navigating farm relationships
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Navigating Farm Relationships. Successfully dealing with family and employees. Objectives. 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 - PowerPoint PPT PresentationTRANSCRIPT
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 [email protected] (509) 398-6858
Website: www.sieverkroppconsulting.com
Training Program Homepage:www.sieverkroppconsulting.com/fsa-borrower-training-program-homepage