Follow the energy. When you are thinking about the next leader, be observant of people’s talents and where they find themselves spending their time. Sometimes we can be so focused on who is going to be the next leader we don’t see if they even show the desire to lead. By being aware of where people get their energy, we have a better chance of setting them up to succeed.

Challenge to grow. It can be tempting to shelter the next generation from the headaches that you feel you should take responsibility for, but as the saying goes: “a smooth sea never made a skillful sailor.” Expose people to tough choices and challenges – big enough to stretch them but not so big that they sink.

Shared vision. You may have a vision for the farm. The next leader may have one. But have you ever had a discussion about what the future could look like? Conflict can come when two people are working to create two different futures. Work to build an understanding of a shared vision.

Create a plan. Just like when you embark on a trip, succession needs some basic plans and milestones. If you’re driving to Vancouver, you don’t need to map out every rest stop you’ll make along the way, but you do need to have some basic directions and towns you need to arrive at by a certain time. The same goes for succession. It’s a process (journey) more than an event.  What are the primary skills the next leader will need to be able to demonstrate? How will they best learn and show they have obtained those skills? Shadowing you? Going to seminars? Reading books? Listening to podcasts (check out our Modern Farm Business podcast)?

Foster trust. Mutual appreciation for each other as people and recognition that people have different talents builds a foundation of trust. Discuss how decisions will be made, how disagreements will be handled and expectations you have of each other. The older generation must recognize that the next leaders will have to learn their own way and the younger generation must seek wisdom and apply it appropriately.