Friday, 4 August 2017

Weekend Reading for Financial Planners (Aug 5-6)

Enjoy the current installment of “weekend reading for financial planners” – this week’s edition kicks off with several recent industry tracking studies, including one showing that RIA assets continue to grow (but those serving individual investors continue to be dominated by a large volume of “small” advisory firms with less than $1B of AUM and fewer than 10 non-clerical employees), and another examining fund flows data and finding that advisors are not eschewing actively managed funds altogether, just high-cost funds – as both ETFs, and low-cost active funds (with expense ratios under 20bps) are experiencing positive inflows!

From there, we have a few technical articles, including: strategies to plan around the Medicare Part B and Part D surcharges for those with high income; how the growth rate of college tuition has actually been in steady decline for a decade (and last year was actually in-line with the general level of inflation); ways to use trusts to shelter (and tax-manage, and asset-protect) investment real estate; and a primer on how annuity mortality credits really work.

We also feature several practice management articles this week, from a look at how to develop the “other” career track in advisory firms (for administrative and operational employees), to why it’s crucial to develop career tracks and provide promotions based on performance and skill attainment (and not just based on tenure), and why businesses (both advisory firms and in other industries) often start to “break” as they cross 25 employees, and have to adjust to the dynamics of being a larger business.

We wrap up with three interesting articles, all looking at mindset issues in what it takes to be financially successful: the first looks at a recent Journal of Financial Planning study, which finds that more affluent households tend to take more financial risks, but only because they also tend to better understand those risks (and take them prudently) in the first place; the second discusses some of the “habits” of the affluent that appear to bolster their wealth accumulation and financial success; and the last examines Warren Buffett’s recent statement that his future successor must not only be smart, but have a “money mind”, and explores what it really means to have a money mind.

Enjoy the “light” reading!

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source https://www.kitces.com/blog/weekend-reading-for-financial-planners-aug-5-6/?utm_source=rss&utm_medium=rss&utm_campaign=weekend-reading-for-financial-planners-aug-5-6

Even Self-Employed Bosses Need Time Off

This year has been amazing, but also very packed for me business wise. I started the year off co-hosting a financial summit, published my book, Jumpstart Your Marriage and Your Money, and this week I launched my first course! I...

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source http://blog.turbotax.intuit.com/self-employed/even-self-employed-bosses-need-time-off-31523/

Thursday, 3 August 2017

Finding Confidence To Differentiate On Advisor Value Instead Of Price

Financial advisors charge a wide range of advisory fees, which can vary based on everything from the depth and breadth of the advisor’s services, to his/her skills and expertise. Yet in recent years, there has been a growing level of criticism directed towards advisors who charge “above-average” fees, implying that doing so is a potential breach of their fiduciary duty to clients… with no regard to the fact that the advisor might simply have a more specialized level of expertise that merits those higher fees.

In fact, on a recent episode of the Financial Advisor Success podcast, we had Dana Anspach, who has a niche financial planning business with an incredibly well-defined process for serving retirees, that has grown from $30M to $130M of AUM in just the past 5 years. Yet rather than celebrating her success, many in the advisory community have taken to criticizing Anspach’s fee structure of 1.25% AUM plus an upfront planning fee of $6,900, on the grounds that it is too high for a fiduciary to charge when ‘everyone knows’ the typical advisory fee is just 1%.

In this week’s #OfficeHours with @MichaelKitces, my Tuesday 1PM EST broadcast via Periscope, we discuss whether advisors who charge more than the average advisory fee should be criticized for not charging less, or admired for their ability to craft a clearly defined value proposition that is so compelling that clients are willing to pay those fees for the value they perceive!

First and foremost, though, it’s crucial to point out that the fiduciary rule does not require an advisor to be the ‘lowest cost” provider or charge no more than the average advisory fee in the first place. Instead, it simply requires financial advisors to charge fees commensurate with their services, that are “not excessive” relative to the going rate for similar services. Which means there’s nothing wrong with charging an above-average fee to deliver an above-average solution, as Anspach’s firm does with their unique, differentiated, specialized service for retirees.

In fact, the only ones who seem to be complaining about Anspach’s fee structure are not her clients (who appear to be finding good value in what her firm provides), but other financial advisors – who imply, or in one case outright said to me, “Why would someone work with Dana at 1.25%, when I offer retirement planning to my clients and only charge a ‘more reasonable’ 1%?”

The irony of the advisor making this statement is striking, given that as advisors we routinely urge our clients not to just shop based on price alone. We tell them to shop based on value. Not just the cost, but what you get for the cost. But shopping based on value means that reasonable fees could go in either direction – with advisors charging less, or more, based on the value they provide. Not to mention that from an advisor’s perspective, competing on price alone eventually becomes a serious problem for most advisory firms. In part, it is because competing on price alone attracts price sensitive fee-conscious clients, but the real problem is that when you compete just on price, you’re not competing on actual value and there’s always going to be someone who can figure out how to charge less than you.

Yet in recent years, more and more advisors are competing on price, either by focusing on how their fees are lower than the fees of other advisors, and/or trying to offer differ advisory fee models – for instance, annual retainers in lieu of AUM fees – as a means of differentiating based on price. Which suggests to me that the real problem is that advisors are continuing to struggle in figuring out how to effectively differentiate, and lack confidence in their own value proposition (and therefore feel compelling to compete by cheapening their pricing, instead).

And this is actually borne out in some of the recent research on how advisors set their fees, with Bob Veres’ recent study finding more experienced advisors charge higher all-in costs than those in their first 1-5 years, and our first XY Planning Network benchmarking study which found that 100% of financial advisors surveyed were raising their fees after their first three years of business – suggesting that as advisors gain confidence in what they do, they actually tend to raise their fees, even as they move upmarket and work with larger clients.

Ultimately, though, the fundamental point here is that when I see a growing number of advisors who snipe at the fees of other advisors, what it suggests to me is that there are a lot of advisors who still aren’t really confident in their own value. Instead of asking how they can focus, specialize, and build a niche that commands higher fees the way that firms like Anspach have been able to do, they ask why her clients wouldn’t just work with them instead since their fees are lower. But that entirely misses the point. Dana’s specialized niche adds more value to her target clientele, and can command a higher fee.

Which means in the end, if advisors want to bolster their pricing and value proposition to better attract new clients and grow their advisory businesses, they should be looking to emulate successful advisors, rather than criticizing their business success!

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source https://www.kitces.com/blog/financial-advisor-confidence-to-differentiate-value-not-retainer-pricing-model/?utm_source=rss&utm_medium=rss&utm_campaign=financial-advisor-confidence-to-differentiate-value-not-retainer-pricing-model

Wednesday, 2 August 2017

The Impact Of Early Retirement On Projected Social Security Benefits

Social Security operates as an income replacement formula, with higher benefits for those who work for more years. As a result, benefits are very limited for those who don’t work for very many years, and are much higher for those with a full working career.

To avoid confusing those who haven’t worked very many years yet – but plan to – the standard Social Security benefits statement projects out anticipated future Social Security benefits based on the assumption that the individual will continue working until retirement. Which allows the individual to understand what Social Security benefit they are “on track for” as they continue to work until full retirement age. Except, of course, that not everyone actually plans to work until full retirement age!

For those who intend to retire early, the end result is that the Social Security Administration’s projected benefits calculation may turn out to be substantially higher than what someone will actually receive if they retire early, and never actually work as many years as anticipated. The lower someone’s lifetime earnings overall, and the earlier he/she retires, the more dramatic the impact can be, commonly reducing benefits by 5% to 10% when retiring early, and potentially far more for “extreme” early retirement. Although the impact is also substantially affected by whether recent earnings were higher or lower than their long-term average… and whether they’ve already paid into the Social Security system for at least 35 working years (or not).

Ultimately, the reality is that Social Security benefits aren’t actually reduced for those who retire early – they simply stop accruing additional benefits when they stop working. But given that Social Security projects the assumption of work until full retirement age, it’s crucial to recognize that actual benefits may be lower for those who retire early – even if they wait until full retirement age to actually receive those benefits. In the end, that may not stop a prospective early retiree from making the decision to stop working – and notably, continuing to “work” even after retirement can continue to increase benefits as well – but at a minimum, it’s crucial to take a moment and look at the individual’s inflation-adjusted historical earnings, to understand whether or how much of an impact not working to full retirement age may actually have on projected benefits!

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source https://www.kitces.com/blog/calculating-how-much-projected-social-security-benefits-statement-reduced-for-early-retirement/?utm_source=rss&utm_medium=rss&utm_campaign=calculating-how-much-projected-social-security-benefits-statement-reduced-for-early-retirement

Tuesday, 1 August 2017

Bonus Time: How Bonuses Are Taxed and Treated by the IRS

Bonuses can change your tax situation depending how large the bonus and what methods employers use to tax the income. Find out how bonuses(supplemental income) are taxed.

source http://blog.turbotax.intuit.com/income-and-investments/bonus-time-how-bonuses-are-taxed-and-treated-by-the-irs-8003/

Can I Claim My Girlfriend or Boyfriend as a Dependent?

Are you living with your girlfriend or boyfriend? Have you ever wondered whether or not you could claim him or her on your tax return as a dependent? Like many things in life, it depends. Even if it feels like...

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source http://blog.turbotax.intuit.com/tax-deductions-and-credits-2/can-i-claim-my-girlfriend-or-boyfriend-as-a-dependent-21025/

#FASuccess Ep 031: How To Properly Vet New Financial Advisors By Hiring For Attitude And Not Skills with Caleb Brown

Welcome back to the thirty-first episode of the Financial Advisor Success podcast!

My guest on today’s podcast is Caleb Brown. Caleb is the founder of New Planner Recruiting, a recruiting firm that, as the name implies, focuses specifically on hiring newer associate-level financial planners.

What’s unique about Caleb’s recruiting process, though, is the way that he vets prospective financial planners to determine whether they’re likely to be successful in the advisory business in the future, with a strong focus not just on their technical skills, but the initiative and effort that they put into the process of trying to get hired through his recruiting business in the first place. Because the reality is that you can provide education on the book knowledge of financial planning, and train a lot of financial planning skills, but it’s almost impossible to teach someone to have that go-getter kind of attitude that it really takes to succeed as a financial advisor.

In this episode, Caleb talks at length about what issues you should consider in the hiring process for a prospective new advisor, the role of using various types of personal and other assessment tools to evaluate potential hires, what you should – and shouldn’t – expect your new hire to do and bring to the table to make your advisory business more successful, and what the going rate salary is that you have to pay as an advisory firm to get quality talent.

And be certain to listen to the end, where Caleb talks about his tips on how to work through the inevitable difficult times that arise as an entrepreneur, and how an executive coach has helped him to keep his focus.

So whether you’ve been struggling with finding good financial planning talent for your firm and are looking for ideas on how to better identify and screen potential hires, or you’re a prospective financial planner looking for insight about what it takes to get your foot in the door with a good financial planning firm, I hope you enjoy this latest episode of the Financial Advisor Success podcast!

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source https://www.kitces.com/blog/caleb-brown-new-planner-recruiting-podcast-kolbe-certified-hire-attitude-train-skill/?utm_source=rss&utm_medium=rss&utm_campaign=caleb-brown-new-planner-recruiting-podcast-kolbe-certified-hire-attitude-train-skill