When leaders adjust how they lead – not just how much – performance almost always improves. Conversations get easier, expectations feel clearer, and employees start taking more responsibility on their own. Not because they’re being pushed harder. Because they’re being led in a way that fits where they actually are.

Succession planning is really people planning, and people bring motivations, fears, assumptions, habits and histories to the table. Recognizing those barriers early – and understanding the concerns behind them – can turn a stuck process into real momentum.

Every generation will either lose a farm legacy or strengthen it. There often isn’t a middle ground. When we think of dairy legacies, we think of cattle and barns, but really, we admire dairy families. Every family will have a next generation, and we owe it to them to put them on the best possible footing. It's their future but your legacy.

Have you prepared yourself, your team and your operation to be resilient of the many risks that may occur and/or prepared to be ready for the many opportunities that may present themselves?

Excellent positive and redirection feedback will enhance your success as a supervisor and increase the performance and motivation of those you lead, supervise and coach.

Talking about depression and suicide with teenagers is not likely on your list of favorite chores. However, your willingness to have direct, open conversations with youth could be the only chance they have to feel heard.