Creating a Transparent & Equitable Compensation & Equity Structure

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Creating a Transparent & Equitable Compensation & Equity Structure

from $20,000.00

This proposal outlines a structured approach to help Liberty Wealth Partners create a fair, motivating, and transparent compensation model that balances:

— Senior advisors’ legacy with junior advisors’ growth
— Equity distribution that reflects contributions & firm growth
— Sustainable partnership structures for long-term success

Our focus will be on refining compensation & equity structures, establishing a clear transition framework, and ensuring senior advisor buyouts align with the firm’s long-term stability.

Engagement Overview & Pricing

1. Equity & Compensation Structure Analysis and Optimization – $20,000

Objective: Build a structured, transparent, and motivational equity model that fairly rewards advisors, business leaders, and operational executives.

Key Deliverables:

✅ Compensation & Equity Review

  • Comprehensive analysis of current compensation & equity splits, including revenue-sharing, bonuses, and non-revenue-producing leadership roles (COO, CIO, etc.).

  • Benchmark against industry best practices to ensure fairness and sustainability.

  • Address concerns around senior advisors retaining equity while transitioning.

✅ Custom Equity & Bonus Structure Development

  • Define a clear structure for equity distribution, ensuring fairness among revenue-generating and operational leadership roles.

  • Establish performance-based incentives that reward business growth, client service, and leadership impact.

  • Design a structured senior advisor transition model to balance buyouts with firm sustainability.

✅ Scenario Analysis & Future-Proofing

  • Conduct “What If” scenario modeling (e.g., senior partners exiting, junior partners taking on more responsibility, new advisors joining).

  • Address entry & exit modeling, determining how new partners buy in and senior advisors transition out.

  • Develop a promotion & equity vesting structure that supports long-term growth.

✅ Deliverables:

  • Custom Compensation & Equity Framework (for advisors, executives, and operational leaders).

  • Scenario Modeling Report outlining financial impacts of equity transitions.

  • Step-by-Step Senior Advisor Transition & Buyout Plan.

  • Compensation Benchmarking Guide based on industry standards.

2. Optional: In-Person Firm Meetings & Strategic Discussions – $6,000 (Includes Travel & Hotel Costs)

Objective: Conduct on-site strategy sessions with key stakeholders to ensure alignment on compensation & equity structures.

✅ 2-Day On-Site Strategy Session at Liberty Wealth Partners' Office

  • Meet with senior and junior advisors to gather perspectives on equity, compensation, and transition plans.

  • Facilitate in-depth discussions on role structuring, buyout mechanisms, and future equity distribution.

  • Work directly with Esma & Joe to refine financial modeling & compensation structure.

  • Address firm-wide equity concerns and align leadership on next steps.

✅ Deliverables:

  • On-Site Deep Dive Report summarizing key insights from in-person discussions.

  • Real-Time Adjustments to Compensation Models based on feedback from team members.

  • Finalized Compensation & Equity Recommendations based on both data analysis and direct input from the firm.

Why This Engagement is Critical for Liberty Wealth Partners

🔹 Equity & Compensation Clarity: Prevents future disputes by aligning incentives with contributions.
🔹 Sustainable Growth: Creates a structured buyout model that balances transition planning with firm stability.
🔹 Stronger Retention & Succession Planning: Ensures junior advisors see a clear path for career growth & equity participation.
🔹 Informed Decision-Making: By integrating quantitative analysis with real-world firm dynamics, we ensure solutions that work for both leadership and advisors.

Next Steps & Timeline

If this proposal aligns with your goals, we recommend the following next steps & timeline:

📅 March 2025 Kickoff: Begin engagement with data collection, team interviews, and strategy development.
📅 2-Day In-Person Visit: Conduct on-site discussions to finalize insights and framework.
📅 4-6 Week Delivery Window: Finalize compensation structure, equity transition plan, and incentive models.

In-Person:
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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.

Executive presence becomes your secret weapon in driving firm-wide adoption of a new compensation model.

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.