Succession planning

Getting them right can be the key to a pain-free succession.

This can help show what is working well and what needs to be enhanced or revamped.

There could be a savvy person who could take over the practice among your wealthy clients.

Create an everlasting cultural legacy for employees to make a seamless transfer.

As university planning programs churn out the next generation, RIAs may want to drop by campus.

Wean them away from the notion that they have just one adviser at the firm.

Having gone through the lengthy and draining process, Exencial Wealth Advisors’ Michelle Scarver shares her No. 1 piece of advice for fellow planners.

The same standards apply as would to an outsider – being qualified and having the trust of clients.

Here are tips for weighing the pros and cons of each option.

They started early and hired successor candidates based on their values, not just their skills.

Some firms try a joint venture with shared clients while running the original businesses separately.

Beginning the transition in advance increases employee retention and engagement.

One adviser calls it a "fairly destructive strategy."

Advisers tend to be too optimistic about what selling the practice will mean for their golden years.

Not planning is the biggest risk that advisers can take.

Firms can add clients and improve eventual purchase prices by planning for the future.

The platform provider will now offer to buy a percentage of an advisory firm's revenue.

Unexpected health emergencies make succession planning much more than a retirement issue.

The next generation "is the economy," a top TD Ameritrade exec says at the annual IMCA conference.

Less than two weeks after KKR and Stone Point Capital announced they were buying a majority stake in the RIA aggregator, a new Silicon Valley firm joins as a partner.