运河关注｜别把接班变成“继承刑罚”！公益人陈行甲解码家业长青的底层逻辑

大运河传媒讯（董明 桂艳 徐蓉 发自北京）万亿民营经济步入交接大考。不少民营企业家却卡在了代际传承这道关上：一边是体量庞大的家业亟待交接，一边是二代抗拒接班、父子冲突不断的现实窘境。如何破解民企接班困局？Grand Canal Media(Dong Ming, Gui Yan, Xu Rong, from Beijing) The trillion-dollar private economy is facing a crucial transition period. Many private business owners are struggling with the issue of succession across generations: on one side, they have large businesses that need to be passed on; on the other side, the second generation resists taking over the business, leading to constant conflicts between father and son. How can this challenge in private enterprise succession be resolved?

11月1日，由北京德谕泽律师事务所和大运河传媒联合主办、中国民生银行研究院提供学术支持的“2026民营企业可持续传承发展暨风险管理公益论坛”在北京亮马河畔举办。深圳市恒晖公益基金会创始人、新东方教育科技集团总顾问陈行甲，以《道与术：民营企业家的家庭教育与二代传承》为题展开分享，跳出单纯股权、财富交接的视角，从家庭教育底层逻辑切入，结合中外家族兴衰案例，为民企走出传承迷局提供思路。On November 1st, the “2026 Sustainable Succession and Risk Management Forum for Private Enterprises” was held in Liangma River area, Beijing. Organized by Beijing DE LAW OFFICES and Grand Canal Media, and supported academically by the China Minsheng Bank Research Institute. Chen Xingjia, founder of Shenzhen Henghui Public Welfare Foundation and senior advisor at New Oriental Education & Technology Group, gave a presentation titled “The Way and Practice: Family Education and Succession among Private Business Owners”. Instead of focusing solely on equity and wealth transfer, he discussed the underlying principles of family education, and used examples from both domestic and international cases of family success or failure to provide ideas for solving the challenges in private enterprise succession.

传承的三块基石 勿把经营逻辑搬进家庭The three fundamental principles of inheritance: Do not apply business strategies to family life

“很多企业家在商海里摸爬滚打几十年，看惯了风浪，算清了利润，建立起庞大的事业。可许多企业家私下里吐露的焦虑，不是公司的市场份额，而是家里的那个孩子。”陈行甲直指当下两大棘手现实：部分二代把接班视作一场“继承刑罚”，本能抗拒；即便勉强接手企业，也深陷父子矛盾，企业内耗与家庭失和接踵而至。“Many entrepreneurs have spent decades navigating the business world, seen all the challenges, calculated profits, and built large businesses. But what many entrepreneurs express privately is not about their company’s market share, but about their children at home.” Chen Xingjia points out two major challenges today: Some second-generation leaders see taking over a business as a ‘legal obligation’, and resist this instinctively. Even when they reluctantly take over the business, they are often caught in conflicts between father and son, leading to internal strife within the business and disharmony in the family.

在他看来，矛盾的症结不在孩子，而是不少企业家犯了一个致命错误：将商业经营逻辑，直接套用在了血脉传承之上。“道是方向，是基石；术是方法，是路径。无道之术，越走越偏；以道驭术，方能家业长青。”陈行甲提出传承必须恪守三大道的基石。In his view, the problem lies not with the children, but with the fact that many entrepreneurs make a fatal mistake: they apply business strategies directly to the issue of inheritance. “The ‘path’ represents the direction and foundation; the ‘method’ represents the approach and way. Without the path, the method will lead to misdirection. Only by using the path as a guide can a business thrive over time.” Chen Xingjia suggests that inheritance must follow these three fundamental principles.

尊重生命的独立身份，接班人首先是一个活生生的独立个体。很多父母从孩子降生，便在心中定下“接班人”的定位，把孩子当作企业事业的延伸。陈行甲表示，孩子不是附属品，更不是企业的资产，他有自己的天赋、兴趣与命运。把企业接班当成唯一终点，强烈的控制欲只会换来被动服从，而不是主动担当。Respect the independent identity of life; the successor should be a living, independent individual. Many parents set the role of “successor” in their minds from the moment their child is born, treating the child as an extension of the business. Chen Xingjia says that a child is not a mere accessory, nor a property of the business; he has his own talents, interests, and destiny. Treating business succession as the only goal, along with excessive control, will only lead to passive obedience, not active responsibility.

传承创造财富的精神，远胜于直接移交物质财富。房产、股份、现金都属于静态的物质转移，倘若下一代没有驾驭财富的本事，再多家产终究只是空中楼阁。真正该交付下去的，是直面风险的勇气、吃苦耐劳的韧性、商业洞察力以及社会责任担当。The spirit of creating wealth through inheritance is far more valuable than simply handing over material assets. Real estate, shares, and cash are static forms of material transfer. If the next generation lacks the ability to manage wealth, even a large amount of property will remain worthless. What should be passed on are the courage to face risks, the resilience to endure hardship, business insight, and a sense of social responsibility.

家庭的底色是无条件接纳，而非KPI考核。商场讲究效率、指标、对错，但家庭的内核是爱与包容。不少企业家在公司习惯一言堂，回到家中依旧保持权威姿态，缺少陪伴与倾听。“只有当孩子确定，无论成功或失败，父辈都会支持他，他才有底气面对外面的风浪，也才有信心接过那根沉甸甸的接力棒。”他说。The essence of a family is unconditional acceptance, not KPI-based evaluation. The business world values efficiency, metrics, and right or wrong, but the core of a family is love and tolerance. Many entrepreneurs maintain an authoritative attitude at work, but lack companionship and listening at home. “Only when a child knows that, whether successful or not, the older generation will support him, will he have confidence to face challenges outside and be willing to take on that heavy responsibility.” he says.

避开四大实践陷阱 用制度与磨砺落地传承Avoid the four major pitfalls in succession planning; rely on systems and experience to ensure effective transmission

守住精神内核的“道”，还要落地可执行的“术”。陈行甲梳理出民营企业家培养二代的四大误区，并给出对应的破局解法。It is important to preserve the “way” of the spirit, but it also needs practical methods that can be implemented. Chen Xingjia identifies four common mistakes that private entrepreneurs make when trying to train their second generation, and offers solutions to overcome these issues.

把接班设置成人生唯一KPI，用流水线规划剥夺孩子的自主选择权。出国读经管、回国进企业、按部就班接班，这条被父辈规划好的道路，一旦孩子流露出别的兴趣，就被扣上“不务正业”的帽子，极易催生强烈逆反心理。 对此他倡导开放式接班观：允许孩子“先出走，再回归”，鼓励二代在外历练碰壁，亲身感知市场残酷；接班也不等于必须执掌总经理、董事长职位，做家族积极股东、内部孵化新项目同样是接班的形式，把人生选择权还给年轻人。Setting succession as the only KPI in a person’s life, using a rigid plan to deprive children of their right to make independent choices. Going abroad for business education, working in companies after returning home, or following a predetermined path for succession – once a child shows other interests, they may be labeled as “not focusing on their proper duties,” which can easily lead to strong resistance. In response, he advocates an open approach to succession: allowing children to “go away first, then return.” Encouraging the second generation to gain experience outside and understand the harsh realities of the market. Succession doesn’t necessarily mean holding positions like general manager or chairman; being a positive shareholder in the family or creating new projects within the family is also a form of succession, giving young people more control over their lives.

将董事长身份带回家，家庭沦为第二个办公室。“你懂什么”“按我说的做”这类职场式命令，彻底堵死亲子平等对话的通道。解决之道在于做好角色分离，餐桌不谈公事，会议室不谈父子亲情；重大业务分歧时，可以引入老高管、家族办公室顾问作为第三方中立者，用专业逻辑替代家庭情绪对抗。The role of chairman is brought back into the family, turning the home into a second office. Commands like “You know nothing” or “Do what I say” block any equal dialogue between parent and child. The solution lies in clearly separating roles: no business discussions at the dining table, no family emotions in the meeting room. When there are significant differences in business decisions, senior executives or family office advisors can act as neutral third parties, using professional logic instead of family emotions.

打造“无菌环境”的精英教育，缺失逆境打磨。父辈吃过苦，便竭尽所能给孩子名校、圈层、优渥生活，却忽略挫折教育，造就一批眼界很高、抗挫力极弱的二代，踏入真实商业世界便不堪一击。“真正的商业智慧，永远是从失败的教训里总结出来的。”陈行甲建议创造“真实战场”，推动二代深入基层轮岗参与社会实践，设立风险可控的试错机制，接纳“有成本的失败”，淬炼心理韧性。Creating an “aseptic environment” through elite education lacks the necessary experience from adversity. The older generation tries their best to provide their children with good schools, social connections, and comfortable living conditions, but neglects education in facing challenges. This results in a second generation with high vision but little resilience, who struggle when faced with real business challenges. “True business wisdom is always learned from failures.” Chen Xingjia suggests creating a “real battlefield” where the second generation can work at the grassroots level and engage in practical experiences. There should be risk-controlled mechanisms for testing ideas, accepting “costly failures,” and developing psychological resilience.

错把血缘当作治理制度，依靠口头承诺完成交接。没有接班标准、没有权责划分，全凭父辈个人喜好安排传承，最终造成老高管不服、家族内部争产，家务事演变为企业危机。他呼吁用制度确权替代情感绑定，明确接班能力门槛，搭建家族宪章、推行股权隔离与家族信托，把家族事务和企业经营分离开。Confusing blood relations with governance systems, relying on verbal promises for succession. Without clear standards or responsibilities, succession is determined by personal preferences of the older generation. This leads to dissatisfaction among senior executives and internal disputes within the family, turning family matters into corporate crises. He calls for using systems to establish rights instead of emotional bonds, defining the requirements for succession, establishing family charters, implementing equity separation and family trusts, and separating family affairs from corporate management.

陈行甲说，有术无道，即便完成股权交接，孩子内心痛苦，企业终将在内耗中衰退；有道无术，空有温情却缺少制度和磨砺，溺爱之下再厚的家底也扛不住时代风浪。真正的破局，是以道驭术，道术合一。心态上放下执念，给予爱与选择自由；行动上建立规则，给到试错空间与规范的传承制度。Chen Xingjia says that even if the equity transfer is completed, if there is no proper method, the child will suffer internally, and the company will decline due to internal conflicts. If there is wisdom but no method, warmth alone is insufficient; without systems and experience, even a large family wealth cannot withstand the challenges of the times. True solutions involve combining wisdom with method – integrating both. In terms of mindset, let go of attachments and give love and freedom of choice; in terms of actions, establish rules and provide space for experimentation and standardized succession systems.

洛克菲勒家族的启发 唯有精神能跨时代流传The inspiration from the Rockefeller family: Only spirit can endure through time

陈行甲还讲述了盛宣怀与洛克菲勒等几组古今中外极具反差的传承案例，盛宣怀依仗特权与奢靡的物质喂养后代，缺少制度约束与精神塑造，导致家族财富迅速崩塌。而洛克菲勒坚持独立人格教育，依靠信托、现代基金会完成财富社会化转化，实现家族价值长久延续。“证明盛大的物质排场，永远无法替代价值观的培育。”Chen Xingjia also shared several examples of inheritance patterns that contrast sharply between past and present, within and outside the country. Sheng Xuanhuai relied on privileges and extravagant material wealth to support his descendants; without institutional constraints or spiritual guidance, the family’s wealth collapsed rapidly. In contrast, Rockefeller emphasized the education of an independent personality. By using trusts and modern foundations, he managed the transformation of wealth into a social asset, ensuring the long-term continuation of the family’s values. “No amount of material wealth can replace the cultivation of values.”

农耕时代，家族的核心资产是土地田产，传承的底层逻辑是传物。工业时代，核心资产转为厂房、生产线等，传承既要交接资产，也要把生产、企业管理能力交给下一代。进入信息时代，核心资产是平台、流量、商业模式，这些资产保质期短，旧模式随时可能被颠覆，单纯继承产业，不等于继承市场竞争力。In the agricultural era, the core asset of a family was land and property; the principle of inheritance was simply passing on those assets. In the industrial era, the core assets became factories and production lines. Inheritance required not only the transfer of assets but also the transfer of production and management skills to the next generation. In the information age, the core assets are platforms, traffic, and business models. These assets have a short lifespan, and old models can be replaced at any time. Simply inheriting industries does not mean inheriting market competitiveness.

步入AI时代，技术迭代速度空前，父辈曾经赖以成功的商业模式与产业阵地随时会被颠覆。“父辈打下的江山，未必是下一代的战场。”陈行甲说，真正能够穿越浪潮的硬通货，是健全独立的人格、抗风险的逆商、企业家精神、敬畏财富承并担责任的价值观，以及持续学习迭代的底层能力。In the AI era, technological change occurs at an unprecedented pace. The business models and industries that were successful in the past may be replaced by others. “The achievements of our ancestors may not be the battlefield for our descendants,” said Chen Xingjia. What truly allows people to survive through changes is a healthy, independent personality, resilience, entrepreneurial spirit, a sense of responsibility toward wealth, and the ability to continuously learn and adapt.

财富终有耗尽的一天，企业也有它的生命周期。产业可以被时代淘汰，但刻进血脉的精神与能力，无论身处哪个时代，都能重新开创属于自己的事业。“留给孩子最宝贵的，从来不是财富本身，而是创造财富的能力，与一份清白而坚韧的家风。”陈行甲总结道。Wealth will eventually run out, and businesses have their own life cycles. Industries may be eliminated by time, but the spirit and skills ingrained in one’s bloodline can help create one’s own business no matter what era one lives in. “What is most valuable to leave to children is not wealth itself, but the ability to create wealth and a clean, strong family tradition,” concluded Chen Xingjia.

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制作 曹宇

编校 延晨 徐蓉

一审 桂艳 张莉

二审 肖东 董明

三审 晖军