There’s a generational shift happening. In less than eight years, a new generation will step up to replace the seven million people over 65 in Canada. Investing in young leaders is needed now more than ever.
Fortunately for the seed industry, the future’s in good hands.
Germination asked for nominations for 10 leaders in the industry who showcase a drive for bettering the global seed industry. These leaders come from a range of businesses — from multinationals to associations to independent companies. They all have one goal in common: leading the seed sector into the future.
These 10 Next-Gen Leaders were nominated by their managers, their peers, and different seed associations who saw their potential as up-and-coming leaders. Here’s the seventh.
With 15 years of experience in seed testing, Monica Garcia is becoming known as someone who’s developed a deep understanding of the industry and the different challenges and opportunities it presents.
As a lab manager, she makes sure that all tests on the seeds are done properly supporting the business to ensure Corteva’s products meet standards.
She’s developed her skills by taking on new challenges and opportunities. Her experience growing up in and working in Brazil has given her a solid foundation for working in the Canadian seed industry, and she’s been able to build on that foundation by taking on new roles and responsibilities.
Garcia is heavily involved in Seeds Canada as a seed analyst member, something she believes in doing in an effort to strengthen the industry. She’s perfectly suited to the task — she’s known as someone who understands how attracting and retaining qualified analysts can be a challenge for the seed industry, especially given the lengthy preparation and accreditation process that is required.
“It’s important to develop strategies for attracting new talent and for retaining them,” she says.
One potential approach could be to offer training programs and career development opportunities for those who are interested in becoming seed analysts.
“It may also be helpful to work with educational institutions to develop training programs that are specifically tailored to the needs of the seed industry. This could help even more to attract new talent and ensure that there are enough qualified people to meet the needs of seed business in the future,” she says.
In terms of retaining existing employees, companies could consider offering competitive salaries, benefits, and opportunities for career advancement. Providing a supportive work environment and a strong company culture and purpose can also go a long way in keeping employees engaged and motivated, she says.
Not to mention the fact that more laboratories face the challenge of losing experienced analysts as they advance in their career or retire.”It’s important to have conversations about succession planning and attracting and training the right talent to fill the gaps,” she adds.
