In my observations of successful farm families, these are some key points I feel make a
difference between farms that remain profitable and are passed from one generation to the
next and those who are unable to continue the farming tradition.
Multi-family or intergenerational farming:
- The most important aspect of farming is grooming and cultivating the next generation
of leaders on a family farm. Fathers need to understand that gentle and patient
teaching along with a positive relationship with children around farm work will be a huge
incentive to love the work. Even if the children choose not to farm, they will have good
memories of growing up on a farm. Too many farmers are perfectionists who are too driven
in their farming to make the experience of working together fun and enjoyable.
- When farming with adult children, it is important to open to ideas, delegate
meaningful responsibility and share decisions in the spirit of true partnership. Too
many farmers stunt the growth and motivation of their farming partners by autocratic and
demeaning management styles.
- It is important to cultivate a team atmosphere in family farming by sharing goals,
giving mutual trust and respect, communicating well, giving recognition and appreciation,
and by providing opportunities for growth and creativity. Too many farmers have a top-down
style of management that robs their operations of motivation, commitment and ideas that
would make for better farming and happier people.
- Many problems in multi-family farming operations can be solved by having a
well-organized and well run family business meeting. Too many farmers attempt to run a
complex business without a systematic way to bring up and resolve conflict, coordinate
activities, and discuss short and long range goals. Too many conflicts between individuals
and families go unresolved because of a lack of communications and a "safe"
environment in which to air differences.
- With openness, inclusion and acceptance, in-law relationships on a family farm can be
rewarding and pleasurable. The incorporation of a daughter-in-law into a family
operation is a delicate process. There are responsibilities on both sides to make it work.
Too many farm families dont include the daughter-in-law or accept her need for a
separate definable life as a priority nor is she included enough in the business aspect of
the operation. Too many daughters-in-law are too demanding and self-centered and refuse to
fit into a family farm with give and take that is required.
- Clear commitments and openness about estate planning and succession create an
atmosphere of trust and cooperation in working for long term goals. Too many farm
families delay estate planning until too late. Hardships and inequities are created
through poor or no estate planning. Farming and non-heirs benefit by knowing retirement
and estate plans and can give important input that makes for better decisions and future
family relationships.
- Mutual respect and give-and-take are necessary in defining important social and
family boundaries so that farm families can relax and be comfortable around each
other. In a close family business, it is important to work through differences and not
ignore problems. Too many farm families dont communicate their needs and concerns
allowing tensions and hurt feelings to grow without efforts to resolve them.
- Succession on family farms goes smoothly when parents cultivate interests, activities
and goals that extend beyond farming. This will prepare farm families for retirement
or to enjoy semi-retirement. The foundation is laid for a collaborative relationship where
farming goals are shared without competition or control issues spoiling relationships.
Successful retirement planning is a function of a balanced lifestyle all the way through
life. Too many farm families fail to develop satisfying goals and activities beyond
farming. Retirement is resisted and reins are held tight because that means giving up
rather than beginning an anticipated and satisfying phase of life.
Farm management:
- Record keeping, financial management and fiscal review of farm and family living
expenses are an important part of farming success. It is important to work smart as
well as work hard. Profitability is a key to maintaining a satisfying lifestyle. Too many
farmers neglect bookwork in favor of the more satisfying and compelling
"hands-on" work.
- It is important to seek help from good advisors and consultants in the effort to
improve business and family relationships. It is responsible and smart to gather
information and resources to help solve problems. Too many farmers let their pride or a
misguided idea of independence get in the way of using other peoples ideas in
helping to solve problems.
- If debts loom as an emerging concern, farmers need to seek financial and emotional
advice soon in the process of gaining control and confidence in ones plans.
While denying or avoiding problems, their debts spiral downward and their options become
more limited. Too many farmers wait too long to get help when they are in financial
trouble. Their personal coping and family relationships suffer in the process.
- As farming becomes bigger and more complex, managing the human resources of an
operation becomes the primary skill that will make a difference between success and
failure. Too many farmers cant let go, delegate or micromanage their employees at
the expense of motivation and commitment. Creativity is stunted.