In this study, the process of generational change and the support system for successors in a small-scale community-based farming corporation in a hilly and mountainous area are considered. For this purpose, several interviews were conducted with the successors and other people concerned. As a result of the analysis, the following points about generational change were revealed. First, in order to secure successors from within the community, it is necessary to provide them with opportunities to be involved in agriculture from an early age. Second, after securing successors, management resources should be concentrated to provide a friendly working environment for them. Third, generational change is usually accompanied by a long period of time for successors. However, more time is needed for tasks where experience is required. Therefore, support from former manager and executives is necessary to continue after a generational change.
