When we first wake up on the streets in this life of ours, we might receive a small sum of money from our parents, a few unopened letters, and some unsolicited mails from the most prolific recruiters of large criminal organizations. Those of us with families of old might have access to a vault full of bank credit, a large arsenal of unused perks of wealth, and perhaps some connections to families that exist at present. We have access to some understanding of how this life works from our ancestors, with some lessons learned and others not. 

At present, I feel like there is a somewhat disturbing trend of seeing nepotism at its finest: new crew leaders being children of recently fallen ones. While I have no particular disdain for any individual crewleader, I can't help but wonder what their members think of this. 

In a business where you are supposedly rewarded for your work, is this really true? How can you expect to be promoted to being a crewleader when those children of fallen ones are the first in line? How can current leaders expect to train their replacements if they don't give new blood a chance?

And, in a more depressing (somewhat) rhetorical question, is there any new blood?

I would love to hear your thoughts.

While the idea of nepotism can be unsettling, it's worth acknowledging that the children of fallen crew leaders often inherit a mix of privilege and expectation. They may have access to resources, connections, or insights that others don't, but they also carry the weight of living up to their predecessors' legacies. This dynamic can be a double-edged sword—advantages but also immense pressure.

That said, the essence of any thriving organization or community lies in meritocracy. It risks stagnation if hard work, loyalty, and skill aren’t rewarded. When leadership is handed down primarily based on lineage, it might discourage the truly capable from striving for higher roles, undermining the very foundation of the business.

As for the question of "new blood," it’s a challenge every generation faces. Recruitment, mentorship, and inclusivity are critical to ensuring fresh talent feels welcome and empowered to step up. It's on current leaders to nurture this potential rather than defaulting to what's familiar or easy.

Ultimately, whether you're born into privilege or not, leadership should be earned, not inherited. And as members, it’s fair to hold leaders accountable to these principles—after all, we all want a future where effort and dedication are truly rewarded.