Attracting and empowering the next wave of financial security professionals

The financial security profession is grappling with a critical issue: the aging advisor workforce. With only 9% of advisors under the age of 30, the need for fresh talent and focused succession planning has never been more urgent. As a large portion of managing partners approach retirement in the next decade, the industry must confront the challenge of attracting, developing and retaining the next generation of professionals to ensure its continued growth and stability.

One of the first areas requiring attention is recruitment. Financial advising has been perceived as a commission-based sales profession, which doesn’t always resonate with younger generations. Many young professionals shy away from careers they associate with sales and commissions, yet these same individuals often thrive in environments such as social media, where influencers rely heavily on engagement metrics akin to sales performance. Bridging this gap — helping younger professionals see the entrepreneurial and income-generating opportunities in financial advising — is critical to bringing fresh talent into the industry.

Equally important is changing the face of the profession. Although progress has been made in promoting diversity, there is still much work to be done. The financial security profession has long been dominated by middle-aged white men, but the conversation around diversity, equity and inclusion is growing. 

Ten years ago, industry events such as Finseca’s LAMP (Leaders and Managers Program) would have seen only 30 to 40 women on stage. This year, there were more than 300 women participating. While that’s still far from ideal, it’s clear that intentional efforts to recruit more women, people of color and underrepresented groups are paying off. However, diversity in recruitment shouldn’t be limited to gender and race. It’s also about appealing to a broader range of individuals, regardless of background, and showing them the potential of a career in the financial security profession.

Building teams and fostering culture

Beyond recruitment, leadership development and succession planning are critical issues that the industry must address. For years, the focus has been on advisor retention. Retention is important, but it has come at the expense of developing the next generation of leaders. Succession planning isn’t only about replacing high-performing individuals; it’s about building teams and fostering a culture where leadership is shared and a company’s success doesn’t rely on just one person. Firms that prioritize team development will be better positioned to weather future changes and ensure long-term stability.

Another challenge is the demographic gap between who the industry serves and who it could serve. Financial advising historically has catered primarily to high net worth individuals. Although that market remains important, there’s a huge opportunity to expand the reach of financial services to a broader audience. The COVID-19 pandemic underscored the significant need for financial security across a wider swath of the population. Many people who had never sought financial planning before suddenly found themselves in need of guidance on everything from emergency savings to retirement planning. This shift presents an opportunity for advisors to reach new clients and secure the financial futures of more individuals and families.

The financial security profession is facing challenges in recruitment, diversity and leadership development, but it also has a tremendous opportunity for growth. By focusing on bringing in diverse talent, educating future professionals and fostering strong teams, we can ensure a bright future for the industry and, more importantly, for the clients we serve. As we continue to adapt to the changing landscape, the key will be intentionality — whether it’s in recruiting new advisors, building diverse leadership or expanding our reach to underserved markets. With the right strategies in place, the financial security profession can continue to thrive for generations to come.

Maggie Seidel is executive vice president of external affairs and chief of staff at Finseca. Contact her at [email protected].