When there’s no obvious next generation to take over, how do you ensure your operation will continue to prosper after you’ve worked your final season?

This is a question many producers are grappling with today. More than half of U.S. farmers are over age 55, and industry estimates suggest that about 68% don’t have a clear succession plan in place.

Without intentional planning, that uncertainty can put decades of work — and the future of the operation — at risk.

The good news is that succession doesn’t have to follow the traditional family model. With the right planning, producers can create transition strategies that secure their nest eggs and protect the legacies they’ve built.

“The next generation doesn’t have to be the next ‘family’ generation of your farm operation,” advises Jeff Johnson, Pinion ag business advisor. “There are connections you can make with nontraditional successors who are just as interested in preserving and growing what you’ve built.”

Exploring Your Options

Without a clear successor in place, succession planning means thinking beyond the traditional family model. Instead of focusing solely on inheritance, consider several alternative paths, including:

  • Transitioning ownership to a trusted employee or management team
  • Selling to a neighboring producer or another agricultural operator
  • Structuring gradual ownership through partnerships or equity arrangements
  • Preparing the business for a strategic sale to a like-minded entity

“Each option requires careful planning, but they can also create opportunities to preserve your operation and reward the people who helped you build it,” says Johnson.

Start Locally and Personally

Many successful farm transitions begin not with a formal listing or sale, but with conversations inside existing community and professional networks.

“Your network actually goes much further than you think,” Johnson explains. “Finding the right fit usually blends relationships, visibility, flexibility, and clarity around what you want your transition to look like.”

For producers without a family successor, making intentions visible to trusted contacts can open doors that might not otherwise surface. Turning those relationships into real transition opportunities starts with a few intentional actions:

  • Be direct with trusted ag advisors, suppliers, and lenders about long-term transition goals. Many professionals — including advisors at Pinion — can help facilitate introductions or connect producers with successor-matching programs.
  • Put feelers out with local farming relationships such as neighboring producers, landlords, or tenant farmers who may be looking for expansion or long-term opportunities.
  • Participate in peer groups, cooperatives, conservation district meetings, farm bureau events, or agricultural tradeshows where producers can learn from others and quietly test interest.
  • Connect with agricultural education and development organizations like 4-H, FFA, university ag programs, extension services, and land-grant institutions that often know young or land-seeking farmers.
  • Utilize lending relationships to monitor opportunities and facilitate introductions among buyers, partners, or potential successors.

These conversations often surface possibilities producers hadn’t previously considered — such as first-generation farmers, career changers, or individuals interested in entering agriculture through a gradual transition rather than an outright purchase.

Using Transition and Matching Programs

As interest develops, many producers explore more structured transition or successor-matching programs. These are commonly offered through universities, extension services, farmland trusts, and advisory organizations.

Typical programs may include online successor-matching platforms, facilitated introductions and interviews, and planning support that addresses legal, financial, and timeline considerations. For many producers, these programs help normalize non-family transitions while providing clarity and mediation for both parties.

Remaining Flexible About the Path Forward

Succession does not have to mean handing over the keys all at once. Gradual transitions often feel more realistic for producers who want time to build trust, transfer knowledge, and ensure the operation remains on solid footing.

  • Lease-to-own agreements
  • Shared equipment or livestock ownership
  • Joint operating or management arrangements
  • Profit-sharing or sweat-equity models

These approaches allow both parties to align expectations over time while reducing financial and operational risk.

Why Starting Early Still Matters

While most producers understand that succession takes time, starting early dramatically expands available options. Early planning allows owners to identify potential successors, structure thoughtful transitions, and avoid unnecessary pressure on the business or the balance sheet.

Starting the Conversation

Even without a clear successor in mind, sharing intentions with advisors, peers, and local ag partners can spark productive dialogue. Those early conversations often uncover opportunities producers didn’t realize existed and help move succession from uncertainty to possibility.

As agriculture experiences a major generational shift, producers who take steps today are far better positioned to ensure their operations continue to thrive — regardless of whether a family successor is waiting in the wings.

To start the conversation about the future of your operation, contact Jeff Johnson, ag business advisor with Pinion, at 913-643-5045 or jeff.johnson@pinionglobal.com.