Leadership Reflections: Working Alongside Family At Transpak
By Leilani Arendell
When people hear that TransPak is family-run, they often picture something quaint. Maybe a small office, a couple of siblings managing operations, handwritten invoices passed across a kitchen table. But TransPak—a global leader in crating, packaging, logistics & design based in the United States—isn’t a small business anymore. Not by a long shot.
And yet, at its core, it still feels like one. That’s the paradox of family leadership. You grow. You globalize. You digitize. But the roots—those personal, sometimes messy, always meaningful connections—stay intact.
I’ve had the privilege of watching this dynamic play out up close. And I’ve come to believe that family in leadership doesn’t just shape a company’s story. It shapes its soul.
Generations at the Helm
Bert Inch Sr. started TransPak in 1952 with little more than grit and vision. But what he really left behind wasn’t just a business model—it was a philosophy: solve real problems, treat people right, stay humble.
That philosophy didn’t fade when the next generation stepped in. It deepened.
Today, the Inch family still guides TransPak forward. But it’s not a dynasty for the sake of legacy. It’s continuity with purpose. A recognition that some of the most enduring values in business—like trust, accountability, and people-first thinking—often begin at home.
Real Conversations in Real Time
I remember a moment during a team offsite. A mid-level manager asked a tough question about resource allocation. The conversation could have easily been deflected or “taken offline.” Instead, a member of the family leadership team leaned forward and said, “Let’s talk about it now. Everyone deserves clarity.”
There was no fanfare. No hierarchy. Just eye contact, transparency, and a willingness to listen. That moment stuck with me.
Because in many family-led businesses, those kinds of conversations are normal. You don’t wait for quarterly reports or formal memos. You talk things through. Right there. Right then.
That approach—human, immediate, maybe even a little imperfect—is part of what makes TransPak feel different.
A Culture That Doesn’t Feel Manufactured
These days, “company culture” is a buzzword. But at TransPak, culture isn’t something you write in a handbook. It’s something you witness—when senior leaders remember warehouse birthdays, when project leads step onto the floor to help, when someone stays late because they want to get it right.
Those small gestures add up.
And while this culture didn’t start because of family leadership alone, it’s been nurtured by it. Protected, even. Especially during moments when outside pressures might have nudged the company toward colder, more corporate decisions.
The Messy Side (That’s Also the Real Side)
Of course, family leadership isn’t always smooth. Disagreements happen. Generational perspectives clash. Sometimes you’re navigating business growth and Thanksgiving dinners with the same people.
But those tensions can be productive, too. They bring perspective. History. A kind of emotional accountability that’s hard to manufacture any other way.
You’re not just answering to shareholders. You’re answering to people you’ve known since you were 12. People who remember when your first “business pitch” involved selling lemonade in the driveway.
That kind of accountability keeps you honest.
And Now—A Global Moment
In November 2025, TransPak will be in London as a nominee for the Go Global Awards, hosted by the International Trade Council. It’s a global gathering of business leaders, innovators, and changemakers from every continent.
For a company like ours—rooted in family, grown through grit, expanded with intention—it’s an opportunity to share not just what we do, but how we do it.
Because the awards aren’t just a celebration. They’re a crossroads. A chance to connect with peers, forge new collaborations, and imagine what’s next in a rapidly evolving world.
And I’d like to think that if Bert Inch Sr. could see it, he’d be proud. Not just of the company’s growth, but of how it’s stayed grounded in its values.
Final Thoughts
There’s a phrase we say around here: “Build it like it’s your own.” That could apply to crates. Or strategies. Or careers.
But when your company is led by family, that phrase takes on a deeper meaning. Because it is your own. And that spirit—of ownership, responsibility, and quiet pride—flows through every pallet, every shipment, every relationship.
It’s not flashy. But it’s real. And it lasts.
