Navigating Farm Relationships

Successfully dealing with family and employees

Understand how miscommunications arise from conflicting

goals, values, and personality styles. Understand how to use conflicting goals and personality styles to

improve the farm business Learn about the hiring process including:

Job Description Job Specification

Objectives

What hat are you wearing?

Identifying roles and avoiding miscommunications

Miscommunications

Miscommunications arise when two people approach a problem or opportunity wearing different hats.

To help identify and move passed miscommunications: Be willing to acknowledge the other person’s role, a.k.a. hat Be willing to look at the problem from their perspective

DominantStrengths:• Big Picture• Innovative• DecisiveWeaknesses:• Argumentativ

e

ConscientiousStrengths:• Realistic• Even-

tempered• Detail-

OrientedWeaknesses:• Needs clear

boundariesInfluential Strengths:• Problem

Solver• Positive/

UpbeatWeaknesses:• Not good

with detail

SteadyStrengths:• Reliable/Loyal• Patient• Multi-TaskWeaknesses:• Sensitive to

criticism

Personality Styles

Greatest Fear: Being out of

control Motivated By: Challenges, Setting

& Achieving Goals, Increased Freedom

Desires: Recognition, Awards, Advancement

When Working with a High D, Do not: focus too much on details and problems.

When Working with a High D, Do: be to the point, supply facts.

Dominant

Source: https://www.discinsights.com/personality-style-d#.UrI1IfRDvUU

Greatest Fear: Rejection Motivated By: Approval, Praise,

Fun Environment Desires: Ability to Influence and

Motivate Others, Positive Work Environment

When Working with a High I, Do not: eliminate social time or reject them.

When Working with a High I, Do: allow them to share ideas and help them turn ideas into actions.

Influential

Source: https://www.discinsights.com/personality-style-i#.UrI1SPRDvUU

Greatest Fear: Loss of Security Motivated By: Safety, Peaceful

Harmony, Recognition for Loyalty Desires: Repetition, Time to

Adjust if Routine Changes When Working with a High S,

Do not: be confrontational and aggressive.

When Working with a High S, Do: provide specifics, be patient, and explain reasoning.

Steady

Source: https://www.discinsights.com/personality-style-s#.UrI2ZvRDvUU

Greatest Fear: Criticism Motivated By: Information, Logic,

Clear Instructions Desires: Independence, Organized

Work Environment When Working with a High C,

Do not: answer questions vaguely or be confrontational.

When Working with a High C, Do: be specific with examples, be diplomatic, and prepare head of time.

Conscientious

Source: https://www.discinsights.com/personality-style-c#.UrI4DPRDvUU

What personality style are

you?

Farm Meetings

Increase effectiveness and avoid blow ups

Farm meetings increase efficiency and communication in your farm.

Adopt new practices Divert disasters Keep everyone involved Make consequences more personal

Meetings for different purposes: Annual meeting for goal setting Quarterly meeting for financials Monthly for tactical

Farm Meetings

1. Start and end the meeting on time.2. Be prepared and encourage others to come prepared.3. Start by reviewing previous meeting minutes and action items.4. Stay on topic.5. Designate someone to take written minutes.6. Wrap up meeting by deciding on action steps and who will take them.7. Be respectful.

Identify the hat you need to be wearing prior to the meeting.

Improve Meeting Effectiveness

Job Descriptions

Our goal is to get the “right people in the right seat on the

bus”.

How do we do this? Identify the tasks that your new employee will be doing Identify skills, knowledge, abilities needed prior to developing job

posts Consider how personalities will fit with the job/work environment

Hiring Goal

Cost of hiring the wrong employee: 30% of their first year’s potential

earnings*

Hiring Process:1. Identify need for new employee, can you afford new employee?2. Create job description and job specification3. Post job and get referrals4. Review resumes and contact references5. 30 minute interview6. Next interviews – review benefits, policies, expectations7. Probation period

Hiring Process

*Source: http://www.hr.com/en/app/blog/2012/03/who-are-you-really-hiring-10-shocking-hr-statistic_h09y2ol0.html

Job Description v.

SpecificationsDescription

List of duties and responsibilities of the employee. Assist in field preparation,

seeding, and harvesting Fix combines, tractors, and

other equipment Keep books up to date, prepare

financial statements including P & L, balance sheet, cash flow

Specification List of knowledge, skills, and

abilities needed to perform tasks in the job description. Needs CDL Ability to operate heavy

machinery Knowledge of diesel mechanics Knowledge of Quickbooks Skills in financial analysis

After hiring, it is important to keep employees motivated and

engaged. This will increase efficiency in your farm business. Mentorship/training period for new employees Employee evaluations Offer education or certification opportunities Offer instant positive feedback

After Hiring

Identify the “hats” you wear in your farm.

Complete your personality test.

Discuss how farm meetings can help increase productivity in your operation. What type of meetings could benefit your farm? How often does your farm need a meeting? Who needs to be involved in the meetings?

Develop a job description and specification for your current employees.

Homework

Take a minute to write down one or two ideas or takeaways

from this lesson.

One Minute Takeaway

Sieverkropp Consulting LLC.

Contact: Elizabeth Sieverkropp esieverkropp@gmail.com (509) 398-6858

Website: www.sieverkroppconsulting.com

Training Program Homepage:www.sieverkroppconsulting.com/fsa-borrower-training-program-homepage