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Six Things Family-Owned Firms Should Know About Succession Planning

From WealthManagement.com
Added on January 2017 in Plan for the Future
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Summary: For family-run firms, a crucial concern centers around ensuring the longevity of the business they’ve spent years building and the assets they may have accrued. It usually means the process of prepping children to take over the business itself, as well as any assets in the firm’s portfolio. NREI consulted with attorneys specializing in succession planning for tips that family-run businesses may want to keep in mind.

AdvoKate: A Woman on a Mission

From TD Ameritrade Institutional
Added on January 2017 in Plan for the Future
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Summary: When it comes to nourishing the future of the RIA industry, TD Ameritrade Institutional’s own Kate Healy is a woman on a mission. Determined to reach back and lift others up, she’s a constant presence at industry conferences and events — leading the charge to educate and encourage current and future advisors. She has so much knowledge and inspiration to share, we’re pleased to introduce her new blog series “AdvoKate.”

Is cyber insurance worth the cost?

From InvestmentNews
Added on January 2017 in Plan for the Future
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Summary:  President-elect Donald Trump has suggested that delivering messages via courier is the only way to protect data from hackers. But cybersecurity experts have a more practical solution for financial advisers: Craft plans for preventing, detecting and reacting to cyberattacks — then protect the business with insurance.

RIAs embrace the collegial world of study groups

From InvestmentNews
Added on January 2017 in Plan for the Future
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Summary: One might assume the last thing a busy financial adviser would want is another meeting on the calendar. But when it comes to organized study groups with industry contemporaries, it seems RIAs can't get enough.“

Is It Time To Ditch Your Employee Annual Performance Review Process?

From Cruz Consulting Group
Added on January 2017 in Plan for the Future
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Summary: The traditional annual performance review is losing favor with some advisory firms, but without a systematic approach to reviewing advisers, operational and support staff performances how can you objectively determine pay raises, bonuses and promotions?

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