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Purpose – Previous research indicates that a high percentage of family firms are not able to transfer to the next generation. This is, for the most part, due to poor succession. In this regard, the competency of the predecessor in nurturing a competent successor is a central issue. The purpose of this paper is to identify the predecessor competencies required to nurture a successor. Design/methodology/approach – The research applied a qualitative research methodology with a case study approach, whereby five large Iranian family firms which have maintained superior performance across generations were studied. Findings – The findings indicated that predecessor competencies required for successor nurturing are open-mindedness, risk-taking, patience, explicitness, motivation, trustworthiness, communicative skills, and value orientation. Cross-case analysis also revealed that successor attributes and family attributes influence the importance of the predecessor’s competencies. Originality/value – The literature suggests a number of attributes that predecessors require for nurturing the successor in family firms. However, previous studies have proven to be weak in doing a systematic study, from a competency-based approach, to find the required predecessor competencies based on the methods used to nurture the successor. Therefore, this research would be helpful in explaining the predecessor’s required competencies for nurturing the successor.

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In this work a numerical method, based on the use of spectrophotometric data coupled to PLS multivariate calibration, is reported for the simultaneous determination of furosemide (FUR) and atenolol (ATE) in synthetic samples and combined commercial tablets. The correlation coefficients (R2) and recovery range for ATE and FUR in synthetic mixtures were 0.9938, 0.9949 and 94.72-103.72%, 95.60-104.34% respectively. The results of optimized method in combined tablet preparations compared with British Pharmacopeia 2007 standard methods that have a good agreement. The proposed method are simple, fast, inexpensive and do not need to any separation or preparation methods.

Literature reveals that many family businesses are not able to manage successful succession to the next generation due to poor successor nurturing. Therefore, it seems essential to apply effective methods of successor nurturing to prepare a competent successor. Mentoring, as one of the main methods of nurturing, helps the successor nurturing process through a range of functions. However, the effect of different functions of mentoring on preparing the successor has not been well explained in literature. In this research, we have addressed this issue by identifying the competencies which are developed by applying mentoring functions. To this end, the paper has studied five successful Iranian family businesses. The results suggest that these family businesses have applied all mentoring functions and each function has helped to develop specific competencies in the successor. This article discusses each of the functions and explains the way they affect successor nurturing.