DES MOINES, IA, May 2026. Rena Striegel, President of Transition Point Business Advisors, says one of the biggest questions facing family farms today is not simply who will inherit the operation, but whether the next generation is being prepared to lead it.
After years of working with agricultural families across the country, Striegel has noticed a recurring pattern. Younger family members are often deeply invested in the farm’s future, yet many are unsure how much responsibility they are expected to carry in the years ahead.
Some are involved in daily operations but excluded from larger planning discussions. Others are waiting for clearer direction on leadership, decision-making, or long-term opportunities within the business.
“Strong next-generation leadership does not happen by accident,” Striegel said. “It develops when families are willing to communicate openly, share responsibility, and create opportunities for growth over time.”
Leadership Questions Often Start Earlier Than Families Expect
According to Striegel, many families spend years preparing legal and financial structures while assuming leadership development will happen naturally in the background.
In practice, she said, that approach can create uncertainty.
A son or daughter may return to the farm expecting to gradually step into leadership, while parents still see them mainly in a support role. In other situations, younger family members are given more work responsibility without being included in conversations about strategy, planning, or future direction.
Those gaps may seem small at first, but over time, they can affect confidence, communication, and trust between generations.
Younger Farmers Want More Involvement
Striegel said many next-generation farmers are seeking greater transparency and a clearer understanding of how future decisions will be made. They want opportunities to contribute ideas, solve problems, and participate in conversations that shape the operation’s direction.
That does not necessarily mean younger generations are demanding immediate control. More often, they are looking for evidence that there is a path forward and that leadership development is being taken seriously.
Raised on a dairy farm in What Cheer, Iowa, Striegel understands the balancing act many families face. Senior generations want to protect what they have spent decades building, while younger family members are trying to figure out how they fit into the business’s future.
Creating Leadership Opportunities Over Time
Through Transition Point Business Advisors, Striegel encourages families to treat leadership development as an ongoing process rather than a last-minute conversation tied only to retirement.
That can involve gradually expanding responsibilities, including younger family members in management discussions, or creating opportunities for mentorship inside the operation itself.
In her experience, families who intentionally prepare future leaders tend to navigate transition with less confusion because expectations are discussed earlier and more openly.
Looking Beyond Ownership Transfer
As more agricultural operations move closer to generational transition, Striegel believes leadership preparation will become just as important as ownership planning.
She continues to encourage families to think beyond legal documents alone and focus on how future leaders are being developed inside the business long before a formal transition takes place.
More information about Transition Point Business Advisors is available at https://transitionpointba.com/. Rena Striegel also shares insights through Facebook, Instagram, and YouTube.
About Rena Striegel
Rena Striegel is the President of Transition Point Business Advisors and a nationally recognized authority in agricultural and family business succession planning. Raised on a dairy farm in What Cheer, Iowa, she developed an early understanding of the connection between family, land, and legacy. She earned a Bachelor of Arts degree from Central College in Pella, Iowa, and later completed her MBA at the University of Iowa. Early in her career, she worked in financial services and advisory roles before focusing her work on agricultural succession planning.
With more than twenty years of experience advising multi-generational farm families across the United States, Striegel is known for helping families navigate leadership transitions, communication challenges, and long-term continuity planning. She is the creator of The DIRTT Project and host of the Ag Inspo podcast, where she shares insights on succession, leadership, and the future of family agriculture.
About Transition Point Business Advisors
Transition Point Business Advisors specializes in succession planning for agricultural and family-owned businesses. The firm provides facilitation, communication support, and transition planning guidance to help families prepare for long-term continuity across generations.
