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Hello SeCan members, We’re excited to have Dr. Jody Carrington as our presenter in Huatulco in February! She will address “Succeeding at Succession: Building the People Plan for a Business That Lasts”. Details about her session below. If you are interested in joining us February 6-13, 2027, please review this information and complete this form by September 5. Thanks, Succeeding at Succession: Building the People Plan for a Business That Lasts Succession is rarely as simple as deciding who takes over next. It is a critical business transition involving leadership, identity, trust, knowledge, ownership and deeply personal relationships. In agriculture, where a business may also represent generations of family history and connection to the land, these conversations can be especially difficult—and especially easy to postpone. In this practical session, Dr. Jody Carrington explores the human dynamics that determine whether a succession plan succeeds in real life. Participants will examine the unspoken expectations, competing definitions of fairness, generational differences and uncertainty about future roles that can prevent families from moving forward. They will also consider the challenges faced by both generations: the difficulty of letting go for established leaders and the need for clarity, confidence, and meaningful responsibility among those preparing to step in. Jody will offer strategies for beginning productive conversations before urgency or conflict takes over. Attendees will learn how to clarify roles and expectations, strengthen communication across generations, transfer essential knowledge, and create an environment in which difficult decisions can be discussed honestly and respectfully. Rather than treating succession as a single transaction or retirement event, this session presents it as an ongoing process of preparing both the business and its people for change. Participants will leave with practical insights to help them: · Recognize the personal and organizational barriers that commonly stall succession planning. · Begin constructive conversations about leadership, legacy, and the future of the business. · Separate family relationships from business roles and decision-making responsibilities. · Support the next generation in developing confidence, capability, and credibility. · Transfer knowledge and responsibility without undermining the experience of current leaders. · Protect important relationships while building greater continuity and resilience into the business. · Identify a practical next step that can move their own succession process forward. Brenda Trask |