Learning Center Archive - Page 5 of 26 - Succession Resource Group

Organic & Inorganic Growth | How to be Successful with Both with Jeff Concepcion (Ep.26)

Organic and Inorganic Strategies for Financial Advisors In the fast-paced world of financial advisory, understanding the avenues toward sustainable business growth is crucial. The Fine Print Podcast recently featured an insightful discussion between David Grau Jr. MBA, President of Succession Resource Group, and Jeff Concepcion, Founder & CEO of Stratos Wealth Holdings. Their conversation explored the dynamic interplay of organic and inorganic growth, offering strategies and perspectives that every advisor striving for long-term success should consider. Introduction to Industry Challenges David Grau Jr. opened the dialogue by underscoring the importance of leveraging both organic and inorganic growth to build durable firms. Drawing from market valuation insights and succession planning, he highlighted how striking the right balance between these two growth engines can transform a practice from a traditional advisory business into a sustainable enterprise. Understanding Organic Growth Organic growth emerges from within a firm and relies on refining internal processes, optimizing referral marketing, and nurturing client relationships. Jeff Concepcion emphasized that organic growth should not be overshadowed by inorganic efforts. Instead, it should be treated as the foundation of a healthy business, with inorganic strategies serving as a complement. He also noted that organic growth can be a relatively low-cost, high-return strategy when firms apply discipline and creativity—whether through referrals, alliances, or using technology such as data analytics to uncover new opportunities. Inorganic Growth: The Acquisition Pathway The conversation then turned to inorganic growth, including mergers, acquisitions, and strategic partnerships. While this path often promises rapid expansion, Jeff Concepcion cautioned that it requires significant resources and should not serve as a substitute for organic growth. Rather, inorganic strategies are most effective when layered onto an already thriving business. Balancing the Two Growth Engines One of the most compelling points raised was the challenge of balancing growth strategies in the context of succession planning. David described how founders frequently worry that successors lack the ability to replicate their growth momentum. The solution, he argued, lies in preparing the next generation of advisors not just to maintain the status quo, but to innovate and lead new growth initiatives. Actionable Insights for Advisors Throughout the conversation, Jeff Concepcion shared practical advice for advisors looking to compete in today’s evolving marketplace. He stressed the importance of reinvesting in the business—whether through upgrading technology, acquiring top talent, or building infrastructure that supports scalable growth. By reinvesting strategically, firms can strengthen their organic growth engines while positioning themselves to take advantage of inorganic opportunities when they arise. This dual approach, he explained, is what ultimately creates enduring enterprise value. Conclusion: The Path Forward Looking to the future, Jeff Concepcion predicted increased concentration in the industry, with a small group of firms becoming notably large and influential. At the same time, he pointed out that new entrants continue to emerge, keeping the market vibrant and competitive. For advisors, this underscores the importance of tailoring growth strategies—both organic and inorganic—to their unique business models and long-term goals. The clear takeaway from this episode of The Fine Print: the path to building a successful advisory business is paved with intentional reinvestment and a balanced approach to growth. Whether through referrals, technology, or acquisitions, advisors who embrace both strategies will be best positioned to thrive in an ever-changing financial services landscape.

The RIA & Advisor Dissolution Playbook

Download Your eBook! Please enable JavaScript in your browser to complete this form.Please enable JavaScript in your browser to complete this form. Name * FirstLast Phone Work Email *How Did You Hear About SRG? *— Select Choice —ConferenceDirect MailExisting/Past ClientGoogle AdWordsOtherReferralSocial MediaSeminar/WorkshopWebinarWebsite Download Dissolve Your RIA the Right Way. Dissolving your RIA is rarely simple. It requires thoughtful coordination across legal, tax, compliance, and client transition steps. Each stage, from initial exit planning and regulatory filings to employee communications, financial wind-down, and document retention, brings unique requirements and potential risks. In this comprehensive playbook, SRG outlines the essential phases of an orderly dissolution, supported by detailed checklists, timelines, and best practices drawn from decades of industry-specific expertise. You’ll learn how to structure the process to minimize regulatory exposure, protect client relationships, and reduce the likelihood of costly missteps. This guide also covers special considerations for RIAs and registered reps, including employee obligations, custodial transitions, tax reporting, and post-dissolution compliance. By following this structured roadmap, advisors can ensure they exit with clarity, safeguard their legacy, and complete the dissolution process efficiently and with confidence. Created by SRG’s team of expert consultants, Kristen Grau, CPA, CVA, CEPA, Nicole Frey, CFP® and Parker Finot, this playbook distills years of hands-on experience guiding advisors through complex transitions—providing the tools, structure, and peace of mind to navigate one of the most significant business decisions with precision and care.

Succession & Next-Gen Leadership: Insights from Industry Veterans

In this session, two founders and CEOs — David Grau Jr. of Succession Resource Group and Jeff Concepcion of Stratos Wealth Partners — shared candid insights on succession planning. They discussed when and how to start the process, stressing that early preparation leads to stronger outcomes and continuity. The conversation covered strategies to protect and maximize enterprise value before transition, giving owners practical ways to future-proof their businesses. A major focus was preparing next-gen advisors for leadership, with actionable steps they can take now to be ready for ownership. For both current owners and emerging leaders, this replay offers experience-driven guidance on navigating succession successfully. Watch the Replay Host David Grau Jr. MBA CEO/President Paper-plane Linkedin-in Host Jeff Concepcion President of Stratos Wealth Partners Linkedin-in

Employment Agreements: The 10 Most Commonly Asked Questions

Overview This resource is designed to help financial services business owners navigate one of the most important, but often overlooked, aspects of running a firm: employment agreements. In this practical FAQ guide, SRG answers the ten most common questions about creating, implementing, and maintaining Employee and Contractor Agreements, drawing on decades of industry-specific experience. You’ll learn the key benefits of written agreements, how to avoid worker misclassification, how often agreements should be updated, and how to structure them to protect your firm while supporting staff growth. The guide also covers best practices for incorporating compensation terms, equity grants, non-solicitation provisions, and role descriptions, ensuring compliance and clarity for both employers and employees Created by SRG’s Director of Strategic Organizational Planning, Julia Sexton, CVA®, this guide distills years of hands-on experience helping firms design agreements that retain top talent, minimize risk, and safeguard long-term business value. DOWNLOAD NOW

Contingency Agreement Types: Protect What Matters Most

Secure Continuity, No Matter What. Overview Contingency planning at SRG is a proactive service designed for business owners who want to (and should want to) protect their firm and clients in the event of a triggering event (e.g., death, disability, or incapacity). These services help ensure business continuity by creating a customized transition or sale plan that outlines what will happen and who will take over. At Succession Resource Group, our team helps you choose the key features and details of a contingency plan to create a realistic and achievable contingency plan for your team, clients, and family, as well as the most appropriate type of agreement to achieve your unique goals. This article explains what contingency agreements you might consider implementing. Most Common Agreement Types Buy-Sell Agreement (One Way) Nature: A contractual obligation to purchase / sell upon a triggering event (e.g., death, disability, or incapacity). The contingency agreement itself does not represent the purchase / sale documentation; however, it defines who, when, at what price, and what terms the purchase will occur. Purpose: Ensures commitment and prioritization without finalizing a sale. Best For: Business owners who want a transition plan to protect their clients and business value with minimal disruption, and who have a willing buyer to name in such an agreement. Reciprocal Buy-Sell Agreement Nature: A mutual agreement where two firms (or individuals) agree to buy each other’s business if a triggering event (e.g., death, disability, or incapacity) occurs in either. Purpose: Provides peace of mind and shared protection between similarly situated firms. Reciprocal buy-sell agreements ensure commitment and prioritization without finalizing a sale. Best For: Business owners who have a mutual agreement to the terms of a transition plan to protect their clients and business value with minimal disruption. Retainer Agreement Nature: A service arrangement between the business owner(s) and Succession Resource Group (SRG), where SRG is contractually obligated to find a suitable buyer in the event of a triggering event (e.g., death, disability, or incapacity) to purchase your business. Purpose: Provides peace of mind to business owners who don’t have a contingency partner identified, but want to ensure their clients and business will be protected with minimal disruption. Best For: Business owners who want a backup plan with minimal disruption but don’t have a willing buyer to name in such a plan.

Divorce Valuations: A Purpose-Built Process for Litigated Matters

Entity Health Check: Is Your Structure Supporting or Hindering Your Growth

In this replay, Nicole Frey, CFP®, walks through how your firm’s entity structure affects growth, compliance, and succession readiness. Use the Health Scorecard to follow along in real time and see if your business is Optimized (22), Healthy (17–21), or Needs Improvement. Watch the Replay Related Resources Entity Health ScorecardFollow Along and Find Out Your Score → Spring Clean Your Business See What You Can Do → 2025 Advisor M&A Infographic Download Now → Get Your Entity Health Score Card A simple, actionable tool to evaluate your firm’s structure Your entity structure is more than paperwork — it’s the foundation of your business. The Entity Health Score Card helps you quickly assess how well your current structure supports growth, compliance, and succession readiness. Answer a few questions, calculate your score, and uncover clear next steps to protect and optimize your firm. DOWNLOAD NOW Grab A Valuation We offer a variety of solutions and turnaround times to fit your needs. Join myCompass Our membership club grants you inside tips and opportunities to grow. Review our Seller Services We’re here to ensure you secure the best buyer, price and terms.

When should a new RIA start hiring support staff? It’s complicated.

By: Tobias SalingerPublishing Date: August 14, 2025 This is the 13th installment in a Financial Planning series by Chief Correspondent Tobias Salinger on how to build a successful RIA. See the previous stories here, or find them by following Salinger on LinkedIn. Registered investment advisory firms that hire new staff members can harness much greater productivity, but the first employee in the door after a founder represents a costly investment. For financial advisors who have recently launched RIAs or another solo advisory practice, that raises the stakes for picking the right person at the correct time — an essential step for growth-minded firms seeking to gain value as a business and boost their client services. Like many practice management and professional development quandaries facing RIA founders, the pivotal question leads to no single answer that fits every company. Rather, the solution lies in every single RIA’s approach to issues such as whether to outsource tasks with vendors like brokerages, aggregators, custodians or financial technology firms, the number of clients that an advisor can serve before they have topped their capacity and the extent that automation or artificial intelligence could obviate the need for more employees. To read the full article, please visit: https://www.financial-planning.com/news/when-should-a-new-ria-hire-more-staff Disclaimer This article was first published by Tobias Salinger The original article can be found here. All rights to the original content are held by FinancialPlanning.com.

Entity Health Check: Is Your Structure Supporting or Hindering Your Growth

WealthManagement.com: Succession Resource Group’s New Platform to Help FAs Find Lenders

By: Erick BergquistPublishing Date: May 7, 2020 LendingWell to take advantage of the tightening of lending standards that has arisen due to the coronavirus pandemic. Succession Resource Group, a succession planning consulting firm that helps advisors buy and sell their practices, is launching LendingWell, a free online platform that connects advisors with lenders. The new offering, expedited in light of the COVID-19 pandemic, is intended to help advisors find the right lenders for buyouts, buy-ins, working capital, refinancing, commercial real estate, startup, and recruiting. LendingWell intends to offer an alternative to Devoe & Company’s DeVoe CapitalWorks, another free, although telephone-based, platform that connects RIAs with lenders, and SkyView Partners, which brokers loans from a host of community banks. LendingWell was launched to take advantage of the tightening of lending standards that has arisen due to the coronavirus pandemic. “We saw a significant increase in the number of client contacts we were getting about refis to lower their payments or to secure capital for extra breathing room now that the markets are down,” said David Grau, president and founder of SRG. Lenders, he said, are tightening the amount they will lend; it used to be deals were 100% bank financed, but now that number is down to 50% to 80%. Loan-to-value ratios, he said, have dipped since the outbreak of the pandemic, meaning that “deals that were on the fence no longer qualify,” he added, because values have dipped in lockstep with revenues. Part of the impetus for LendingWell, said Grau, was that in the mid-to-late 2000s, PPC Loan was the only player in RIA lending. Then in 2013, Live Oak joined the fray as an SBA lender to RIAs with capital needs. Now, Grau said, there are at least seven lenders who make capital available to RIAs, and contacting them each can be a time-consuming process that takes months—enough time to sink a deal. SRG “brokers” deals together by negotiating things like the price, the terms and timeline, and does about 50 deals a year in the sub-$1 billion range, Grau said. (Larger deals are usually financed by private equity shops or with the buyer’s balance sheet capital.) DeVoe & Company is a San Francisco-based consulting firm and investment bank, while SkyView Capital acts more like mortgage brokers and connects RIAs with lenders with community banks. But these community banks, Grau says, simply don’t have enough experience with RIA lending to make it onto the LendingWell platform. “We have dozens of lenders we have worked with, but we only want those who have enough experience and who consistently provide capital. There is nothing more frustrating than dealing with a community bank who in their underwriting asks you questions about your IRA when they really mean your RIA. They just don’t know the difference, or understand or know the industry or are here for the long term,” said Grau. Of the 30 participating banks and lenders signed up for the DeVoe program, none is a community bank. SRG features seven banks, but to make it onto LendingWell’s list, a bank has to have provided a certain level of consistent capital for RIA deals in the past 24 months; SRG has set the minimum number of deals at five. LendingWell, he said, performs the same function as SkyView, which connects RIAs to funding sources, without the “middleman” services that SkyView performs for a fee. “When you call SkyView you have to talk to an individual and rely on human knowledge and their familiarity with banks to get matched, for a fee,” said Grau. The DeVoe platform also features a 30-minute phone call during which they “talk through the needs and guardrails” of each advisor and “evaluate lenders and capital providers,” DeVoe Managing Director Brad Grubb said. “We are always honored when others try to copy us,” said Dave DeVoe, founder and managing partner of DeVoe & Company. “We don’t see this as competitive to our offer because we focus on larger RIAs, and just as an HNW investor would not fill out an online tool to find an advisor, our clients appreciate our live discussion to assess their needs and identify the best capital partner,” he said Scott Wetzel, CEO of Minneapolis-based SkyView, said that he was contacted by SRG about participating in LendingWell. “After reviewing the site, we decided to pass; we did not perceive the value of an intermediary who is brokering loans to a very limited number of industry participants [Live Oak, PPC, etc.] conducting RIA financing,” he said. “In addition, the 1% fee that Lending Well/SRG receives from each lender adds unnecessary cost for merely providing a name and we do not view Lending Well as a competitor, it is more akin to Advisor Loans who brokers loans for a fee,” said Wetzel. Grau said that so far LendingWell has attracted a fair amount of users. “In the last four days, we have 60 users. Ten percent of those have been using our chat function, and 5% have called us with questions.” The site is free to use, but SRG is hoping to use it to flag new deals and capitalize by offering its consulting services to those in need of capital. “Really the ultimate benefit for us is, it gives us the opportunity, when clients submit a request for financing, to offer to provide additional services which they may or may not need,” he said. The SRG tool is meant to be very simple. The user is asked up to nine questions, and based on the responses is given a LendingWell Score. The tool then matches the user with the appropriate lender and lending program based upon that score. In seconds, it produces detailed lender profiles, including the lender’s typical interest rate, loan term and specific bank covenants. Disclaimer This article was first published by Erick Bergquist The original article can be found here. All rights to the original content are held by WealthManagement.com.

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