Passing the Torch

Knowledge Transfer Tips When a Senior Agriculture Leader Retires

When senior leaders retire, decades of expertise risk disappearing. In agriculture, where experience drives success, knowledge transfer is critical.

The projected number of people reaching retirement age in the United Kingdom will peak at over 800,000 per year by 2028. Exact figures are not known in the agriculture sector, but many experts believe the sector is "on the cusp of a wave of retirement" that could be disruptive.

In agriculture, leadership transitions carry unique challenges. Farming and agri-businesses often rely on decades of hands-on experience, deep market knowledge, and trusted relationships that cannot be learned overnight. When a senior leader retires, losing this expertise can disrupt your operations, strain supplier networks, and even impact profitability.

That is why knowledge transfer is not just a best practice—it is a business imperative that is particularly important for the agricultural sector.

1. Start Early

Knowledge transfer should begin well before the retirement date. Ideally, initiate the process 6–12 months in advance. This allows time for mentoring, documentation, and gradual handover without overwhelming either party.

Example: A large grain operation in the United Kingdom began succession planning a year before its CEO retired. The incoming leader shadowed the outgoing CEO during seasonal planning and harvest logistics, ensuring continuity in supplier negotiations and crop marketing strategies.

2. Identify Critical Knowledge

Not all knowledge is created equal. Focus on:

- Strategic insights: Long-term vision, market positioning, and decision-making frameworks.

- Key relationships: Clients, suppliers, and internal stakeholders.

- Operational know-how: Processes, compliance requirements, and risk management practices.

Example: A dairy operation in the United Kingdom documented its quality assurance protocols and regulatory compliance steps before its operations director retired. These processes were critical for maintaining food safety certifications and meeting export requirements.

3. Create a Structured Plan

Develop a roadmap that includes:

- Shadowing opportunities for successors.

- Regular check-ins to track progress.

- Clear deliverables, such as documented processes and contact lists.

Example: A poultry farm operation created a “handover binder” with feed schedules, veterinary contacts, and seasonal production targets. This binder became the foundation for training the next generation.

4. Use Multiple Channels

Combine formal and informal methods:

- Documentation: SOPs, playbooks, and digital repositories.

- Mentorship: One-on-one sessions to share tacit knowledge.

- Workshops: Group sessions for cross-functional insights.

Example: An agri-tech company hosted monthly “knowledge cafés” where retiring engineers shared lessons learned from precision farming projects, helping younger staff understand both successes and pitfalls.

5. Leverage Technology

Tools like knowledge management systems, video recordings, and collaborative platforms can capture expertise in a way that’s accessible and scalable.

Example: A horticulture business recorded video tutorials on greenhouse climate control and pest management, creating a digital library for future managers.

6. Preserve Culture

Senior leaders often embody organisational values. Encourage storytelling and cultural mentoring to ensure these intangible elements are passed on.

Example: A seed company held a “legacy day” where the retiring executive shared stories about the company’s origins and commitment to sustainability—reinforcing values that guide decision-making.

7. Celebrate the Transition

Recognise the retiring leader’s contributions and frame the handover as an opportunity for growth. This fosters goodwill and encourages openness during the process.

Knowledge transfer is not just about information—it’s about relationships, judgment, and culture. A proactive, structured approach ensures that when a senior leader retires, the organisation does not lose its compass.

Planning a leadership transition in your agri-business? Don’t leave knowledge transfer to chance. De Lacy Executive Recruitment specialises in succession planning and executive recruitment for the agricultural sector. Contact us today to ensure your business thrives through every transition.