Leave a Legacy Column

Kevin Spafford’s “Leave a Legacy”
Column in Farm Journal

 

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Are You Growing Success?

Working together, your family may create an operation that is stronger than any one of you could create alone.

February 2012 - Farm Journal  

 

 

 

   

Are You Growing Success? - Printer-friendly version

 

Q. After attending one of your workshops, I decided to take it upon myself to initiate the succession planning discussion for our family. I work very closely with my dad and grandpa on our family farm. We grow corn and soybeans in Indiana. Grandpa is going to be 79 this year, Dad is now 52 and I just turned 27. My brothers and sister work off the farm, and I’m the only one who’s working on the farm. 

Dad supports my efforts to start planning for succession, but Grandpa is very reluctant. Privately Grandpa agrees we need to do something, however when the rest of the family is around and listening he’s not interested. What can I do to encourage Grandpa to start the process? He admits to me that it may be time, especially given my desire to continue the family operation. He just won’t go any further. What should I do now?

 

A. From your comments, it doesn’t sound like your grandpa is resistant to the idea of planning for succession; he may be procrastinating for other reasons. Succession can be a very difficult topic, even for a well-intended senior generation. The process itself can be complex and a bit unwieldy. Many families hesitate to engage in the process because they fear uncertain outcomes and unintended consequences. Beyond that, the psychology is difficult. Passing the reins to the next generation, may generate feelings of inadequacy, like giving up and quitting.  

Your grandfather may have concerns about the rest of the family. You mention your immediate family, which is challenging enough, but what about his other children and grandchildren? Does your father have siblings and do they have kids? Family issues take a front row seat in succession planning discussions. Beyond that, there are textbooks full of rational and irrational motives that affect a person’s desire to talk about planning and/or the next step in their vocational life.    

Try putting yourself in your grandpa’s shoes. He’s spent a lifetime building the farm, nurturing the land and growing his professional capabilities. He’s become efficient and learned new technologies. For him, farming is more fun than it’s ever before and working with you and your dad is probably very gratifying. He may be thinking, ‘Why would I want to give that up, why should I walk away and allow someone else to reap what I’ve sown?’ For the senior generation, passing the mantle of leadership may feel like being put out to pasture. Rare is the hardworking farmer who’s willing to trade his work truck and boots for a rocking chair and slippers.  

But it doesn’t have to be like that, succession can be the next step in his professional life. It can be a new challenge and an opportunity for professional growth. Grandpa’s role should transition from operational management to ‘chairman of the board.’ He should assume mentoring responsibilities, guiding you into a leadership role and helping your dad to make the critical decisions in the operation. As a mentor he can temper some of dad’s expectations as the two of you learn to become partners and work together on a more equal footing.  

I recommend you promote succession planning as an opportunity to grow the operation forward. Grandpa will be motivated to help grow the operation, and it sets the right tone as you seek his commitment. Imagine that you’re in a position to redefine the operation and engage each person according to their skills and abilities. Separate management tasks so that you and your father engage in the duties and make decisions commensurate with your aptitudes. Then, allow your grandfather to work with each of you to become a better leader. In methodically stepping away from day-to-day decisions, Grandpa allows you and Dad to leverage his experience to grow professionally.     

Devise a new business plan, or revise an existing one, to reflect the new management structure. Focus on the responsibilities of each person in the operation, and make sure that you are utilizing each person’s strengths. The succession planning process may be initiated by any number of relevant activities. Now is a great time to review your:

• Business plan
• Management systems
• Team development 

You may also consider using ‘Conversation Starters’ in reverse. Respond to the questions and be prepared to discuss your answers with your grandfather. Let him know how important it is that you be able to follow in his footsteps and that, together, the three of you may create an operation that is bigger, better and stronger than any one of you could create alone. Yes, succession is about creating a smooth ownership transition; it’s also about growing success and building a lasting legacy.

 
Kevin Spafford's recent 'Leave a Legacy' columns in
Farm Journal and Implement & Tractor... 

Are You Growing Success? - February 2012
The Season Is Upon Us - December 2011
Build Your Dream Farm - December 2011
Non-Farming Landlords Need Succession Too - Mid-November 2011
Transition Tips for Aspiring and Retiring Farmers - November 2011
What's an Operating Agreement - October 2011
Is a Merger in Your Future? - September 2011
Spare Me the Jargon - September 2011
Do You Have a Family Employment Policy? - August 2011
Legacy Project 2011 Report - The annual all-Legacy issue of Farm Journal


Browse Archived Leave a Legacy Columns  (2006-2011)

 

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