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Summary: About half of RIAs have a succession plan in place that outlines who will take over the firm. Moreover, of those firms who have procedures in place, 37 reported said their successors are “extremely prepared” to take the reins and lead the company into the future, according to latest Independent Advisor Outlook Study, released Wednesday by Charles Schwab at its annual IMPACT conference in Denver.
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Summary: In order for our industry to maintain the momentum it has built over the past few decades, we must work together to ensure advisers have the resources and information they need to develop and execute strong succession plans. This is not only a crucial priority for today's advisers and firms, but for their clients and the next generation of advisers, as well.
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Summary: How did Roehl snag a job before he’d even finished his program? As it turns out, Plante Moran — an accounting and wealth management firm that works closely with three area schools, including Michigan State, to identify and recruit smart job candidates — had given him an internship during the summer of 2012. That experience showed both Roehl and the Plante Moran planners that he and the firm were a good fit.
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Summary: 'll never forget the line that prompted me to become a financial adviser: “You'd be an idiot if you don't do this.”That blunt statement, made by Blair McCarthy, the adviser who had been recruiting me to join his firm, really got my attention. Until that point eight years ago, I had been waffling about whether to continue my successful mortgage brokerage career or accept Blair's invitation to jump into the financial advisory field.
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Summary: n a perfect world, all new planners would be paired with senior advisors who were invested in helping trainees succeed. These sage advisors would bring new hires to meetings as observers, meticulously review the trainees’ client planning work and offer generous commentary and guidance.
