Your Customized Roadmap to Growth and Retention

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amy1111._A_vibrant_modern_branding_agency_office_on_Park_Avenue_f1d31be6-f404-4ff0-8262-d4ee9a839352.png

Your Customized Roadmap to Growth and Retention

from $25,000.00

This proposal outlines a transformative approach to help your firm create a motivating and transparent environment that balances your team’s culture with performance-driven incentives. We focus on three core objectives: refining your Rem structure, establishing clear career paths, and equipping your team with the tools and confidence to excel in business development.

Package Overview

1. Career Path Mapping and Rem Structure Refinement – $25,000

Objective: Build a transparent and motivational framework that incentivizes teamwork, rewards individual contributions, and aligns with your firm's goals.

This engagement includes:

  • Comprehensive Career Mapping:

    • Define clear career paths, from entry-level roles (e.g., Relationship Managers) to senior-level advisors and Rainmakers.

    • Establish measurable milestones, such as KPIs for client retention, referrals, business development, and team contributions.

    • Differentiate roles based on responsibilities, experience, and personal goals, ensuring opportunities for both Rainmakers and service-oriented advisors.

  • Refinement of the Rem Structure:

    • Create a hybrid model that rewards business development while recognizing client service and team support.

    • Balance incentives between firm-led initiatives (e.g., institutional referrals, alliance programs, internal events) and advisor-led contributions (e.g., personal branding and vertical specialization).

    • Introduce consistent criteria for rewards across different roles, ensuring fairness for advisors, the executive team, and investment professionals.

  • Incorporating Long-Term Incentives:

    • Design short-term and long-term incentives that encourage retention, career growth, and collaboration.

    • Develop a balanced scorecard approach incorporating metrics like compliance, client service, and cultural contributions.

Deliverables:

  • Detailed career progression roadmap for each role, including expected milestones and growth opportunities.

  • Refined Rem structure with compensation guidelines, KPIs, and recommendations for implementation.

  • Optional add-ons such as tutorial videos to explain new structures to your team.

2. 6-Month Sales Training Program – $25,000 (typically $40,000)

Objective: Equip advisors with the skills and confidence to succeed in business development while maintaining your firm’s collaborative culture.

This program includes:

  • Customized Curriculum:

    • Developed based on advisor assessments, focusing on personal branding, business development strategies, networking, and strategic alliances.

    • Incorporates psychological techniques and proven sales strategies tailored to your market.

  • Group Training and Role Play:

    • Monthly sessions to practice real-world scenarios, including client meetings, prospecting, and alliance-building.

    • Role-playing exercises to build confidence and refine techniques.

  • Personalized Coaching:

    • Up to three individual coaching sessions per advisor, tailored to their unique strengths and challenges.

  • Certification and Ongoing Resources:

    • Certification upon successful completion of the program.

    • A comprehensive training manual for long-term use.

Deliverables:

  • Fully customized sales training curriculum and implementation plan.

  • Training progress reports and certification for participants.

  • Support materials, including video tutorials and worksheets.

Travel Add-On:

  • 2 days in your office - $5,000 (includes travel and hotel fees)

    • Be physically in your office during the data gathering stage and meeting a range of your employees in person.

Key Benefits of This Engagement

  1. Increased Retention: Transparent career paths and equitable compensation ensure team satisfaction and loyalty.

  2. Enhanced Performance: Advisors will be motivated to deliver results, knowing their contributions are valued and rewarded.

  3. Scalable Growth: A clear structure allows for consistent growth across all verticals of the firm.

  4. Cultural Alignment: Reinforce your collaborative and supportive culture while encouraging individual excellence.

Next Steps

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

  • January/February 2025 Kickoff: Begin the engagement with data collection, team interviews, and strategy sessions.

  • 4-6 Months (from registration) Delivery Window: Provide drafts and finalize deliverables, including a refined Rem structure and career path roadmap.

  • Sales Training Add-On: Optional six-month program to follow or run concurrently.

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Agreement Terms

Scope of Work

We will provide a transformative approach to help your firm create a motivating and transparent environment that balances your team’s culture with performance-driven incentives. This engagement focuses on three core objectives: refining your remuneration (Rem) structure, establishing clear career paths, and equipping your team with the tools and confidence to excel in business development.

Final Outcomes:

  1. A refined Rem structure tailored for various roles within your firm, ensuring fairness, motivation, and alignment with your goals.

  2. Comprehensive career mapping for all key roles, including detailed progression plans and KPIs.

  3. Facilitation of two (2) full days in your office to lead group conversations and team workshops.

  4. Interviews with up to eight (8) team members outside your leadership team to gather insights and inform our recommendations.

Deliverables

  1. Career Path Mapping:

    • Defined career paths for roles ranging from entry-level positions (e.g., Relationship Managers) to senior-level advisors and Rainmakers.

    • Clear milestones and KPIs for client retention, referrals, business development, and team contributions.

    • Role differentiation based on responsibilities, experience, and personal goals.

  2. Refinement of Rem Structure:

    • A hybrid model that rewards both business development and client service contributions.

    • Incentive structures for both firm-led initiatives and advisor-led contributions.

    • A balanced scorecard approach, incorporating metrics like compliance, client service, and cultural contributions.

  3. Workshops and Interviews:

    • Facilitation of two (2) full days in your office for group discussions and strategy alignment.

    • Interviews with up to eight (8) non-leadership team members to gather feedback and ensure the inclusiveness of the framework.

Timeline and Revisions

  • We will strive to complete the project within four (4) months from the date of execution. However, we reserve up to six (6) months to ensure thorough and high-quality results.  

  • You agree to provide all requested information, materials, and access to team members in a timely manner to facilitate the progress of this project. Delays caused by your failure to provide the necessary resources, feedback, or access may result in an extension of the project timeline without penalty to us. Additionally, if delays exceed 60 days due to your non-responsiveness, we reserve the right to pause the project and resume only upon receipt of the required information, potentially incurring additional fees.

  • You will receive up to three (3) rounds of drafts for each deliverable. Additional revisions may incur extra fees.

Confidentiality

All information shared during this engagement will remain strictly confidential. We will not disclose proprietary or sensitive information to any third party without prior written consent, except as required by law.

Payment and Refund Policy

  • No Refunds: Payments are non-refundable under any circumstances, including but not limited to delays or changes in project scope.

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.

One of the key benefits of working with a top-tier coach is accountability. Even the most experienced advisors can fall into patterns of inefficiency, losing focus on business development and client engagement. A coach provides structured guidance, keeping financial professionals aligned with their goals while identifying blind spots that may be holding them back. With Select Advisors Institute’s executive coaching, financial advisors receive personalized strategies designed to maximize productivity and accelerate business growth.

Beyond business strategies, coaching also helps financial advisors develop a resilient and success-driven mindset. The ability to manage stress, overcome challenges, and maintain confidence in high-stakes situations is what separates the best advisors from the rest. Through proven coaching methodologies, Select Advisors Institute empowers financial professionals to lead with clarity, adapt to industry changes, and stay motivated, no matter the obstacles they face.

For financial advisors who want to attract high-net-worth clients and scale their firms, investing in the right executive coaching program is a game-changer. The best coach for financial advisors is one who understands the nuances of the industry and provides actionable insights tailored to each advisor’s strengths and business model. Select Advisors Institute has helped countless financial professionals unlock their full potential, strengthen client relationships, and position themselves as top-tier advisors in their field.

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.

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.