Succession planning

Whether the plan is to groom from within or look outside, keep these tips in mind.

Comprehensive valuation gives a picture of the present and helps build strategies for the future.

Preventing attrition is worth the extra effort to keep the practice healthy for succession.

Robert Goff discusses how to maintain culture without generating conflict.

Identify seasoned advisers who can be trained to become the next generation of leaders.

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.