I write about one blog a year, usually after attending TEPAP (The Executive Program for Agricultural Producers) in Texas. I meet many other interesting producers and hear from a line-up of fascinating speakers, and generally just get inspired. A week away from the farm and out of the office gives me a chance to reflect and work on the business, not in the business.
This year, there were 65 other producers in our group. While some of them were from large and prosperous farms, quite a few of them were from smaller farms. Some even shared with me that attending TEPAP was a financial stretch for them, but they were so keen to learn and grow, they found a way to make it happen. This is why I always enjoy the sessions at TEPAP – we learn from each other just as much as from the experts in the room.
So, let’s dive in and see if any of these topics resonate with you or your farm. As COO at HGV, I deal a lot with hiring, team management, and creating a work environment where people thrive. The themes, quotes, and stories below certainly hit home for me and remind me that there are times to push harder and drive efficiencies and other times to pause, recharge, and plan your next move.
#1 Vision of the future – This is not going to go where you think it will. Yes, having a vision for your business is important and designing a road map to get there is crucial. But, have you ever thought to ask your team members what their vision for the company is, or more specifically, what about their role within the operation? What are their hopes and dreams? We have a great team and retaining our people is important. One way to do that is to meaningfully engage with employees, beyond just a performance review. Make time for some in-depth conversations about their life, goals and career trajectory. This will help them stay motivated and build a stronger organizational culture.
#2. “Train them well enough so that they can leave but treat them well enough so they don’t want to.”
This quote from Richard Branson perfectly sums up the culture we’re striving for at HGV.
We’ve been hiring a lot lately as we gear up for our busy seasons. In one of our job postings, we stated that previous experience was not required. That’s not something you hear often in a job description.
However, we have found more success with hiring young people who haven’t spent years in the industry. Old people come with old habits, while young people come with no habits. They are a blank slate and we can teach them what they need to know. It’s their attitude and willingness to learn that we value the most. We have more success with productivity and retention when we hire individuals who meet our core values rather than hiring for their experience.
If we treat them right, hopefully, they will want to stay with us for the long haul. I 100% believe this is why we have such a low turnover at HGV. The door is always open for good people.
#3 Be open to new perspectives
A father and a son get in a car crash and are rushed to the hospital. At the hospital, the doctor says, “ I can’t operate on this boy, he’s my son.”
Now, I’d be lying if I didn’t admit that I wrongly assumed the doctor was a man. It’s a great example of how we all have preconceived notions and sometimes get caught up in what we think is right or the way we’ve always done it. It’s human nature to seek out others who share the same thoughts so we can validate our own thoughts. It’s important to speak with other farmers, watch what other industries are doing, and listen to junior team members who may see things through a different lens. This keeps us on our toes and can lead to unexpected benefits. It’s ok to have different opinions and it’s healthy to have constructive debate. Life would be boring if we all thought the same way.
#4. “If you hang around with losers, you’re going to be a loser.”
Who you surround yourself with matters. If you are heading to Tim Hortons to gather around and complain about the banks, government or weather with fellow farmers, you’re doing yourself a disservice. Negativity is draining, and if you’re always around people who focus on problems instead of solutions, it impacts your motivation and outlook. On the other hand, being around people who think positively, take action, and strive for excellence will fuel your own drive and ambition.
This is why we are big fans of peer groups and coaching programs, like Farmer Coach. It’s easy to set goals but harder to stay on track. A structured coaching program or peer group ensures that individuals follow through on their commitments, stay motivated, and make consistent progress. You’ll likely even make friendships and find yourself going out for a beer to talk about things other than farming.
#5. “A good coach holds the players accountable, a great team holds each other accountable.”
I really liked this quote as we often compare our operation to a hockey team. Yes, there’s a coach and a captain, but every player has a valuable role to play.
You will find that in most high-performing teams accountability doesn’t rest solely on the leader or manager. Instead, the most resilient teams are those where accountability is embedded in the culture.
We are working to move some of our senior employees into managerial roles and decentralize a few key areas of the business. Kristjan and I don’t want to micro-manage these people, so it’s important they keep each other accountable. A comment, feedback or accolade often means more coming from a peer rather than a supervisor.
#6 Bring me a rock
If you’ve never heard of this parable, it goes something like this:
A leader says to an employee, “Bring me a rock.” The employee brings him a rock and the leader says, “No, not that one. It’s too big.” The employee brings another rock and the leader says, “Not that rock. It’s the wrong color.”
The moral of the story here is that, as leaders, we need to give clear direction so that team members are set up for success. We often use the phrase “Delegate and then hold accountable.” It’s important that we communicate to employees both what they are accountable for and the decisions we empower them to make. Kristjan and I don’t want to have to make every decision on the farm. I’ve seen where a manager/supervisor harbors every decision to satisfy their need to feel important. That is simply not sustainable, and that’s how you go into “decision overload” and burnout. Watching employees learn and grow in their roles gives me more satisfaction than making every decision. “Dig the ditches deep” so they know to stay on the road.
#7 A plane on the runway is losing money
This was a good story about not only driving efficiency but also getting the whole organization to buy into the concept. At one time, Southwest Airlines was the #1 airline in the US because they were hyper-focused on improving the turnaround times of their planes. In fact, it is said that even pilots were seen guiding wheelchairs onto the aircraft in order to get the plane in the air faster.
This lesson is relevant in farming as our machinery is expensive and the wheels have got to turn efficiently. There is always room for improvement in this regard. The John Deere software creates very detailed and insightful reports about operator efficiency and acres per hour that we could be paying more attention to.
Creating this culture, where every person pitches in to help, is something we should all strive for. Efficiency is the best way to combat inflation.
#8. AI can create Moneyball for Farming
I’m the first to admit that I’ve been a bit complacent about adopting AI into our operation. It was only recently that I even started using Chat GPT. Let this be a lesson to all of us in agriculture – we need to be early adopters. The potential is huge and even large companies like Walmart are using AI for things like contract negotiations. I’m convinced it is going to open up a world of possibilities in farming.
In the movie Moneyball, the Oakland A’s used statistics and analytics to find undervalued players and maximize performance on a tight budget. I believe the same can be done in farming by using data science, AI and predictive analytics to improve efficiency, reduce costs and increase yields. We’ve collected years of data. If we have a central data warehouse we can use it to help us make management decisions using AI. We all know Mother Nature is still a wild card.
AI will take a lot of the guesswork out of farming, but as an industry, we still have a long way to go.
#9 Plan for the black swan event
Can you imagine what would happen if our GPS signal went down at the height of our seeding or harvest season? Simply put, we would be hooped.
We’re so reliant on tech for our variable rate apps and auto steer that it is essential that we develop a backup plan for the “What if?” scenario. I can tell you I’d be using that new whiteboard in my office to try and map it all out. We could probably figure our way out of it, but this was a good reminder to develop a crisis plan on paper just in case.
#10. If you don’t schedule a break, your body will and it won’t be at a convenient time.
On a personal note, this one really hit home. As we get older, we don’t like to admit that we need more downtime or more frequent breaks to feel rejuvenated. I’ve just returned from a trip to Mexico and it did my body and my mind good. You forget how much better you feel after taking time off to recharge. As farmers, we work long hours and for years we wore that like a badge of honour, but I do hope that is changing. Taking time off isn’t a sign of weakness or lack of engagement, it’s essential to your mental health.
On the same note, it’s essential to check in with family, friends and co-workers to see how they’re doing. No, how they’re really doing. It’s tough out there, especially with all the uncertainty around the tariffs and the future of the industry. Some handle stress better than others. Follow up with those in your life who are important to you.
It was another great week at TEPAP. Even though it only happens once every year, our cohort has developed a strong bond with one another. We stay in contact throughout the year, sharing insights and asking questions of one another. They’re a great group – definitely not “losers.” LOL.
Nicely stated. I hope lessons and relationships from TEPAP can feed your professional development journey for years to come.