Mud season in Minnesota was in full force. The frost was coming out of the ground, and any road labeled “minimum maintenance” was best avoided. I knew better — but I wanted to get home. Plus, I had a new (for me) 4x4 I wanted to try out.
So, I turned off the county road and eased onto that minimum‑maintenance stretch. At first, it seemed fine. Then the back end came loose and the tires started sliding. And before long, the truck settled in. I wasn’t careless. I just assumed that because I had this new truck, I was going to be fine. But I was stuck — because I exceeded the limits of my tool (the truck).
That experience comes to mind often in succession planning. Families push ahead through the uncomfortable parts — the people parts — hoping good intentions, momentum and new legal work will get them through. If you ignore what’s underneath the surface and keep pushing forward, momentum and new tools can’t save you. You sink.
Many people think succession planning hinges on finding the right attorney or accountant to draft documents. Just like my 4x4, legal documents are tools, and every tool has limitations.
It’s important to recognize that succession planning is really people planning. So, start there. People bring motivations, fears, assumptions, habits and histories to the table. Recognizing barriers early — and understanding the concerns behind them — can turn a stuck process into real momentum.
Here are five common barriers farm families face:
1. Motivation: A senior generation that avoids the topic. The senior generation built the operation over decades. It’s not just a business; it’s identity. Avoidance usually isn’t indifference. It’s fear of conflict, the unknown or losing control.
2. Relationship: When keeping the peace becomes a roadblock. Sometimes family members try to preserve harmony by avoiding hard conversations. Harmony matters. However, avoidance creates long‑term risk: unclear expectations, missed windows and growing frustration. Surface‑level peace can quietly turn into resentment.
3. Environment: Time and seasons. Succession planning happens in spurts, maybe after harvest or before the holidays. Then taxes, spring planning and the growing season take over. Months later, people forget what was discussed, and the project loses momentum. Each restart gets harder.
4. Cognitive barriers: A younger generation that feels overwhelmed. The next generation may be capable but tunes out when conversations get technical. Ownership structures, tax issues and legal language are complex. It's not apathy. It’s overload. It’s easier to focus on daily work than wrestle with complexity.
5. Historical norms: “We’ve always done it this way.” Those six words that derail businesses also slow succession planning. Family members may resist new systems or leadership changes. That pushback often protects stability and respect for the senior generation. It’s not always resistance; it’s fear of losing what’s familiar.
Remember, behind every barrier is a concern that deserves understanding before pushing ahead. Succession succeeds when families can name the barriers, address the concerns and move forward together.
Overcoming barriers in farm transition
Practical steps to overcoming barriers include:
- Name the barrier without blaming the person.
- Hold consistent, structured planning sessions, including during the busy season. Take small bites and maintain momentum.
- When concerns come up, stop and listen.
- Agree on the why and how before the what. The “what” is wills, trusts and taxes. The “why” are the underlying concerns and the “how” is the process you’ll follow.
That spring afternoon taught me that momentum and new tools don’t matter much when the road underneath you gives way. Succession planning is no different. Pay attention to the surface you’re on. Identify the barriers. Choose steady progress over speed.
If you can name the barrier, you can address the concern. That’s how you move your farm legacy onto the shoulders of the next generation.