Hiring a great person doesn’t guarantee they’ll become a great employee. How you train them matters. Unfortunately, many firms unintentionally make new-hire development harder than it needs to be. Here are five common mistakes. 1. Starting with training instead of the role. Managers ask, “What courses should they take?” or “Who should they shadow?” Start […]

The IRS has proposed changes that could make retirement plan rollovers simpler, faster, and more secure—with less reliance on clients and advisory firm staff to coordinate the process. IRS Notice 2026-49 outlines a more standardized approach emphasizing electronic transfers and direct communication between financial institutions. Nothing changes today, but the proposal provides a useful look

Over the course of my career in financial services, I’ve worked with a lot of talented people and successful firms. I kept seeing the same problem. We bring people into this industry and expect them to figure out far too much on their own. This is especially true for people new to financial services. They

Be specific about roles. When employees don’t know exactly what they’re responsible for, they stop making decisions. Instead, they wait. They ask for permission. They escalate routine issues. They become reactive—not because they lack initiative, but because they’re trying to avoid making the wrong decision. That’s the hidden cost of poor role clarity. Too many

Everyone Gets The Same 24 Hours Some employees consistently meet deadlines, deliver exceptional client service, and remain calm under pressure, while others struggle with time management. The difference usually isn’t intelligence or effort. It’s how they make decisions about their time. Time management is far more than a productivity skill—it is a professional responsibility. Every

Recognition as a leadership tool When organizations consider rewarding employees, the conversation often turns to raises, bonuses, or costly incentive programs. While financial rewards certainly have their place, they aren’t the only, or even the most effective, way to make employees feel valued. Employee recognition is one of the simplest leadership tools available, yet it’s

If you’ve been thinking about earning your Registered Social Security Analyst (RSSA) designation, now is the perfect time. Through AEP’s partnership with RSSA, financial advisors can save $595 on enrollment in this nationally recognized certification program. Social Security is a critical part of retirement planning, and specialized knowledge can help you provide more informed guidance,

Most people know what they should improve. The challenge isn’t knowing—it’s doing. When we want better results, our instinct is often to make a dramatic change: overhaul our workflow, become perfectly organized, eliminate every distraction, or completely change how we communicate. The problem? Big changes require a lot of energy, discipline, and willpower all at

Without a proactive employee development plan, knowledge gaps often go unnoticed until they have consequences. An error is made. A prospect chooses another firm. A client relationship deteriorates. Work is constantly escalated to senior team members. Productivity slows, frustration grows, and leaders begin wondering why seemingly capable employees aren’t performing at the level expected. The

Building the Next Generation of Advisors: Why Coaching Matters More Than Ever The financial advisory industry is entering one of the most significant transitions in its history. A Critical Problem Over the next two decades, an estimated $124 trillion in wealth will change hands. At the same time, thousands of experienced advisors are approaching retirement,