Season 2 is here. Andrea kicks things off solo with a look at what she's been hearing from next gens over the past year, across dozens of calls and conversations.

Three patterns keep showing up.

The first is the entitlement myth. Parents and founders worry their kids will feel entitled to the business or the wealth. But when Andrea sits down with next gens, the feelings underneath are almost always shame, guilt, and confusion. Jake Knight put it directly: the next gens he meets don't feel they deserve anything. They don't even know how to talk about it with their friends. When curiosity gets labeled as entitlement, next gens stop asking questions altogether, and that's when they actually end up unprepared.

The second pattern is isolation. Wealth, inheritance, family business dynamics: these aren't things most people can bring up with their college roommate or their coworker. Andrea shares her own experience of meeting her first real peer at a Tiger 21 conference and the relief of realizing someone else understood. That same feeling has come up with Evolve clients who are non-family successors buying into a business. The "you get this too?" moment matters more than most people realize.

The third pattern is about clarity. Successors aren't asking for a polished strategy deck. They want any plan at all. One discovery call participant said they just wanted to know if there's something with thought behind it, instead of being completely in the dark. Andrea connects this to the entitlement theme: asking for a roadmap can feel like overstepping, so people stop asking, and that's when disengagement starts. TTS uses tools like timelines, objectives, and matrices in Evolve to get everything on the table so successors can make informed decisions about their participation.

Andrea closes with a reminder: if you're a successor, you're not the only one. That's the whole point of this podcast.

Connect with Andrea: Instagram DM or email at yournextgenfriend@gmail.com

Book a 30-minute call to talk through how to position these conversations in your family.

Connect with Andrea Carpenter and Your Next Gen Friend:

Website: https://yournextgenfriend.com

Instagram: https://www.instagram.com/yournextgenfriend/

YouTube: https://www.youtube.com/@yournextgenfriend

LinkedIn: https://www.linkedin.com/in/andreashaver/

Subscribe to Your Next Gen Friend on your favorite podcast player:

Spotify: https://yournextgenfriend.com/open-spotify

Apple Podcasts: https://yournextgenfriend.com/apple-podcast

Podcast theme music by Transistor.fm.

What happens when the family business you joined for the long haul loses a huge piece of its revenue, and you are the one who has to figure out what comes next?

In this Season 2 premiere of Your Next Gen Friend, Andrea sits down with Josh Robinson, fourth-generation owner of Argonaut Liquor in Denver. Josh shares how he went from stocking shelves and choosing not to lead with his last name, to leading the business through COVID, a brutal ballot initiative that cut wine volume by 60%, and a family ownership transition that tested every relationship in the building. Along the way he stood up a weekly executive meeting, brought Unreasonable Hospitality into the team's rhythm, and learned (sometimes the hard way) why ownership conversations cannot wait.

Key takeaways from this episode:

• Starting at the bottom is not just about humility. It builds the operational knowledge and relationships you will lean on when it is your turn to lead.
• Earning trust and respect from long-tenured employees takes real time, and there are no shortcuts, even when your name is on the building.
• COVID accelerated Josh's path into leadership and gave him the chance to prove his value when the stakes were highest.
• When market forces change your business model overnight, the operational habits and team trust you built in better years become your survival playbook.
• The biggest regret in Josh's transition was not having the hard ownership conversations early. When urgency shows up, hard conversations turn into painful ones.
• A weekly exec meeting and a shared read of Unreasonable Hospitality changed how the whole organization communicated and gave the team permission to row in the same direction.

Connect with Josh Robinson:

Linkedin: https://www.linkedin.com/in/joshua-robinson-401739ba/

Argonaut Liquor: https://www.argonautliquor.com/

Connect with Andrea Carpenter and Your Next Gen Friend:

Website: https://yournextgenfriend.com

Instagram: https://www.instagram.com/yournextgenfriend/

YouTube: https://www.youtube.com/@yournextgenfriend

LinkedIn: https://www.linkedin.com/in/andreashaver/

Subscribe to Your Next Gen Friend on your favorite podcast player:

Spotify: https://yournextgenfriend.com/open-spotify

Apple Podcasts: https://yournextgenfriend.com/apple-podcast

Podcast theme music by Transistor.fm.

If you work in your family's business, there's something worth sitting with: one day, you won't. Whether you're the one leaving or watching someone else step away, a parent, a sibling, a cousin, it's going to happen. And the emotional weight of that exit is unlike anything you'll go through in any other job.

In this Part 2 conversation, Andrea sits back down with Adam Hatcher, family business consultant, former 13-year veteran of his own family's company, and author of The Chaos Proof Family Business. They get into the question that keeps successors up at night: should I stay or should I go? Adam shares the framework he uses with families to evaluate whether the business can still give you what you need, why family meetings were the only place where his own exit could unfold as a process instead of a crisis, and what it felt like to walk down the stairs of the family company for the last time, following the same steps his grandfather once walked.

Key takeaways from this episode:

• If you work with your family, your exit is inevitable. Even if the company continues, one day you won't be there
• The emotional impact of leaving a family business falls somewhere between a normal job loss and a family loss, and most people aren't prepared for that
• Three questions to check in with yourself: Is there a future here that excites you? Can you do your job wholeheartedly? Are you being rewarded, recognized, and developed?
• Family meetings, separate from executive meetings, are where the honest conversations about staying or going can happen safely
• When you leave, leave. Don't hover. The people who stay need space to figure out who they are without you
• Leaving is not the opposite of loyalty. Sometimes making space is the most loyal thing you can do

If you haven't listened to Part 1, start there. We'll link it below. Adam covers how he joined, how they scaled, and what it's like working across three generations.

Connect with Adam Hatcher:

Website: https://21clear.com

LinkedIn: https://www.linkedin.com/in/adamhatcher/

Adam’s Newsletter: https://21clear.substack.com/

Connect with Andrea Carpenter and Your Next Gen Friend:

Website: https://yournextgenfriend.com

Instagram: https://www.instagram.com/yournextgenfriend/

YouTube: https://www.youtube.com/@yournextgenfriend

LinkedIn: https://www.linkedin.com/in/andreashaver/

Subscribe to Your Next Gen Friend on your favorite podcast player:

Spotify: https://yournextgenfriend.com/open-spotify

Apple Podcasts: https://yournextgenfriend.com/apple-podcast

Podcast theme music by Transistor.fm.