Real estate family business coaching for partners, spouses, and siblings who share a team. Ken can help you settle who owns and who decides.
Your team can close strong GCI while the owners still disagree on who decides, who earns what, and who takes over. Four questions decide whether the partnership holds.
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Which decisions belong to you, and which to your partner?
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Does each owner’s pay match their work, risk, and equity?
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What happens if one owner wants out or is suddenly unable?
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Who takes over from you, and how do they earn that seat?
“Accountability is simply doing what you said you’re going to do. That’s all.”
Between owners, that means written roles, agreed numbers, and a monthly review. A brother and sister came to Ken ready to walk away. He showed them how to keep going, make more money, and take more time off. They built a multi-million dollar business.
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Relatives get paid for a title while top agents watch. Payroll climbs, and your best producers start to leave.
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Agent splits get set by relationship instead of the numbers. Ken benchmarks every team to a 40% profit margin.
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Two owners, two votes, no tiebreaker. Hiring, spending, and marketing calls sit for months while the market moves.
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Office fights follow the owners home to holidays and dinners. The business and the family wear each other down.
Ken built a 200-agent brokerage and sold it, so he knows how growth tests ownership, pay, and control. Put the rules on paper now, and the team keeps growing without the family relationships paying for it.
Ken puts eight pieces of structure in place, so ownership, pay, and leadership get settled on paper before they turn into the next argument.
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Each owner and family member knows what they own, what they manage, and what they answer for.
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A clear line between what one owner can decide alone and what needs every owner to sign off.
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One reporting line for the team, so agents stop getting different answers from different owners.
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Agreed terms, drafted with your lawyer, for when an owner retires, falls ill, or wants to leave.
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Salary, distributions, and splits tied to each owner’s work, risk, and equity, with the math shown.
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Written standards for when relatives join, what they earn, and how their performance gets reviewed.
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A set monthly rhythm to review the numbers, agreed actions, and open issues before they grow.
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A path for sons, daughters, and future partners to earn leadership through results, step by step.
Ken starts with your numbers and your people, then gets every owner working from one written plan.
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Ken meets each owner and key family member alone to hear what they want from the business.
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Ken opens the P&L, splits, and owner pay to see where money and effort have drifted apart.
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The issues everyone avoids go on the table: roles, owner pay, spending, and underperformers.
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The owners sign off on roles, owner pay, decision rights, and exit terms in one written plan.
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Ken develops the leaders below the owners, so the team runs without constant owner input.
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Monthly sessions check what each owner said they would do, what got done, and the numbers.
Ken works as a family business advisor for real estate teams that already produce and want ownership run with the same discipline. It fits when.
Straight answers on real estate family business coaching with Ken Goodfellow: who it fits, how it works, what you leave with, cost, and which program fits better.
Real estate family business coaching is for teams and brokerages owned by two or more partners, spouses, siblings, or parents and children. It fits owners who already produce strong GCI and need clear rules for roles, pay, decisions, and the next generation. It sits under Goodfellow Advisory Group, the advisory arm for succession, partnership, and legacy.
Real estate partnership advisory with Ken starts with a confidential conversation with each owner. Ken then reviews the P&L, agent splits, and owner pay, and puts the hard issues on the table. The owners agree on roles, pay, decision rights, and exit terms in writing, and monthly reviews check that each owner does what they agreed to do.
Run it like a company with two owners: written roles, owner pay tied to work and equity, one org chart, and a monthly owner meeting. Plan the next generation early. In a 2026 Deloitte survey cited by the U.S. Chamber of Commerce, only 23% of family business leaders said interested family members were ready to step into the CEO role.
Pricing depends on the number of owners and the scope of the work, and Ken covers it on your first call. The work runs as private sessions with Ken, structured owner and family meetings, and monthly reviews. How long it runs depends on how much needs to be settled. Results depend on your numbers, your market, and each owner’s follow-through, and no outcome is guaranteed.
If roles and pay are settled and you want growth, start with Strategic Advisory. If you want one session with Ken first, book the Clarity Intensive. If you are planning a sale or a handoff, Succession & Legacy Advisory fits better. PwC’s 2025 US Family Business Survey found succession planning affected 44% of US family firms in the past year.
In 30 minutes, you and Ken look at roles, owner pay, and the next generation. You leave knowing what to settle first and if Partnership & Family Business fits.
