Succession Strategies That Protect Retirement and Support the Next Generation
Succession Strategies That Protect Retirement and Support the Next Generation The Goal Empowering the Next Generation While Preserving Retirement Security A multi-generational farm family approached UnCommon Farms with two interconnected goals: Transition ownership of the operation to the next generation without burdening them financially Ensure a fair return on equity for the senior generation as they step back from day-to-day responsibilities At its core, this family wasn’t just thinking about finances–they were thinking about family continuity, operational sustainability, and protecting what they built for decades. The Challenge Financial Barriers and Decision-Making Bottlenecks 1. Equity Concentrated in Depreciating Assets Over the years, Mom and Dad had reinvested heavily into the operation–purchasing equipment, livestock, and occasional land. Nearly all their equity was tied up in equipment, much of which had depreciated significantly. This left little available liquidity or structured income. 2. Lack of Income History The family’s financials showed limited reported income because profits were reinvested rather than distributed. This created a red flag for lenders, especially when the next generation sought financing to buy into the existing partnership. 3. Decision-Making Was Centralized Dad handled all management decisions independently. The next generation wasn’t included in planning or leadership discussions, making it harder to build experience or trust with external partners. 4. Partnership Structure Didn’t Support Succession The operating entity held all assets–equipment, livestock, and operational revenue–making any buy-in expensive and complex, especially when those assets weren’t generating meaningful cash flow. The Recommendations At UnCommon Farms, we believe that legacy is more than land–it’s about preserving relationships, values, and a shared sense of purpose. Our recommendations were built around those principles. 1. Separate Operations from Ownership We recommended a clear division between operations and assets: Form a new partnership for day-to-day operations. This entity would lease equipment and livestock from Mom and Dad, rather than owning it outright This setup allowed the younger generation to buy into the operational entity without absorbing the full value of depreciating assets upfront 2. Create a Stream of Income for Mom & Dad Instead of selling everything at once, Mom and Dad would: Retain ownership of equipment and livestock Lease those assets to the new operating partnership This structure provided a steady return on equity and cash flow as they slowed down toward retirement 3. Consider a Sale-Gift Hybrid To further ease the transition, we encouraged exploring a part sale–part gift of ownership in the operating partnership. This allowed for: A more affordable entry point for the next generation Continued stewardship and tax-efficient ownership transfer strategies 4. Establish Shared Management Practices Transitioning leadership isn’t just about ownership–it’s about trust and communication. We guided the family in: Defining future roles and responsibilities for each member of the operation Starting weekly farm management meetings to build decision-making capacity in the next generation This approach gave the next generation a pathway to ownership without financial overwhelm–and gave Mom and Dad the confidence that their life’s work would not only continue, but thrive. It’s more than numbers. It’s a structure built for legacy, clarity, and long-term success. What Was Said "“Our lender had concerns about us buying into a partnership that didn't produce much income—most of the value was tied up in depreciating equipment.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Preserving a 150-Year Legacy Farm Through Strategic Succession Planning Strategic succession planning helps a 150-year-old family farm preserve its legacy and ensure future stability through trusts and flexible family entities. Read Case Study Preserving the Family Legacy Without a Farming Heir Learn how a farm couple ensured their farm's legacy without a farming heir through strategic planning and expert advice from UnCommon Farms. Read Case Study Increased Time With Family Read about our clients' experience working with UnCommon Farms to structure their operation to allow for more time spent together as a family. Read Case Study
Succession Planning for Balancing Farming and Non-Farming Heirs
Succession Planning for Balancing Farming and Non-Farming Heirs The Goal Ensuring the Farm Stays in the Family The family’s top priority was crystal clear–keep the farm in the family for generations to come. With a long-standing legacy in agriculture, they wanted to ensure their children–especially those actively farming–had the opportunity to continue the operation. Creating Rental Assurance for Farming Heirs They sought a structure that gave their farming children dependable access to the land through rental agreements, ensuring stability for the operation without leaving non-farming heirs behind. Minimizing the Estate Tax Burden The family also aimed to reduce the financial strain their children could face through estate taxes and probate fees. They had taken steps with life insurance but knew it wouldn’t be enough to cover the entire liability. The Challenge Balancing On-Farm and Off-Farm Heirs With six children–three involved in the farm and three off the farm–fairness felt complicated. The family struggled with how to divide assets equitably, recognizing that “equal” and “fair” often aren’t the same in farming transitions. Unequal Access to Family Resources Among the farming children, the oldest had received greater benefit from shared family assets over time. This created tension and raised questions of how to level the playing field as part of the transition. High Estate Tax Exposure and Limited Liquidity Most of the family’s net worth was tied up in farm real estate, leaving limited liquid assets to balance distributions. A local attorney projected a $1.5 million federal estate tax liability–an amount that threatened both the farm’s financial security and family harmony. Existing Life Insurance Was Not Enough Though the family had life insurance in place, it was only a partial solution. They needed a more comprehensive strategy to preserve both the operation and family relationships. The Recommendations At UnCommon Farms, we believe that legacy is more than land–it’s about preserving relationships, values, and a shared sense of purpose. Our recommendations were built around those principles. Restructure Real Estate into a Family Land Entity We recommended transitioning personally owned farm ground into a family-owned entity–such as a partnership or LLC. This structure would serve as a tool to formalize ownership, promote continuity, and streamline decision-making. Include Farm Continuation Provisions in the Operating Agreement The family entity’s operating agreement would contain specific provisions to: Keep the farm in the family Ensure the farming children have clear and secure rental opportunities Outline expectations for land use, decision rights, and dispute resolution Take Advantage of Valuation Discounts Recognized by the IRS By holding land inside a closely-held entity, the family became eligible for IRS-recognized valuation discounts. These discounts reflect the fact that fractional interests in a partnership are less marketable than full ownership of land, effectively lowering the taxable value of the estate. Significantly Reduce Estate Tax Exposure This structure helped reduce the size of the estate, decreasing the projected estate tax liability and preserving more of the life insurance proceeds for their intended purpose–supporting the next generation. Establish Clear Family Policies on Asset Use and Roles To address the concerns around unequal access and future expectations, we guided the family in crafting a shared policy for: Use of farm assets Compensation and employment practices Governance and decision-making processes This created clarity among all heirs and laid a foundation for future collaboration, not conflict. This case reflects the heart of UnCommon Farms’ mission–helping families make decisions today that will serve generations tomorrow. By addressing tax risk, clarifying roles, and creating fair structures for land use, this family didn’t just plan for succession–they planned for continued legacy. What Was Said "“We want to keep the farm in the family and make sure our farming kids can rent the land—but with six kids and most of our net worth tied up in real estate, it's been hard to figure out how to divide things fairly.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Preserving the Family Legacy Without a Farming Heir Learn how a farm couple ensured their farm's legacy without a farming heir through strategic planning and expert advice from UnCommon Farms. Read Case Study Landowner Retention See how one of our member farms learned to build better relationships with landowners and meet their long-term goals. Read Case Study Preserving a 150-Year Legacy Farm Through Strategic Succession Planning Strategic succession planning helps a 150-year-old family farm preserve its legacy and ensure future stability through trusts and flexible family entities. Read Case Study
Strategic Partner Discounts
Strategic Partner Discounts UnCommon Farms Value Network Delivers Significant ROI The primary purpose of UnCommon Farms value network is to support the success of farmers. This network provides opportunities for peer-to-peer interaction for farmers to share best practices, as well as get access to expert resources, consultants, and training. Additionally, the value network brings family farms something that benefits all operations: significant financial savings through partner relationships and discounts. Below are some of the partner relationships and deals provided to farmers through the UnCommon Farms value network. Equipment A global manufacturer of agricultural equipment offers UnCommon Farms members “favored nation pricing” on combines–the best price the company offers. Fifteen UnCommon Farms members took advantage of this pricing with $30-60k savings for each combine. One member stated, “this deal was like getting a $60,000 check in my pocket.” Grain Storage Through a partnership with an established grain storage dealer and contractor network, members saved anywhere from $10-25k per bin site, depending on size. To date, 15 UnCommon Farms members have taken advantage of this vendor relationship-preferred pricing. Grain Bin Management Farmers work all season growing and harvesting high-quality crops. Too much is invested to run the risk of shrinkage, over-drying, getting hot spots, or going bad. Nearly 20 UnCommon Farms members have invested in state-of-the-art grain bin management systems, procured at a discounted rate that protects their investment until they are ready to sell. Maintaining condition of your grain in both moisture and temperature is paramount to protecting your money, and can save 3-5% of finished grain loss. Grants UnCommon Farms partners with a grant writing services provider to help member farms submit compliant USDA grant applications. Grants received have ranged from $10,000 to $400,000 for improved energy efficiency, environmental and conservation practices, and value-added projects. Crop Marketing & Advising Knowing where you stand at every price and yield scenario takes the guesswork out of your farm’s profitability. Sixty UnCommon Farms members have partnered with a crop marketing and advising company in our value network. This solution allows farms to see the combination of contract, hedges, and market positions in real time. Therefore, being able to make better decisions that may lead to a 2 or 10 times return on investment. Inputs, Including Microbials and Micronutrients Microbials and micronutrients are emerging in the industry as part of an overall plant and soil health strategy. In addition to these, along with fertilizer, chemicals, and seed corn from top, well-known companies offer these to UnCommon Farms members at discounted rates. Over $20M in business has been conducted because of the significant discounts and value delivered through this network. Chemical Mixing System Accurate measurements of the right chemical backed by automated record-keeping are essential to a farm’s overall profitability. UnCommon Farms members enjoy a 10% discount on a top-of-the-line chemical mixing system while maintaining control of the batch mixes. This lets you keep control and save money at the same time. Farm Management Software Tracking field activities, inventories, and production costs with meaningful data in real time helps farmers ensure profitability. UnCommon Farms partnered with a farm management software company to deliver streamlined data into one system so our members can make informed, efficient business decisions. Membership in UnCommon Farms delivers beneficial opportunities across all areas of farming operations. If you’re interested in joining our community and improving your business with help from a network of farming professionals, fill out our needs assessment form and let us know how we can help. What Was Said "“The value network has paid for itself many times over. From equipment savings to grant support and marketing tools, the opportunities and guidance make our farm stronger and more profitable.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Preserving the Family Legacy Without a Farming Heir Learn how a farm couple ensured their farm's legacy without a farming heir through strategic planning and expert advice from UnCommon Farms. Read Case Study Succession Strategies That Protect Retirement and Support the Next Generation Farm succession strategies that ensure a smooth transition to the next generation while maintaining retirement security. Read Case Study Preserving a 150-Year Legacy Farm Through Strategic Succession Planning Strategic succession planning helps a 150-year-old family farm preserve its legacy and ensure future stability through trusts and flexible family entities. Read Case Study
Seed Treatment
Seed Treatment UnCommon Farms Value-Network Creates Huge ROI on Soybean Seed Treater When it comes to planting, farmers have a multitude of factors to consider to save time and money while increasing the number of bushels harvested. A progressive corn and soybean family farm, located in north-central Missouri, was considering options to cut costs, maximize yields, and streamline the planting process. Standard to the industry, this farm was paying roughly $42 per bag for treated soybean seed, which covered approximately one acre. With 4,000 acres of soybeans to plant, the farm was paying around $168,000 for treated seeds. UnCommon Farms knew this farm, like many other operations, was taking a financial hit in paying for treated soybean seed. While looking for options to help mitigate these costs, we began researching options for on-farm seed treaters and blends. By treating their own seed on-farm, growers could pay lower costs and have greater control than by purchasing pre-treated seed. UnCommon Farms formed a unique partnership with a best-in-class seed treater company. As part of the UnCommon Farms value network, this partnership allowed us to bring not only a state-of-the-art seed treatment system, but also tremendous value to our members. As a grower with a great deal of soybean acres, this family farm decided to purchase the seed treatment system at a discounted price made available through the owner’s UnCommon Farms membership. Having an on-farm seed treatment system saved significant costs, but more importantly allowed the grower to put on the exact treatment he needed for a fresher, better product. Breakdown of the Savings Cost for untreated soybean seed: $30/bag Cost for labor, electricity and treatment blend: $5/bag Total cost to treat seed on-farm: $35/bag Total cost for pre-purchased treated seed: $42/bag Savings: $7/bag Total savings of $7/bag x 4,000 acres: $28,000 Cost of seed treatment system = $40-70k, depending on the size of system needed or desired. This means the equipment would pay for itself in 2-3 years. While the cost savings and quality of product were already of great benefit to this farm–and the other 20 UnCommon Farms members who took advantage of the program–UnCommon Farms investigated further ways to maximize profitability in planting soybeans. One of the many peer groups is the General Manager (GM) group, comprised of some of the top producers across North America, as well as seasoned agronomists and ag industry professionals. Most farmers plant roughly 1 bag of soybeans, or 160,000 seeds, per acre. However, the GM peer group found growers can plant 120,000 seeds per acre (possibly even as low as 80,000 seeds per acre) without any degradation in yield. This reduction, along with on-farm seed treatment, creates even bigger savings for farmers. Overall Cost Savings Analysis Plant 120,000 seeds/acre vs 160,000 seeds/acre = 75% of the seed or a 25% decrease Cost per bag for untreated seed, labor, electricity, and self-applied treatment blend: $35/bag Number of bags needed: 75% of 4000 = 3000 bags Total with on-farm treatment: 3,000 bags at $35/bag = $105,000 Total without: $42/bag x 4000 = $168,000 Total savings: $63,000 While this case study highlights the significant cost savings with treated soybean seeds, other UnCommon Farms members have utilized the program for wheat. One farmer began treating wheat seed on-farm and is not only using it himself, but has several contracts with other farms to treat their seed for them, creating an additional line of revenue for his operation and mitigating his risks. This is just one example of the cost savings that many members of UnCommon Farms have realized. Depending on your unique situation, UnCommon Farms could be able to save your farm substantial money. What Was Said "“Treating our own soybean seed on-farm seemed daunting at first, but with the value network and guidance from UnCommon Farms, we saved tens of thousands of dollars and gained better control of our product.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Succession Strategies That Protect Retirement and Support the Next Generation Farm succession strategies that ensure a smooth transition to the next generation while maintaining retirement security. Read Case Study Landowner Retention See how one of our member farms learned to build better relationships with landowners and meet their long-term goals. Read Case Study Increased Time With Family Read about our clients' experience working with UnCommon Farms to structure their operation to allow for more time spent together as a family. Read Case Study
Preserving the Family Legacy Without a Farming Heir
Preserving the Family Legacy Without a Farming Heir The Goal Ensure the Farm Continues Beyond Retirement–Even Without Family in the Operation “We’d like to see the farm continue–but none of our children farm.” A long-time farm couple approached UnCommon Farms with a deeply personal challenge: they wanted their farm to continue–but none of their children were involved in agriculture. They had spent decades building their operation, and the idea of selling or letting the legacy fade away was difficult to accept. Their vision wasn’t tied to who farmed the land–it was rooted in how the land would be cared for, how the values behind the operation would be honored, and how their family could still benefit from its stewardship. Their goal was to create a path where they could retire with dignity, continue the operation through trusted hands, and protect their children from unnecessary risk or responsibility. They needed a solution that would make financial sense, hold up legally, and reflect the heart behind their work: care for the land, continuity of the farm, and thoughtful provision for their family. The Challenges Tax Burden Threatened Retirement Security The couple had recently met with their CPA to better understand their retirement options. What they discovered was unsettling: if they sold their farm assets under the current structure, the resulting tax liability would be so significant that it could compromise their ability to retire. Without careful planning, their lifetime of hard work could be diminished by a one-time financial event. Sole Proprietorship Created Risk and Rigidity Their entire operation–land, equipment, and farming activity–was structured as a sole proprietorship. This arrangement left no room for flexibility. It made it difficult to transition portions of the farm while maintaining others, and it amplified their financial exposure, especially around taxes and liability. It also limited their ability to separate management from ownership, which was critical in their situation. Children Were Not Interested in Farming While their children were successful in their own careers, none of them had interest in returning to the farm. The couple was concerned that passing down the farm as-is could do more harm than good–placing a complicated inheritance on their children’s shoulders and increasing the risk of family conflict down the road. No Identified Successor Yet Though they believed the farm should continue, they didn’t yet have a successor in mind. The idea of bringing someone from outside the family into such a personal business added another layer of uncertainty. They needed help identifying the right person and structuring the transition in a way that protected all parties. The Recommendations At UnCommon Farms, we believe that legacy is more than land–it’s about preserving relationships, values, and a shared sense of purpose. Our recommendations were built around those principles. Restructure the Farm Into Distinct Entities We began by helping the family dismantle the sole proprietorship and create separate entities for the land, the equipment, and the farm operation itself. This foundational change allowed for better control, minimized risk, and opened the door to a phased and intentional transition strategy. Form a New Farming LLC for Operational Continuity A new LLC was created to hold the active farming operations. The couple identified a young producer from their local community–a person who shared their values and could step into the day-to-day management of the farm. This LLC would rent both the land and equipment from the couple, creating steady retirement income while keeping the farm productive and community-rooted. Create a Land-Holding Entity for the Children To ensure their children were provided for–without forcing them into farm management–we recommended transferring the land into a holding entity. This entity would be owned by the children and structured with farm continuation provisions. If the children chose to sell their interest in the future, the successor operator would have a fair and clearly defined purchase option. This protected both the integrity of the farm and the financial well-being of the heirs. Establish a Communication Plan Between Generations To maintain transparency and encourage responsible long-term stewardship, UnCommon Farms facilitated the introduction between the farming successor and the family’s next generation. Regular farm meetings were built into the plan, offering both sides an opportunity to stay informed about land use, rental terms, and management updates–without creating pressure or over-involvement for the children. This family entered the conversation with uncertainty. They left with a structured, compassionate plan that provided retirement security, safeguarded their children’s future, and honored the legacy they worked so hard to build. With guidance from UnCommon Farms, they proved that even without a farming heir, the values behind a farm can endure–and be passed on with care. What Was Said "“We'd like to see the farm continue, but none of our children farm.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Strategic Partner Discounts Explore the value UnCommon Farms' network delivers for equipment, grain bin management, crop marketing, and more. Read Case Study Preserving a 150-Year Legacy Farm Through Strategic Succession Planning Strategic succession planning helps a 150-year-old family farm preserve its legacy and ensure future stability through trusts and flexible family entities. Read Case Study Succession Planning for Balancing Farming and Non-Farming Heirs Strategies to balance inheriting farming and non-farming heirs, reduce estate taxes, and ensure family farm continuity through structured planning and clear policies. Read Case Study
Preserving a 150-Year Legacy Farm Through Strategic Succession Planning
Preserving a 150-Year Legacy Farm Through Strategic Succession Planning The Goal Safeguarding Land and Family Legacy for Future Generations This multi-generational farm family approached UnCommon Farms with a strong sense of purpose: to ensure the farmstead their ancestors established over 150 years ago would continue to benefit the family for generations to come. Their core objective was to preserve the original homestead–rich with history and heritage–in a way that honored its significance and prevented its future loss or division. In addition, the family wanted to thoughtfully handle the farmland they had acquired during their own farming career. They sought to distribute this land to their children in a way that felt fair and sustainable, while also providing some level of structure to protect the family’s broader agricultural interests. Their vision was rooted in stewardship–balancing individual ownership with shared responsibility for the legacy of the land. The Challenges Family Stability and Financial Uncertainty One of the primary concerns was the stability and financial responsibility of the next generation. The parents were understandably cautious about potential marital issues or creditor problems among their children that could lead to the loss of farmland. Without protections in place, even the most well-intentioned plans could unravel, putting the family’s legacy at risk. This concern was not theoretical–it was informed by history. Over the past four generations, this same farmland had been repeatedly lost and repurchased by family members, creating both financial strain and emotional frustration. The family was determined not to repeat this cycle again. The Pressure of Market Dynamics Beyond family dynamics, economic factors added another layer of complexity. The current disparity between strong land values and low cash rental rates in their region created a potential incentive for liquidation. If future heirs inherited the land with a stepped-up basis but lacked a strong attachment to farming, they might be inclined to sell rather than continue operating or holding the land. The family needed a plan that would remove that temptation and provide long-term direction–one that would prioritize the preservation of the farm over short-term financial gain. The Recommendations At UnCommon Farms, we believe that legacy is more than land–it’s about preserving relationships, values, and a shared sense of purpose. Our recommendations were built around those principles. Establishing a Land Trust for the Heritage Farm To protect the land homesteaded in the 1800s, we recommended placing the core acreage into a family land trust. This trust serves as a long-term stewardship tool–designed to preserve the land as a unified asset that remains protected regardless of future life events. The land trust ensures: Ongoing income from the farm can be distributed among heirs Protection against creditors or unexpected legal risks Continuity of ownership without requiring heirs to repurchase or divide the land This structure supports the family’s desire to honor their heritage while offering a dependable framework that keeps the land secure for generations to come. Offering Flexibility with a Family Entity for Other Farmland For the farmland purchased during the family’s farming career, a more flexible structure was recommended. Depending on the family’s preferences and dynamics, this land could either be distributed outright or placed into a less restrictive family entity, such as a partnership or LLC. This approach offers several benefits: Partial protection from creditors without the limitations of a trust Flexibility for heirs to buy or sell their interests over time, with built-in safeguards Assurance that no single heir can force a sale or partition without a supermajority vote This strategy allows for both ownership and autonomy–recognizing the evolving nature of family dynamics while still protecting the integrity of the land. At UnCommon Farms, our goal is always to help families make decisions that preserve both legacy and opportunity. In this case, we were honored to guide a family through a pivotal moment–helping them move from uncertainty to clarity, and from concern to confidence. Their story is a reminder that thoughtful planning doesn’t just protect acres–it protects values, relationships, and the future of family farming. What Was Said "“We don't want to see the same farm purchased at each generation—that's happened for four generations already.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Succession Planning for Balancing Farming and Non-Farming Heirs Strategies to balance inheriting farming and non-farming heirs, reduce estate taxes, and ensure family farm continuity through structured planning and clear policies. Read Case Study Avoiding Inheritance Conflict When the Farm Is Held in a Corporation Ensure family harmony through thoughtful succession planning by clarifying valuation processes, fostering transparency, and preparing the next generation for leadership. Read Case Study Increased Time With Family Read about our clients' experience working with UnCommon Farms to structure their operation to allow for more time spent together as a family. Read Case Study
Opportunities for the Next Generation
Opportunities for the Next Generation The Challenge The husband and wife had just split their operation from a brother the previous year and hence were farming 3,300 acres. Then their son and daughter both stated that, upon graduating from Purdue the next year, they wanted to return to the farm. There was neither the infrastructure nor the acreage to support two more families. Numerous questions/fears were rolling through their minds: Could the farm be grown sufficiently to support everyone financially? Would there be a career path and challenge for the children who are both very intelligent and talented? Could the family work together long-term, given what the dad and his brother had just gone through? Uncertainty (and perhaps fear of) how much work would be involved to make this happen? The daughter doesn’t have the typical farmer skill set — would there be enough for her to do within the business? Would dad be able to “let go of the reins” on some things, allowing his son to take over those aspects of the operation? The Results With the help of the professionals at UnCommon Farms, a business plan was written, skill sets were assessed and matched against needs, goals were set, an action plan was established, and implementation assistance was provided to actually make the plan happen. Additionally, UnCommon Farms introduced this family with other members who had already gone through this same process — a huge benefit from a sharing standpoint and avoiding possible pitfalls. This farm has since doubled in size from 3,300 acres to 6,500 acres, with mom, dad, son and daughter all having clearly defined roles and rules while all working toward common objectives — which will continue into the next generation. There is separation between family time and work time and they are flourishing, both as a family farm business and individually in their respective positions. This farm has received national recognition for their generational transition and management practices, and plans are now being made to bring the daughter’s fiance into the business. What Was Said "“We weren't sure the farm could support two more families—or if we could even work together long-term. With a clear plan and defined roles, we've doubled in size and are thriving as a family and a business.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Operations Management Read our case study about an operations manager with our client's farm who learned how to reach his full potential to benefit the business. Read Case Study Keeping the Acres We Have Read about an Indiana family farm's experience learning to maintain positive relationships with landowners and exceed their expectations. Read Case Study Attracting and Retaining Employees Explore the ways UnCommon Farms helped one of our clients attract, hire, and retain the right employees for their operation. Read Case Study
Operations Management
Operations Management The Challenge Specific to the Operations Manager position, this family farm operation already had a good person in the role, someone with operations experience and the trust of the owners. The question was, “How can he become the best Operations Manager possible? How can he reach his fullest potential as a leader and how can he learn and benchmark the best practices of other successful operations, and then apply the knowledge to their own farm?” Previously, an Operations Manager had no avenue for training designed specifically for farm operations and no format for sharing best practices with other quality operations. The Results The farm enrolled their employee in UnCommon Farms’ Operations Manager program. This program is comprised of on-farm group meetings and one-on-one coaching sessions with a professional who has years of management and manufacturing experience. The program emphasizes putting efficiency principles into place on the farm. It includes benchmarking among the operations in areas including GIS systems, inventory management, logistics, labor, cost containment, management practices, and more. This year’s group is comprised of 15 farms from across the U.S. and Canada. For the farm in this case study, their Operations Manager has become a more effective leader and with better focus. Specifically, he has increased his knowledge of areas in which he previously had little experience, and thus decision making has improved. Buy-in has increased for all ops personnel, and more ideas are generated because a proven process for employee input was implemented. Employees have increased understanding of the expectations because of improved work instructions from the OM. Better control systems are in place to ensure accuracy and consistency, allowing the owners to truly delegate their operational functions. What Was Said "“We had the right person in the role but no roadmap for growth. The program gave him the tools to lead with confidence and focus.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Attracting and Retaining Employees Explore the ways UnCommon Farms helped one of our clients attract, hire, and retain the right employees for their operation. Read Case Study Hiring Professional Employees Find out how UnCommon Farms' HR experts helped a client hire a professional employee who brought value to the farm's operation. Read Case Study Keeping the Acres We Have Read about an Indiana family farm's experience learning to maintain positive relationships with landowners and exceed their expectations. Read Case Study
Landowner Retention
Landowner Retention The Challenge The owners and employees of the operation try to take great care of their landowners — they are timely with field work, exceptional in their stewardship of leased land, and, with their agronomy background, their yields typically exceed county averages by 10-15%. They mailed their rent checks on time and assumed everything was okay with their landowners. Then in back to back years, two landowners did not renew their lease, choosing a different producer as their tenant. The two landowners combined represented over 600 acres so losing close to 10% of their operation was quite a blow and they didn’t know why or what to do. This caused them to second guess the security of the leases with other landowners, since much of their land was cash rented. They also knew that a majority of their land base was with older landowners, and it would be changing hands in the near future. The family is in a competitive area, so they were also concerned about how lower commodity prices might require downward rent negotiations if they were to maintain the profitability and margins they desired. The family needed to ensure that the relationships with their landowners were stronger than ever, and realized that this idea is easier said than done. The Results As Members of UnCommon Farms, they turned to their unlimited access to PR, acreage growth, and landowner relations resources. The family first attended UnCommon Farms’ Landowner Relations training and then implemented a customized 17-point Landowner Retention program. They then began to compare their landowner relations efforts to their fellow Group Members and pick ideas that they had not considered to help foster their relationships with current landowners. They created multiple methods to communicate more efficiently and to help landowners understand their family, and their long term goals. Working with their resources from UnCommon Farms, they put 3 things in place to start building relationships with the next generation of landowners, many of whom they had never met. They also assigned one of the family members with the responsibility of Landowner Relations, who works with UnCommon Farms to maintain the skills needed to succeed. Since that time, the farm has not lost a single landowner and have received referrals to other landowners because of the care and attention given to their customer landowners. The family has always understood how they are different from other producers in the area — and now their landowners do too. What Was Said "“We thought good yields and timely rent checks were enough. Losing 600 acres proved otherwise. Now we focus on relationships first—and we haven't lost a landowner since.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Avoiding Inheritance Conflict When the Farm Is Held in a Corporation Ensure family harmony through thoughtful succession planning by clarifying valuation processes, fostering transparency, and preparing the next generation for leadership. Read Case Study Succession Planning for Balancing Farming and Non-Farming Heirs Strategies to balance inheriting farming and non-farming heirs, reduce estate taxes, and ensure family farm continuity through structured planning and clear policies. Read Case Study Preserving the Family Legacy Without a Farming Heir Learn how a farm couple ensured their farm's legacy without a farming heir through strategic planning and expert advice from UnCommon Farms. Read Case Study
Keeping the Acres We Have
Keeping the Acres We Have The Challenge With over 170 landowners, it was difficult for an Indiana family farm to know what is most important to each and every landowner so that they can exceed landowner expectations and they felt a bit disconnected from their landowner base. They learned this the hard way when they lost a 600+ acre landowner, yet they thought the relationship was strong and there were no issues. After talking through the possible causes it became clear that they really didn’t have a specific answer. This led to an awareness of (and great concern) that they may not know what’s most important to their other landowners — they cannot assume generalities are correct. They also questioned if the relationships with their landowners were as good as they thought. The Results The Indiana family farm attended UnCommon Farm’s Landowner Relations training and employed many of the aspects of UnCommon Farms’ structured 17-point landowner relations program. One of the items implemented was conducting a landowner survey to gather information and identify respective landowner actions to exceed expectations. UnCommon Farms’ Landowner Relations experts assisted the farm in several ways: Prepared the initial question set Met with them to “fine-tune” the questions to receive better responses/information Suggested incentives to increase response rate Participated in analysis of results This Indiana family farm learned what was most important to each landowner and assembled a plan to meet and exceed landowner goals and reinforce their tenant decision. Since then, the farm has retained 100% of their landowners. Additionally, various actions that this operation has used have been shared with other member operations, thus making all members better and stronger, which is the power of the group. What Was Said "“We thought we knew what our landowners valued—until we lost 600 acres. Now we ask, listen, and act with purpose, and we've kept every acre since.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Hiring Professional Employees Find out how UnCommon Farms' HR experts helped a client hire a professional employee who brought value to the farm's operation. Read Case Study Attracting and Retaining Employees Explore the ways UnCommon Farms helped one of our clients attract, hire, and retain the right employees for their operation. Read Case Study Operations Management Read our case study about an operations manager with our client's farm who learned how to reach his full potential to benefit the business. Read Case Study
Increased Time With Family
Increased Time With Family The Challenge The Mehmen’s situation is likely familiar to a majority of the mid to large size farms across North America. Their adherence to family values and continuing their tradition of being an independent, family owned and operated farm had become the very reason they were not seeing very much of each other. Long hours throughout the year were common as, like many operations, Stan and Kyle themselves were doing it all. This affected their ability to focus on both business management and production practices adequately, but it was also taking a toll on their ability to spend time with their families. The Mehmens were strongly committed to solving this challenge and ending the cycle of 15 hour days, so they began to brainstorm ideas and elicited the help of UnCommon Farms to ensure that their priority of spending time with one another without sacrificing quality of work on the farm could be achieved. The Results With UnCommon Farms’ direction, MBS adopted a variety of processes and standardizations, structure and assignment of responsibilities. This has allowed MBS to understand when someone is doing “too much,” duplicating efforts, or if they need additional resources. Stan and Karmen are freed up from all daily work to do more project work, which allows them to be gone during the week if they choose (i.e. — grandkids), and to take extended vacations in the winter. Now they all come home, and can “leave work at the office,” only doing the functions they wish to do themselves. In the past, if they weren’t there, it didn’t get done. Now, because of their management structure and control systems, they can leave when they need to and still ensure quality and accuracy. Karmen Mehmen explains “Because we decided that family time was a core value for MBS, we worked with UnCommon Farms to structure our tasks accordingly, and ensure that increased time with family could become a reality. We are now to the point that we refrain from working on Sundays, freeing ourselves and our employees to go to church, see relatives, take a nap, prepare for the week, and just take a break. In addition to vacations, we take two separate weeks away from the farm to assemble plans for the business and for personal development of ourselves — making ourselves better — and enjoy time together away from the daily work. Through working with UnCommon Farms, we learned, implemented, adjusted and readjusted, and adopted practices to meet our goals, and we are a much better family farm because of our involvement. The return is that now we have the increased time with family that is so important to us and have made this part of the job description for everyone at MBS Family Farms.” What Was Said "“Through working with UnCommon Farms, we learned, implemented, adjusted and readjusted, and adopted practices to meet our goals, and we are a much better family farm because of our involvement.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Succession Strategies That Protect Retirement and Support the Next Generation Farm succession strategies that ensure a smooth transition to the next generation while maintaining retirement security. Read Case Study Preserving a 150-Year Legacy Farm Through Strategic Succession Planning Strategic succession planning helps a 150-year-old family farm preserve its legacy and ensure future stability through trusts and flexible family entities. Read Case Study Preserving the Family Legacy Without a Farming Heir Learn how a farm couple ensured their farm's legacy without a farming heir through strategic planning and expert advice from UnCommon Farms. Read Case Study
Hiring Professional Employees
Hiring Professional Employees The Challenge Like many operations, they were facing challenges and time constraints in handling their day to day financials. The growth of acres and adding entities increased the complexity and time involved of practicing sound financial management. They discussed hiring a financial professional, outsourcing to an ag accounting service, or keep trying to do it themselves. Initially they struggled with the concept of hiring an outside person to handle their financials, plus they had never hired such a position and didn’t know how to do it. But they knew that if a solution could be found, it would take a huge burden off the owners’ shoulders, freeing them up to continue improving other areas of their farm. The Results As members of UnCommon Farms, the family tapped into their professionals, specifically the Human Resource experts, with these results: They were able to use a detailed job description, create a job posting, and defined expectations for the new employee, which UnCommon Farms already had. They were given in-person assistance to screen the applicants and conduct interviews. They had access to comparable salary research to ensure they were paying competitively for the position. They received established performance measures to ensure their new employee was prepared for success. The owners accessed management coaching and training to aid in supervising a “professional” employee. They have implemented a process to report weekly financials to the owners. They have established monthly financial meetings to ensure they are on budget. They have implemented a process to reconcile invoices and checks more efficiently. Today the operation is thriving, and the employee has been with them for over 3 years. The assistance from UnCommon Farms allowed them to know exactly what steps to take in finding, hiring, training and managing the financial person (their first non-operations hire). What Was Said "“We'd never hired a financial professional before and didn't know where to start. With the right guidance, we found the perfect fit—and now our financials run smoothly, giving us time to focus on the farm.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Keeping the Acres We Have Read about an Indiana family farm's experience learning to maintain positive relationships with landowners and exceed their expectations. Read Case Study Attracting and Retaining Employees Explore the ways UnCommon Farms helped one of our clients attract, hire, and retain the right employees for their operation. Read Case Study Operations Management Read our case study about an operations manager with our client's farm who learned how to reach his full potential to benefit the business. Read Case Study
Avoiding Inheritance Conflict When the Farm Is Held in a Corporation
Avoiding Inheritance Conflict When the Farm Is Held in a Corporation The Goal Keeping Peace Where it Matters Most “We’d rather give everything away to charity than see a big family feud over an estate settlement.” When this farm couple came to us, they weren’t thinking about dollars and documents–they were thinking about their family. They had experienced firsthand how estate disagreements can fracture a family. After going through a painful conflict over a previous generation’s estate, they wanted to ensure their own legacy wouldn’t carry the same burden. Family meant more to them than the farm itself–so much so that they expressed they’d rather give everything away than see it cause a fight among their children. Their goals were clear: Preserve harmony among their children Prevent any disputes during the settlement of their estate Create a path for the farm to continue for those who have interest in its future This wasn’t just about business. It was about love, legacy, and leaving behind more than land. The Challenge An Inherited Structure, But an Unclear Future As we began working with the couple, we found that their operation was structured within a corporation established in the 1970s, which meant their children would one day inherit shares of the corporation, not individual parcels of land. While this setup had benefits, it also introduced complexity. The buy-sell agreement in place to govern future transitions of ownership lacked a clear method for determining value. Specifically, it stated: “The party wishing to sell their shares will engage a referee and the parties wishing to purchase shares will engage a referee to determine the fair market value of the shares of stock. If the referees cannot agree then they shall engage an umpire.” On paper, this might seem like a solution. But in reality, it created an uncertain–and potentially contentious–process from the very beginning. Without a clearly defined method or trusted standard for valuation, each party could interpret the process differently, setting the stage for delays, disagreements, and emotional strain. The Recommendations At UnCommon Farms, we believe that legacy is more than land–it’s about preserving relationships, values, and a shared sense of purpose. Our recommendations were built around those principles. 1. Clarify the Valuation Process To remove uncertainty, we worked with the family and their advisors to: Develop a specific, fair, and objective process for valuing shares of the corporation Engage a qualified business valuation professional (because valuing corporate equity isn’t the same as appraising farmland) Update the buy-sell agreement so it was written for people–not just lawyers and eliminate ambiguity and reduce the chance of future disputes When everyone understands the “how” and “why” behind the numbers, it creates peace–long before any decisions are made. 2. Create Space for the Whole Family to Understand To ensure alignment and understanding, we facilitated a family meeting where Mom and Dad could speak from the heart: To explain their intentions The structure of the corporation and revised valuation process could be clearly explained Family members could ask questions, raise concerns, and clarify expectations while the parents are still actively involved There’s power in hearing directly from your parents. This approach helps dispel misconceptions and fosters transparency–two vital ingredients for trust. 3. Begin Passing Down Leadership, Not Just Land Beyond estate distribution, we encouraged the couple to begin preparing the next generation–not just for ownership, but for leadership. Introduce the business side of the farm involving them in management and decision-making Teach management responsibilities by providing training and guidance on how to oversee a corporation Give real experience with what it means to steward the operation by creating shared accountability for the land and operation it represents That way, when the time comes, it’s not a mystery–it’s a mission the next generation is ready for. This prepares the family not only for inheritance–but for long-term stewardship. What Was Said "“We'd rather give everything away to charity than see a big family feud over an estate settlement.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Landowner Retention See how one of our member farms learned to build better relationships with landowners and meet their long-term goals. Read Case Study Succession Planning for Balancing Farming and Non-Farming Heirs Strategies to balance inheriting farming and non-farming heirs, reduce estate taxes, and ensure family farm continuity through structured planning and clear policies. Read Case Study Preserving the Family Legacy Without a Farming Heir Learn how a farm couple ensured their farm's legacy without a farming heir through strategic planning and expert advice from UnCommon Farms. Read Case Study
Attracting and Retaining Employees
Attracting and Retaining Employees Member Profile A Midwest farm of just under 9,000 acres that employs 5 full-time people in addition to family members that work on the farm. The Challenge Like many operations, hiring employees was not one of this farm’s strengths. They did not have a hiring process or know how to properly solicit applications, interview or select employees. Hence they would typically hire people that they knew even if they didn’t have the needed skill set because that was the easier approach. This caused problems later and in some cases damaged relationships. Turnover of employees is very costly both financially, operationally, and emotionally. Consequently, they were scared to grow the operation because they couldn’t physically work any more hours themselves and couldn’t hire the right employees to help them run the farm. The Results UnCommon Farms’ Human Resource experts assisted the farm owners in many ways including: How to write employment ads and where to post them Tapping the bank of job descriptions UnCommon Farms has already written, tweaking them to fit the specific needs of each farm Developed a structured hiring process which fit the owners style and culture Implement a performance review process which gives current employees feedback in a non-confrontational format and actually helps the work environment because employees better understand what is expected Help the owners put an employee benefit plan into place that has increased employee loyalty One of the farm owners put it this way: “Because of UnCommon Farms, we have hired 3 great employees that we never would have found on our own. We now have so much more confidence in hiring, and our farm runs better because of better employees and better management of those employees.” What Was Said "“We now have so much more confidence in hiring, and our farm runs better because of better employees and better management of those employees.”" https://2603437.fs1.hubspotusercontent-na1.net/hubfs/2603437/A2638_UNCOMMON%20FARMS_CUSTOM_OVERVIEW_FINAL.mp4 Related Case Studies Keeping the Acres We Have Read about an Indiana family farm's experience learning to maintain positive relationships with landowners and exceed their expectations. Read Case Study Hiring Professional Employees Find out how UnCommon Farms' HR experts helped a client hire a professional employee who brought value to the farm's operation. Read Case Study Operations Management Read our case study about an operations manager with our client's farm who learned how to reach his full potential to benefit the business. Read Case Study