In the context of accelerating technological change, family business succession increasingly depends not only on ownership and management transfer but also on intergenerational negotiation of attitudes toward digitalisation, artificial intelligence (AI), and technological innovation. This study explores how differing perspectives between successors and predecessors influence the succession process within Hungarian family firms undergoing intra-family transition. Building on two in-depth case studies, the research adopts a qualitative approach using semi-structured interviews with both predecessors and successors in each firm exploring how different perspectives can foster change in management takeover. Findings reveal generational tension between successors’ openness and innovative orientation toward digital transformation and predecessors’ moderate, often cautious, stance shaped by tradition, proven practices, and perceived risks of rapid technological adoption. Despite these divergences, the study identifies mechanisms of reconciliation, such as innovation, shared learning, and mutual trust, which enable smoother digital improvement during succession. The analysis contributes to the understanding of how family firms can balance continuity and renewal by integrating differing digitalisation mindsets across generations. The study offers theoretical and practical insights into the interplay between technological attitudes and succession dynamics, emphasising the need for intergenerational dialogue and adaptive leadership to ensure long-term competitiveness in the era of digital transformation challenges.

The study looks at how older and younger generations in Hungarian family businesses feel about digitalisation and artificial intelligence, especially during the succession process. It finds that while younger successors are eager to modernise and introduce new technologies, older predecessors tend to be more cautious and rely on traditional approaches. Even with these differences, mutual trust, communication, and shared learning help families combine tradition with innovation and ensure a smoother transition of leadership and family firm sustainability.