Leadership alone doesn’t sustain a thriving culture. It’s the people and systems behind the scenes that truly matter.

UBS has announced significant changes to its financial advisor compensation plan, a move that could have ripple effects across the wealth management industry.

There’s a lot of variables when you’re talking about advisor compensation.

When we work with an advisor, our goal is to find firms that align with your strategic goals.

Every firm has its unique challenges and priorities, but the types of hires you make speak volumes about your commitment to serving your advisors.

For some, this transition is acceptable—a natural evolution of the business. But for advisors who treasure independence, it raises questions about alignment, values, and long-term fit.

Here’s a short list of reasons why I think 2025 will see significant, accelerated growth for well-positioned culture-first firms.

No one has a crystal ball, but here are the top trends that I see emerging.

If you want to find firms that fit your criteria, the search is the most important part. It’s not about finding them–it’s about knowing them.

When firms overpromise and underdeliver, it erodes the most important relationships in our industry.

Here’s the exit plan problem I see facing many independent advisors.

Advisor transitions are complex enough for solo advisors. In addition to all the logistics, advisors I work with are often surprised by the amount of effort self-reflection takes. It’s answering big questions!

Ever find yourself here?

With the transition vs. retention bidding war well underway, here are a few trailing consequences I’m watching closely.

When we work with an advisor, our goal is to find firms that align with your strategic goals. We all know how quickly firms can change: new leadership, the entrance of private equity, rapid growth, etc.

Financial advisors have to disclose how they are compensated at every turn. But what about recruiters and independent consultants?

Some firms are disproportionately good at offense (growing) and not defense (serving).

If you have been considering a 3-5 year timeline for an exit, the landscape has changed dramatically in the last 12-18 months.

Have you ever had a bad day at the office that made you toy with the idea of starting your own RIA?

If you could redraft your hybrid RIA partner, would you? Or would you make a different pick?