Hopefully the title hasn’t made you skim on to the next article, because this isn’t going to be a discussion about finances, legalities, or inheritance of the family enterprise. Instead, I would like to discuss the interactions we have on a day-to-day basis and how occasionally a family just needs to sit down, and have a good old “heart-to-heart” talk. Or, as some in my family would say, “A Come to Jesus Meeting!” As a family, we reached that point not too many days ago. Whether you are a family like ours, where on both sides we are now raising the fifth generation of country kids involved with ranching, or if you are the newly minted first generation who are raising the second, this may strike some chords with you. At the very least you may say “Oh my, so we aren’t the only ones.”, and hopefully, you might finish reading and feel a little bit encouraged by having looked at some things through a different perspective.

My husband and I are both only children. Now before you groan and start repeating stereotypes, please know that not many of them, if any at all are true. Children can be spoiled whether they are an “only”, or one of many. For us as only children, we had some big footstep to follow in, and carried quite a few expectations being the third generation of our respective families that were involved in animal husbandry. In some ways it might have been easier for me as a daughter. Our family business was small and varied. I was reminded often that I could go into the world and do whatever I wanted, and that I didn’t have to stay tied to any form of agriculture. My husband was his Dad’s only right hand man from a very early age, and even though he did go to college, it was an unspoken expectation that he would still help Dad with the ranching. While he did have a successful stint in a town job, it was always with his foot and finances still firmly in the door of cattle raising, working with his Father doing things very much as his Dad always had. After all, that was just the way it had always been done so why change. I remember many evenings of frustration in our home because my husband would say “My Dad just isn’t going to change anything!” It was frequently the theme of the week, month, and even year. My husband learned to just shut down about issues, because talking them over rarely happened. His family were not talkers. Put that together with a young wife from a family that did a lot of talking and it became a crazy mix. His background was along the lines of “bottle it up and live with it”, then silently simmer over it for an extended time. As opposed to my background of  “let’s all loudly make our points known” in what could quickly turn into a mess of emotions and resentfulness. Also with nothing resolved. Honestly, how many of us really know how to calmly address issues and attempt to solve conflicts? And with generations involved, we can carry forward some of the very traits and behaviors that could so quickly irritate us as the younger generation working with our parents and grandparents. Doing things “differently” than our parents is commonly referred to in regards to herd management, pasture management, or business management at large, but are we really doing a better job communicating with the generations that we are in charge of? Family businesses don’t often, if ever, have the benefit of being sent for workplace training. If it happens, it’s about the latest vaccines, or pasture weed control, or herd genetics. Never have I ever seen any course advertising training for how ranch families could communicate better to enable harmony in the workplace. And if you are like most wives, you know how quickly that workplace issue comes right on in the backdoor with your spouse. Or with yourself for that matter if you are working alongside everyone in the day-to-day operation. I could give numerous real world examples from the cowlot, but most are not printable. The kicker is you have to go right back out the next day, and see, work with, communicate with, and problem solve with the very person that you perceive as having caused the issue. Other workplaces offer courses on how to communicate, troubleshoot, and problem solve through these types of  human issues in the “office.” Why should the family ranching employees be any different just because they are family? We simply aren’t offered a chance of gaining and benefitting from that type training. Here’s the dilemma with us: my husband and son are the third generation of Fathers and sons working together. If you have that dynamic in your family, then you know that there are going to be issues with control and issues with change. And even though my husband went through those very things with his Father, he doesn’t see the traits he has brought forward that are very similar to his Dad’s. Our Son’s biggest complaint: “Dad doesn’t listen to me, and often just won’t talk to me at all.” Unfortunately, our son is like his Mother; very verbal. So here we are with one who has learned to bottle everything inside, and one who learned from the other parent to argue with words. Neither works! Our son has married a very sweet young lady, that doesn’t like loud verbal conflict, so his approach carries over into their home as well, and is equally unsuccessful. And recently our 14 year old grandson has filed a complaint with the Human Resources Dept., (the women of the family) that he doesn’t like the fact that his Dad doesn’t listen to him, or criticizes too much when we are working. The 12 year old granddaughter agreed, and the 7 year old granddaughter blissfully played through much of the family meeting.  Please exclude the hormonal turbulence of the teen years, and consider that we are definitely seeing a pattern that is continuing. So, the HR Dept. i.e. women of the family, decided it was time for an intervention. There was groundwork laid down to all parties that the goal was to listen respectfully, consider what was being said, believe that all parties had a role in anything that had happened and that was being discussed, and that there needed to be thoughtful consideration as to how change was possible for the benefit of all of us for now and for future generations. Oh yes, it was about as pleasant as eating ground glass! I’m sure you can imagine the defensiveness at first, closely followed by the denial. There were tears, from the guys first oddly enough, although before we were done there wasn’t a dry eye in the house. There was some necessary contemplation, there were some apologies, even though those weren’t expected, followed by heartfelt declarations by all to truly try to do better. And best of all, by the end there were lots of “I really do love you all!” from all family members present. And by the way, how often do you all say those three little words that have such a big impact? Don’t assume your family knows. Tell them regularly! So how’s it going after our family “talk”? Who knows! The HR Dept. is eternally optimistic, but only time will tell. Words only do so much. The standard of measurement is with actions that are truly different. And change doesn’t happen overnight. It takes time and lots of considered practice not to deal with issues like you have spent a lifetime doing. So what are some good guidelines for us when we don’t have specialty training to fall back on? Consider some insights from the world of business where positive human interaction and communication is essential for productivity. 1. Clarify the Message: Have a clear understanding of what you want to share. Define it and stick with it. What is the issue, and what do you hope to see happen as a result of the message you give. 2. Consider the Audience: A grown son talking to a dad is different than a teen talking to a dad, but both conversations carry equal importance. A spouse talking to a spouse who is a work partner is also a very different conversation in terms of context. Think about the frame of reference, the potential biases, and the knowledge level and the context in which they will receive the information. It’s not rocket science, just thoughtfulness.

3. Convey the Message: Be clear, and concise, and use appropriate language, and tone. The best exchange of issues comes when you can be calm, and not emotional. It’s hard for some not to yell when they are angry and for some it’s hard not to cry when emotional. That lessens the quality of the message. 4. Confirm Understanding: Check that what you are saying is really understood. Ask for feedback to make sure. Be open to questions the person may have in their attempt to understand. A good example of misunderstood communication happened when our son was about four. He was nuts about wearing a little gold ring. He had to have it on all the time. As kids do, he messed around somewhere, (probably with his Dad) and mashed his finger. Within minutes it was swollen, and here was the ring needing to come off. We tried every ring removal trick in the book, with no luck. Now for a toddler, our son was being a trooper. But we were at the end of our bag of tricks, so my husband, being the practical man that he was, finally sighed and said “Well, we’ll just have to cut it off.” That ring was fitting tighter by the minute, so I agreed and off he went to the shop to get a small pair of tin snips. Not a peep was heard from our son till his Dad left, then that old bottom lip started quivering, and big tears were rolling down chubby little cheeks. I panicked at that point. “What’s the matter Baby, is it hurting? I’m so sorry. We’ll fix it as soon as Daddy gets back, I promise.” Through his sobs he looks up at me and says in the most sincere way possible “No Mommy, it doesn’t hurt, but I really like that finger and I sure don’t want Daddy to cut it off.” Needless to say I was torn between laughing because with his limited understanding of the situation he actually thought we were talking about cutting his finger off, or crying because he thought as parents we would resort to cutting his finger off. A classic case of a tense situation where we didn’t consider our audience, we didn’t clarify the message, and we darn sure didn’t explain the outcome we wanted. The finger survived and the ring did not, much to our son’s relief. At the end of the day, what we all hope for in business, relationships, families, and life in general is to get through it happy, with a sense of wellbeing, and definitely in an effective or successful manner. These are three huge outcomes that are affected by how well we communicate.  Ranching is a tough industry, but I know of few that would trade jobs for anything else in the world. Make a commitment to the stewardship of our families. Learn better and then do better. After all, our workforce is our family, and who’s worth more than they are?

The next meeting of the WFACW organization will be June 20, 2025 at the Forum, 2120 Speedway, Wichita Falls, TX. The meetings are always held on the third Tuesday of the month. Members attending the midday meeting are encouraged to bring their lunch and enjoy eating and visiting starting at 11:30, followed by the business meeting at 12:00 noon. For more information be sure and follow Wichita Falls Area CattleWomen (WFACW) on Facebook.

By Reanna Santos

When managing for healthy, resilient rangelands, you start from the ground up —quite literally. The concept of “health” pertains to living and breathing things —like yourself, your livestock, and even your soil! Soil is a vital ecosystem. It serves as a medium for plant growth, a habitat for microorganisms, and plays a key factor in enhancing water retention.

The key to healthy soil in North Texas and all rangelands is to focus on principles before practices, such as ecological processes. These processes occur naturally in our rangelands and croplands but can be greatly affected by human interactions. Maximizing the benefits of these processes depends on landowner goals and land use.

Three main ecological processes are the water, energy, and nutrient cycles.

The objective of the water cycle is to maximize water capture in the soil while maintaining ground cover with plants to enhance drought resiliency and recharge groundwater sources. Ground cover and plant litter minimize surface run-off, allowing water to infiltrate the soil. This moderates soil temperature and reduces moisture loss due to evaporation (Girgis and Moseley, 2024).

The energy cycle is a group effort between producers, consumers, and decomposers. Year-round plant growth including cool and warm-season species and various functional groups (grasses, forbs, and woody plants), contribute to photosynthesis. Plants capture solar energy through photosynthesis, which is then consumed by livestock. Decomposers, such as microorganisms, break down plant and animal material, releasing energy into the ecosystem (Crane, 2019). If livestock are foraging these rangelands, avoiding overgrazing and leaving ample plant surface area is important so the process can continue to work effectively.

The exchange of nutrients between biotic and abiotic materials is called nutrient cycling. Most nutrient cycling happens in the soil at the root level, where microorganisms exist (Girgis and Moseley, 2024). Nutrients such as carbon, phosphorous, and nitrogen are moved, exchanged, and made available for plants, animals, and other organisms to thrive (Conradin, 2019). This is another reason why maintaining continuous root and plant growth throughout the year promotes healthy soils. The rate of nutrient cycling can depend on factors such as plant diversity, soil cover, and management practices.

Creating and managing a healthy, resilient rangeland begins with understanding and prioritizing the health of the soil. By focusing on ecological processes— water, energy, and nutrient cycles— landowners can ensure their rangelands are both productive and ecologically sustainable. Recognizing the benefits of these principles and implementing them on rangelands may seem like a small gesture, but it’s a mark of a good steward. It’s about leaving the land better than we found it, ensuring its vitality for future generations to enjoy.

Works Cited:

Conradin, K. (2019, June 29). The Nutrient Cycle. SSWM. https://sswm.info/arctic-wash/module-2-environment-pollution-levels-implications/further-resources-environment-and/the-nutrient-cycle

Crane, K. (2019, March 7). Community Agriculture Alliance: Rangelands are a renewable resource. SteamboatToday.com. https://www.steamboatpilot.com/news/community-agriculture-alliance-rangelands-are-a-renewable-resource/

Girgis, C. L., & Moseley, W. (2024, September 23). What are ecosystem processes, and why do they matter on the ranch?. Noble Research Institute. https://www.noble.org/regenerative-agriculture/what-are-ecosystem-processes/

By: Martha Crump

Most cattle producers can tell you quite a lot about balancing cattle diets for energy, protein, vitamins, and minerals based on the specific needs for their herd and type of operation.

A key factor, and one that is often overlooked, is that how your animals perform is also directly affected by their water intake.

Now many of you may already be thinking “well of course water is necessary, anybody knows that!”

In many years, as September marches into October, we are beginning to experience some return of rainfall. But as many of us know, that is not always the case. Often we are still experiencing hot and dry weather, and water supplies are dwindling.

When we find ourselves experiencing those types of fall conditions, it is critical to not only understand the daily water requirements for cattle, but also the impact that the quality of water can have on herd health and development.

To read more, pick up a copy of the October edition of North Texas Farm & Ranch magazine, available digitally and in print. To subscribe by mail, call 940-872-5922.