Final report for ENE19-155
Project Information
To sustain New England’s agriculture, over 10,000 aging farmers must successfully transition their farms to a next-generation successor in the next decade. Thirty percent of operators are over age 65; far too few have adequate succession plans. Most farmers want and need help to pass on their farms and exit securely from active farming. Without adequate information and support, many farms will stop operating, further reducing the opportunities for next generation operators to acquire farmland or viable farm business opportunities.
Land For Good's project - Improving Professional Capacity to Deliver Farm Succession Planning Assistance in New England - takes into account that training farmers is not sufficient. Farmers need skilled, knowledgeable professionals to help them complete a succession plan. Demand from service providers indicates they need additional guidance and expertise to better assist transitioning farm families. Farm succession planning is a complex, multi-component process. This is best approached with a coordinated team of professionals that includes an attorney, financial expert and other providers as needed.
Improving Professional Capacity strengthened the knowledge, skills and collaboration of a diverse group of 127 professionals in New England who are striving to advise and guide farmers in succession planning. Organized by Land For Good with advisory group support, the project offered a full-day of training in each of the six New England states to a broad range of service providers. Attendees included Extension staff, non-profit agriculture service providers, farm link and land trust staff, attorneys, tax accountants, mediators and private consultants. These trainings were followed by shorter group calls to continue to learn with and from peers. In addition, a two-day, regional training was held for attorneys and financial experts to dive deeper into technical aspects of succession planning.
A new workbook - Farm Succession Planning: Where Do I Start? - was developed to fill a need identified by service providers and guide their conversations and support to farmers. Tested by participants in the project, the book offers a series of worksheets to walk farmers through gathering necessary information, documenting their goals, and identifying future steps.
At the end of the project, service providers reported being better prepared to assist and support farmers in succession planning. 72% reported initiating a conversation on farm succession with farmers, 62% said they provided succession information, and 65% referred farmers to resources or other professionals. Some were able to provide farmers specific subject expertise. Participants educated or advised at least 158 farmers.
One trainee reported, “I now feel comfortable having what can be rather difficult conversations, knowing about the resources and tools available to help farmers navigate this process.”
Another captured the essence of this project’s purpose: “This training hit home how important building service provider networks is and how important it is for service providers to understand what roles we all play so we can make better referrals and better collaborate via a team approach.”
80 service providers who participate in the project’s training opportunities will deliver improved and effective succession planning technical assistance and support to at least 320 transitioning farmers in New England.
Problem and Justification: To sustain New England’s agriculture, over 10,000 aging farmers must successfully transition their farms to a next-generation successor, whether family or unrelated, in the next decade. Thirty percent of operators are over age 65; far too few have adequate succession plans. Most farmers want and need help to pass on their farms and exit securely from active farming. Without adequate information and support, many farms will stop operating, further reducing the opportunities for next generation operators to acquire farmland or viable farm business opportunities.
Succession planning resources and educational events directed at farmers are widely available. However, training and networking for attorneys, financial experts and other farm service providers (SP) is scarce. As a regional leader on succession planning assistance, Land For Good (LFG) has seen that training farmers is not sufficient. They need skilled and knowledgeable professionals to help them complete a succession plan. Demand from SP indicates they need additional guidance and expertise to better assist transitioning farm families.
Solution and Approach: Farm succession planning is a complex, multi-component process. This is best approached with a coordinated team of professionals that includes an attorney, financial expert and other SP as needed. This project will strengthen the knowledge, skills and collaboration of a diverse group of professionals in New England who are currently – or would like to be – advising and guiding farm families in succession planning.
LFG will build on our twelve-year track record of professional training and network-building around succession planning - and our “team approach.” Our training methodology reflects our field-based understanding of what farmers and SP need. We will deliver an intensive 2-day, regional technical training to attorneys and financial experts (AFE) who have or desire specialties in farm succession. Next, we will conduct a training in each of the six New England states for a range of SP who play other succession advising and support roles in that state. These trainees will include Extension staff, non-profit agriculture service providers, farm link and land trust staff, tax accountants, mediators and private consultants. They will learn basic and technical material, and build “soft issues” awareness and skills. They will learn how to effectively support a farm succession planning process using a “team approach.” To apply training knowledge and skills - and to strengthen service relationships - trainees will receive six months of on-call mentoring from the Project Team (PT) and participate in three conference calls per state, coordinated by LFG’s staff. This will result in the coordinated support that is necessary for farm families to complete their succession plan.
Cooperators
- (Educator)
- (Educator)
Educational Approach
The educational approach for this project was shaped by research on adult education and succession planning, as well as Land For Good's experience working with farmers. Peer-to-peer learning, networking opportunities, ongoing meet-ups and a diversity of educational offerings were therefore utilized. Educational content varied depending on service providers' roles in succession planning. There was a strong focus on utilizing a team approach for succession advising.
Due to the Covid-19 pandemic, the start of this project was delayed. Once initiated, a new project timeline was developed and the trainings pivoted to be virtual events.
Trainees were recruited via email announcements, social media and partner outreach. Online registration collected registrants’ baseline knowledge, learning objectives and project commitments in a learning contract.
Land For Good and the Project Team offered a full-day virtual training in each New England state in January 2021. This was a base level training for agricultural service providers who are, or would like to be, supporting farmers to start or advance their farm succession planning. It was designed for a diverse group of service providers including land conservation staff, non-profit agricultural organizations, tax accountants, lenders, attorneys, mediators, and Extension. Hard copy materials were mailed to all participants beforehand. The training covered: succession planning basics; networking and team methods; soft skills (family communications, goal-setting, assessment); and case clinic practice. Beyond increasing service provider knowledge, these trainings allowed service providers from different specialties to meet and build connections for future work together.
These state based trainings were followed by two shorter events in each state, held in February and March. These virtual gatherings allowed continued conversations and networking, explored new case examples, reviewed a draft workbook and tracking tools for providers, and made space for conversations on equity.
In September 2021, a regional, two-day training for legal and financial professionals was held. The content in this advanced training centered on the technical legal and financial components of succession plans such as entity selection, asset transfer methods, estate planning, tax considerations and Medicaid. Experienced legal and financial professionals led the peer-delivered curriculum, with time for questions and networking. Materials were made available electronically for all who registered. The format was a combination of presentations, small group case and problem-solving clinics, and round-table “best practice” discussions.
Service providers were encouraged to reach out to Land For Good and the Project Team to attain mentoring as they continued to work with farmers in the field after the trainings.
Milestones
Recruitment:
200 Service Providers will receive a project announcement with an enrollment invitation via email and social media. The target list will draw from LFG's database of 400+ SP in the region, plus professional networks including the Farm Transfer Network of New England, Extension, USDA and state agencies, and conservation and attorney networks. June 2019 for AFE; Jan 2020 for other SP.
200
772
January 31, 2020
Completed
December 21, 2020
Land For Good developed a blog post that was sent out in our fall 2020 enews blast, reaching over 1,000 individuals across New England.
We also developed a webpage that explains the project in full detail. Professional Training Project Webpage - Land For Good
An email blast was sent in December 2020 to over 700 professionals across New England to share the project opportunity and offer registration. Additionally, this was forwarded by staff and partners to specific individuals to invite. Land for Good EMail Announcement - Farm succession advisors - Professional development opportunity!
Pre-training Engagement:
100 SP (40 AFE + 60 SP with other roles) will register for the project and complete a survey about their current expertise and learning objectives as a baseline measurement. Each will create a customized learning contract committing to full participation in trainings, post-training activities, and documenting post-training actions with farmers. July 2019 for AFE; February 2020 for other SP.
100
69
February 29, 2020
Completed
January 26, 2021
A pre-training survey and learning contract were created and implemented as a google form.
In January 2021, participants who registered for our training program were sent their pre-work and a link to complete the pre-training survey and learning contract.
We had 111 professionals register from across the six New England states. 69 of the registrants completed the pre-training survey.
Pre-training survey instructions to participants:
"If you haven’t already, please take 10-20 minutes to complete the pre-training survey and learning contract. The Pre-Survey will give the project planners some initial information about you, inform project design and help measure project outcomes. The purpose of the Learning Contract is to identify what you can expect from the project and to help you get the most out of your effort. As we are all coming from different places, participants will customize their own experience in the project. Completion of this form is an expectation of all project participants. Thanks for your help!"
Pre-training survey results showed that the vast majority of participants did not have experience supporting farmers with succession planning. Most had low to medium rating of knowledge or confidence in farm succession planning support. Remarkably, most participants indicated that their comfort with soft skills (ie communication, facilitation, conflict management was mid to high already. The survey also showed the diversity of people who are interested in learning about farm succession planning. The trainings attracted attorneys, mediators, land conservation staff, extension, financers, and more.
Learning:
40 AFE from six states will advance their respective expertise in a regional two-day, peer-to-peer AFE Technical Training focused on the legal, tax and financial issues related to farm transfer. Equally important, they will learn how to employ a multi-disciplinary, team approach. Fall 2019.
40
54
November 30, 2019
Completed
September 24, 2021
The Farm Succession Training for Legal & Financial Professionals was held as a two-day virtual training on September 21 & 23, 2021.
The intent was for legal, financial & business professionals to strengthen their knowledge and skills for working with transitioning farmers and families across New England. Over 10,000 New England farmers are likely to exit farming in the next decade. Most lack adequate succession plans. They need advisors with relevant, up-to-date expertise to support and guide them through the complex planning process.
This training was specifically designed for attorneys, attorneys-in-training, financial management consultants, business planners, and tax accountants who work with—or want to work with—farmers in New England on farm succession.
Multi-session training
Please plan to join us for both days. Presented by a diversity of professionals already working in the field, this two-day training from 9am – 3pm is creatively formatted to keep the momentum going. In addition, small group case and problem-solving clinics will allow for peer-to-peer learning and network building. Abundant resource materials will enhance the learning experience. Sessions will be recorded and available to registrants. Continuing Legal Education credits will be offered.
Technical topics will cover:
- Entity selection
- Asset transfer methods
- Tax planning & tax issues
- Financial assessments
- Estate planning applied to farms & farmers (including trusts and other instruments)
- Non-traditional methods & tools
- Health care planning and Medicaid protection
- Farmland conservation & farm transfer
- Integrating legal & financial considerations in farm succession planning (team approach)
- Resources
Training schedule & Registration
September 21, 2021
| 9 – 9:50am | Welcome & Introductions |
| 10 – 11:20am | Financial Viability as Part of Transfer Planning |
| 11:30am – 12:30pm | Concurrent session: Special Issues in Non-Family Transfers of the Farm Business |
| 11:30am – 12:30pm | Concurrent session: Creative Tools & Methods for Farm Transfer |
| 12:30pm | Lunch |
| 1:30 – 3pm | Estate Planning for Farmers |
September 23, 2021
| 8:30 – 9am (optional) | Ask An Expert – a chance to ask questions and continue networking |
| 9 – 10:30am | Structuring Lifetime Transfers of Farm Ownership Interest |
| 9 – 10:30am | Concurrent Session: Meeting the Client Where They’re At: Selecting the right legal structure to meet farmers’ needs in a farm transfer * UNABLE TO OFFER DUE TO ILLNESS * |
| 10:45am – 12pm | Tax Issues/Opportunities with Farm Transfer Planning |
| 12pm | Lunch |
| 1 – 2:30pm | Putting it all together: Diving in with a Case Study |
| 2:30 – 3pm | Closing |
Learn more
- Meet your presenters
- Project background on Improving Professional Capacity to Deliver Farm Succession Planning Assistance in New England
Additional resources
We projected 40 participants for the regional training. Fifty-four providers attended the two-day event, held virtually due to COVID.
Prior to the training, a little more than half the trainees said in an online survey that they had poor or fair knowledge of the topic. One-third were “just getting started” in this work. Twenty percent reported advising on farm succession for more than ten years; most of these were presenters at the training.
After the training, we sent an online survey to trainees. Eighty-five percent (16) of the post-event survey respondents (T=19) said they felt more confident and/or prepared to engage in succession advising. Ninety percent or more reported that they better understand the issues (18), learned about new resources (17), identified people and organizations for future referral and collaboration (17), and feel more able to make informed referrals (16).
Trainees reported that their post-training actions will include: discussing more options with farmers, reaching out to more providers, making sure they “bring a team to the table,” bringing greater capability to ask the right questions, having a better understanding of their own blind spots, and reinforcing the need for good communication with and in transitioning farm families.
Sixty percent (10) of responding trainees said they would find a meet-up with other service providers in their states to be beneficial. Over half would like new tools to use with farmers and periodic gatherings to continue learning.
60 SP with other roles, e.g., Extension educators, consultants, mediators, conservation, farm link and farm organization staff, and lenders will acquire succession planning knowledge and skills and build peer relationships in one-day trainings held in each New England state. These cross-disciplinary trainings will cover essential subject content, as well as social dynamics and coordinated team approaches. Trainees will learn how to engage farmers and their families on succession planning and contribute to advising teams, resulting in improved succession outcomes for transitioning farmers. Spring 2020.
60
86
May 31, 2020
Completed
January 28, 2021
State trainings took place via Zoom in January 2021. Trainings ran from 10 a.m. to 3 p.m. with a one-hour lunch break and several stretch breaks. Because part of the intention was to increase state networking, we held six trainings, one for each state. A few registrants were unable to make the scheduled time for their state and joined a different session. In that way we were also able to even out the numbers in each session for good discussion. We had 86 attendees overall. The list below reflects where people are based/support farmers, not necessarily which session they attended.
- Maine: January 14, 2021 – 29 people registered; 26 people attended
- New Hampshire: January 19, 2021 – 4 people registered; 3 people attended
- Connecticut: January 20, 2021 – 15 people registered; 8 people attended
- Vermont: January 21, 2021 – 23 people registered; 22 attended
- Massachusetts: January 26, 2021 – 25 people registered; 18 attended
- Rhode Island: January 27, 2021 – 15 people registered; 9 people attended
We had an additional 17 people register. They received a lot of informational handouts in the training packet that we mailed. They gave a variety of reasons for not showing to the training and some were no shows without providing any further communication.
The following was covered in the state trainings:
- Succession planning components and process
- Professional roles, responsibilities and tasks
- Farm and family assessment
- Team approaches to succession planning assistance
- “Soft skills” such as communications, facilitation, and conflict management
- Diversity and cultural differences
- No identified successor; family v. unrelated transferees
- Resources and referrals
An agenda and curriculum for the virtual training was developed. The same general outline was used in each training with slight variations for state specifics. Land For Good staff served as the facilitators and instructors. Some project team and advisory committee members joined. Both the project team and advisory committee members reviewed the materials and provided feedback.
A packet of materials was distributed by mail to all participants so they had the worksheets and readings to prepare for the training. The packet included:
Prior to the trainings, we sent a survey to registrants. Only 14% (9) rated their knowledge of farm succession issues and planning as a 4 or 5 out of 5. Even fewer (4-8) reported substantial confidence (rating of 4 or 5) or experience providing succession planning assistance. Forty-six reported no or very little familiarity with team approaches to this area of assistance, while sixty-six reported a significant level of interest in providing such help to farmers.
In a post-event online survey, 60 out of 67 (90%) post-training respondents reported a substantial increase (51 respondents rated 5 out of 5) in understanding the issues, and learning new ideas. Fifty said they feel better prepared to assist and support farmers, and make more informed recommendations and referrals. As a result of this training, all respondents reported that they will take concrete steps regarding their role in succession advising. For example, they will: make a “tip sheet” about good questions; ask better and more open questions; practice listening skills; network more and seek other providers to join the advising team; attend more trainings; research more websites, tools and checklists; and bring up succession with farmer
clients.
Engagement to Support Action:
80 trainees (a mixture of AFE and other SP) will apply their learnings by directly advising farmers. To support this work, they will participate in conference calls (held every other month) with other trainees from their respective states to share experiences, trouble-shoot cases, identify additional resources/experts and gain peer support. July - December 2020.
80
55
December 31, 2020
Completed
March 31, 2021
Due to shifts in the project due to COVID, we adapted this milestone.
We supported the participants of the state trainings through group follow up calls held by zoom. Again we held separate calls for each New England state to continue to reinforce networking and team efforts in each state among professional providers. We held two calls for each state group, one in February and again in March of 2021, to support service providers while they were working with farmers. Attendance ranged but was roughly about half of the registrants in each state returned for these follow up calls.
We asked for feedback from participants at the end of the state trainings regarding what would be helpful to include in future calls and how to structure them. Based on the feedback we came up with a general structure for the calls which was adjusted as needed to meet each state's participants' needs. The outline of these calls was as follows:
February (90 min call):
|
1:00 |
Welcome |
|
1:15 |
Network Development Activity Group activity to build out our collective knowledge of resources or individuals in the state network. |
|
1:30 |
Case clinic Presentation of short background on a farm succession case, exploration in fish bowl or small groups about how to approach the case. |
|
2:10 |
Introduce the Farmer Workbook & Tracking Tool General Q&A |
|
2:25 |
Closing/ Next Steps |
March (90 min call):
|
1:00 |
Welcome |
|
1:05 |
Network Development Activity Review the spreadsheets that were developed from prior months brainstorming. |
|
1:20 |
Case clinic Presentation of short background on a farm succession case, exploration in fish bowl or small groups about how to approach the case. |
|
1:50 |
Diversity & Equity Discussion A discussion and open sharing of the pre-readings and/or how this is coming up in your work. |
|
2:15 |
Feedback on the Farmer Workbook Q&A |
|
2:25 |
Closing/ Next Steps |
Trainees did not have many specific cases about which they had questions. Instead we utilized the time to present a fictitious case and ask trainees to consider how they would approach it, as well as share ideas and resources.
Through the network development activity, trainees in each state brainstormed additional partners, resources and professionals that would be good support to their work on farm succession - both supports for them as professionals and places to refer farmers.
We shared a tracking tool that they could utilize to track and report their work with farmers. We also shared and collected feedback on a new workbook for farmers, and professionals to assist farmers, to get started on their farm succession planning.
50 trainees (a mixture of AFE and other SP) will request and receive telephone or email mentoring, guidance and support from project team (PT) members and Land for Good (LFG) staff as needed while working directly with farmers on succession planning. July 2020 - February 2021.
50
3
June 30, 2022
Completed
September 01, 2022
At the conclusion of the trainings, we offered that if any service provider needed mentoring or support in their work on farm succession with farmers to reach out to a LFG staff member. We would either assist them directly or coordinate them being mentored by a member of the project advisory team.
We have received only a couple of requests for support. However, we did see a rise in referrals of farmers by these trained service providers to LFG for resources or advising.
We continue to get requests from service providers interested in a future training.
Verification:
80 trainees who provide TA or support to at least 4 transitioning farmers each will document and report to the project team their role, actions and how they implemented the "team approach". They will also self-assess their improvement in assisting farmers. The PT will collect, collate and report on documentation from trainees to verify trainee actions and changes in January 2021.
80
32
June 30, 2022
Completed
October 21, 2022
Land For Good provided a documenting tool for participants to use to track their work with farmers.
One year after the trainings (October 2022) we conducted a final follow-up survey to trainees. Of 32 respondents, 21 (65%) reported being better prepared to assist and support farmers. (Five respondents were planning partners/presenters, so not expected to be “better prepared.”) In terms of taking targeted actions, 72% reported initiated a conversation on farm succession with farmers, 62% said they provided succession information, and 65% referred farmers to resources or other professionals. Thirteen said they provided specific subject expertise to farmers.
These respondents educated or advised at least 158 farmers about succession planning. One
trainee reported, “I now feel comfortable having what can be rather difficult conversations,
knowing about the resources and tools available to help farmers navigate this process.”
Another captured the essence of this project’s purpose: “This training hit home how important
building service provider networks is and how important it is for service providers to
understand what roles we all play so we can make better referrals and better collaborate via a
team approach.”
Milestone Activities and Participation Summary
Educational activities and events conducted by the project team:
Participants in the project’s educational activities:
Learning Outcomes
The key areas that were verified included: knowledge of the farm succession planning process; knowledge of options/methods to achieve a farm transfer; knowledge of the legal aspects of succession planning; knowledge of the financial aspects of succession planning; communication skills to discuss these issues with farmers; facilitation skills to support the succession planning process; awareness of resources (written guides, organizations, etc.); awareness of professionals to make referrals or seek assistance; and being prepared to assist and support farmers.
An electronic survey was utilized immediately post-training for each of the state gatherings and also at the culmination of the regional training. Individual feedback was received by email and verbally at the close of trainings as well. An electronic survey was circulated one year after the trainings in an attempt to further understand the impact of the training and service providers ability to work with farmers on the topic of succession planning.
For milestone 3 (regional, technical training):
Prior to the training, a little more than half the trainees said in an online survey that they had poor or fair knowledge of the topic. One-third were “just getting started” in this work. Twenty percent reported advising on farm succession for more than ten years; most of these were presenters at the training.
After the training, we sent an online survey to trainees. Eighty-five percent (16) of the post-event survey respondents (T=19) said they felt more confident and/or prepared to engage in succession advising. Ninety percent or more reported that they better understand the issues (18), learned about new resources (17), identified people and organizations for future referral and collaboration (17), and feel more able to make informed referrals (16).
For milestone 4 (state-based trainings):
In the pre-training survey only 14% (9) rated their knowledge of farm succession issues and planning as a 4 or 5 out of 5. Even fewer (4-8) reported substantial confidence (rating of 4 or 5) or experience providing succession planning assistance. Forty-six reported no or very little familiarity with team approaches to this area of assistance, while sixty-six reported a significant level of interest in providing such help to farmers.
In a post-event online survey, 60 out of 67 (90%) post-training respondents reported a substantial increase (51 respondents rated 5 out of 5) in understanding the issues, and learning new ideas. Fifty said they feel better prepared to assist and support farmers, and make more informed recommendations and referrals. As a result of this training, all respondents reported that they will take concrete steps regarding their role in succession advising. For example, they will: make a “tip sheet” about good questions; ask better and more open questions; practice listening skills; network more and seek other providers to join the advising team; attend more trainings; research more websites, tools and checklists; and bring up succession with farmer
clients.
Overall, one year after the trainings we conducted a final follow-up survey to trainees. Of 32 respondents, 21 (65%) reported being better prepared to assist and support farmers. (Five respondents were planning partners/presenters, so not expected to be “better prepared.”) In terms of taking targeted actions, 72% reported initiated a conversation on farm succession with farmers, 62% said they provided succession information, and 65% referred farmers to resources or other professionals. Thirteen said they provided specific subject expertise to farmers.
Performance Target Outcomes
Performance Target Outcomes - Service Providers
Target #1
80
80 service providers who participate in the project’s training opportunities will deliver improved and effective succession planning technical assistance and support to 320 transitioning farmers in New England.
320
n/a
32
158
n/a
- 19 Consultations
- 3 Webinars/talks/presentations
- 64 Referred farmers to resources or professional assistance; initiated a conversation with farmers; provided general information and answered farmers questions.
This project educated 127 service providers - all of whom expressed intent to use the materials and new knowledge to educate or advise farmers. A total of 86 participants responded to electronic evaluations at the end of their respective training. Due to the COVID pandemic the project was adapted to be all remote, virtual learning. This lead to collecting evaluations and verifications via electronic surveys. Participants were given a tracking sheet to record their work with farmers.
A year after the completion of the trainings, all service providers were contacted via email and provided a final electronic survey to verify their work with farmers. Unfortunately, only 32 responses were received after multiple reminders. While we have confidence that many more service providers and farmers were impacted by the project, the verification numbers represent these 32 responses. The time lapse in the project and minimal communications within that year are likely contributors to collecting verification information. Future project design may require different structures, consideration for setting realistic expectations, and/or further engagement of participants.
Of the 32 respondents, 21 (65%) reported being better prepared to assist and support farmers. (Five respondents were planning partners/presenters, so not expected to be “better prepared.”) In terms of taking targeted actions, 72% reported initiated a conversation on farm succession with farmers, 62% said they provided succession information, and 65% referred farmers to resources or other professionals. Thirteen said they provided specific subject
expertise.
These respondents educated or advised at least 158 farmers about succession planning. One trainee reported, “I now feel comfortable having what can be rather difficult conversations, knowing about the resources and tools available to help farmers navigate this process.”
Another captured the essence of this project’s purpose: “This training hit home how important building service provider networks is and how important it is for service providers to understand what roles we all play so we can make better referrals and better collaborate via a team approach.”