For the past ten years, I’ve worked with businesses and nonprofits across the farming and food sector, helping them strengthen their operations and build their brands. Over that time, I’ve seen many farms and food businesses grow into vibrant, vital parts of their communities. But I’ve also watched several close their doors when their owners needed to move on—mostly due to the fact there was no succession plan in place.
Too often, succession planning doesn’t become a priority until a crisis arises—whether from health issues, stress, or burnout. Without a plan or an identified successor, even the strongest business can struggle to transition. In farming especially, the business and the person behind it are deeply intertwined, which can make it difficult to separate personal identity from the operation itself.
As our farming population ages, planning for succession is about more than just retirement—it’s about protecting the legacy and longevity of the business. Thoughtful planning supports not only the financial and operational health of the farm, but also the well-being of farm families and communities. When I ask farmers if they’ve thought about retirement, I often hear: “I’ll never retire.” I understand that sentiment—it’s about passion, purpose, and connection to the land and often their business. But I like to think of it differently: planning for the future isn’t about stepping away, it’s about ensuring that the farm and the land can continue even as farmers choose to take more time for themselves and their families.
Beginning this process early also helps farmers keep their businesses strong. Without a plan, some owners scale back their operations as they age so they can continue to manage things alone. Unfortunately, this can make it harder for a successor to step in later. Growth and stability, not contraction, are what make a farm attractive and viable for future owners or managers.
Of course, for many farmers, the idea of succession can feel overwhelming—there’s a lot to consider, from financials to family dynamics. Sometimes, the hardest part is simply knowing where to begin. That’s where Land For Good comes in. We help farmers navigate the complex process of farm transfer through one-on-one support and practical guidance. This winter we’re also hosting virtual webinars and an in-person succession school.
For those who simply want to learn how to get started, or have questions about passing on the farm, the upcoming Farm Succession & Transfer Planning webinar series (January 2026) will offer transitioning farmers and younger generation farmers the basics of farm succession and transfer planning, as well as where to find support.
For those who want a more structured path, Farm Succession School (January – March 2026) offers a powerful opportunity to build a plan alongside peers. Over three sessions spread across three months, participants work with experienced staff to explore their options, define their goals, and begin shaping a plan that fits their farm and family.
Our message to farmers is simple: it’s never too soon to start. Whether you’re five years or fifteen years from stepping back, early planning gives you more control, more options, and greater peace of mind. A clear succession plan doesn’t just serve the next generation—it protects the legacy of your work and ensures that the land and community you’ve built will thrive into the future.
it’s about ensuring that the farm and land can continue even as farmers choose to take more time for themselves and their families.
