By Managing Partner Jon Leafstedt and Managing Director Aaron Locker | Originally Published by Seed World
The seed industry faces a pressing leadership challenge. With senior executives averaging an age in the mid-50s and CEO tenures shrinking to roughly seven years on average, a significant wave of leadership transition is imminent. Succession planning can no longer be an afterthought or emergency reaction. Rather, it must become a core strategic priority, vital to preserving institutional knowledge, sustaining innovation and maintaining competitive advantage.
The leadership challenge goes beyond demographics. Seed companies must compete for talent with technology, biotech and other sectors inside and outside of ag. Executive candidates who can navigate digital transformation, sustainability and complex global supply chains are limited. Private equity’s growing influence adds pressure for scalable leadership and measurable bench strength before investment decisions are made.1
Many organizations fall into similar traps that weaken their succession efforts:
Addressing these interrelated challenges thoughtfully strengthens the leadership pipelines that support growth and resilience.2
Progressive seed companies identify emerging leaders early, offering rotational roles across finance, operations, commercial and global markets to broaden experience and readiness.3 Expanding candidate pools beyond traditional agriculture, paired with structured onboarding emphasizing culture and values fit, further strengthens transitions.4
Executive search and leadership advisory partners can complement internal efforts with an external perspective. At Kincannon & Reed, we partner with leadership teams to provide insights into talent trends, readiness, and market benchmarks that help organizations make informed decisions.
A recent trend we’re seeing is the increased use of interim or fractional executives. Leadership development can play a critical role in these situations, helping transform interim leaders into long-term contributors while accelerating their ramp-up. These approaches maintain continuity during transitions and give companies the time to cultivate leaders positioned for sustained success.
Succession planning today is not just about leader replacement; it is about building and sustaining innovation, culture and organizational resilience. Companies that embed talent strategies such as succession planning into their operational foundation secure the continuity needed to navigate a dynamic, competitive seed industry and position themselves for long-term success.
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