Passing the Torch: How Our Family Preps the Next Generation for Business

The People Who Stick With You

Let’s kick things off with something we all love, talking about the people who stick with you. I asked everyone who was unforgettable to work with, and the answers were classic.

Tom kicked things off with Gene Herman, the old boss from Pigney-Wigney, who pretty much gave him “road college” instead of classroom college. Kim talked about Steve and Danny (who became like family, literally babysitting her kids) and Gabe Holcomb, our Dairy Queen consultant, seriously, Kim still catches up with him for coffee years later. Shirley, as always, brought it back to family: Tom, me, and the gang. And me? Well, I had a laundry list: Ed Keller, Raleigh, Sam Collins, Diane (who babysat us and worked at the store), and a bunch more. All these folks played a part, sometimes big and sometimes small, in shaping how we do business.

Early Exposure: The "Just Come Along" Strategy

We didn’t have an official training manual. Tom and Shirley didn’t force us into anything; they just let us come along for the ride. For years, we were at the store, tagging along on errands, and soaking it all in. If we wanted to go off and be doctors or lawyers, that would’ve been fine, they never put on the pressure. The “show up and see if you like it” method worked for us. We learned together, figured stuff out as a team, and grew into our roles naturally. A little family luck? Probably. But a lot more about giving us room and trusting we’d find our way.

Knowing When Someone’s Ready

Here’s the million-dollar question: how do you know when someone is ready to lead? Tom’s answer was pretty simple: if they show up, ask good questions, and actually want more responsibility, you know you’ve got someone who might be ready. Shirley doubled down on attitude, you can sniff out real interest if you pay attention. You can’t force leadership. You have to watch for it and nudge it forward when it shows up.

That’s why we took Kim and me to warehouse events, grocer conventions, and even those old Dale Carnegie classes (which honestly taught us way more than just public speaking). Sometimes bringing someone to a huge trade show opens their eyes, they see this is a legit career, not just a stepping stone.

Give 'Em Space to Mess Up

Kim had the best closing advice: “Let them fail a little bit.” If you swoop in every time someone makes a mistake, they’ll never figure out how to fix it themselves. Let them wrestle with the mess, don’t let them drown, but don’t jump in right away either. The hard lessons stick the longest.

Our Family's Succession Advice

If I had to boil it down, it’s this: don’t push. Give ‘em info. Show them what’s possible (and what’s not so glamorous). Let them see the numbers and the decisions that happen behind the scenes, and let them get out to big events, so they know it’s not just a small-town gig. If they want it, awesome. If not, that’s fine too.

Letting people leave, get outside experience, and maybe boomerang back? That’s one of the best things you can do. And, yeah, sometimes the conversations happen at the dinner table, not in a boardroom.

Succession isn’t just signing papers. It’s a long process, lots of little exposures and “aha!” moments. We’re still figuring some of it out ourselves, but I can tell you, it works best when you’re open, honest, and willing to step back a little. If you’re working on your own succession plan or growing leaders in your business, I hope our story gives you a little inspiration (and maybe a chuckle).

Thanks for reading, and don’t forget to subscribe to Mixing Family and Business for more stories, real strategies, and the occasional family jab.

Make sure to listen to the full episode (EP 80!) right here!