Tel 519-576-2262

About TPC Services How We Help Client Stories Coaching Centre Connect

Customized One-on-One Business Coaching for Financial Advisors

Bridging the communication between advisors and their support staff.

Heather Amlin, Operations & Efficiencies Coach

 

I can’t believe it’s been a year since I started with The Personal Coach. Since starting, I have felt blessed to be able to take the time I needed to figure out how to use my “unique abilities” (cue Art Schooley’s voice inside my head) so I can best help guide advisors and their teams. I also have Fortunato Restagno to thank. He speaks to his branding clients about their compelling story which inspired me to discover my compelling story.


I spent many years in the financial services business as a Marketing and Operations Assistant in the trenches. Subsequently, I was a co-business owner of an advisory firm who purchased 2 other advisory firms. Finally, I became an ex-business owner transitioning clients and myself into a new role with our merger. You can imagine the many hats that needed to be worn for the merger to go smoothly.

 

I’ve really enjoyed the challenges of each role. I have especially loved the fact that each role has given me an opportunity to create processes, procedures and work with advisory support teams. It’s something I am passionate about and I enjoy bridging the communication between advisors and their support staff. With that being said, I’ve decided to focus my coaching on developing better operations and efficiencies with advisory teams.


I know first-hand the challenges an advisor has to deal with. It can be challenging to find time to listen to your support staff without distractions. If both the advisor and the staff member(s) are receiving calls, emails and texts, when do you find the time to get ready for meetings, process paperwork, keep an organized office AND create processes and procedures so that things run smoothly? Every advisory firm is unique and different - from the advisor doing it all themselves to the offices with 2-3 advisors and a support team for each. No matter the size, you still need to have processes and procedures in place. Every person in the office should know what those are, even if they don’t have to use each one.

 

I use a back-office checklist, which focuses on technology, administration, client services, and investment and insurance procedures. Reviewing this with advisory teams has led to great discussions around weaknesses in existing processes and identifying where there are no processes at all. We also review strengths and affirm the areas that are running smoothly.

 

As I embark on my second year with TPC, I’ve expanded this process to include the integration of new employees into an advisor’s office. We call it the Coaching for Integration Success Program. One of the challenges of working in small/medium team environments is how to set your new employees up for success as you try to train them in the many areas of your busy office. Having a clear agenda for their first day, their first week, and their first quarter is a great step! So, I keep Kim Poulin’s motto in mind and off I go….”Hire for attitude, train for skill.”

 

If you would like to speak with Heather to discuss in further detail, please contact us at confidence@thepersonalcoach.ca.

add a comment
Subscribe to this Blog Like on Facebook Tweet this! Share on Google+ Share on LinkedIn

Too many clients or too many non-ideal clients?

A CASE STUDY ON “RIGHT SIZING” YOUR BUSINESS

 

 

I was invited to speak at a dealer conference to discuss the importance of having the right people around you and how to create a great team. All of the attendees at the conference received a complimentary copy of The Personal Coach booklet, The Right Fit, which is a guide to help advisors make great hires.


At the end of the presentation, “George,” one of the attendees, approached me and asked if I could help him with a hiring project. We booked a conference call for the following week so I could learn more about why he felt that he needed to make a hire for his team, which already consisted of four support staff.

 

During our call, George shared with me that because of his large clientele and significant asset book, his current team could not handle all of the transactions and client requests. George had concluded that he needed to hire another team member.


I asked George one of my favourite questions, “Do you have too many clients or do you have too many non-ideal clients?” George had never heard this question before and asked what I meant. I shared with him that, as coaches, we see many advisors like him building a large clientele. However, as they evolve and mature as a financial advisor, many of the clients do not fit their ideal client profile. I suggested to George that before we move forward with a new hire, we complete an exercise called Best Case Scenario from Cotton Systems. This exercise examines the 10 best sales that an advisor has made over the last 6 to 12 months. George agreed to complete this exercise with the help of his team.

 

At our next meeting, I could tell that George, having completed the Best Case Scenario exercise, had experienced an epiphany. He was happy to have spent time reflecting and better understanding who his top clients are and more importantly, was excited to see how we could apply this information to his business model. We used the information from the exercise and completed an Ideal Client Profile (ICP), which we committed to paper. We referred to this for the next exercise by starting to use this ICP as part of our referral/introduction process.

 

I asked George, “Tell me about how you’ve built your contact management system and when it was last updated?” George said that he has a program called Act! and has been using the system for 8 years. I shared with George that a contact management system is not just a technology tool. It needs to be viewed as a business process encompassing 4 steps:

 

  1. Segmentation
  2. Building a relationship management strategy for each segment
  3. Identifying a champion to manage the system
  4. Using technology to manage the process – in this case,
  5. it was Act!

George said, “This is all fine but I really need your help in making a hire.” I said to George that I understood this but before we made a hire, we needed to “right size” his practice. I shared with him a number of stories where we had completed this exercise with advisors with large clienteles and in many cases, the advisor decided to right size the practice and by doing so, decided that he/she did not need to make an additional hire. I asked George to go along with me on this one and work on his contact management system before we discuss hiring. George begrudgingly agreed to take this step. I then showed him some sample customized segmentation scorecards that we had created for other clients and I suggested that we build a customized segmentation scorecard for him. He agreed and we built this scorecard with a particular focus on the following items:

 
  • Size of assets
  • Future potential
  • Coachability
  • How clients value the services
  • The client history of providing referrals
  • Occupation status
  • Family income

One of our support team members at TPC created a scorecard with the above items and a rating system to grade each client from 1 to 5. We had 7 items with the maximum score on each item being 5, which meant that the best client score could be 35. We then created a rating system using the numbers so that we could create 5 different segments – platinum, gold, silver, bronze and lead. I left this exercise for George and his team to complete and within a month, George sent me an email outlining that he had the following clients in each segment:

 

Platinum clients – 21
Gold clients – 147
Silver clients – 101
Bronze clients – 174
Lead clients – 57

 

With this exercise behind us, I arranged to book my next face-to-face coaching meeting with George and asked him to have his employee responsible for booking appointments to join the meeting. This employee, “Kathy,“ is very engaged in the business and was quite intrigued with what we were going to achieve during this meeting.

 

Next, we built a relationship management strategy with each segment. I showed Kathy and George some sample relationship management strategies. We spent the balance of the morning outlining a relationship management strategy that Kathy thought she could implement for each of the segments. Our most concentrated relationship management strategy would be focused on Platinum clients and minimal for Bronze and Lead clients. As part of this exercise, I asked for names of clients that fit in each of these categories so George and Kathy could think about these clients when delivering their strategy. Putting client names to the categories helped us immensely in creating strategies for each segment.

 

The third step in building the contact management system is identifying a champion. Kathy was up for the challenge and she was excited that she had clarity around managing clients going forward.

 

The next step after completing this project was to focus on helping with a new hire. George was no longer as eager to work on this project because he discovered what so many advisors discover after this exercise – he felt that a number of clients should be sold off because they did not fit the ideal client profile and decided he wanted to focus on “right sizing” his business.

 

After having a thorough review of the business, not surprisingly, George and Kathy determined they could sell off 25% of their clientele. This would only reduce their revenue by 10% and then they could focus on bringing in more Platinum and Gold clients. We helped identify advisors that would be interested in buying these clients.

 

At the next meeting, we shared with the full team what we had been doing. After announcing that we had right sized the business, the other team members were in total agreement with selling off 25% of the clientele. Guess what happened next? They decided that adding a new team member was no longer necessary if they pulled the trigger on the sale!


I suggested to George that we take a coaching break and give the team time to implement what we agreed upon. I followed up in six months and George shared with me that he had almost replaced the 10% of lost revenue because he was now focused on his best clients. Additionally, those best clients are providing him with introductions to people just like them. His team is now more energized, has less stress and everyone is feeling like they are running the business whereas previously, they felt like the business was running them.

 

Good advisors do an excellent job of building their clientele but quite often, they do not take the time to review their clientele and see if these clients are a good fit for their current practice. Also, some advisors have “FOMO” - a fear of missing out. In other words, they think that they will miss opportunities if they release some of their non-ideal clients when in fact they will find more opportunities when adding Platinum clients in their place.

 

Please contact us at confidence@thepersonalcoach.ca if you would like to speak with a coach about right sizing your business.

add a comment
Subscribe to this Blog Like on Facebook Tweet this! Share on Google+ Share on LinkedIn

Creating Effective, Productive Teams

Insights on how a team is using Everything DiSC® Workplace assessments to create business momentum

 

Do you believe one of your biggest assets if not the biggest, is your team? If you said yes, so do we which is why at The Personal Coach, we have a process in place to help teams grow stronger. We use Everything DiSC® profiles from Wiley, which are a personalized, specialized and in-depth analysis used to help individuals develop a broader understanding of themselves, their relationships with team members, explore their own potential and realize unparalleled success.

 

Everything DiSC® profiles help to develop critical business skills such as:

  • Leadership
  • Teamwork
  • Communication
  • Management
  • Sales

In a team building session, we discuss the results of the assessments and when needed, coach people one-on-one to assist with implementing the necessary behavioural changes. We recently received feedback from a valued client of ours who uses DiSC Workplace to manage their large team. Keep in mind that DiSC is for teams of all sizes. In their case, they have many team members with different personalities and profiles. So, they have benefited from understanding each other's personalities to best work with each team member.

 

Our client assigned one team member to be the DiSC® Team Leader to make sure that DiSC was not getting lost in the day-to-day to-dos and was remaining an important aspect of their business that they focused on regularly. 

 

Here is what the DiSC® Team Leader shared with us:

 

THE IMPACT ON THE TEAM, As an organization, it’s the best thing we could’ve done. Since doing the DiSC® profiles for all the team members, we are much more aware and sensitive to each person’s unique communication and work style. We know that different people prefer, and need, different types of communication. We have incorporated DiSC® discussions into our staff meetings every month to make sure team communication and effectiveness remains top of mind for each team member. Since doing DiSC®, it has also motivated us to do even further research on communication styles and working with different styles. We use DiSC® profiles to facilitate better understanding between team members. Sometimes team members with different DiSC® styles can feel like they are not on the “same page” but having another person in the meeting who understands the different styles can help validate people’s feelings and their reactions to certain scenarios. On each employee’s door frame or work station, we have posted “How to Work with Me” so everyone can be reminded about how to work most effectively with their colleagues. The team is encouraged, on a yearly basis, to update this if anything changes in their preferences. We use terms like “Bring out your inner D” (dominance) or “pull it back when communicating with someone who is not a high D.” Not only does everyone know everyone else’s styles but they understand themselves better which only helps team and individual growth.

 

AS THE TEAM GROWS, Whenever we have a new staff member, we have them complete a DiSC® profile. I go through a detailed account of our initial introduction to DiSC, why we went through it and how it’s helped us to better work together and be a more cohesive team. Once the profile comes back, I discuss it with the new hire. Most people, when they get them back, are surprised at how precise the results are. I also order comparison reports for the new hire and for the people who will be working closely with them. It helps me to identify any issues that could potentially come up. It’s a proactive move so I can have conversations with existing staff prior to the new person starting work.

 

We are happy to see the benefits that our clients have realized from working with our coaches and Everything DiSC® profiles. If you are a business leader with a team, big or small, you will benefit from Everything DiSC® profiles combined with coaching.

 

You will discover:

  • what your priorities are at work
  • what you are motivated by
  • what stressors you likely have
  • what people will notice about you
  • what your limitations may be
  • what your communication needs are

 

Your team will:

  • have better communication
  • better understand one another
  • realize increased productivity
  • realize increased performance
  • improve the hiring process
  • leverage each member’s skills

 

Please reach out if you would like any further information. 

add a comment
Subscribe to this Blog Like on Facebook Tweet this! Share on Google+ Share on LinkedIn

Are you a Finder, Minder, or Grinder?

Advisors should use their strengths to grow their businesses. Are you a finder, minder, or grinder?

 

add a comment
Subscribe to this Blog Like on Facebook Tweet this! Share on Google+ Share on LinkedIn

Referral Arrangements

Referral Arrangement Rules (Part 1): What You Need to Know


 

Earlier this year, when the Canadian Securities Administrators (CSA) delivered their long-awaited proposals regarding embedded commissions, they also published a proposed set of rule changes aimed at enhancing advisor and dealer obligations toward their clients (Client Focused Reforms). These Client Focused Reforms will no doubt significantly impact the economics of advisors’ business models and how they address key issues such as KYC, KYP, suitability and conflicts of interest, all of which we discussed in a previous article.

 

An area of particular interest and concern to many of our clients, however, were the proposed rule changes dealing with referral arrangements. Many advisors have arrangements with third parties either as a means of client acquisition or to provide their clients with services that they are not authorized to perform. For example, it’s very common for an MFDA advisor to have an arrangement with another professional services firm (i.e. an accounting firm) for purposes of client acquisition. They may also have arrangements with either an investment counsel or brokerage firm for certain high net worth clients who want either products or services that the MFDA advisor is not licensed to provide. The Client Focused Reforms will impact each of these relationships. 

 

The Big Picture: Regulators are proposing major changes to rules governing how financial advisors and dealers deal with referral arrangements. Referral arrangements will be permitted but only if advisors comply with specific requirements.

 

Here are five key takeaways from the CSA’s proposals:

 

1. A Referral Fee must not:

  • Continue for longer than 36 months;
  • Constitute a series of payments that together exceed 25% of the fees or commissions collected from the client;
  • Increase the amount of fees or commissions that a client would otherwise pay for the same product or service.

2. Advisors cannot pay a Referral Fee unless:

  • The recipient of the fee is a registered individual or firm;
  • The terms of the referral arrangement have been set out in writing between the registered firm (i.e. dealer) and the other party. The advisor may (but need not) be a party to the agreement.
  • The dealer keeps a record of all referral fees; and
  • The client receives in writing and understands the terms of the referral agreement.

3. The definition of what constitutes a referral arrangement goes beyond that of providing financial products and services. It also includes client names and information.

 

4. The regulators view all referral arrangements as a conflict of interest that must be resolved in favor of the client.


5. The rules governing referral relationships will come into effect immediately once the Client Focused Reforms come into force. Advisors will have 3 years to bring pre-existing arrangements into conformity.

 

Why This Matters: The proposed new requirements will significantly increase the risk, cost and administrative complexity of referral arrangements for both advisors and dealers. They will certainly alter how advisors process, administer, and evaluate any current and future referral relationship.

 

Check out Part 2 of our article to learn more about what you can do to get ahead of these changes to ensure that your referral arrangements comply with regulatory requirements.

 

Please contact us if you have any questions.

 

Afsar Shah, BA, LLB.

Business & Regulatory Coach

 

Get in touch

 

LinkedIn  Email

add a comment
Subscribe to this Blog Like on Facebook Tweet this! Share on Google+ Share on LinkedIn

Referral Arrangements

Referral Arrangement Rules (Part 2): Take Action Now


 

In part one of our Referral Arrangement article, we discussed what advisors need to know about the regulatory changes regarding their referral arrangements. In this article, we will discuss what to do about these upcoming changes. 

 

Why This Matters: The proposed new requirements will significantly increase the risk, cost and administrative complexity of referral arrangements for both advisors and dealers. They will certainly alter how advisors process, administer, and evaluate any current and future referral relationship given that:

  • Advisors will need to obtain dealer consent prior to entering into any referral arrangement;
  • Advisors will need to demonstrate in writing that a referral arrangement is in the client’s best interest;
  • The economic benefits to an advisor of a referral arrangement may no longer justify the additional administrative costs, requirements and risk;
  • Certain book acquisitions may be deemed a ‘referral relationship’ unless properly structured and documented;
  • Any violation of the proposed new rules can result in serious financial penalties.

The Bottom Line: All advisors should review their current (and future) referral relationships to make sure they align with the proposed new requirements and still make economic sense. Here are the impacts of the CSA’s proposals as they relate to referral relationships:

  • There will be increased and on-going regulatory scrutiny around referral relationships, particularly with respect to fees, duration, the client interest and disclosure;
  • Referral arrangements will still be permitted but only if certain requirements are met;
  • The fees associated with a referral arrangement will be capped and the duration limited;
  • All permitted referral arrangements will have to be documented in writing, approved of by your dealer, and disclosed in writing to your client;
  • The proposed changes will likely reduce the economic value of all referral arrangements.

Take Action: Advisors have a window of opportunity to get ahead of these changes and ensure that their referral arrangements comply with regulatory requirements. Here are a few suggestions as to what your action plan should include:

 

1. Education & Training – learn more about the proposed rules and how they might affect your business model. Understanding the new requirements is key if you wish to continue to enter into these kinds of relationships and keep regulators and compliance at bay.


2. Identify Your Existing Referral Arrangements – create an inventory of all the referral arrangements that you currently have in place.


3. Conduct an Assessment – do your existing referral arrangements comply with the proposed new requirements? Do the fees fit the new criteria? Did you document the terms of each referral arrangement in writing? Do you have a written record of all fees paid or collected? Did you document that your client understood the terms of the referral arrangement and that it was in their best interest?

 

4. Re-evaluateTheir Economic Value – do each of your referral arrangements still make economic sense given the increased costs and risk?

 

5. Talk to Your Dealer – start working with your Dealer to bring your referral arrangements into conformity with the proposed new changes. What will they be looking for from you?

 

6. Review your Process for Future Referral Arrangements – make sure you have a playbook in place that ensures your future referral arrangements comply with the new requirements and make economic sense.

 

The Personal Coach Can Help: To learn more about the CSA proposed policy changes and to help you develop your readiness game plan, contact The Personal Coach. Our extraordinary team of coaches and consultants has extensive experience working with advisors to develop customized strategies and plans to help you drive results and reach your strategic and financial objectives. Happy planning!

 

Afsar Shah, BA, LLB.

Business & Regulatory Coach

 

Get in touch

 

LinkedIn  Email

add a comment
Subscribe to this Blog Like on Facebook Tweet this! Share on Google+ Share on LinkedIn

Reduce the Time Suck

Advisors are always looking for tools and methods that can potentially give them more control of their time. Telecommunication is one specific area that can boost productivity. Our Coach Bob King explains

 

add a comment
Subscribe to this Blog Like on Facebook Tweet this! Share on Google+ Share on LinkedIn

Contributors

Fortunato Restagno, Brand Coach
2
July 31, 2019
show Fortunato's posts
Heather Amlin, Operations & Efficiencies Coach
1
June 17, 2019
show Heather's posts
Kim Poulin, Business Coach
3
June 17, 2019
show Kim's posts
Art Schooley, Business Coach
1
June 17, 2019
show Art's posts
Afsar Shah, Business & Regulatory Coach
5
June 17, 2019
show Afsar's posts
Patricia Giesbrecht, Business Coach
1
June 13, 2019
show Patricia's posts
April-Lynn Levitt, Business Coach
3
May 28, 2019
show April-Lynn's posts
Kelly Maxwell, Marketing Specialist
8
November 22, 2018
show Kelly's posts

Latest Posts

Show All Recent Posts

Archive

Tags

Everything Newsletter Event Advice Coaching Strategies Human Resources Team Excellence Value Proposition Marketing Branding Contact Management Advisor Skills Personal Effectiveness Leadership Financials Succession Planning Compliance Regulatory Risk Management Referrals Client Relationships Millennials Gen Y Time Management Technology Telecommunications Productivity Forum Magazine Buying/Selling a Business Hiring