Notes On Handing Over The Farm |
The Succession Ladder |
|
Never |
Decide when to pay the bills |
40+ |
Decide and plan capital projects |
40 |
Negotiate sales of crops and livestock |
35 |
Decide when to sell crops and livestock |
30 |
Plan day-to-day work |
25 |
Supervise staff at work |
Hastings, MR (1984) Succession on Farms. Unpublished MSc Thesis Cranefield Institute of Technology |
Management Developing management skills is something that every generation has to learn anew; they can't be inherited. Just as a person must learn to farm by farming, one must learn to manage by managing. Marketing and financial skills are rarely developed in a systematic and progressive approach on family farms. First generation farmers tend to operate solo and that can lead to difficulties for the next generation. On most family farms, the father turns over the field work first, then he turns over the labor supervision. Later still, he might turn over some of the investment decisions regarding equipment, buildings and livestock. By this time, the successor might be 40 or 50 years old. Sadly, they likely have felt ready to take over since they were twenty-five. Typically, the father holds onto the checkbook and the bank account until circumstances force him to relinquish control. This can leave successors poorly prepared to take over and make crucial decisions. While production know-how is essential to running a viable farm business, in the future it won't be enough. Farm management teams are going to require well developed marketing, finance, and human resource management skills. Rob Wein earned a commerce degree and then gained some valuable experience working in another horticulture operation. "He learned to deal with others," says Fred, adding "it's really important to get experience somewhere else." Fred also feels fortunate that he and his brother were allowed to get involved in the finances of the business. That isn't usually the case. The previous table reflects how most farm families hand over management duties. To succeed at succession, however, management opportunities to learn management skills must be offered to successors much earlier. Ownership Ownership and tax consequences are often the first issue many farm families look at when they think of succession. But this isn't usually the best place to start. Most children can't afford to borrow the money to buy out their father or their siblings, especially in these uncertain times. The right ownership plan and business structure for each farm depends entirely on individual circumstances, where the business is going, the needs and aspirations of the different family members. Once each individual's wishes are understood and a consensus regarding a vision for the future is developed, the steps required to implement a succession plan will be obvious. Details of the business arrangement and corporate structure—preferred, common, or redeemable shares, shareholder loans, operating versus general or limited partnerships, joint ventures, capital gains, capital gains reserves, roll-over provisions, life insurance, etc.,—should fit with the overall business plan. Taxes, while important, should not be the focal point or driving force behind any succession plan. Once a direction for the farm has been identified and agreed upon, an accountant, lawyer, and financial planner should be consulted. They can help the family find the tools needed to minimize taxes. Of course, changes shouldn't be made too fast. It's best to wait a few years and have a trial period working together, delegating responsibility. "We have a five year plan," says Wein. "My brother and I are purchasing five percent of the business per year until we all become equal partners. Then we'll assess the situation again before taking the next step." |
Sources of Stress in |
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(1) |
Not enough money |
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(2) |
Farm taking priority over family |
||
(3) |
Poor teamwork |
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(4) |
Differing time commitments |
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(5) |
Not involved in decisions |
||
(6) |
Not being on our own |
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(7) |
Taking more risks than others |
||
(8) |
Disagreements over spending |
||
(9) |
Criticism from family members |
||
(10) |
Feeling like labor. |
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Weigel, DJ & Weigle, RR (1987) Keeping Peace on the Farm: Two-generation Farm Families. CES Iowa State University |
Income Having a viable farm with adequate income for the needs of all the family members as well as for retirement is essential. A consensus of how money is to be spent in the business and an acceptance of how personal money is spent outside of the business is equally important. Every farm is different and requires a different approach. Successful solutions are ones that have enough flexibility to respond to the changing needs and circumstances of both parties, don't tie down farming children with excessive debts and payments, create enough income to meet the living needs of the individuals involved in the farm, and the operating and growth needs of the business. Unfortunately, financial burdens are split unfairly between generations. Too often this can lead to failure and loss of the family farm. "So far, our plan is working out really well," says Wein. Good communication, a strong management team, delegated areas of responsibility and a solid business plan certainly help in the successful transition from one generation to another. Successful succession is vital to the financial well-being and long-term survival of Canada's agriculture industry. Family farms remain the dominant and most successful type of food producer in Canada. Presuming they can be successfully passed from one generation to the next, they will remain so well into the future. Tips and Suggestions Keep Communication Open Meetings Compromise Prepare by talking about & practicing Decision-making Allow Everyone to Make Mistakes Provide Opportunities to Develop Skills Keep Lifestyles Out of the Farm Business Have Agreements Written Out Keep Everyone Informed © 1993 Canadian Ministry of Agriculture. Lorne Owen, P. Ag. is Farm Management Specialist, Province of British Columbia, Canadian Ministry of Agriculture |
15 November 2004