It’s obvious the five members of the fifth generation at Holden Farms are comfortable with one another, and their father-owners. A friendly camaraderie permeates the meeting room where they gather to share ideas.
It’s rewarding to have the next generation be part of the business, and to know it’s in good hands in the future, Kent Holden says.
There are disagreements, as there are in any business—family or otherwise.
Continuity during change is a goal at Hatley/Cobb Farmland Management. That’s true for both their business and their clients.
The start of a New Year is the perfect time to reflect on the past year and firm up your plans for the new one. As you look to 2018, consider developing a farm succession plan if you don’t already have one in place.
If you find the idea totally overwhelming, know that you aren’t alone. In a Farm Journal survey on succession, 80% of farmers said they plan to transfer control of their operation to the next generation, yet fewer than 20% said they are confident they have a good plan in place.
About 40 years ago my grandmother left the family farm and moved to town.
Ask a producer about their greatest hope for the future of their operation, and most would say to keep the operation together for their family to farm.
Indiana farmer finds a non-family heir for his farm business.
Your farm’s succession plan is a marathon—not a sprint. A well-developed plan requires time, thought, advice and patience.
If you need to unwind and take a break with your farm team, the best approach might just be to grab a pastry.
THE HOMEPAGE OF AGRICULTURE
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