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Identify seasoned advisers who can be trained to become the next generation of leaders.
May 18 -
Getting them right can be the key to a pain-free succession.
May 17 -
This can help show what is working well and what needs to be enhanced or revamped.
May 16 -
There could be a savvy person who could take over the practice among your wealthy clients.
May 15 -
Create an everlasting cultural legacy for employees to make a seamless transfer.
May 12 -
As university planning programs churn out the next generation, RIAs may want to drop by campus.
May 12 -
Wean them away from the notion that they have just one adviser at the firm.
May 12 -
The same standards apply as would to an outsider – being qualified and having the trust of clients.
May 11 -
Here are tips for weighing the pros and cons of each option.
May 10 -
They started early and hired successor candidates based on their values, not just their skills.
May 9 -
Some firms try a joint venture with shared clients while running the original businesses separately.
May 8 -
Beginning the transition in advance increases employee retention and engagement.
May 5 -
One adviser calls it a "fairly destructive strategy."
May 5 -
Advisers tend to be too optimistic about what selling the practice will mean for their golden years.
May 5 -
Not planning is the biggest risk that advisers can take.
May 4 -
Firms can add clients and improve eventual purchase prices by planning for the future.
May 3 -
Unexpected health emergencies make succession planning much more than a retirement issue.
May 2 -
Some make a complete break from their firms, while others opt to maintain a part-time presence.
May 1