Who We serve
If a family has not adequately planned for succession, the farm is likely to:
Go out of business . Be absorbed by competitor. Be converted to other uses.
We’re usually approached by senior or second-generation farming professionals who are looking for advice on a question[s] somehow related to planning for succession. Those farming professionals want to continue a legacy of multigenerational success. They’re often confused about the planning process and overwhelmed by the many issues that need to be addressed in planning for succession.
As family leaders, they know long-term success is difficult and rare. They sense the answers may involve tax, legal and/or financial solutions. But most farmers don’t know who can help or where to begin. They may start the conversation with a question about how they can treat their off-farm, inactive children in a fair manner compared to those who are active and involved in the operation.
The ranchers we’ve worked with are fiercely independent and stubborn for results. They know long-term success is difficult and rare. They know real answers to their succession planning concerns may involve the tax, legal, and financial disciplines. But most don’t know who can help or where to get answers. When they contact Legacy by Design, it’s usually about protecting their interest and exercising some control over the operation, while offloading responsibilities to the next generation.
Many of today’s ranchers feel pushed to change by outside influences, but know what it takes to succeed in the cattle industry. They want to work with a proven entity, with someone who understands the complexities of their business and appreciates dedication. Most ranching professionals want to continue a legacy of multigenerational success.
For the food processors, we work with the operation is more than a business. Yes, it’s the source of income and growing equity. It’s also a part of the owner’s family and a great source of pride. We often of an owner who will spend more time at work than with the family. As a labor of love and testament to realizing the American dream, owners want to see the business continue and acknowledge great pride in having one of their children carry the torch. But they know continuing success is difficult and very rare.
Most successful operations end up as a subsidiary in a larger conglomerate. Those that don’t measure-up, may transition into a temporary holding pattern, which usually falter after a time due to insufficient capitalization, incompatible estate plan, or unprepared next-generation. Most owners know planning for succession is difficult. The process involves tax, legal, and financial disciplines. It demands the services of a practitioner who understands business and can bring the disciplines together.