conflict resolution mechanisms.
Encourage Continuous Learning
Continuous learning is key to staying relevant in any industry. One nugget I shared on the podcast is that even if you’re proficient today, the industry could change tomorrow. Both Kim and I continue to educate ourselves on new trends, technologies, and business practices. Encouraging the next generation to invest in their education – whether through formal courses, attending industry conferences, or even hiring coaches – ensures that the business remains innovative and competitive.
Empower Future Generations
Lastly, but importantly, empower the next generation. Sometimes, the older generation may be apprehensive about the younger generation’s ideas for fear of change. It’s essential to strike a balance between maintaining core business values and allowing for innovation. My parents did a commendable job in empowering us. They listened to our ideas and often implemented them, which drove the business forward.
Empowerment also includes providing a safe space for the younger generation to make mistakes and learn from them. It's a valuable part of their journey to become adept leaders who can steer the family business to new heights.
Transitioning a family business is a complex yet rewarding endeavor. By involving the next generation early, fostering financial and operational literacy, implementing formal training, encouraging continuous learning, and empowering future leaders, you can set the stage for a successful business transition.
Thanks for reading! For more insights on mixing family and business, don’t forget to tune in to the full episode of the episode of the Mixing Family and Business Podcast (Link). Feel free to send your thoughts and questions to [email protected]. We’re here to help and would love to hear from you!
Until next time, keep pushing forward and drive your family business to new heights!
