Succession Planning: 6% of Advisors Prepared – Study
- A recent study by Kestra Financial and Bluespring Wealth Partners reveals a significant gap in succession planning among advisory firms.
- While many G1 advisors express confidence in their transition plans, only 6% planning to retire within 10 years have a fully documented plan.
- The study found that only 35% of G2 advisors feel fully prepared for leadership.
Alarming new data reveals just 6% of advisory firms have documented succession plans, signaling a critical disconnect in the wealth management industry. News Directory 3 reports on a study highlighting the chasm between firm founders and successors, with a ample percentage of potential successors considering departure due to unclear timelines and lack of equity. discover how a lack of structured development in key talents threatens firm valuations and talent retention, while manny advisors fear client relationship disruptions. The study underscores the urgency for documented succession planning that involves successors in strategic planning and financial decisions.Learn how to navigate these challenges effectively. Discover whatS next …
succession Planning Disconnect exposes Risks for Advisory Firms
A recent study by Kestra Financial and Bluespring Wealth Partners reveals a significant gap in succession planning among advisory firms. The research, titled “Bridging the Gap: Succession Misalignment Between G1 and G2 Advisors,” highlights a disconnect between firm founders (G1) and their designated successors (G2), raising concerns about business continuity.
While many G1 advisors express confidence in their transition plans, only 6% planning to retire within 10 years have a fully documented plan. Over half struggle to relinquish control, with 40% fearing client relationships will suffer. Simultaneously occurring, G2 successors are increasingly frustrated. One-third would consider leaving without a clear timeline, and only 41% report receiving equity ownership. Nearly 25% are contemplating an exit if no equity path materializes.
The study found that only 35% of G2 advisors feel fully prepared for leadership. They cite a need for greater involvement in strategic planning (49%) and business financials (47%) to gain confidence in ownership roles. This lack of structured development in key talent threatens talent retention and could undermine firm valuations when owners seek external buyers.
“Succession planning is often viewed as tomorrow’s challenge, but our data shows the consequences of inaction are already impacting firms today,” said John Amore, president of Kestra Financial.
Pradeep Jayaraman, president of Bluespring, added that neglecting succession planning exposes businesses to the risk of losing key talent, destabilizing client relationships, and diminishing enterprise value.
The research, conducted by 8 Acre Perspective, surveyed G1 and G2 advisors across independent broker-dealers and registered investment advisors (RIAs). The focus was on firms with at least $750,000 in revenue and significant individual retail investor client bases.
What’s next
Firms should prioritize creating documented succession plans and involving successors in strategic planning and financial decisions to ensure a smooth transition and retain key talent.