By Skye Orsmond

When I ask banana growers what gets them up in the morning, there’s a common reply: “Working towards something for the next generation.”

If that’s one of the main reasons we farm, why is succession planning so often left at the bottom of the to-do list?

At this year’s Australian Banana Industry Congress, farmer and intergenerational succession mentor John Moor spoke on this very topic. With more than 200 farming families across Australia and overseas turning to him for guidance, John has seen first- hand the challenges and opportunities that come with planning for the future.

I’ve also had the privilege of experiencing this process personally. As a fourth-generation farmer in Tully, my family invited John to guide us through our own succession journey.

A Family in Transition

Our farm, Fruit Forest Farm, was founded 42 years ago by my parents, Peter and Alison Salleras. As they began planning for retirement, the question of “what’s next?” became more pressing.

We spent two days with John in a neutral setting – complete with catering, which, as John points out, is one of those practical touches that helps tough conversations run more smoothly.

The process gave us space to ask the difficult questions, unpack our needs, and map out our

goals. While my dad is still active on the farm, he has passed the decision-making baton on to my husband, Warren. It hasn’t all been smooth sailing, but the planning process has helped us make decisions with intent and awareness.

As Dad reflected:

“The world is changing, and we older growers need to be adaptable and light on our feet. Succession planning spreads the load of what’s inevitable over time. It should be like farm planning – as inevitable as the sun coming up.”

He added that flexibility is essential:

“People often see things in black and white. But there’s always grey – and in that grey, families can find the meeting place where everyone’s needs are respected.”

Universal Challenges

From multimillion-dollar enterprises to small family businesses, John has found the same issues arise.

“Most of the time when I get a call, it’s not really about succession,” he explained. “It’s about all the other things that need to be in place before succession can happen.”

Podcaster Ben Law (The Financial Bloke) echoed this in recent research findings from the U.S., noting:

“Around 60% of businesses suffer from the ‘three- generation curse’ – two to make it, one to break it. It usually comes down to a lack of communication and trust. Succession issues are rarely about business structures – they’re about people.”

John shared one moving story of a father sitting

silently in a family meeting until he finally spoke through tears: “There’s something I need to say… there’s another child at play.”

Moments like this, he said, show why it’s vital to create safe spaces where honest conversations can happen.

Start with Needs

Ultimately, John’s advice is simple:

• Begin by uncovering each person’s needs – whether that’s financial security, cash flow, or recognition.

• Acknowledge emotions and show gratitude.

• Accept that succession is a process, not a one-off conversation.

Or as John puts it,

“Succession planning is about living. Estate planning is about dying.”