In the eye of the storm financial planners steer a steady course

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Financial planning firms have weathered storms in the past, but nothing like what we are currently experiencing. In this challenging time advisers are faced with a raft of additional operational issues while keeping focused on their clients, providing them with the advice and support they require. The changing environment Throughout the industry there has been

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The storm sweeping across financial services

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Uncertainty stokes the flames of fear and that is particularly evident across the financial services sector with daily news of new Coronavirus infections recorded in Australia and other parts of the world. Closing businesses, restricting travel, being told to stay home and perceived mixed messaging has heightened anxiety amongst employees and their families. Talk of

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Futureproofing your retirement strategy

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There are two career events that can trigger acute anxiety: redundancy and retirement. While redundancy can bring with it some major challenges that shouldn’t be underestimated, these are invariably short term in nature occurring while we are looking for the next career opportunity. Retirement however marks a permanent shift in our lives and unless we

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Meeting the challenge of Next Gen financial planners

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Financial advice business owners are facing a raft of challenges in dealing with the new generation of financial planners who are not only very career focused but have expectations that can prove both challenging and confronting. No matter how we label them; Generation Z, iGen, or Post-Millennials, this generation comes with a healthy amount of

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2016 Financial Planning Remuneration Trends Survey results

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The Dawson Partnership Financial Planning Remuneration Trends Survey canvasses a broad range of institutional and independently owned financial planning companies that are surveyed on an annual basis. Respondents are located Australia wide and comprise of business owners, CEO’S, GM’s and HR managers who are responsible for remuneration settings in their respective businesses. Employee remuneration in

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The Dawson Partnership 2015 Financial Planning Remuneration Trends Survey

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The Dawson Partnership Remuneration Trends Survey canvasses a broad range of institutional and independently owned financial planning companies that are surveyed at the end of each financial year. One of the most notable results from the 2015 survey was the increase of 10% over the 2014 year in employer intentions to increase employee remuneration. ‘The

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Hiring, firing and remuneration – 2015 Trends

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The results of The Dawson Partnership 2015 Hiring Intentions survey highlighted a marked turn-around and improvement in participant sentiment. The 8% uplift in hiring intentions over the 2014 year is now being born out in the increased recruitment activity in a broad range of roles across the wealth management market. The continued growth in head

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The Dawson Partnership 2015 Hiring Intentions Survey results

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The Dawson Partnership Hiring Intentions Survey canvasses a broad range of institutional and independently owned wealth management businesses, including investment management companies, superannuation funds, financial planning companies and diversified financial services groups. ‘The Hiring Intentions Survey found that there has been an increase in the number of organisations intending to hire new employees in 2015

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The Dawson Partnership welcomes Sally Humphris as a partner and director

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Peter Dawson, founder of The Dawson Partnership, said yesterday: ‘I am delighted that Sally has agreed to join our firm at a time where we are experiencing growing demand for our services”. Sally brings with her extensive knowledge of the financial services industry and a substantial network of trusted relationships gained over a twenty year

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Interview sabotage

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I was reminded recently of how candidates can sabotage themselves in interviews when a financial planner called me to vent about an interview he had attended for a role with a large financial services group. He came to our conversation with an armoury of incendiary abuse regarding the interviewer’s incompetence, lack of professionalism and inability

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