Example document presented at the 2018 FOX Wealth Advisor Forum by James Grubman, Ph.D., Family Wealth Consulting.Session: Longevity, Aging & Incapacity: Cutting-Edge Approaches to Managing Modern Risks
Many employers and family offices find performance reviews can be a challenging task. But with a new take—one that turns a performance review into a career conversation—it can become an opportunity to establish a healthy dialogue that provides space to exchange feedback, assess performance, and “take the temperature” of the manager and staff. The time spent with your team is valuable, as well as critical to the success and cohesiveness of your organization, business, office, or home.
This is the report of findings of the 2018 FOX Multi-Family Office and Wealth Advisor Study.The full report is only available to firms that participated in the study. If your firm participated, please contact your FOX Relationship Manager to obtain a copy of the report. The study represents FOX’s best and most current thinking on the direction of Ultra High Net Worth (UHNW) business. The report is presented in three sections, with key takeaways identified for each as follows:
According to the 2018 Edelman Trust Barometer, people’s trust in business, government, NGOs and media has yet to recover, revealing growing levels of mistrust globally. However, positive regulatory steps, a renewed focus on client satisfaction and data security, and a clearly communicated social purpose have helped the financial services industry reestablish some of the trust lost during the financial crisis. Yet, only about half of the public view the industry favorably.
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How Clients, Employees and Pricing are Making an ImpactWe are entering a transformative period for the ultra-wealth business. It is driven by a tectonic shift of demographics that is leading to an enormous transfer of wealth, monetization of private businesses, and a new workforce that will define the future.
Successful families and individuals expect their financial advisors to address their complete financial picture, including protecting them from property and casualty risks. However, most financial advisors do not provide this support. This clear expectations gap is demonstrated in a survey of 200 successful families or individuals. Financial advisors who recognize the gap and take steps to educate themselves to help their clients safeguard their assets can bring meaningful value that can also strengthen and solidify their relationships.
Incentives that address the work environment, career development, and compensation are attractive, and they are being offered by a plurality of middle market companies to attract and retain a desired workforce in a tight labor market. But age can have a profound impact on the way incentives are viewed. Management will need to strike a balance between incentives they can afford to offer and those that potential employees value.
In a tight labor market, companies are offering a range of benefits and incentives to address the need for a qualified workforce comprised of Boomers, Gen Xers, and Millennials. But are companies striking a balance between the incentives they offer and those that potential employees value?
The frequency and scope of cyberattacks are growing rapidly, with breaches becoming a significant threat to a business’s reputation and sustainability. No industry or business size is immune to a cyberattack, and small and midsize businesses typically face more acute risks. With cyberthreats evolving and becoming more prevalent, what can your organization do to reduce the potential of suffering a cyberattack and hopefully minimize the cost of the incident?