Steve Woods & Kathryn Lichty

Barry Leslie

Jennifer Kilby

Nick de Freitas & Jon Lawry

Rex Brenton & Karen Curry

Amanda Johnson & Carolyn Nolan

Maximizing Price, Minimizing Taxes

Financial Advisor, Alan Kolnik, looked to retirement as a way to travel and spend more time with family. With a selling focus on receiving the highest value for his practice, Alan hired SRG. Through the Seller Advocacy Program, Alan was able to maximize his selling price and also minimize taxes in his deal terms. Download the Client Success Story to learn more.   DOWNLOAD NOW

Third Time Is The Charm

Financial Advisor, Neil McInnis, shares his exit experience from false starts and unenthusiastic offers to selling his book of Business with Succession Resource Groups Seller Advocacy Program for the best price, fit and terms. Download the Client Success Story to learn more.   DOWNLOAD NOW

Sutley Wertzer: Looking Back One Year After Transition

Sutley Wertzer, Inc. Looks Back One Year After Acquisition Seller & Buyer Success Story Based on SRG’s most current data, demand for advisory practices remains strong with more than 50 buyers for every seller. But, the highest values and best successors take time and effort to find. SRG’s seller clients receive on average 3 to 4 offers and 33% higher sale prices than self-negotiated deals. SRG’s Seller Advocacy program is the best solution for advisors looking to exit the business, helping you develop a group of elite buyers to select from and get the best deal for your practice. This client success story is a great example of how one advisor was able to find a great buyer and great deal, while still creating a win win for everyone involved. DOWNLOAD NOW

Succession Planning in Action

According to the 2018 study conducted by the FPA, 96% of teams acknowledge that without a succession plan, there are risks for the firm and their clients, yet almost 75% of firms have no formal plan developed. Why don’t more advisors have a plan? The study cites finding a successor as the major roadblock. This case study lays out in detail how an advisor and his team (names changed for the sake of confidentiality) were able to develop a transition strategy that allowed him time to train and groom his team into the successors he needed, share equity to retain the team until he was ready to retire, and maintain 100% control and profits until his exit. It may seem too good to be true, but this is a great example of the growing trend that advisors are making succession planning for financial advisors more about the continuation of their business than about them retiring. DOWNLOAD NOW