More conversations within the financial planning profession are centered on the now widely publicized demographics of financial advisors themselves. The impending retirement of boomer advisors has left many concerned about a potential talent shortage. How do we, as advisors, business-owners and even as a profession, ensure that financial advice remains available for those who need it? Topics such as building career paths, attracting young talent and creating sustainable businesses through succession planning now dominate most practice management conversations in the profession.
These are not new conversations.