For cattle producers, succession planning is often discussed in terms of what to do: create a will or trust, meet with an attorney, talk to your accountant and start building a plan. And while all those things are necessary, they miss an important truth: Before you can build a solid transition plan, you have to stop doing the things that quietly sabotage your success.

I’ve worked with ranching families across the country for more than two decades. In that time, I’ve seen operations pass successfully from one generation to the next, and I’ve seen transitions fall apart – sometimes causing permanent rifts in families who love one another deeply.

The difference isn’t just about money or legal paperwork. It’s about mindsets and habits. So if you’re serious about succession, here are five things you need to stop, immediately.

1. Stop thinking you have more time than you do

“We’ll deal with it after calving.”

“Let’s just get through this next lease negotiation.”

“We’ll talk about it when we’re not so busy.”

Sound familiar? You’re not alone. One of the most common (and most dangerous) assumptions I hear from ranchers is the belief that there’s always more time. But the truth is, none of us knows how much time we really have, and transition doesn’t happen overnight.

Effective succession planning takes years of preparation. You need time to:

• • Identify and mentor successors
  • Clean up financial records and clarify ownership structures
  • Make decisions about land, equipment and operational roles
  • Test decision-making authority before it’s permanent
  • Adjust plans based on life changes or family needs

Waiting until a health scare or another disruptive event means you’ll be planning from a place of urgency, not strategy. Instead, take one small step today. Set a date for a family meeting. Make a list of your assets. Start the momentum.

2. Stop assuming the next generation knows what you want

You might assume your children will just “figure it out” or that they already know what you want for the ranch. But silence leaves room for assumptions – and assumptions often turn into misunderstandings.

I once worked with a family where the dad believed his sons would continue operating the ranch together. But after his death, it became clear that one son planned to lease his half while the other wanted to expand the cow-calf herd. The misalignment led to conflict that could have been avoided with one honest conversation.

Have the conversation. Tell your family:

• • What you want to see happen with the land and cattle
  • Whether you want the business to stay in the family
  • What you value most – stewardship, independence, legacy, harmony
  • What you’re afraid of, and what you hope for

Then listen. Ask your family what they want. You might be surprised at what comes out. Those conversations are where real planning begins.

3. Stop using estate planning documents as a substitute for succession planning

It’s tempting to believe that having a will or trust means your succession planning is complete. It’s not.

Estate documents answer the question, “What happens when I die?”

Succession planning asks, “What happens while I’m still alive?”

They serve two very different purposes. Legal documents may dictate how land or assets are distributed, but they don’t:

• • Define who makes decisions day to day
  • Clarify how responsibilities shift over time
  • Address how nonfarming heirs are treated fairly
  • Train successors in management or leadership

If you’ve only done estate planning, your work isn’t done. A complete succession plan ensures the operation continues smoothly before your will is ever needed.

4. Stop hiding from family conflict

Avoiding conflict may feel like keeping the peace, but in reality, it just pushes tension underground where it festers.

Maybe you have a daughter who works in the operation full time, but her brothers live in town and expect equal inheritance. Maybe you’re worried one child isn’t responsible enough to run the business, but you’re afraid to say so. Or maybe there’s a family member who’s stirring the pot.

These are hard conversations – but unspoken conflict will come out eventually, often during a crisis when emotions are high and decision-making is clouded.

Start by acknowledging the elephant in the room. Say, “This may be uncomfortable, but it’s important.” Use a neutral facilitator if needed. The goal is not to assign blame but to create clarity and alignment around the future.

5. Stop believing you have to figure it out alone

Succession planning is complex. It involves taxes, law, family dynamics, emotional attachment, business management and long-term financial viability. It’s too much for one person to carry alone.

Yet many ranchers try. They shoulder the responsibility privately, hoping they’ll eventually “just know” what to do. But isolation leads to delay, burnout and often regret.

Bring in professionals who understand agriculture:

• • A good attorney and accountant for legal and financial clarity
  • A facilitator or succession consultant to manage family discussions and create momentum
  • A banker or ag adviser to talk through funding and investment strategy

Let your team work with you – not around you – to build a plan you believe in.

It’s time to get unstuck

You already know your work matters. You’re feeding the world, stewarding land and carrying forward a way of life that’s increasingly rare. Succession planning honors all of that.

So, if you feel overwhelmed, don’t start with a giant checklist. Start by stopping:

• • Stop waiting
  • Stop assuming
  • Stop hiding behind documents
  • Stop avoiding conflict
  • Stop carrying it all alone

Then take the next right step. Call a meeting. Ask your son or daughter what they see as their future. Reach out to a professional you trust.

You don’t have to do it perfectly; you just have to start. Your legacy deserves a plan, your family deserves a voice and you deserve peace of mind.

This article also found here on AgProud/Progressive Cattle – September 2025

Article by Rena Striegel, President of Transition Point Business Advisors

Transition Point Business Advisors as has a program entitled, The DIRTT Project, which gives the American Farmer full control of their succession plan from beginning to end. Go to our website to learn more about The DIRTT Project.