Three questions often posed in transition conversations:
- “Is the next generation ready to take over the family farm?”
- “Do they really want it?”
- “Do they have what it takes?”
In today’s ag economy simply having a plan on paper isn’t enough. Successful farm transition depends just as much on the successor’s will as it does on their skills. Do they have the “it factor” — that drive, grit and determination required of farm leaders in today’s tough environment?
Many seasoned farmers say it best: “You gotta’ want it.”
Gauging the “it factor”
So how can families tell if their farm successor has what it takes?
Start by asking a few reflective questions:
- Do they show up early and stay late — without being asked? Passion often reveals itself in persistence. If they’re willing to do the hard jobs and stick with it through the mud, heat, and stress, that’s a good sign.
- Are they asking questions and learning beyond the day-to-day? Successors with the “it factor” are curious. They want to know why a financial decision was made, not just how to operate a combine.
- How do they handle setbacks or criticism? Farming is full of curveballs. Resilience — the ability to bounce back and adapt — is often the strongest predictor of who will be successful leaders over the long term.
- Are they willing to sacrifice some short-term comfort for long-term gain? The next generation may have more career options than ever. Choosing the farm often means saying “no” to a 9-to-5, predictable schedule, and in many cases, a bigger paycheck. If they still want it — that says something.
Testing the waters: Give them responsibility
You can’t expect the next generation to prove themselves without giving them the opportunity to do so.
Here are some ways to test drive their readiness:
- Delegate a full enterprise. Whether it’s managing the cow-calf operation or taking ownership of a grain marketing plan, let them run something from start to finish - including the budget and results.
- Include them in financial conversations. Let them sit in on lender meetings, review financial statements, and weigh in on capital purchases. Even better - ask them to prepare a proposal.
- Assign a leadership role. Have them lead weekly farm meetings or manage part-time help. These are soft skills that reveal maturity, communication ability, and emotional intelligence.
- Use a mentorship mindset. Offer feedback — not just instruction. Talk about what went well, what could improve, and why each decision mattered.
Developing the next generation’s grit
Not everyone is born with the “it factor” but it can be cultivated.
Here are some ways to help them grow:
- Invest in education beyond farming. Encourage them to take courses in business management, ag economics or leadership. Even better, connect them with peer groups or young farmer networks.
- Let them fail. Some of the best lessons come from mistakes. If the next generation never stumbles, they’re probably not stretching themselves enough.
- Model your values. Passion is often caught, not taught. If you want them to love the land, the business and the lifestyle, you have to show them what that looks like day in and day out.
- Talk about the why. Remind them that farming is more than a job. It’s a mission. Helping feed the world, stewarding land for future generations and preserving a legacy are powerful motivators.
Final thoughts
Farm transition isn’t just about assets. It is about attitude. It’s about preparing successors who not only can farm, but who want to. The right estate plan means nothing without someone with the heart and hustle to take the reins.
So, ask yourself: Do you and your successor have what it takes?
Downey has been consulting with farmers, landowners and their advisors for nearly 25 years. He is a farm business coach and the succession planning lead at UnCommon Farms. Reach Mike at mdowney@uncommonfarms.com.