By Mindy Diamond, Forbes.com – Change is typically motivated by a combination of pushes and pulls. Yet in the case of financial advisors managing $1B+, those factors are even greater. What are some of the common motivations for these advisors to consider change?
By Barbara Herman – The search for a “better culture” has emerged in recent years as one of the single greatest drivers of advisor movement. Yet the term “culture” itself can evade simple definition. Culture can encompass an organization’s system of values and priorities, and influence every decision. It’s the undercurrent that directs, either subtly or overtly, the choices made and the paths taken.
By Mindy Diamond – In a landscape with more opportunity than ever before, many financial advisors who are looking for recruiting deals still find themselves chasing a perfect option that doesn’t exist. Here’s how to escape that trap.
Jodi Perry, President of RJFS Independent Contractor Division shares insights on the firm’s success, its culture and client-first ethos, and how that resonates with advisors looking for freedom and flexibility plus scaffolding and support.
Louis Diamond Quoted – By AdvisorHub Staff – Three teams of UBS Wealth Management Americas advisors whose leaders each have more than 20 years of experience left in recent days, adding to a net outflow at the wirehouse.
By Deborah Aronson – While some may argue that the importance of culture is overrated, it’s hard to deny its significance when it comes to attracting, developing and retaining talent. Culture embodies the ideology of a firm—it’s the organizational glue that binds together leadership and employees. It can also make some companies fantastic places to work at while others, unfortunately, toxic.
By Louis Diamond – While the financial advisory profession is still largely a meritocracy, your production and book of business no longer solely dictate how attractive you are to prospective employers. As wirehouses have scaled back on hiring advisors (not entirely by choice), regional firms, boutiques and independent platforms now control the recruiting market. The result? Cultural fit and likeability can make or break a deal.
By Barbara Herman – Firms like RBC and Raymond James are experiencing such recruiting success nationally that they are redefining what it means to be a “regional” firm. In the past, these firms were characterized most notably by a small geographic footprint. But now the term has come to represent a specific culture that is appealing to scores of advisors across the country who are looking for options outside of the wirehouse world.
Howard Diamond Quoted – By Thomas Coyle, Financial Advisor IQ – In explaining Raymond James Financial’s recent success attracting advisor teams from the four wirehouses, industry players — from new recruits to headhunters and the company itself — say it comes down to one big thing. New York-area recruiter Howard Diamond agrees there’s something different about how St. Petersburg, Fla.-based Raymond James relates to its 6,700 or so FAs.
By Mindy Diamond, Financial Advisor IQ – So many advisors find themselves at a tipping point when they question whether their current firm is still the right “fit” for their careers, clients and lives. This self-reflection can be a daunting exercise — often spurred by an excess of frustration over inefficient processes, cultural changes within the organization, or even concern over their own legacy.
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