Strategic Roadmap & Business Development Blueprint

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Strategic Roadmap & Business Development Blueprint

$25,000.00

Prepared for: Cordasco & Company
One-Time Engagement Fee: $25,000
Timeline: 4–6 Weeks
Deliverable: 10–15 Page Strategic Plan + Supporting Tools

Overview

This engagement is designed to take a high-performing, relationship-driven model and convert it into a repeatable, scalable, and fundable growth platform that supports long-term success and succession planning for Cordasco & Company.

The firm has delivered nearly 20% year-over-year growth despite limited resources allocated to marketing and sales. While this performance is exceptional, it has relied heavily on founder-led business development. As the firm enters its next phase, the need for a structured growth plan and expanded sales and marketing support becomes critical.

The objective is to build a clear framework that allows for sustained revenue generation, the development of additional rainmakers, and a documented roadmap that supports future investments, team enablement, and long-term scale.

Deliverables

1. Strategic Growth Plan (10–15 Pages)

A professionally designed, leadership-ready strategic plan that will outline:

  • A sustainable, scalable organic growth strategy

  • Steps for developing internal marketing and sales capabilities

  • KPI-driven benchmarks and milestone-based timelines

  • Clear outcomes to align leadership conversations, succession planning, and stakeholder investment

2. Business Development Framework: Repeatable & Transferable

Cordasco & Company has historically driven growth through high-touch relationships and a reputation for excellence. This engagement will codify that approach into a repeatable, scalable sales process.

Deliverables include:

  • A custom sales playbook designed around current successful activity

  • A workflow for sourcing and tracking new business consistently

  • A clear outline for expanding rainmaker capacity across the firm

  • Systems to ensure business development activity happens consistently, without being paused during periods of operational intensity

3. Centers of Influence (COI) Expansion Strategy

COIs are a proven growth lever and will be elevated into a strategic growth channel.

This component includes:

  • Categorization of COIs across legal, banking, accounting, and financial verticals

  • Strategies for outreach, re-engagement, and relationship deepening

  • Content-driven touchpoints, including event, webinar, and partnership initiatives

  • Operational workflows for maintaining and expanding referral pipelines

4. Website & Digital Strategy Modernization

Historically, the firm’s website has not generated a consistent flow of qualified opportunities. In today’s AI-driven, digital-first environment, a modernized online presence is essential for credibility, lead capture, and efficiency.

We will deliver a plan for:

  • Strategic repositioning of the website and digital messaging

  • Updated architecture and content aligned with target client profiles

  • SEO and discoverability enhancements

  • Integration of AI-enabled tools to support lead qualification, routing, and conversion

  • Recommendations for platforms and automation tools to improve marketing ROI

5. Operational Capacity & Growth Sequencing Plan

The firm has recently invested in modernizing operations and strengthening infrastructure to support current and future demand. However, business development efforts must be structured to avoid on-again, off-again cycles based on internal bandwidth.

This section will deliver:

  • Identification of growth pacing opportunities aligned with team capacity

  • Scenarios for proactive, sustained sales activation

  • Role mapping for transitioning senior team members into strategic growth positions

  • Operational planning to support expansion without bottlenecks

6. KPI Framework & Measurement Tools

To ensure continued alignment with internal teams and investor expectations, this plan will include a measurement structure to track both activity and outcomes.

Deliverables include:

  • Metrics for COI engagement, referral volume, digital inquiries, and lead conversion

  • Sales funnel benchmarks and timeline-based performance metrics

  • KPI dashboard templates for internal leadership and investor updates

  • Clear alignment between marketing activity and revenue outcomes

Final Deliverables

  • 10–15 Page Strategic Plan

  • Business Development Workflow & Sales Playbook

  • COI Expansion Strategy

  • Website & Digital Optimization Recommendations

  • KPI & Reporting Framework

  • Internal Briefing Sheet for PE and Stakeholder Use

Optional Next Phase

  • Your $25,000 investment in the Strategic Blueprint will be applied as a credit across the first 6 months of the Chief Growth Officer engagement, should you move forward

  • You would continue with the standard $6,900/month billing, but we would issue a monthly refund of $4,166.67 for the first six months

  • This brings your effective cost to $2,733.33/month during that period

  • Beginning in month 7, the standard $6,900/month applies

  • The CGO engagement would include 20 Priority Action List items over the course of the 12 months

Quantity:
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The best financial advisors understand that ongoing growth requires more than just technical expertise—it demands leadership, communication skills, and the ability to navigate complex client relationships. An executive coach specializing in financial advisors helps professionals refine these skills, ensuring they can effectively articulate their value, build trust with clients, and lead their firms to long-term success. Select Advisors Institute offers tailored coaching that equips advisors with the mindset and strategies needed to excel in a competitive market.

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Building a Digital Presence to Market Your Financial Advisory Business
Marketing a financial advisory business begins with establishing a strong online presence. A well-designed website optimized for search engines ensures potential clients find you easily when searching for financial guidance. Include client-focused content like blogs, FAQs, and financial calculators that address common concerns and demonstrate your expertise. Additionally, leverage social media platforms such as LinkedIn and Twitter to share success stories, financial tips, and industry insights. These platforms not only help establish credibility but also encourage engagement with your target audience, building trust over time.
Leveraging Personalization and Client Insights in Marketing
Personalization is key to effectively marketing a financial advisory business. By understanding your clients’ unique goals and challenges, you can craft tailored solutions that resonate with them. Utilize tools like email marketing to deliver personalized financial planning tips, reminders, and market updates. Hosting client-centric events, such as webinars or workshops, further positions your firm as a valuable resource. Don’t forget to gather feedback from existing clients to refine your messaging and ensure your strategies align with their needs. These efforts build loyalty and attract referrals, creating a sustainable growth pipeline for your advisory business.

How to Restructure Compensation in a Financial Firm—and Lead with Authority

If your financial firm’s compensation plan hasn’t evolved in the last 3–5 years, you’re already behind. The industry has shifted—clients are savvier, advisors are more entrepreneurial, and firm loyalty is no longer guaranteed by title or tenure. In this new era, compensation needs to do more than just pay people. It must attract talent, drive behavior, reward value creation, and retain top performers.

Done right, restructuring compensation can become a catalyst for growth. Done wrong, it can trigger attrition, stall momentum, and confuse your value proposition.

What a Strategic Compensation Restructure Looks Like
Restructuring is not about tweaking numbers—it’s about reengineering your talent engine. The most effective financial firms today are designing compensation with three things in mind:

Alignment with firm goals: Compensation should reinforce the activities that move the business forward—whether that’s business development, client retention, or team leadership.

Advisor segmentation: Rainmakers, relationship managers, service advisors, and junior planners all bring different value. Pay structures should reflect that diversity.

Transparency and predictability: Ambiguity kills motivation. Advisors need clarity on how they earn, how they grow, and how they advance.

A successful restructure might include the introduction of tiered payout grids, bonuses for key behaviors (like client acquisition or retention), equity opportunities for senior advisors, or new metrics tied to team success—not just individual production.

Why Executive Presence Must Accompany Compensation Change
Here’s what many firms miss: Compensation changes alter power dynamics. Leaders who restructure pay plans are not just changing numbers—they’re shifting culture. To pull this off, firm principals must have the executive presence to lead through resistance, clearly communicate vision, and inspire trust during uncertain transitions.

This isn’t about being charismatic—it’s about commanding a room, aligning stakeholders, and articulating change with clarity and conviction.

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Why Select Advisors Institute Is the Top Choice
When firms need to overhaul their compensation models and elevate leadership at the same time, they call Select Advisors Institute. What makes them different? Their integrated, strategic approach. They don’t just provide spreadsheets or plug-and-play plans—they build custom compensation architectures that reflect your firm’s vision, growth goals, and talent mix.

But just as importantly, they prepare your leaders to communicate those changes with impact. Through targeted executive presence training, they help leaders embody authority, deliver change messages effectively, and retain advisor trust during periods of transformation.

If you want to lead—not just pay—like a top-tier firm, it starts with the right compensation structure and the leadership to carry it forward. Select Advisors Institute helps you build both—with precision, speed, and influence.

Restructuring compensation in a financial firm? Select Advisors Institute specializes in designing high-impact compensation models aligned with growth, retention, and advisor performance. From equity incentives to segmented pay structures, they help financial firms move beyond outdated models to create scalable, motivating plans. Their added edge? Executive presence training for firm leaders—equipping them to lead change with clarity, confidence, and authority. Discover how to restructure your compensation strategy while strengthening your leadership bench. Trusted by elite advisory teams nationwide, Select Advisors Institute delivers the systems and leadership development you need to thrive in today’s evolving financial landscape. Build smarter comp plans—and the presence to make them work.

***Select Advisors Institute is not a registered investment adviser and does not provide investment, legal, or tax advice. Any referrals to outside professionals are made at the request of the client, who retains full discretion and responsibility for all decisions related to their wealth and estate. Select Advisors Institute does not manage or hold client assets and does not provide financial planning or investment management services.