My partner, Irene, introduced me to the mid-century modern aesthetic that defines Palm Springs.
I appreciated its clean lines, simplicity, and timeless design.
So, this month, we visited Modernism Week with another couple from LA and friends from NY.
Once again, I enjoyed the experience.
After all, it was President’s Day weekend and my birthday.
As the President of Goldhill Group, was this a sign to celebrate all weekend long? Why not!
So, together with two other couples, we experienced some of the annual, eleven-day festival held each February promoting mid-century architecture and design.
But this time, something felt different…
Palm Springs changed my thinking.
45 years ago, Palm Springs was a quiet desert retreat, a haven for architectural purists and design enthusiasts. Today, it’s still iconic, but in a different way. It’s thriving, buzzing with “snowbird” visitors, high-end restorations, and a commercialized embrace of modernism as a brand.
The past has been reimagined.
In the grand scheme of things, 45 years isn’t a long time. Yet, the transformation was striking.
Some people see this evolution as a natural progression. Others feel it dilutes the authenticity of what once was.
According to the Modernism Week organizers:
“Mid-century modernism continues to influence contemporary design, blending nostalgia with innovation, and proving that reinvention is necessary for relevance.”
I’m not here to debate that…
I’m here to show how this mirrors the role of a disruptive successor.
If you’re stepping into leadership of a family business, you have to embrace transformation while respecting the past.
The outgoing generation must lean into change, recognizing that innovation isn’t optional—it’s inevitable.
The new generation must integrate fresh ideas, leverage technology, and refine processes to drive future success.
As a current leader, you have to foster innovation. Welcome creativity, support bold decisions, and encourage a culture of continuous improvement.
That’s how you lead.
That’s how you become a disruptive successor.
~ Jonathan Goldhill
P.S. – I’m looking to work with a few more business owners and next-gen leaders this month to discuss growth, leadership, and navigating change. If you’re interested, contact me here.