Transcrição completa de How Much Will a Trainee Financial Planner Be Paid in 2026? | Insight IFA

least four hours. 00:03:44.080 --> 00:03:47.439 Uh and then you would be told to go and buy yourself a very good suit. 00:03:47.520 --> 00:03:51.039 Yeah, and I remember back in 89 I spent more than 300 pounds on the suit. 00:03:51.199 --> 00:03:55.199 Wow, I loved it, I lived in it, I'd go to clubs in it, I would sleep in it. 00:03:55.360 --> 00:04:03.759 Um, it was the most prized possession, but it taught you some very, you know, it was it was an incredible era, 300,000 financial planners apparently. 00:04:04.159 --> 00:04:06.960 Uh and today we're down to what is it, 20,000, 25,000? 00:04:07.280 --> 00:04:08.240 Just on the 30s, I think it is. 00:04:08.400 --> 00:04:08.879 30,000. 00:04:08.960 --> 00:04:10.159 Well, the the the mass is great then. 00:04:10.240 --> 00:04:12.479 Not it hasn't been decimated, it's been nine-mated. 00:04:12.879 --> 00:04:14.400 90% has gone. 00:04:14.560 --> 00:04:20.480 Uh, and back then was everybody was doing financial planning when there was no need, like today. 00:04:20.560 --> 00:04:20.720 Yeah. 00:04:20.879 --> 00:04:23.680 Margaret Thatcher had just done the contracting hour SERPS. 00:04:23.759 --> 00:04:26.399 So you're walking around the streets trying to get people to contract out. 00:04:26.639 --> 00:04:31.120 And but but but the problem with that experience was it was commission only. 00:04:31.839 --> 00:04:36.319 Um, most of the stuff you would write would come off the books a few months later, so you'd have lapses. 00:04:36.480 --> 00:04:40.959 You'd be called into an office at eight o'clock in the morning, you were told sleeping is cheating. 00:04:41.279 --> 00:04:43.600 And the the reality was you'd become very ill. 00:04:43.680 --> 00:04:48.639 And I became very ill, ended up in hospital, and um it was tough. 00:04:48.800 --> 00:04:53.680 And I didn't come back to the industry until 95 with the prudential, which was absolutely the opposite. 00:04:53.759 --> 00:04:59.759 In fairness to the prudential back then, how blessed were we to have an organization that would put you on a six-week training course? 00:05:00.240 --> 00:05:09.360 You know, you were you were you were put up, you were trained on everything, the training was first class, and then you were given real protection in your development. 00:05:09.519 --> 00:05:17.759 And I th I think the PRU for me gets um you know, gets a the man from the Prue, it wasn't that, it was it was high quality training. 00:05:17.920 --> 00:05:20.959 Um the reality was though their pay scale was wrong. 00:05:21.120 --> 00:05:32.160 So if you were in the PU and you were performing really well, if you didn't have longevity in your organization, you were paid probably 30% of what the person with longevity was getting, which I thought was fundamentally unfair. 00:05:32.560 --> 00:05:49.040 So then I joined General Accident, and and I'm gonna mention all these brands because we were we were from a period when the the the sector was full of insurance companies and they were trying to get you to distribute their products, but the prew was all about something called um annual premium. 00:05:49.439 --> 00:05:55.120 So you were very much emphasized to look for a£500 a month premium in a PEP, all right? 00:05:55.360 --> 00:06:02.079 But but uh GA General Accident was on Lautro, so and then you learned how to sell protection, so the currencies were different. 00:06:02.319 --> 00:06:04.079 So we found that all very, very fascinating. 00:06:04.160 --> 00:06:16.639 But I was very fortunate at my time at General Accident to probably have uh one of the greatest mentors I ever had, a guy called Amy McKay, and uh he and this is why Greg is partly here today, and he taught me about the power of the mind and the belief that they gave you. 00:06:16.800 --> 00:06:26.879 Um, and uh from there, though, I then um wanted to go alone because because I made the biggest mistake in my career, believe I wanted to go into management. 00:06:27.040 --> 00:06:27.199 Right. 00:06:27.360 --> 00:06:33.920 So they put me as a performance manager, so I used to travel from Norfolk down to London to run a team, and it was the most scary thing you ever do. 00:06:34.000 --> 00:06:37.439 You you realize how the lack of competency of other people that you run. 00:06:37.759 --> 00:06:51.279 So something that I would find very easy, they would find very difficult, and then my recommendations most of the time to the leadership of GA would be I really think this person should change career because they were in the wrong job. 00:06:51.439 --> 00:06:55.920 And at this point, I thought I'm not gonna do it for these organizations, I'm gonna go alone. 00:06:56.079 --> 00:07:01.040 And in 2001, I made the brave move of going alone with no financial backing. 00:07:01.120 --> 00:07:06.319 Um, I'd also gone into management, which meant client base was no longer available. 00:07:06.480 --> 00:07:08.399 This is the most vulnerable position you're in. 00:07:08.560 --> 00:07:12.560 And I went to three people and said, if I go on my own, will you follow three clients? 00:07:12.639 --> 00:07:13.519 And they said yes. 00:07:13.680 --> 00:07:18.240 And I thought this would give me the ability to bring in some money. 00:07:18.399 --> 00:07:23.360 Uh, and then the amusing thing is the firm I joined, my very first paycheck, which was quite significant. 00:07:23.439 --> 00:07:29.120 I thought it would get my family at the time, which was just about to be three children and a mortgage, would get us through a few months. 00:07:29.360 --> 00:07:30.639 It bounced on me. 00:07:30.879 --> 00:07:33.120 In a time, by the way, checks were in existence. 00:07:33.279 --> 00:07:37.839 So maybe some people on this podcaster do not understand what a bouncing check is. 00:07:38.079 --> 00:07:42.000 So you present it to the bank you think is going to clear, and it doesn't clear. 00:07:42.240 --> 00:07:47.360 And this probably was the clue that this organization that I joined was in

financial difficulties. 00:07:47.680 --> 00:07:59.120 And um, funny enough, one of the people, one of the directors in the business today, a guy called Daniel Appleton, uh, was there at the time, and it it it turned out to be that the guy that I joined turned out to be a crook. 00:07:59.279 --> 00:07:59.519 Right. 00:07:59.680 --> 00:08:01.600 A genuine crook, a really good one, actually. 00:08:01.759 --> 00:08:04.959 He um he was a very nice human being, as most crooks are. 00:08:05.120 --> 00:08:12.879 Um, and um, I don't think he intended to steal money apart from once he got too deep, he couldn't get out, and he successfully took 1.7 million off the public. 00:08:13.120 --> 00:08:13.680 Wow. 00:08:13.920 --> 00:08:20.639 And that was a tough day when when it became aware uh fraud squad comes in the office. 00:08:20.720 --> 00:08:22.639 Uh I had lovely black hair at the time. 00:08:22.720 --> 00:08:24.319 I mean, I could show you all pictures. 00:08:24.560 --> 00:08:26.879 Quite a handsome young guy, apparently, after the event. 00:08:27.120 --> 00:08:28.720 But then I went very great quickly. 00:08:29.120 --> 00:08:40.639 The stress of um dealing with a fraud squad, dealing with 1.7 million, visiting the clients to make them aware that the things that they'd bought wasn't real, was actually really tough meetings. 00:08:40.720 --> 00:08:48.799 So when financial planners today, and I don't think they've had tough meetings for a while because uh stock market crashes haven't really lasted for a long period of time. 00:08:48.960 --> 00:08:52.320 Uh the COVID crisis was only about six to nine months. 00:08:52.480 --> 00:08:55.600 Uh, but 2008-9 was a real crisis. 00:08:55.759 --> 00:09:05.840 But the real crisis you have isn't when it's um it's not systemic like across the board, but it's focused on you through this, and it's the worst thing any financial planner could go through. 00:09:06.080 --> 00:09:10.000 And uh thankfully at that time in Norwich there were two cases at the same time. 00:09:10.159 --> 00:09:22.320 So Norwich must be full of uh um dodgy financial planners because there was a bigger case at the same time which went through for the same amount, and the only thing they both had in common is both both gentlemen concerned uh got seven years in prison. 00:09:22.480 --> 00:09:23.120 Wow. 00:09:23.440 --> 00:09:30.639 And we had to at that particular time, because one of the questions you might have is why is insight not known today? 00:09:30.879 --> 00:09:39.759 Um, Sam, all you do at that moment is you you you think about the people's jobs in the business, yeah, you think about the staff, and you think about the clients. 00:09:40.000 --> 00:09:45.679 So the only things we really cared about was we put the staff together and said, Look, this is big this will come out in the news. 00:09:45.919 --> 00:09:47.120 You have one or two choices. 00:09:47.200 --> 00:09:52.960 You either stay, and I promise you, this will be the greatest organization, or if you leave, it's okay, I get it. 00:09:53.120 --> 00:09:55.919 Uh, and in fairness to the staff at the time, no one left. 00:09:56.399 --> 00:10:04.480 Um, the other thing I learned at that moment as well is whatever you think the worst thing you're gonna face is, it isn't as bad as what you think it will be. 00:10:04.720 --> 00:10:12.159 So where I thought the phones would stop ringing when it was in the press and on BBC News, only one client rang in. 00:10:12.399 --> 00:10:12.879 Really? 00:10:13.120 --> 00:10:14.720 So, you know, it's bizarre. 00:10:14.879 --> 00:10:17.519 So what you think is really, really bad didn't turn out to be really, really bad. 00:10:17.679 --> 00:10:28.159 And the proudest thing I can say that we did in that time period, it took me a number of years, but we paid everybody back, and we did it through hard work, and we didn't do it through um a PI insurance because it wouldn't cover this sort of thing. 00:10:28.399 --> 00:10:37.200 So that's probably why you haven't heard about us because all we had to do was get our head down and decide to grow and create culture and create a really strong business. 00:10:37.360 --> 00:10:54.159 And uh I I suppose it's through adversity that these things happen, and it's a bit like what Lance Armstrong said prior to him doing the drugs, but the the cancer was the thing that actually made him a Tour de France champion because his body changed that became light and he was too muscly before. 00:10:54.320 --> 00:11:02.399 The reality is I don't think would be the organization we are today without going through those experiences because they are really tough lessons that you have no choice but to learn. 00:11:02.720 --> 00:11:04.879 Listen, I thank you very much for being so honest. 00:11:05.039 --> 00:11:14.799 I think there's a lot of people that might avoid something like that when they're coming on to talk about their business and the great things they're doing, and they don't talk about the tough times and how hard it can actually be and what you can learn from that. 00:11:14.879 --> 00:11:18.080 So look, it's really, really good that you are open and honest about that, I think. 00:11:18.159 --> 00:11:25.840 And if anybody had a a question or a thought or a you know a feeling or a viewpoint on your business, you know, you've handled that. 00:11:25.919 --> 00:11:26.720 So I love it. 00:11:26.960 --> 00:11:31.600 So 20 years though, that's that's a long time to be running a financial planning business. 00:11:31.840 --> 00:11:34.960 Can I just ask you, sort of, you know, where are you in the journey at the moment? 00:11:35.120 --> 00:11:36.879 Where where is insight? 00:11:37.519 --> 00:11:40.639 Well, I suppose it's really hard to it depends on what the journey is. 00:11:40.799 --> 00:11:52.879 Um, but the notion that we've come up with, and I and uh I I didn't I didn't invent this, but one of my private clients is head of a US bank and it's a privately owned US bank,

and he talks about the hundred-year plan. 00:11:53.279 --> 00:11:59.120 And all their focus on every day is that today, at the end of the day, are we still on goal for the hundred-year plan? 00:11:59.679 --> 00:12:04.000 And insight is very much in the thinking of uh 100 years from now, not today. 00:12:04.159 --> 00:12:21.279 Uh, and we're very much um continuously thinking about the future, and and the and the reason why I I I find that so important is if you're taking on people that are more than 30 years my junior, the reality is I say to them, there's a high probability I might be dead where your career is actually going to grow. 00:12:21.519 --> 00:12:30.879 And if you accept that and it's not about you and it's not about your personal gain, but it's about the collective good, uh, that journey will just carry on. 00:12:32.000 --> 00:12:34.480 You mentioned there 30 years your junior. 00:12:34.639 --> 00:12:37.919 Tell us a little bit about the average age of a financial planner within your business. 00:12:38.080 --> 00:12:39.039 How many of them are there? 00:12:39.200 --> 00:12:41.600 Are you geared towards the younger, middle-aged? 00:12:41.679 --> 00:12:44.720 Are you suffering the same that everybody is with the average age? 00:12:44.799 --> 00:12:49.519 Apparently being 56, although that is wrong, is the average age is 48, so it's a little bit lower. 00:12:49.840 --> 00:12:53.200 Well, I'm glad you told me that because I kept going on Google and it said 58 and I used that one recently. 00:12:53.519 --> 00:12:54.000 It's 48. 00:12:54.240 --> 00:12:54.720 It's 48. 00:12:54.879 --> 00:12:55.759 Yeah, the average is 48. 00:12:56.399 --> 00:12:57.679 Can you update the internet, please? 00:12:57.840 --> 00:12:58.320 We Yeah. 00:12:58.480 --> 00:13:07.759 There is actually, it's in it, it's an article because Tom Heggerty um did did it, did some research um which went out um from the um I think it's a Consumer Duty Alliance, I think it was. 00:13:08.879 --> 00:13:12.639 Sam got so I'm really annoyed because when it was 58, I thought I had another three years. 00:13:12.879 --> 00:13:15.759 I think the average you just told me now when I'll get it. 00:13:15.919 --> 00:13:16.399 Thanks for that. 00:13:16.480 --> 00:13:16.879 Cheers. 00:13:17.200 --> 00:13:18.960 So just tell us a little bit about your business then. 00:13:19.039 --> 00:13:19.440 Who's in it? 00:13:19.600 --> 00:13:20.639 What's the average age? 00:13:20.799 --> 00:13:23.120 You know, how many advisors have you got, that kind of thing. 00:13:23.360 --> 00:13:25.840 Well, I think the the number of advisors we got would be in the 60s. 00:13:26.000 --> 00:13:26.240 Wow. 00:13:26.559 --> 00:13:26.799 All right. 00:13:26.960 --> 00:13:33.840 Um though that would be predominantly the employed advisors, but we do have a number of you know trading styles. 00:13:33.919 --> 00:13:41.759 Uh the reason why they're involved is because they might be near the end and there will be a natural buyout for the employed advisors. 00:13:41.919 --> 00:13:48.159 But if you took the employed advisors, I think, well, 37% of the advisory business is below the age of 30. 00:13:48.399 --> 00:13:51.519 But actually, if you looked at the employed part, it's probably more like 50%. 00:13:52.080 --> 00:13:57.679 This does not mean, by the way, that we're ageist, that we don't believe in experience and age. 00:13:57.840 --> 00:13:58.799 Far from it. 00:13:59.200 --> 00:14:04.960 What we do believe in though is that if you I mean, it's a it's a it's a sporting adage. 00:14:05.279 --> 00:14:08.320 If you're young enough, you know, if you're good enough, you're old enough. 00:14:08.559 --> 00:14:13.919 So you you for me, age should not be a reason why they don't do this profession. 00:14:14.559 --> 00:14:18.720 Um please don't believe that the grey population don't want to deal with the youth. 00:14:18.879 --> 00:14:21.200 It's rubbish, absolute rubbish. 00:14:21.440 --> 00:14:26.000 Some of our you know, greatest uh advisors are dealing with clients who would be their grandparents. 00:14:27.279 --> 00:14:51.279 But the expertise um i i is huge, and all we have to do teach these people is how to communicate with people and how to connect with them and how to be aware of what the important issues in their lives are, which is very hard for a young person to do initially, because what the young person is really thinking about is how do I formulate my career, not think about how do I pay for the care fees, what's it like to be in a care home, what's it like to be thinking about inheritance tax? 00:14:51.840 --> 00:14:53.919 But the reality is that they're great. 00:14:54.320 --> 00:14:57.440 So the age thing is not an issue either way, either scale. 00:14:57.919 --> 00:15:03.519 But I I think it's essential that the but the young are brought through because who are going to be the financial planners of the future. 00:15:03.840 --> 00:15:04.000 Exactly. 00:15:04.320 --> 00:15:13.600 When you think about the young coming through, are you looking at younger individuals um um that are coming from other industries or professions? 00:15:13.840 --> 00:15:23.919 Or are you looking at, say, younger individuals that are in other firms working as financial advisors or power planners looking to you know step into the role of being a financial planner? 00:15:24.000 --> 00:15:28.000 Are you sort of homegrown talent or are you taking people along when they're often on the journey? 00:15:28.399 --> 00:15:33.039 But certainly, certainly um the homegrown talent has been a success. 00:15:33.200 --> 00:15:47.120 Um I think I think that creating the right environment for somebody to grow, understand the business, understand what it what what are the what are the common behaviors that advisors have that make them successful. 00:15:47.519 --> 00:15:52.480 So as well as uh understanding the technical process and and they can get to grips with that very young. 00:15:52.559 -->

00:15:55.679 And in fact, they're very good at adopting the processes. 00:15:56.080 --> 00:16:11.840 Um what we're helping them with is um our belief that actually the best the best advisors are the best human beings in the sense that they uh understand how to communicate, they uh they uh they they're curious, they ask the right questions. 00:16:12.480 --> 00:16:21.039 And I think if they can be uh coached and developed and guided in that way through our mentorship programme that we that that's uh been very, very successful. 00:16:21.200 --> 00:16:25.279 I think that they develop those skills without creating any bad habits. 00:16:25.840 --> 00:16:34.799 The bad habits that a lot of advisors get that see us when I do a lot of recruiting and and you can already see in their interactions that they developed a lot of bad habits. 00:16:35.360 --> 00:16:41.600 And um one of the fun things about the youngsters coming through is that they're open to learning, particularly if they're the right people. 00:16:42.000 --> 00:16:45.440 Um and then watching them on their journey is uh absolute joy. 00:16:45.679 --> 00:16:46.240 Absolute joy. 00:16:46.639 --> 00:16:53.600 But but but regardless of if they've come from somewhere else or not, it still is homegrown talent. 00:16:54.159 --> 00:17:01.679 The the harder thing when they come from somewhere else is we just have to undo what they've already learned, um, which might mean it slows down the process. 00:17:02.080 --> 00:17:14.319 But one of the things that we find most fascinating is when we So we've acquired 33 businesses, and sometimes there may be a power planner who wants to come through, though unfortunately the previous organization just didn't have the process to do so. 00:17:14.799 --> 00:17:18.319 The tough bit is just to teach them about what we're about. 00:17:18.799 --> 00:17:20.480 Um but it's all homegrown. 00:17:20.799 --> 00:17:31.519 And it's it's it's it's quite common for a for a power planner or a support qualified, um keen to progress to an advisor status to be held back in in firms. 00:17:31.599 --> 00:17:45.200 I've seen that quite a lot because they're actually far more useful in the business, particularly when we're talking about the older demographic and they're thinking about their exit and and and and what have we done as a profession to you know bring up bring up the new the new talent. 00:17:45.359 --> 00:17:53.680 And when the reason we you know we talk about that hundred-year plan is that it makes you think about today very, very closely, but it also makes you th relax about the future. 00:17:53.759 --> 00:17:56.799 It's about it's about getting the right processes in place and structure. 00:17:57.279 --> 00:18:03.599 There's a couple of things that always um look, I've been in financial planning recruitment for years, I had a recruitment business for years, I've done this now for six years. 00:18:03.759 --> 00:18:09.279 I've talked to so many financial planning businesses and individuals that are also trying to get into the profession, so wide audience. 00:18:09.599 --> 00:18:11.920 One of the biggest barriers to entry is the employed route. 00:18:12.000 --> 00:18:14.880 There isn't a great deal of employed routes for anybody to get into the profession. 00:18:14.960 --> 00:18:25.200 It's very much geared towards the self-employed route, which means second careerists that maybe got a few quid in the bank, 12 to 24 months is usually the period of time it takes to actually see um a return, basically. 00:18:25.359 --> 00:18:27.279 Really realistically, I know I work very closely with the St. 00:18:27.359 --> 00:18:33.119 James's Place Academy, and it's you know, is realistically 12 to 24 months, you know, on a self-employed route. 00:18:33.279 --> 00:18:41.839 Um and it's gonna put anybody off if you haven't got those financials, if you're not used to running your own business, it's a big, big, big risk to expect somebody to come from another profession and set up you know on their own. 00:18:42.160 --> 00:18:42.960 Some people can do it. 00:18:43.279 --> 00:18:44.799 Um it's about finding the right people. 00:18:45.200 --> 00:18:59.920 But what are you doing to be able to counter that and help individuals go on a journey of you know training and developing to become financial planners without the financial um, I suppose, stress that can make them unhappy in the job that they're doing? 00:19:00.480 --> 00:19:00.960 That's absolutely true. 00:19:01.279 --> 00:19:08.640 So the over the years we we used to have a self-employed organization because you can't afford to do the employed bit. 00:19:08.799 --> 00:19:09.759 The cash isn't there. 00:19:10.079 --> 00:19:13.119 However, even when they were self-employed, we give them some financial guarantees. 00:19:13.279 --> 00:19:13.519 Okay. 00:19:13.680 --> 00:19:17.279 Because I think this fundamentally goes down to Maslow's hierarchy of needs. 00:19:17.519 --> 00:19:25.119 Why on earth are you going to expect somebody to be worried about paying their bills, their rent, you know, their food? 00:19:25.839 --> 00:19:29.359 How can this be then you expect them to go and do some proper planning with the client? 00:19:29.440 --> 00:19:29.599 Yeah. 00:19:29.759 --> 00:19:32.079 Who, by the way, has got the same worries. 00:19:32.480 --> 00:19:42.559 For me, it's just it's just ridiculous that we would expect them to be in pain and we're using the notion that you know they're going to sell more if they if if they're starving. 00:19:42.880 --> 00:19:43.920 I mean, where's this all about? 00:19:44.079 --> 00:19:46.000 We want we want great financial planners. 00:19:46.160 --> 00:19:52.480 So so for me, it's um responsibility for us that the people don't go through the pain that the industry created. 00:19:52.640 --> 00:19:58.720 The reason why there were 300,000 and now only 30,000 is because most of those were not on solid foundations. 00:19:58.880 --> 00:20:00.559 So for us, the

foundation is key. 00:20:00.799 --> 00:20:05.920 That doesn't mean, by the way, that you can afford as an organization to have loads of people on salaries who produce nothing in the end. 00:20:06.000 --> 00:20:06.240 Sure. 00:20:06.400 --> 00:20:08.160 Because this would be commercial suicide. 00:20:08.319 --> 00:20:17.599 What it does mean though is please, please, please develop yourself, put the biggest effort you can in, but don't worry about the hygiene factors. 00:20:17.759 --> 00:20:19.279 We must cover the hygiene factors. 00:20:19.519 --> 00:20:20.720 So the hygiene factors? 00:20:21.039 --> 00:20:24.000 Well, the it's it's so I'm quite I'm quite in motivation theory. 00:20:24.240 --> 00:20:26.960 I've just shown everybody that I did study once in my life. 00:20:27.119 --> 00:20:27.279 Right. 00:20:27.440 --> 00:20:35.759 And uh and and Hertzberg had um the the the hygiene factors, and the hygiene factors are you need these things in life to grow. 00:20:35.920 --> 00:20:37.759 If you don't have them, then you have a problem. 00:20:37.920 --> 00:20:38.160 All right. 00:20:38.240 --> 00:20:42.559 So money doesn't motivate you, but not having it can really, really unmotivate you. 00:20:42.720 --> 00:20:49.359 And therefore the the money doesn't motivate a financial planner, but not having it can actually unmotivate them to do it. 00:20:49.759 --> 00:20:50.880 So it's as simple as that. 00:20:51.119 --> 00:20:51.759 Okay, cool. 00:20:52.000 --> 00:20:55.440 Tell us a little bit about the part that you play in that, then all the things that he's talking about there. 00:20:55.519 --> 00:20:56.799 How are you instilling that um? 00:20:57.279 --> 00:21:06.000 Well, I think I think I think the employed model is is is a is a perfect one and and the way the way that we do it in in as much as that that psychological safety. 00:21:06.160 --> 00:21:09.440 I think that relates to the the financial safety. 00:21:09.599 --> 00:21:12.960 Um they can focus on their their growth. 00:21:13.440 --> 00:21:18.720 Um and it's and it's interesting because we we don't we don't chase growth. 00:21:18.880 --> 00:21:23.440 We we we engineer a structure that that that means that success is inevitable. 00:21:23.599 --> 00:21:28.400 And I think we we we're building that so they know that and they can trust the process. 00:21:28.799 --> 00:21:42.079 So we're very we're very keen on ensuring that every stage from the t their technical competence right the way through to their their um communication skills and and and and those areas which allow them to to really thrive are are addressed. 00:21:42.240 --> 00:21:45.039 So we're very strong on uh observations. 00:21:45.200 --> 00:21:49.200 I've I've been a great I I must have seen thousands of observations over my career. 00:21:49.519 --> 00:22:07.759 And um one of the one of the easiest ways to help an advisor is in that 15 minutes post the the actual client meeting, live client meeting when Their emotions are up, they're they're focused on what they're doing, they'll they'll they absorb that feedback in a way that you can't do in the classroom. 00:22:07.920 --> 00:22:10.720 Um and I find that incredibly powerful. 00:22:10.799 --> 00:22:12.400 And it's old school, it used to happen. 00:22:12.559 --> 00:22:15.039 I think it we we we stopped that. 00:22:15.200 --> 00:22:22.480 Um but it will allow them to understand the implication of their communication and what they're doing. 00:22:22.720 --> 00:22:39.119 So they can either they can the law of attraction, they can either be pushing people away with certain things they say that they don't know that they're saying, the habits they've got into, or they can attract or they can attract them by by um certain communication skills that allow them to be a a great listener, a profound listener actually. 00:22:39.279 --> 00:22:51.200 Um and I think one of the interesting things that that Jason touched on there with the younger cohort coming through is that they may not necessarily have those skills, but we don't expect them to have them. 00:22:51.359 --> 00:22:56.799 We we we work on a principle of of the SCAR model, which uh a lot a lot of your listeners will will will know. 00:22:56.880 --> 00:22:59.599 But you know, skills and knowledge um are important. 00:23:00.160 --> 00:23:01.279 We can we can teach that. 00:23:01.359 --> 00:23:03.839 We don't expect them necessarily to have that when they start. 00:23:04.400 --> 00:23:14.720 But what we do expect them to have is the right attitude, open to learning, um very good at taking feedback is in is a demonstration of that. 00:23:15.039 --> 00:23:26.720 And then they demonstrate their alignment with the business by how active they are, how busy they get, how much they want it, how much they go beyond the obvious in terms of lead generation and creating a busy diary. 00:23:27.039 --> 00:23:40.319 So they align themselves with the the business in that way, and then our role is to ensure that the disciplines are in place to to allow them to develop and grow in a in with that psychological safety we talk about of understanding it's okay to fail. 00:23:41.519 --> 00:23:43.839 That's where the mentor program comes in. 00:23:44.079 --> 00:23:53.839 We've we've been very pleased with the way our existing advisors, some of whom are very experienced, some less so, have adopted the role of mentor. 00:23:54.079 --> 00:23:56.240 I love I love the mentor programme. 00:23:56.400 --> 00:24:04.160 I think the wisdom and guidance that somebody who's been through what they're about to go through but gently guiding them in a safe environment. 00:24:04.319 --> 00:24:06.799 Um we're seeing real dividends with that. 00:24:07.039 --> 00:24:16.720 And the dividends are not just the development of the advisor, but it's actually quite striking how the mentors become better advisors through the role. 00:24:16.960 --> 00:24:19.279 So we've now got them queuing up to want to be mentors. 00:24:19.359 -->

00:24:20.079 It's fascinating. 00:24:20.240 --> 00:24:24.319 We've been we've been through a process of interviewing some of our advisors. 00:24:24.480 --> 00:24:29.920 Again, some of them only been advising two to three years, wanting to become mentors. 00:24:30.079 --> 00:24:32.799 So we have an advisor-to-mentor program that we've developed. 00:24:33.119 --> 00:24:34.319 Craig, let's be clear. 00:24:34.480 --> 00:24:35.759 There's no pay increase. 00:24:38.559 --> 00:24:39.359 No, no, no, no, no. 00:24:39.599 --> 00:24:42.559 No, they're doing it because that was a question I asked, actually, some of the guys. 00:24:42.799 --> 00:24:42.880 Yeah. 00:24:43.119 --> 00:24:48.720 There is no there's no pay increase for the uh the mentor program, but there will be yeah, a fulfillment. 00:24:48.960 --> 00:24:59.359 Um where we might help is you see, there's no direct pay increase, but every what we're trying to teach them all is uh the quality of client that they see over time uh will determine their revenues. 00:24:59.519 --> 00:25:05.920 So what we do is we we help build books, um, but there is no direct pay increase for that role. 00:25:06.079 --> 00:25:12.720 And it's been done on purpose because we want them to do it because they really want to develop others and mentor others, not think this is a promotion. 00:25:12.799 --> 00:25:14.559 Yeah, it's bigger than a promotion. 00:25:15.279 --> 00:25:19.039 I can relate to that because in my life I did a 12-step program about seven years ago. 00:25:19.119 --> 00:25:22.559 I gave up drinking, struggled to give up drinking, so I went into a 12-step program. 00:25:22.720 --> 00:25:27.599 Part of the 12-step program is you take on a mentor, that mentor takes you through the steps. 00:25:27.759 --> 00:25:31.519 But one of the final steps is you have to take other people through the other people through the steps. 00:25:31.680 --> 00:25:31.839 Wow. 00:25:32.000 --> 00:25:36.319 And it's usually at that stage that you start to really kind of see how far you've gone. 00:25:36.559 --> 00:25:36.960 Yeah. 00:25:37.200 --> 00:25:41.920 And then all the pitfalls that you've seen along the way, so you can start to see that in the person that you're helping. 00:25:42.079 --> 00:25:51.839 And as you take that person through the steps and you see the success that they have as well, my God, the empowerment that you have within you and the feeling you have within you is huge and it motivates you to do more. 00:25:52.000 --> 00:26:02.000 And because it's an altruistic program, you know, it's a spiritual altruistic program, no money is taken, it changes the concept because you you're turning up for you and you're turning up for others. 00:26:02.160 --> 00:26:03.279 And I can understand that. 00:26:03.359 --> 00:26:05.680 And within the workplace, I think there needs to be more of that. 00:26:05.759 --> 00:26:10.240 There shouldn't be monetary gain on absolutely everything you do because it when does that stop? 00:26:10.400 --> 00:26:11.599 It's like, well, I want a bit more. 00:26:11.680 --> 00:26:12.880 It's taking up a bit more of my time. 00:26:13.039 --> 00:26:14.720 I want a bit more, it creates a bad culture, I think. 00:26:15.039 --> 00:26:20.079 Well, you you just said the word, I mean, I've I've seen some of your podcasts, and the word culture is is mentioned a lot. 00:26:20.319 --> 00:26:23.200 Culture is determined by some of the things we're just mentioning now. 00:26:23.279 --> 00:26:23.440 Yeah. 00:26:23.680 --> 00:26:29.599 When when when people are doing things for the love of it rather than for the money of it, you are training to cult tru true culture. 00:26:29.759 --> 00:26:31.200 And and everybody wins in the end. 00:26:32.000 --> 00:26:35.200 What stage does somebody become a mentor in your business? 00:26:35.279 --> 00:26:38.400 And what stage would they receive mentorship? 00:26:39.039 --> 00:26:40.400 Or mentorship straight away. 00:26:40.720 --> 00:26:48.400 Um so they they as soon as they join us, they they they go under a program of their their development, firstly to get them to competent status, obviously. 00:26:48.480 --> 00:26:51.920 Um and there's a mentor who guides them, guides them through that. 00:26:52.079 --> 00:27:02.559 We've I've got um I have an amazing colleague, Isabel Howard, who who actually is a coach herself, um, and and she has an understanding of the business at a deep at a deep level. 00:27:03.039 --> 00:27:09.839 And she does create that that psychological safety, I would describe it as for these guys in the first first few months. 00:27:10.400 --> 00:27:13.039 Um understanding it's okay to fail. 00:27:13.200 --> 00:27:15.119 But it's not okay not to try. 00:27:15.680 --> 00:27:26.000 And um the growth that they that they then when we realise they're they're safe in the business, we will then uh allocate them a mentor who's an actual advisor. 00:27:26.400 --> 00:27:31.039 Um and then they'll join a team of probably three, possibly four. 00:27:31.200 --> 00:27:34.319 We don't want big teams, the mentor teams should be small. 00:27:34.480 --> 00:27:37.440 They're creating that that team environment. 00:27:37.599 --> 00:27:44.880 Um and the men the mentors will will then help them with regard to not just the technical aspect of of the role. 00:27:44.960 --> 00:27:47.759 So, for example, building solutions. 00:27:48.000 --> 00:27:51.599 They're they're trained and we're developing them to challenge their thinking. 00:27:51.839 --> 00:27:59.119 So um again, the best the best lessons are always when you've found out yourself as opposed to being taught something in the classroom. 00:27:59.279 --> 00:28:02.319 So it doesn't happen in the classroom, it ha it happens in real time. 00:28:02.720 --> 00:28:19.599 And so an advisor, for example, maybe doing discovery calls and they're they're they're coming back with all this information, they've they've established some objectives and they understand what an under

beginning to build an understanding of what the financial plan might look like, a really good mentor will will challenge the advisor. 00:28:20.000 --> 00:28:26.240 And if we go back to the history of the mentor, why it's been adopted, without a mentor program, you can't do the growth. 00:28:26.480 --> 00:28:32.400 So the reality was um Anthony, who founded a business with my my brother, we were the mentors. 00:28:32.720 --> 00:28:38.240 Because to grow this business, the worst thing you can do is believe that you're the big time Charlie doing the business. 00:28:38.400 --> 00:28:39.599 It's the worst thing you can do. 00:28:39.680 --> 00:28:41.519 You will you will alienate the whole business. 00:28:41.680 --> 00:28:44.480 What we've always done is creating a very close culture. 00:28:44.720 --> 00:28:48.400 The danger is as you start to grow, that this gets lost. 00:28:48.720 --> 00:28:54.799 So we decided a couple of years ago to develop this mentor program, and that was three to four per group. 00:28:54.960 --> 00:28:59.119 The first time we did it was traditionally when you go into sales teams, you'd be six to eight. 00:28:59.279 --> 00:29:02.960 We think this is far too big, and it now becomes a sales management role. 00:29:03.200 --> 00:29:04.559 We don't want sales management. 00:29:04.799 --> 00:29:08.160 Sales management is something from the past that I don't think works. 00:29:08.319 --> 00:29:12.880 A mentor program is far bigger, but the the the most you could ever do is three to four, any more than that. 00:29:13.200 --> 00:29:14.559 It sounds like a full-time job. 00:29:14.720 --> 00:29:19.680 But anybody can ring up three people each day that they get to know really well and just say, How are you doing? 00:29:20.000 --> 00:29:21.920 Tell me about your day, how's it going? 00:29:22.240 --> 00:29:27.599 Um, so for us, it's essential for this to really, really develop to grow. 00:29:27.920 --> 00:29:32.480 Uh and it has to be done under the right reasons, and that is the the the cultural side of things. 00:29:32.720 --> 00:29:33.039 Yeah. 00:29:33.279 --> 00:29:34.960 Isabel mentioned something called Bass. 00:29:35.359 --> 00:29:35.839 Yeah, all right. 00:29:36.079 --> 00:29:38.160 So, right, so it was something that I said to us. 00:29:38.240 --> 00:29:40.640 So everybody talks about CAS, don't they? 00:29:40.880 --> 00:29:42.240 Competent advisor status. 00:29:42.319 --> 00:29:42.480 Yeah. 00:29:42.640 --> 00:29:45.519 And too many of the our terminologies are based by a regulator. 00:29:45.759 --> 00:29:48.720 So the regulator wants to know that somebody's competent. 00:29:49.039 --> 00:29:52.480 Competency is something which is a given, surely. 00:29:52.640 --> 00:29:54.720 So what we decreated was something called Bass. 00:29:55.039 --> 00:29:56.880 So it was a business advisor status. 00:29:57.039 --> 00:30:07.039 It's when you get past the competency and you actually start understanding your role in the business, and actually

that you are so so what I love about what we do is we're all a businesswinner business. 00:30:07.200 --> 00:30:14.720 You know, we should give them the autonomy and the freedom to be creative, but you still need to understand you are a business winner business. 00:30:14.960 --> 00:30:16.640 So that's what the the the bass is. 00:30:16.880 --> 00:30:17.440 I love it. 00:30:17.599 --> 00:30:18.799 That entrepreneur. 00:30:18.960 --> 00:30:20.160 So you still subscribe to that. 00:30:20.240 --> 00:30:21.759 Do you want to be able to do it? 00:30:22.400 --> 00:30:22.960 You've got it right. 00:30:23.119 --> 00:30:23.519 Exactly right. 00:30:23.759 --> 00:30:26.480 Because it's the because once you've got that, people feel free. 00:30:26.559 --> 00:30:26.880 Yeah. 00:30:27.039 --> 00:30:28.400 And it's the sense of freedom. 00:30:28.559 --> 00:30:29.200 It's not freedom. 00:30:29.519 --> 00:30:30.400 None of us are free. 00:30:30.640 --> 00:30:34.640 If we believe we're free, you you try running down the street naked, you're not going to get away with it, right? 00:30:34.720 --> 00:30:35.200 You're not free. 00:30:35.279 --> 00:30:36.240 You're not a hippie. 00:30:36.319 --> 00:30:36.640 All right. 00:30:36.880 --> 00:30:39.839 But the sense of freedom is the most important point for us all to get to. 00:30:40.000 --> 00:30:45.200 I understand the law of the country, but the sense of freedom where you wake up and life feels easy because you feel free. 00:30:45.359 --> 00:30:45.680 Yeah. 00:30:45.839 --> 00:30:49.119 And that will be by creating what say that word again. 00:30:49.920 --> 00:30:50.960 Exact exactly that. 00:30:51.039 --> 00:30:57.759 And the the the the the discipline of doing the right behaviours every day is what creates that sense of freedom. 00:30:57.839 --> 00:30:59.359 It does it can't come without that. 00:30:59.519 --> 00:31:09.680 And so I think one of the things we've learned and we've incorporated into our development is that too many coaches, guides, whatever, will be helping people chase motivation. 00:31:09.839 --> 00:31:11.440 So they're always searching for motivation. 00:31:11.519 --> 00:31:23.759 And what I've seen in in the financial advisory community is the the overwhelm that can hit advisors quite quickly with the ups and downs of the emotional roller coaster that is being an advisor, particularly in those early periods. 00:31:24.160 --> 00:31:38.640 And you create their confidence and the sense of freedom and creative thinking by that psychological safety one, but also the structures within the business and the and the testing of that through the mentorship. 00:31:38.799 --> 00:31:42.240 And they're not sales managers, they're mentors, but they're testing what are the things you're doing every day. 00:31:42.559 --> 00:31:49.680 Craig, it's all I've just reinforced what you're saying there, because uh I just kept thinking the word the word of the year that you put forward was discipline. 00:31:49.839 --> 00:31:50.079 Yeah. 00:31:50.240 --> 00:31:54.480 And when you said it, discipline is uh a word that can have two notions. 00:31:54.640 --> 00:31:59.759 So I think there's very it's a very big diff difference discipline being forced upon you. 00:31:59.920 --> 00:32:00.880 This is punishment. 00:32:00.960 --> 00:32:01.440 Yeah, yeah. 00:32:01.599 --> 00:32:02.480 This doesn't feel good. 00:32:02.960 --> 00:32:07.359 All right, but self-discipline is one of the most wonderful things that I've come across. 00:32:07.519 --> 00:32:10.319 You know, that you are in control tomorrow morning, that you get up at six. 00:32:10.480 --> 00:32:13.279 The reason why you get up at six is you want to do this, you want to do that. 00:32:13.359 --> 00:32:17.279 And at the end of the day, if you did a great day of self-discipline, no one's telling you what to do. 00:32:17.680 --> 00:32:20.400 You've been taught the lessons, you do them yourself. 00:32:20.640 --> 00:32:23.200 Oh my word, do you feel free and empowered? 00:32:23.599 --> 00:32:25.359 So discipline is a fascinating word. 00:32:25.519 --> 00:32:28.400 It needs the self in front of it, otherwise it's a bad thing. 00:32:28.480 --> 00:32:44.400 I just but it came, it came, and this is what really interested me is um it came to me after uh we all know the heavyweight champion Alexander Isik, who's unbeaten, and the interviewer asked after a title defense asked him the question, um, which I thought was fascinating. 00:32:44.559 --> 00:32:48.000 How do you keep finding the motivation to keep doing this at nearly 40 years of age? 00:32:48.160 --> 00:32:49.839 And he said, No, no, no, no, no. 00:32:50.000 --> 00:32:52.319 Um discipline is good. 00:32:52.880 --> 00:32:55.839 And motivation is good, discipline is better. 00:32:56.000 --> 00:32:57.119 I'd like to do that again. 00:32:57.279 --> 00:32:57.440 Yeah. 00:32:57.680 --> 00:32:58.240 Like to do that again. 00:32:58.480 --> 00:32:59.119 No, Greg, don't worry. 00:32:59.200 --> 00:33:02.000 The further No, it's it sounds more authentic now, but it's crack on. 00:33:02.559 --> 00:33:04.160 The consistency as well, right? 00:33:04.319 --> 00:33:04.880 You've got to be consistent. 00:33:04.960 --> 00:33:07.119 It's one of the things I learned when people say to me, like, how did you build a podcast? 00:33:07.200 --> 00:33:09.200 How did you monetize your podcast and build an agency? 00:33:09.279 --> 00:33:10.079 Because I was consistent. 00:33:10.240 --> 00:33:10.319 Yeah. 00:33:10.480 --> 00:33:12.559 Every single week, I kept doing it. 00:33:12.799 --> 00:33:14.559 But it's searching for motivation. 00:33:14.640 --> 00:33:18.160 And as he said, no, motivation is good, discipline is better, 100%. 00:33:18.559 --> 00:33:24.240 And I think that that was something I learned that he he he he did the same thing every day and he stuck to his discipline. 00:33:24.480 --> 00:33:25.839 He didn't chase motivation. 00:33:26.000 --> 00:33:35.680 And I think advisors will

have uh, and a lot of people, in particular in in sales, will have will have reaction to how they're feeling in the moment as to how well things are going. 00:33:35.759 --> 00:33:35.839 Yeah. 00:33:36.000 --> 00:33:38.640 And how other people's perception of them are is. 00:33:38.880 --> 00:33:47.359 And one of the things that I've learned is that discipline of doing what are the behaviors that successful people do, and what are the things they do every day? 00:33:47.599 --> 00:33:55.279 And what are the things that if you do them every day for a day for 90 days, that if you imagine doing them for a whole year, where will you be? 00:33:55.440 --> 00:33:55.519 Yeah. 00:33:55.759 --> 00:33:56.559 Work create. 00:33:56.720 --> 00:34:00.960 And so we created a 90-day program of development based around that. 00:34:01.119 --> 00:34:11.280 What are the disciplines that each individual needs to adopt, the things that they do every day without thinking about it, without having to go up into that, I need to find motivation to do this. 00:34:11.360 --> 00:34:13.119 They just, it's a discipline of what they do. 00:34:13.360 --> 00:34:23.039 And that's why that's why the the younger people coming through are actually fast tracking because they are understanding that and we're guiding them through that with a mentor program. 00:34:23.199 --> 00:34:26.559 And then they look back after a year and think, gosh, look how far I've come. 00:34:26.960 --> 00:34:29.280 That 90-day program, does that happen straight away? 00:34:29.679 --> 00:34:29.920 No. 00:34:30.079 --> 00:34:30.639 No, no. 00:34:30.719 --> 00:34:33.360 They they earn the right to go on that to a certain extent. 00:34:33.599 --> 00:34:36.880 One, they've got to be safe within the business. 00:34:37.199 --> 00:34:40.639 Two, they need to have demonstrated the right behaviors. 00:34:40.800 --> 00:34:45.039 In other words, have they been able to align themselves with the direction of travel for the business? 00:34:45.360 --> 00:34:46.480 How do they demonstrate that? 00:34:46.639 --> 00:34:57.679 They demonstrate that, as I said, through their activity, through the ability to take feedback and grow and be vulnerable and be very open within our business. 00:34:57.840 --> 00:35:10.239 One of the things that struck me very, very strongly when I first joined the business is not just that family feel that the business has, both literally, because it is a family business, but metaphorically in the sense that we all feel like we're part of a family. 00:35:10.480 --> 00:35:13.119 That's a very strong part of Insight. 00:35:13.599 --> 00:35:21.679 Um but I think that that sense that that they are open to learning and listening to people who've been there and done it. 00:35:22.000 --> 00:35:30.880 And um that's why the mentorship program is is is so successful because we've fostered that that environment that allows people to grow safely. 00:35:31.280 --> 00:35:33.840 And also confidence to be able to give feedback, you know? 00:35:34.000 --> 00:35:34.880 Like we need to change. 00:35:35.039 --> 00:35:52.320 The only way you can change is to provide feedback on where you feel uncomfortable, where something worked, where something didn't work, if you were worried about something, if you're resentful at something within the business or people or a situation, the quicker you can knit those in the bud and you can look at it and get the mirror out, have a good look at yourself, self-reflect, which is a lot of what I'm picking up here. 00:35:52.400 --> 00:35:58.159 You're a business that reflects, you know, looks at yourselves, looks at each other, and encourage people to do that to be able to progress. 00:35:58.239 --> 00:35:59.280 It's the growth mindset, right? 00:35:59.360 --> 00:36:02.880 So it's a business built around self-reflection, growth mindset, which creates freedom. 00:36:03.280 --> 00:36:04.159 Which mind creates freedom. 00:36:06.000 --> 00:36:06.719 And creative thinking. 00:36:07.760 --> 00:36:15.840 With that freedom comes the clarity of thought that then creates the the ability to think more creatively about solutions for your clients, for example. 00:36:16.000 --> 00:36:27.599 Um, looking outside the box at helping people build financial plans that are going to allow their clients to do everything that they want to do in their lives without the fear of running out of money and being creative about how you do that. 00:36:27.760 --> 00:36:30.079 Um, but it's also their own personal development. 00:36:31.199 --> 00:36:38.320 When so we we talk about goals a lot and and we and we and we we work with them about their own life goals and what they want to achieve. 00:36:38.480 --> 00:36:40.079 But actually, we don't just accept what they say. 00:36:40.159 --> 00:36:41.920 We drill, we drill, we drill down. 00:36:42.000 --> 00:36:45.920 We really we really need to understand what's important to them and their families. 00:36:46.159 --> 00:36:47.280 Because we're advisors, right? 00:36:47.360 --> 00:36:51.679 We're we're you know that's been our our lives, and so we we do that in our day to day. 00:36:51.920 --> 00:36:55.599 Why don't we why don't we, in terms of a leadership group, do that with our people? 00:36:55.920 --> 00:36:56.239 100%. 00:36:56.719 --> 00:36:57.440 Personal development. 00:36:57.679 --> 00:36:57.920 Exactly. 00:36:58.159 --> 00:37:00.079 The personal development plan has kind of got lost, isn't it? 00:37:00.320 --> 00:37:06.159 And I think as well within financial planning, it's always really been individuals working from their back bedrooms underneath a network. 00:37:06.239 --> 00:37:07.440 So it's quite an isolated colour. 00:37:07.840 --> 00:37:12.960 Yeah, the problem with that, Sam, if you if if you just look, this is why I think this is a very exciting time. 00:37:13.119 --> 00:37:18.719 So if you go back to what I said in the 1990s, it was predicated by very big life insurance companies and sales forces.

00:37:19.199 --> 00:37:24.880 They then went through a cost-cutting exercise, which basically meant they got rid of everybody, and then everybody went to their bedrooms. 00:37:25.360 --> 00:37:28.159 Everybody worked from home, everybody created their own little business. 00:37:28.320 --> 00:37:31.119 The problem with that is everybody stops learning. 00:37:31.679 --> 00:37:33.519 All the best ideas are lost. 00:37:33.760 --> 00:37:38.000 Yeah, they're earning more money, but actually they're desperately unhappy in the end because they feel isolated. 00:37:38.320 --> 00:37:39.440 And this is why I'm so excited. 00:37:39.519 --> 00:37:52.320 What's happening now is you're starting to see, you know, I can see it on your podcast, some of the people that you interview who I know, you what you are creating now is is bigger organizations again, where they've got to look back to how things used to be. 00:37:52.719 --> 00:37:53.760 And it's exciting. 00:37:54.079 --> 00:37:55.440 Yeah, and everyone's saying the same things. 00:37:55.599 --> 00:37:57.199 And also we're creating a bigger community at the moment. 00:37:57.360 --> 00:38:04.320 That was one of the biggest things I want to do with Financial Planner Life is just to bring people in to openly have conversations and discuss what it's like to work within the profession. 00:38:04.400 --> 00:38:07.840 Not only to attract new people, which we desperately need, there were so many people. 00:38:08.000 --> 00:38:13.519 The byproduct of that was there were so many people in the profession that were like, oh my god, like it's hearing other people struggling like I have. 00:38:13.679 --> 00:38:17.519 And the amount of people that I get reach out to me that are, you know, running businesses. 00:38:18.079 --> 00:38:20.320 But it's really interesting because I think it's wonderful what what you've done. 00:38:20.400 --> 00:38:29.760 And I think the the the fact that there are a lot of qualified people out there, professionals, who may be thinking about pivoting in their careers for whatever reason. 00:38:29.920 --> 00:38:32.480 I mean, that we're all talking about AI, aren't we, and what that's going to mean. 00:38:32.559 --> 00:38:40.960 But I think it may create a a lot an environment where a lot of people are thinking about where they're gonna how how many of them think about how what a brilliant career being a financial advisor is? 00:38:41.199 --> 00:38:43.360 I don't I genuinely I genuinely believe that. 00:38:43.440 --> 00:38:50.800 And and um and and the ability to grow for the individual as well as the people they care about and helping. 00:38:51.039 --> 00:38:56.559 I you know, I'm interviewing all the time, and they if I hear one more time somebody say to me, I just want to help people. 00:38:56.800 --> 00:38:57.760 I just want to help people. 00:38:57.920 --> 00:38:58.400 Tell me about that. 00:38:58.480 --> 00:38:58.800 What do you think? 00:38:58.960 --> 00:39:00.559 But it's a well-being proposition, but it isn't. 00:39:00.880 --> 00:39:03.039 But what a yeah, uh, but it's it's a combination. 00:39:03.199 --> 00:39:05.840 How how can you help people unless you unless you're developing yourself? 00:39:06.079 --> 00:39:06.320 Correct. 00:39:06.480 --> 00:39:06.880 Helping yourself. 00:39:06.960 --> 00:39:08.000 So it's that know thyself. 00:39:08.239 --> 00:39:08.719 Know thyself. 00:39:08.880 --> 00:39:09.199 Yeah, yeah. 00:39:09.360 --> 00:39:09.599 100%. 00:39:10.000 --> 00:39:16.639 Now, one of the biggest sort of elephants in the room, again, when anybody comes and they want to work for a financial planning company, is like, how am I going to be remunerated? 00:39:16.960 --> 00:39:19.440 But also, where am I going to get clients from? 00:39:19.599 --> 00:39:22.639 Because they've never gone out on experience building client bases themselves. 00:39:22.719 --> 00:39:26.639 Possibly they may have done if they've come from a different profession, but certainly not within financial planning. 00:39:26.800 --> 00:39:33.679 So that was one of the biggest kind of risks to anybody growing their business and attracting younger financial planners or inexperienced financial planners, right? 00:39:33.840 --> 00:39:48.400 So, what are you doing to be able to help support those individuals to make sure one, they do have that money which takes care of their, you know, their security instincts, but two, that they're actually getting out there, sitting in front of clients, building client books without it being 100% on door knocking. 00:39:48.719 --> 00:39:49.920 Oh, well, the numbers are simple. 00:39:50.159 --> 00:39:51.039 You've you've created the environment. 00:39:51.920 --> 00:39:53.280 The numbers are simple. 00:39:53.599 --> 00:39:57.920 Um this is why it's so exciting. 00:39:58.320 --> 00:40:05.119 I I'm not sure what the final number of clients someone can have is with AI coming up now, but let's just pick on 150. 00:40:05.440 --> 00:40:11.039 So we say, let's say you can look after 150 people really well, and then let's times it by 30,000. 00:40:11.280 --> 00:40:13.199 That'll probably get you to 4.5 million. 00:40:13.840 --> 00:40:18.559 Uh the UK population, yes, there'll be children in there, is about north of 70 million. 00:40:18.880 --> 00:40:26.800 So what we're saying out loud, and by the way, every single one of those people will at some point in their life need to talk to a financial planner when they're an adult in some form. 00:40:27.119 --> 00:40:34.239 So what we're really saying is you can look after 4.5 million, but there's about the best part of say 65 million that won't get served. 00:40:34.400 --> 00:40:40.239 So there is no shortage of clients, and every every client base is in that business already. 00:40:40.559 --> 00:40:42.320 So that part's easy. 00:40:42.480 --> 00:40:45.679 So once you understand that maths, you you you get excited. 00:40:45.760 --> 00:40:49.679 There's no scarcity, the world is abundant, the

abundance is huge. 00:40:49.920 --> 00:40:56.639 So all we've got to do is financially make sure that they're okay, teach them the role really well, and train them with the right clients to begin with. 00:40:56.880 --> 00:41:03.280 But then one of the best things we do as an organization is is you've got to give up to grow. 00:41:03.519 --> 00:41:11.360 So from myself down, we will constantly give clients to other people that is no longer the sort of client that we have the time for. 00:41:11.679 --> 00:41:12.960 Now that sounds horrible. 00:41:13.519 --> 00:41:18.079 It sounds like you know, you know, people often say, Well, how do you give up that client and don't feel bad about it? 00:41:18.320 --> 00:41:21.119 Of course, you've loved that relationship you create with the client. 00:41:21.280 --> 00:41:25.280 But if you trust your organization, you know the next one coming in will be better than you anyway. 00:41:25.679 --> 00:41:36.800 So if that notion is really brought in and really believed by the organization, and every advisor doesn't mind giving up to grow, and I often call it the Obi-Wan Kenobi effect. 00:41:37.039 --> 00:41:50.400 So uh a lot a lot of this audience might not know what I'm on about here, but please watch Star Wars and in and in epit in the first Star Wars, Obi-Wan Kenobi made sure he lost to Darth Vader in the saber fight because he knew it would be the good. 00:41:50.639 --> 00:41:55.199 So the more we give up to give others, the more this thing grows. 00:41:55.679 --> 00:41:56.960 And that's what excites me. 00:41:57.119 --> 00:42:08.480 And I often I talk to Greg, I say, I what gets me is the people who've been around for a while who don't give up, they're telling me they're frightened to be prospecting, they're fright frightened to find the new people. 00:42:08.719 --> 00:42:19.679 And if we were all understanding the value in prospecting with no risk, and we spent more time learning it, then we would all become better financial planners. 00:42:19.840 --> 00:42:22.079 Because in the end, we all want to deal in a certain marketplace. 00:42:22.400 --> 00:42:25.440 We've got to spend time in that marketplace and understand that marketplace. 00:42:25.599 --> 00:42:27.519 So the key is just keep giving up. 00:42:27.599 --> 00:42:29.280 There's enough, there's enough there for all of them. 00:42:29.599 --> 00:42:34.719 Is that the kind of ecosystem where, like, for example, it starts with you and goes down to the next advisor? 00:42:34.800 --> 00:42:39.280 As that advisor grows their book, they would start to give up clients and pass it down to the next person. 00:42:39.440 --> 00:42:41.679 Is that the kind of is that the plan then the contingency? 00:42:42.159 --> 00:42:42.559 That's what's happening. 00:42:42.639 --> 00:42:43.119 That is what happens. 00:42:43.599 --> 00:42:44.079 That's what's happening. 00:42:44.159 --> 00:42:53.679 And what excites me is when, you know, this this week um I've got meetings and the the uh remember everybody gets paid by the value of their book, including the ongoing fees. 00:42:54.079 --> 00:42:59.039 So when an advisor gives up six grand a year fee to somebody else, that person just had a pay rise. 00:42:59.519 --> 00:43:06.320 So if we're all sharing the money around and we're all growing each other's books, that is what has to happen. 00:43:06.480 --> 00:43:13.199 And I'm telling you now, it doesn't happen, Sam, in organizations, because people think, well, if I start giving up, I'm not gonna be top of the leader. 00:43:13.360 --> 00:43:13.519 Yeah. 00:43:13.840 --> 00:43:21.920 But if you can create this culture, you know, the abundance culture, you've got to, you know, got to give up to grow and uh it's working. 00:43:22.239 --> 00:43:23.760 Cultural change takes time. 00:43:24.000 --> 00:43:29.519 So, you know, how long have you been how long has that model been running within your business and have it seen year on year? 00:43:29.840 --> 00:43:30.719 It's been what I've done all my life. 00:43:30.880 --> 00:43:31.519 You've always done it, yeah. 00:43:31.760 --> 00:43:37.360 I will I would always give a client to somebody else because if I can feed them, all right, I'm getting closer to my freedom. 00:43:37.519 --> 00:43:37.760 Yeah. 00:43:38.000 --> 00:43:39.360 Because the reality is what do I want to do? 00:43:39.519 --> 00:43:41.199 See a thousand people and hold on to them? 00:43:41.360 --> 00:43:42.400 I have to give up. 00:43:42.559 --> 00:43:46.800 Because that will free up my time to think about how do I get more creative with the business, how do I find them more clients? 00:43:47.519 --> 00:43:48.079 How do I use my time? 00:43:48.320 --> 00:43:52.400 You keep saying too freedom and creativity are my two values, like within my business. 00:43:52.559 --> 00:43:56.559 And freedom does create create freedom allows me to be creative. 00:43:56.719 --> 00:43:58.800 If I'm being creative, I am growing. 00:43:58.960 --> 00:43:59.280 Absolutely. 00:43:59.360 --> 00:43:59.840 And I love it. 00:44:00.159 --> 00:44:04.639 It because recently I've just taken on the managing director who's absolutely phenomenal and he's freed me up. 00:44:04.880 --> 00:44:09.039 And then it's weird because in the past, when it was on my own, I would just fill that up straight away. 00:44:09.199 --> 00:44:09.920 Fill it up straight away. 00:44:10.000 --> 00:44:10.719 Fill it up straight away. 00:44:10.880 --> 00:44:17.199 Because he's kind of keeping me accountable and he's he's checking in with me all the time because he cares about my mental well-being and I take on too much. 00:44:17.360 --> 00:44:27.440 I'm now giving myself that 20-30% buffer, that area where I can be free to be creative and I can test ideas and I can go back and get some feedback on those ideas. 00:44:27.599 --> 00:44:29.440 That's the space that I love the most. 00:44:29.599 --> 00:44:30.960 And it is freedom to be creative. 00:44:31.440 --> 00:44:32.960 And and

and we didn't really touch on it. 00:44:33.039 --> 00:44:43.519 We were talking about mentoring new starters, but we've just gone through the exercise where I will sit on the mentors' meetings and I love challenging people that are on very good money. 00:44:44.320 --> 00:44:51.280 I love challenging people that all of all of their things have been met already because the the real test is how do how do we teach them to be more? 00:44:51.440 --> 00:44:55.360 How do we teach the organization to be an organization of leaders? 00:44:55.679 --> 00:44:59.039 You know, if you if you look at sport, I love sport. 00:44:59.280 --> 00:45:02.480 You know, the greatest teams had 11 leaders on a pitch if it was football. 00:45:02.719 --> 00:45:03.760 11 leaders on a pitch. 00:45:03.840 --> 00:45:05.599 Don't look for one leader, look for 11 leaders. 00:45:05.760 --> 00:45:11.760 And if we can create an organization where everybody's leading, everybody's doing it from the front, it's easy. 00:45:11.840 --> 00:45:14.480 Yeah, life becomes easy, it becomes inevitable. 00:45:14.639 --> 00:45:16.320 It becomes inevitable, and that's what we talk about. 00:45:16.480 --> 00:45:17.519 Success is inevitable. 00:45:17.760 --> 00:45:18.400 You have the right strategy. 00:45:25.599 --> 00:45:31.039 I've got to say, Sam, I just told them it was a question I put around the office recently, and they gave me 2029. 00:45:31.199 --> 00:45:33.280 I said, no, it's 1st Jan 2028. 00:45:33.360 --> 00:45:34.719 And I said, You're all being ridiculous here. 00:45:34.800 --> 00:45:35.760 Why is it not a thousand? 00:45:36.239 --> 00:45:38.400 Why is it so boring as a hundred? 00:45:39.199 --> 00:45:42.639 All right, because the reality is the need in this country is huge. 00:45:43.199 --> 00:45:45.039 We just have to gear ourselves up for that. 00:45:45.119 --> 00:45:50.880 So the so sorry, I'm not letting you finish the question, but it is a hundred by um January 2028. 00:45:51.119 --> 00:45:52.559 So a hundred by 2028. 00:45:52.719 --> 00:45:53.039 Yeah. 00:45:53.280 --> 00:45:56.400 You're doing that, you're growing by a hundred by 2028. 00:45:56.559 --> 00:45:58.880 Retention is such a massive part of any business as well. 00:45:58.960 --> 00:46:11.360 There's no point in just going new, new, new, new, new if you're not doing the great stuff that you are doing in respect of mentorship, teaching, um, being able to introduce clients, providing salary packages, benefits packages that keep people in place. 00:46:11.519 --> 00:46:17.119 But we come back to this word culture and the types of people you've got in the business, they're growing families, they're having kids, etc. 00:46:17.440 --> 00:46:21.119 What are you doing to be able to support those people, whether they're guys or girls? 00:46:21.199 --> 00:46:22.079 And it's life. 00:46:22.239 --> 00:46:22.639 It's life. 00:46:23.119 --> 00:46:23.920 We want them to have it. 00:46:24.079 --> 00:46:24.400 Okay. 00:46:24.639 --> 00:46:26.800 We want them to the financial planning journey. 00:46:26.880 --> 00:46:38.559 So let's say 25-year-old, who we want to be in the business for 100 years, they can live to 125, but they might be there till not I'm not picking on 65 as the old state retirement age, but let's say they want to enjoy their life fully. 00:46:38.880 --> 00:46:43.840 We have to expect on that life journey that they will have family breaks. 00:46:44.079 --> 00:46:47.440 They might have they might not have a family, but they might have a travel break. 00:46:47.760 --> 00:46:55.360 You know, for me, they should be able to live the life they want to live, and we should support that by having the right infrastructure. 00:46:55.599 --> 00:46:56.639 So that it happens. 00:46:56.800 --> 00:47:02.000 So so we've had a number of uh the the young female advisors have children. 00:47:02.159 --> 00:47:03.199 I celebrate it. 00:47:03.360 --> 00:47:04.480 It's the most wonderful thing. 00:47:04.639 --> 00:47:05.599 Go and be a mum. 00:47:05.840 --> 00:47:17.599 And if you look after them, they come back and they want to they I mean, I I don't know how many mothers on this podcast, but you you know, it's really important for the mother once they've you know to find their identity and have their career back. 00:47:17.920 --> 00:47:19.119 Same for the father, right? 00:47:19.199 --> 00:47:25.760 The father doesn't the father needs to have time at home, you know, because like we've had a number of the guys at the moment. 00:47:25.920 --> 00:47:26.960 It's life-changing. 00:47:27.199 --> 00:47:39.199 But I'm telling you now, they become far greater financial planners when they have the unconditional love of a child, the responsibility of a child, all of the all of the things we talk to the public about, they better make sure it's done. 00:47:39.599 --> 00:47:40.960 They develop a laser focus. 00:47:41.119 --> 00:47:41.760 They develop a laser focus. 00:47:42.719 --> 00:47:46.880 And it's the most, it's the most listen, I'm not saying on this podcast that people should have children or not have children. 00:47:47.119 --> 00:47:55.599 What I can tell you is once people have children, they are really thinking about they are really thinking about generational planning and not themselves. 00:47:56.079 --> 00:47:57.280 So this is the most wonderful thing. 00:47:57.360 --> 00:47:58.000 So we encourage it. 00:47:58.239 --> 00:47:59.760 But that's to get just on the on that point. 00:47:59.840 --> 00:48:06.400 I think that's one of the keys to the success is that that with you said it, that they're not thinking about themselves anymore. 00:48:06.559 --> 00:48:08.320 They're thinking about others. 00:48:08.559 --> 00:48:17.440 And I think one of the important areas with regard to the talking about the mentors and the development is the fact that that um that there's the hero and the guide, right? 00:48:17.519 --> 00:48:22.159 We all know the hero's journey, and um well many of many many

of your listeners may know about that. 00:48:22.480 --> 00:48:26.960 Advisors often think of themselves as the hero in the piece, and they'll be they'll be it's all about them. 00:48:27.119 --> 00:48:30.719 And a lot of self-employed, I think it links back to that self-employed employed thing. 00:48:30.880 --> 00:48:31.679 They're the hero of the piece. 00:48:32.000 --> 00:48:35.679 They become a mentor, we start talking to them about they're now the guide. 00:48:36.079 --> 00:48:40.400 And they start looking at things slightly differently, thinking like thinking differently. 00:48:40.800 --> 00:48:44.480 And that different thinking then goes into their advisor role. 00:48:44.719 --> 00:48:54.239 That's why they become better advisors, not just the technical competence they develop when they sort of revisit protection, for example, that they might not have looked at for a number of years because they're dealing with a younger advisor. 00:48:54.639 --> 00:49:00.639 It's actually they've stopped thinking about themselves in the as as the hero of the piece and they're now thinking themselves as the guide. 00:49:00.880 --> 00:49:02.559 And actually we should be guides to our clients. 00:49:02.639 --> 00:49:03.199 That's what we are. 00:49:03.280 --> 00:49:04.559 The the client is the hero. 00:49:05.119 --> 00:49:07.760 And and too many advisors think of themselves as the bit of an ego. 00:49:08.079 --> 00:49:10.000 And and and and and parenting is guiding. 00:49:10.239 --> 00:49:10.400 Yeah. 00:49:10.719 --> 00:49:15.440 And that's exactly what so we we have to accept that that is part of life. 00:49:16.559 --> 00:49:28.079 On another note, and I ran a recruitment business, and in recruitment, it was like you wanted these we had an office, we people would come into the office, you'd expect to be in there at certain times and be as productive, and there's KPIs and all of that kind of stuff. 00:49:28.480 --> 00:49:29.599 I personally hated that. 00:49:29.840 --> 00:49:32.400 When I was in that environment, it made me feel really uncomfortable. 00:49:32.639 --> 00:49:37.920 Um I like to work the way I want to work, right? 00:49:38.159 --> 00:49:41.760 Like I and I genuinely think that comes down to freedom and creativity element. 00:49:42.239 --> 00:49:52.559 Do you empower employed advisors to find a system and a rhythm that works for them, or do you expect them to tow the line in respective Sam? 00:49:52.800 --> 00:49:53.760 It's really simple. 00:49:54.000 --> 00:50:00.559 And it's and and this is where it's easier to it's probably easier to develop an advisor on this front than it is actually support staff. 00:50:00.719 --> 00:50:09.519 And I I want to touch on support in a moment, but but um I was lucky enough to um strategic coaches used in the industry, Dan Sullivan, yeah, great coach. 00:50:09.679 --> 00:50:15.119 But he took the the some of the things he he teaches are wonderful, but the entrepreneurial time system is fantastic. 00:50:15.280 --> 00:50:19.280 There's only three days in your life, and they are the two Fs and the B. 00:50:19.440 --> 00:50:22.480 So the B is a buffer day, it's a day when you deal with mess. 00:50:22.559 --> 00:50:24.320 You know, get your mess out of the way. 00:50:24.480 --> 00:50:30.719 And I've never been a human being that wants to spend much time dealing with mess because for me, mess is not productive. 00:50:30.960 --> 00:50:35.039 And I think with the development of AI and good support, hopefully you don't need to deal with mess. 00:50:35.199 --> 00:50:37.199 The other two are fantastic days. 00:50:37.440 --> 00:50:39.280 So they are either a free day. 00:50:39.440 --> 00:50:46.960 We've talked about freedom enough on this here today, but that's 24 hours of your life where you don't think about work and you just think about freedom. 00:50:47.760 --> 00:50:49.039 And then a focus day. 00:50:49.199 --> 00:50:55.119 The focus day buys you the free days, and that's 24 hours where you focus on making money. 00:50:55.360 --> 00:50:55.760 All right. 00:50:55.920 --> 00:51:01.679 And if we start teaching people there's only three days in your life, it's not Monday to Sunday, it's free days and focus days. 00:51:01.840 --> 00:51:04.960 And then I often speak to people and say, How many free days do you want a year? 00:51:05.119 --> 00:51:08.559 And it's really fascinating when you ask the question to somebody, how many free days do you want a year? 00:51:08.800 --> 00:51:12.159 But we encourage them to have 150 free days out of 365. 00:51:12.320 --> 00:51:13.840 And that sounds really nice, doesn't it? 00:51:13.920 --> 00:51:17.119 But it's but the reality is you've got 104 at the weekend. 00:51:17.440 --> 00:51:17.920 All right. 00:51:18.079 --> 00:51:19.920 You've got, what is it, nine or thirteen? 00:51:20.079 --> 00:51:22.000 I mean, if we won the World Cup, it'd be more bank holidays. 00:51:22.159 --> 00:51:26.639 It takes you takes you to maybe about, I think if it's nine or eleven, it's 113. 00:51:26.800 --> 00:51:30.480 And then if you have you know six weeks off a year, do what you want, another 30, 143. 00:51:30.800 --> 00:51:32.800 I don't mind how much time you have off. 00:51:33.119 --> 00:51:34.800 As long as you're focused when you're focused. 00:51:34.880 --> 00:51:35.119 Yeah. 00:51:35.280 --> 00:51:38.079 Do not make the job fit the hours. 00:51:38.400 --> 00:51:39.519 Make the hours fit your life. 00:51:39.679 --> 00:51:40.000 I love that. 00:51:40.079 --> 00:51:50.480 Yeah, it's gonna say and and and then I want to try and bring that in all aspects of what we do because if we can get that freedom right for the advisors, we can try and get that freedom right in the organization. 00:51:51.199 --> 00:51:55.280 Because I think it, you know, we talk about productivity in the Western world. 00:51:55.440 --> 00:51:58.320 Productivity in this country has not gone up for generations. 00:51:58.960 --> 00:52:00.159 It's not gone up. 00:52:00.320

--> 00:52:06.559 So so productivity is about being really, you know, in that moment being really, really strong. 00:52:06.800 --> 00:52:14.480 So let me stress 100% for any employed advisor out there, you're employed by definition of security, not by us checking up on you. 00:52:14.639 --> 00:52:17.920 The last thing I want to do is spend my free time checking up on people. 00:52:18.239 --> 00:52:19.119 And putting pressure on them. 00:52:19.199 --> 00:52:22.880 It's not very, you know, it doesn't constitute a very good uh culture, essentially. 00:52:23.119 --> 00:52:24.559 No, there'll be enough pressure put on themselves. 00:52:24.800 --> 00:52:25.039 Correct. 00:52:25.199 --> 00:52:32.960 I mean they I think you should be working with people to work out how best their brains operate to help them plan their days when they're the most productive. 00:52:33.119 --> 00:52:35.199 I'm the most laser focused in the morning. 00:52:35.280 --> 00:52:37.199 So if I'm in the morning, I need to do deep work. 00:52:37.360 --> 00:52:45.840 In the afternoon, I just love talking to people because I don't have to worry about deep work, I just can have a chill, you know, great conversation, sales calls or partnership calls or creative calls, love it. 00:52:46.000 --> 00:52:51.760 In the morning, though, if I've got to do some work and write, I need to be hyper-focused, and that's the point I can do it, which is the first four hours of the day for me. 00:52:52.079 --> 00:52:57.599 I mean, the reality of this, I mean, this is the bit that advisors won't want to hear. 00:52:57.920 --> 00:53:07.599 But when we look at the SCAR principles, and I'm not sure, Greg, if it's across the whole board, but but we start creating them as a training notion: skills, knowledge, attitude, activity. 00:53:07.679 --> 00:53:10.400 We brought in SCARD, D for discipline. 00:53:10.559 --> 00:53:14.800 That activity one is one which everybody should be really laser focused on. 00:53:15.039 --> 00:53:18.719 Was I active or not in the things that matter, and that's client meetings. 00:53:19.039 --> 00:53:21.199 You can decide to do them two days a week. 00:53:21.599 --> 00:53:24.880 You can decide to do three days a week to not make the drift. 00:53:25.119 --> 00:53:31.039 And I think that is one of the things that, you know, on the mentor program, the old world always focused on activity. 00:53:31.119 --> 00:53:32.079 There was a reason why. 00:53:32.320 --> 00:53:35.519 What we want to teach people is for them to understand why this is important. 00:53:35.760 --> 00:53:41.440 Now I know it sounds really simple, but every day, Sam, you will have key activities that are absolutely pressing for you to get done. 00:53:41.679 --> 00:53:43.599 No different in the financial planning role. 00:53:43.760 --> 00:53:49.360 But we are trying to teach them that in the early years because believe me, that they don't recognise that in the early years. 00:53:49.519 --> 00:53:57.280 They that they think the financial planning role is a technical role, but it's actually a very disciplined role with some of the soft things like the activities. 00:53:57.519 --> 00:54:03.360 Um, but yeah, it's it's it's it's it's key that people understand that they've got the freedom. 00:54:03.679 --> 00:54:04.079 It's interesting. 00:54:04.239 --> 00:54:05.679 I've spoken to a few people within your business. 00:54:05.760 --> 00:54:12.079 I was kindly introduced to uh a few of the advisors, and they've all got incredibly positive things to say about the culture of the business and the success they've had. 00:54:12.239 --> 00:54:21.199 I think some of them have been there for good seven or eight years, like you know, straight out of um you know, straight into financial planning, doing I think it was a personal, like a PA type role, isn't it? 00:54:21.519 --> 00:54:24.639 They start out on, then go through the journey of becoming a financial planner. 00:54:24.880 --> 00:54:28.000 Yeah, what we're doing there is we're putting them in a support role because they haven't got the exams. 00:54:28.480 --> 00:54:37.199 So effectively what we're doing is supporting the examination program and getting them to understand what the role looks like uh to support a financial planner. 00:54:37.280 --> 00:54:38.960 The truth is they're still not learning about the role. 00:54:39.360 --> 00:54:45.360 They're we're just delaying the time, they're getting to know us, and when the role starts, they all go through. 00:54:45.519 --> 00:54:47.599 I mean, it's really deeply emotional. 00:54:47.760 --> 00:54:52.960 Um, and um, but yeah, we we we um yeah, I mean you you spoke to Johnny. 00:54:53.360 --> 00:54:55.360 Uh Johnny came straight from university. 00:54:55.920 --> 00:55:04.639 But actually, what I recognise in Johnny, and I hope you listen to this, Johnny, today, is somebody who could be a potential superstar, but he needed to go through a few things. 00:55:04.719 --> 00:55:07.199 So one of the things I said to Johnny is you're not ready yet. 00:55:07.360 --> 00:55:12.960 Go and travel around the world with your with your with your with your girlfriend and come back when you're ready, because you're not ready yet. 00:55:13.280 --> 00:55:16.000 Because sometimes you have to let them go for a bit. 00:55:16.400 --> 00:55:20.079 You have to let them go and just you know, go and do the travel bit, go and do these things. 00:55:20.320 --> 00:55:30.320 Because when you do commit to this role, it it will absolutely grab you, it will take control of your life, not because we're asking you to, but you would just be immersed in it. 00:55:30.559 --> 00:55:31.840 And Johnny's a great example. 00:55:32.000 --> 00:55:41.760 He's um he's now uh 28 years of age, been with us for nearly eight years, a real journey for him, but he's now about to become a mentor. 00:55:41.920 --> 00:55:45.039 He will be doing this year more than half a million pounds of production. 00:55:45.280 --> 00:55:50.239 His his

revenue will be good, but you know, Sam a half million production, it's big production. 00:55:50.719 --> 00:55:56.559 I mean, I mean, the the the guy can go as far as whatever he wants to go, he should be doing more than a million pounds a year in the next couple of years. 00:55:56.800 --> 00:56:00.400 And he's finding referrals that are coming to him for all over people that just want him to. 00:56:00.639 --> 00:56:02.000 And he's incredibly giving. 00:56:02.239 --> 00:56:02.480 Yeah. 00:56:03.199 --> 00:56:07.760 Because he wants to be part of something, but he doesn't realise he might play a really big part in the future. 00:56:08.079 --> 00:56:08.719 He's 28. 00:56:09.679 --> 00:56:10.719 He's got it all ahead of him. 00:56:10.880 --> 00:56:14.719 Okay, so people are listening to this story now and they want to follow in Johnny's footsteps. 00:56:14.880 --> 00:56:16.000 What can they what can they do? 00:56:16.639 --> 00:56:17.760 Do they have to be local to you? 00:56:17.920 --> 00:56:19.280 Are you a national firm? 00:56:19.440 --> 00:56:21.440 How do they apply for a job? 00:56:21.840 --> 00:56:22.639 I don't know. 00:56:22.880 --> 00:56:25.679 Well, I have no idea whether they apply for a job. 00:56:26.000 --> 00:56:27.519 Look us up and get in touch with us. 00:56:27.679 --> 00:56:29.280 Um recruitment company stuff. 00:56:30.079 --> 00:56:31.920 I'm just trying to bring in some recruitment in it. 00:56:32.320 --> 00:56:40.320 No, well we I mean, obviously recruiters are one of the one of the one of the routes, but I think uh we're also opening up other other pathways for the for the guy state. 00:56:40.559 --> 00:56:47.280 But from a location point of view, um obviously, you know, we spoke before and you said Norwich is lovely, Alan Partridge. 00:56:47.360 --> 00:56:49.199 We also get called Alan Partridge. 00:56:49.360 --> 00:56:50.719 So we're not a Norwich firm. 00:56:50.880 --> 00:56:51.039 Yeah. 00:56:51.199 --> 00:56:54.559 Um we happen to have a head office in Norwich because that's where we come from. 00:56:54.880 --> 00:57:02.639 But the it really the the the strong geographical would be Norwich across the Birmingham down to the south coast. 00:57:02.800 --> 00:57:03.039 Okay. 00:57:03.199 --> 00:57:07.519 So there are offices in um in uh Westrum, in in North London. 00:57:07.679 --> 00:57:11.280 Um so anybody in that sort of remit, fine. 00:57:11.440 --> 00:57:12.079 That's fine. 00:57:12.639 --> 00:57:15.039 Well, listen, I I hope to hear more stories of insights. 00:57:15.199 --> 00:57:18.480 Um I really want to bring some of your employees onto the Financial Power Life podcast. 00:57:18.559 --> 00:57:27.280 I always do really feel that it's the stories of those that work within the business that really are the strongest talent attraction tool you could ever have, which saves you a few quid on the recruitment fees as well. 00:57:27.519 --> 00:57:34.239 And people can see themselves and the people that work within your business and resonate with their stories and the values of their and the evidence they've got they're successful. 00:57:34.480 --> 00:57:39.360 It definitely 100% encourages people to get involved in the business because they feel connected to it. 00:57:39.679 --> 00:57:40.400 That's really, really important. 00:57:40.559 --> 00:57:43.039 So listen, I'm gonna put some hyperlinks into the comments section. 00:57:43.119 --> 00:57:45.519 Hopefully that will drive some new inquiries into your business. 00:57:45.599 --> 00:57:47.360 But it's been really interesting hearing about Insight. 00:57:47.440 --> 00:57:50.320 I love the culture angle, I love everything you're doing for the younger financial planner. 00:57:50.400 --> 00:57:54.639 I love the fact that you've got the employed option and the mentorship and clients. 00:57:54.880 --> 00:57:58.480 I mean, that's like the magic potion within financial planning right now. 00:57:58.559 --> 00:58:02.320 So I think Insight should be screaming that from the from the rooftops as loud as they can. 00:58:02.400 --> 00:58:06.320 And I promise you this you will have no problem in attracting talent to your business. 00:58:07.039 --> 00:58:07.360 That's for sure. 00:58:07.840 --> 00:58:08.239 Thanks, Sam. 00:58:08.559 --> 00:58:08.800 Thank you. 00:58:08.960 --> 00:58:09.360 Thank you, Sam. 00:58:09.599 --> 00:58:10.159 Thanks very much for your time. 00:58:10.239 --> 00:58:10.400 Thank you.