宗馥莉们的接班焦虑，日本几百年前就解决了

Group 1 - The article discusses the challenges and dynamics of family business succession in Japan and China, highlighting the cultural differences in how succession is approached [2][4][41] - In Japan, succession is often seen as a duty, with discussions focused on "who will take over" rather than "whether to take over," involving multiple generations [3][5][12] - Japanese family businesses have a high rate of continuity, with approximately 97% of small and medium enterprises being family-owned, and 66% of all businesses being family-operated [12][13] Group 2 - The article contrasts the Japanese approach to succession, which includes mechanisms like "muko-iyashi" (adoption of sons-in-law) to ensure stability and continuity, with the more fragmented approach seen in China [16][18][41] - Notable examples of successful family business transitions in Japan include Toyota and Nintendo, where leadership has been passed down through generations, often involving external candidates as well [4][6][10] - The article emphasizes the importance of training and preparation for successors in Japan, with many inheritors gaining experience in other companies before taking over the family business [22][21][30] Group 3 - The article points out that while Japan has a robust system for business succession, it also faces challenges, such as internal conflicts and the need for adaptability in changing markets [8][24] - The cultural emphasis on family and legacy in Japan fosters a sense of responsibility among successors, which contrasts with the more individualistic approach seen in China [26][31][41] - The discussion includes the impact of economic conditions on succession, noting that stability becomes a priority during economic downturns, making the Japanese model appealing for long-term sustainability [14][36]