Why Listen to a Young Financial Advisor?

By Orange County Business Journal logo
June 3, 2019
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Written by: Jeff Motske |

Veteran money counselors are aging apace with the baby boomers they serve, a sometimes troubling fact for those approaching retirement. They want to be sure their financial advisers will be there when they need them the most.

As advisers retire, clients moving to the up-and-coming generation—ones they may feel lack sufficient experience and wisdom—can be challenging.

What’s a boomer to do?

Partners

The key to a transition is partnership.

Younger advisors are eager for impact.

The independence and flexibility of an adviser’s schedule is attractive but many of them want more. They want to find meaning in their careers, and after 30 years in the industry, I can think of few careers with more purpose than helping people pursue financial independence.

Young advisers seek a career path with upward mobility and freedom to explore, as we did when we were in their shoes. The creative nuances of financial planning—both art and science—offers that.

Once the desire is there, partnership fills the gaps.

Mentors

Veteran advisers must be willing to mentor—a departure for many of them from decades of professional practice. A seasoned advisor has often built success on flying solo, with perhaps the support of administrative service teams.

But the industry is evolving and moving toward a team-based, holistic approach to financial planning. That means veterans who are about to retire need to learn how to attract and connect with younger advisers.

The industry’s aim must be to cultivate the next generation of financial advisers. This fosters continued growth and ensures a future legacy.

Growth

Growth doesn’t happen without intention—a plan to empower advisers to flourish.

Plans start with focused efforts on recruiting and training talent—and nourishing team relationships.

Adviser partnerships reach into client relationships as well: those trusting the firm with their finances meet with seasoned “lead” advisers and associate advisers or “wings.” The former guides conversations; the latter observes, takes notes, and supports and serves the clients and their accounts.

Over multiple meetings, older clients communicate more with the younger advisers, establishing rapport, building relationships. In the end, these clients are at ease knowing there is a team ready to support them. The secret is the older advisers bring the younger advisers along so the client feels comfortable with the latter.

Legacy

They say the only constant in life is change. This can be a hard reality, particularly in finance.

Partnerships protect legacies, for both clients and advisers.

If veteran advisers don’t connect with their older clients’ beneficiaries, they will miss out on those assets. According to an Investment News survey, 66% of children don’t continue working with their parents’ advisers after they inherit.

If a relationship isn’t established before that, advisers risk losing a great deal.

A combined mentoring program lets younger advisers connect with younger beneficiaries and establish relationships that can secure generational planning. These partnerships simultaneously secure the legacy of an adviser’s practice and create the next generation of financial advisers.

Editor’s Note: Jeff Motske is founder and chief executive of Huntington Beach-based Trilogy Financial Services, which has 20,000 clients

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By Authority Magazine
March 20, 2022

By: Authority Magazine |

As a part of our series about the five things you need to successfully manage a large team, I had the pleasure of interviewing Windus Fernandez Brinkkord.

Windus is an senior vice president at Trilogy Financial, a national financial advisory firm. One of the things that sets Trilogy Financial apart from other firms is the dedication to cultivating a team that can best serve and advise everyday Americans. To Windus and her team, the term “everyday Americans” means everyone from hardworking employees to business owners and savvy investors, to new couples and more who want to build the businesses and lifestyles they dream. What Trilogy recognized was that in order to be a true fiduciary to its clients, they needed to be able to relate to them. And how better to relate to them than to build multi-generational teams that could relate to every family member, life event, dream and experience? Windus helped develop these teams within each Trilogy office while leading her local San Diego office to be one of the most successful offices in the company. Her dedication to her team has led to the success of her clients.

Windus Fernandez Brinkkord is a Registered Representative with, and securities offered through LPL Financial, member FINRA/SIPC. Investment advisory services offered through TC, a Registered Investment Advisor. TC markets advisory services under the name of Trilogy Financial (TF), an affiliated but separate legal entity. TC and TF are separate entities from LPL.

Thank you so much for doing this with us! What is your “backstory”?

I’m a third generation Californian and second generation San Diegan. I was raised in the community of Ocean Beach, which attributed to my love of the water. My husband is a cancer survivor and after his remission we adopted two babies, a brother and sister, and they are the joy of our lives.

My family has always been in property management, and after I spent some time in the industry, I realized I wanted to help build, create and foster an awesome culture for other professionals to grow their business. So I joined Trilogy Financial in 2003, and paired my determination with my commitment to relationships in my life.

I grew up at Trilogy and have really grown through management changes, industry changes and a company restructure that have all led me to the success I have today. Over that time, I went from being mentored to being the mentor. I used to reach out to so many of Trilogy’s top producers for help and bread crumbs on how best to succeed and then eventually, with their help, my career became the career I had always wanted. I couldn’t have done it without the guidance of so many people at Trilogy.

Today, I work with clients to visualize the pathways to their success so they can decide which route is better for them and help them change gears should their chosen pathway not be as productive as anticipated. Ultimately, I strive to help clients understand that success isn’t achieved with the first plan, but with their long-term relationship and commitment to work together.

Can you share the most interesting story that happened to you since you started your career?

I had met a person at a bazaar at their company, and they told me they were really interested in financial planning. So I called, left a message. Heard nothing. I called again and then again, and for 8 months I called to check in with them. Finally, they answered!

They had been in Africa for work and were so impressed with my follow through they became clients. Today, they are one of my largest clients and a tremendous referral source.

Can you share a story about the funniest mistake you made when you were first starting? Can you tell us what lesson you learned from that?

I don’t know that mistakes in financial planning are particularly funny, but I can look back on this one and giggle. I once asked me to wire them money for a trip, and I mixed it up. They then left on this trip! Instead of wiring it to them, I wired it out of their bank account. It was complete chaos, I had to reverse wires and chase them down while they were in the Bahamas on vacation. Lucky for me they are the nicest people and I was able to quickly correct it once I reached them. I learned that slowing down and doing things right the first time is critical, and it has made me a better advisor over time.

Ok, let’s jump to the core of our interview. Most times when people quit their jobs they actually “quit their managers”. What are your thoughts on the best way to retain great talent today?

I think one of the best ways to retain talent today is to be transparent and a good communicator. If you are transparent with challenges on the team and you’re proactive with an annual strategic plan, you are more likely to ensure everyone on the team is rowing the same direction. I believe that even in the best of circumstances “thinking things are fine” is definitely going to bite you in the toosh, so you should always be proactive. Often times, there are issues lurking within team. By having everyone aligned on the direction, goals and roles, you are more likely to see issues as they arise and can then proactively respond — instead of reacting after someone is disgruntled and leaving.

How do you synchronize large teams to effectively work together?

My experience is mostly with a team of 15 and below, though I have overseen much larger teams as well. Which is not very large, but I believe if you have a good strategy and process, it can be evolved for larger teams. The best way to get a team moving is to give your attention to the best workers — which is contrary to what we believe is natural. We often spend more time with the people who are under performing and work on improving them. However, I believe we need lift up and put attention on the top performers who will carry the team. It’s important to still give the underperformers guidance, but be aware of the pressure they cause the better performers when they can’t keep up.

Here is the main question of our discussion. Based on your personal experience, what are the “5 Things You Need To Know To Successfully Manage a Team”. (Please share a story or example for each, Ideally an example from your experience)

The 5 things I think everyone needs to successfully manage a team are:

  1. Have a Strategic Plan: Everyone needs to know the rules of the game and what they are playing for. If the goal of the team is to increase revenue by 25%, you need to deep dive and break down how are you going to get there. For example, what weekly and monthly activities can you do as a team to make sure you stay on track? What type of revenue is going to best get you to the goal? It’s about defining the game they are playing and the rules of this game, so that your team can stay motivated and on point.
  2. Conduct a SWOT Analysis: The Strength–Weakness–Opportunity–Threat Grid is a good way for the team to acknowledge the positive while also being aware of any lurking negatives. When you run this exercise as a team, you get to know more about what the team is worried about. Once you discover what is keeping them up at night, you can often learn more about how to keep people on point and moving forward together. Also, it allows everyone to voice what they view as their own strength and weakness for the year. This should be redone at the start of each year after the Strategic Plan.
  3. Run With Your Winners: It’s so easy to get focused on the team members who are less productive. As a team manager, they rent space in your head, make you upset and keep you up at night. And allowing them to distract you is a dangerous game. Reward your winners and they will keep their eye on the ball and pushing forward. With that confidence, you can focus on those who need to catch up and if not, then know a performance improvement plan is needed.
  4. Keep Meetings Short and To The Point: Each Monday we have a standing team meeting where we assess what’s going on for the week and make sure there aren’t issues lurking. This meeting should be short, but productive. And it should including goals that people are working on weekly and monthly. This is very helpful in keeping people engaged with the Strategic Plan and what they need to focus on in order to contribute to that plan.
  5. Trust Your Team: People need to feel like they have the autonomy to work on their goals without worrying that someone is looking over their shoulder. I believe the new generation wants freedom to excel and independence over micromanagers and if you don’t, they will vote with their feet.

What advice would you give to other CEOs or founders to help their employees to thrive?

The best piece of advice I have is to avoid being a control freak. Many of us feel that no one can do what we do as good as we do it…and that will be 100% accurate if you never give your team the chance to learn. Learning sometimes means mistakes and cleaning up their own messes, but then they become stronger and more capable faster.

You are a person of great influence. If you could inspire a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂

Our mission statement as a company is to provide opportunities for people to live their best lives. When people know what they need to save, they know what they can spend and then they can spend with the freedom from guilt. That is the feeling of satisfaction that more people need, especially with money. This is a small but growing movement, and I’d love to make it much larger!

Can you please give us your favorite “Life Lesson Quote”? Can you share how that was relevant to you in your life?

My favorite life lesson quote is “do or do not…there is no try.” I hear this from my daughter all the time. And I tell her she will fail at 100% of the goals she never works toward. I believe people will eventually succeed when they put their mind to something. My old boss used to say “leave the word hope at church and when you come to work, get it done,” and it’s that same philosophy that I live and mentor by today.

Thank you for these great insights!

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By Wall Street Journal
August 5, 2019

Many grandparents are willing to help with college costs. One thing to keep in mind is that grandparent-owned 529s have a downside related to FAFSA, though there are workarounds.

There are several ways grandparents can help pay for a grandchild’s education without giving money directly to the student. Grandparents, parents, and students must understand each of the options before deciding which one may be appropriate for them.

For instance, they need to know whether the method they’re using jeopardizes a student’s prospects for need-based financial aid, or if it meshes well with the grandparents’ overall estate plan.

Here is a look at three ways grandparents can help fund a grandchild’s education, and the pros and cons of each:

1. Invest in a ‘529’ plan

Financial advisers often recommend the state-sponsored education-savings plans known as 529s to grandparents who want to help with college costs because of the many advantages this type of plan offers.

These plans, which invest mainly in mutual funds, offer tax-deferred growth on every dollar invested, and distributions are tax-free when used for qualified educational purposes. Grandparents can pick any state’s 529 plan, and some states even offer residents a tax deduction on contributions. These plans also are flexible in that any unused funds can be transferred to another grandchild or blood relative.

Grandparents can put as much as $15,000 a year ($30,000 if they are married) per grandchild in a 529 plan without triggering gift-tax consequences. Even better, they can “bunch” five years of annual $15,000 gifts into a 529 in one year without triggering a taxable event, a potentially attractive benefit for those seeking to reduce the size of their estates.

“To me, the 529 is the turnkey solution for college planning,” says Jeff Motske, certified financial planner and president of Trilogy Financial, a financial planning firm in Huntington Beach, Calif.

Grandparents have the option of owning the 529 themselves or contributing to a 529 plan owned by the parent for the benefit of the child. One advantage of owning the account is that you “can control where the money goes right up until the time it’s used,” says Jody D’Agostini, a certified financial planner with AXA Advisors’ Falcon Financial Group in Morristown, N.J. Grandparents can even use the funds for themselves, albeit with tax consequences, should a financial need arise, she says.

INVESTING IN FUNDS

There is, however, a downside to grandparent-owned 529 plans for families seeking need-based financial aid: Distributions count as student income on the Free Application for Federal

Student Aid, or FAFSA, and student income is weighted much more heavily than parental income in the aid formula.

There are some potential workarounds, however. One option is to switch ownership of the 529 to the parent around the time the grandchild expects to start college. Not every state’s 529 allows for a change in ownership, however, so this is something to explore before choosing a plan, Ms. D’Agostini says.

Another option is to wait until after Jan. 1 of the beneficiary’s sophomore year in college to take a distribution, says Mark Kantrowitz, publisher and vice president of research at Savingforcollege.com. Since the FAFSA now asks for income and tax information from two years back, there would be no FAFSA on which to report the distribution if the student plans to graduate in four years. (If the student expects to graduate in five years, the family should wait until Jan. 1 of his or her junior year to take a distribution, Mr. Kantrowitz says.)

The grandparent also could roll over up to a year’s worth of college expenses to a parent’s 529 plan after the FAFSA has been filed. Provided all of the funds are spent on qualified educational expenses, it won’t have to be reported on the next year’s FAFSA, Mr. Kantrowitz says.

Some grandparents may not want the responsibility of owning the account, preferring instead to contribute a certain amount each year to a 529 plan owned by the parent for the child’s benefit. This may be appealing to those who want to give small amounts of money each year—around $1,000 or less.

In this scenario, “your grandchild gets all the benefits without you having to worry about maintaining the account,” says Joseph Conroy, a certified financial planner and financial consultant with Synergy Financial Group, a wealth-management firm in Towson, Md.

The downside, of course, is the grandparent cedes control of the money to the parent.

2. Direct payment to an educational institution

Grandparents can write a tuition check for any amount directly to a qualifying college or graduate school without triggering gift-tax implications, says Eric Brotman, chief executive of BFG Financial Advisors, a financial planning and wealth-management firm in Timonium, Md.

Some grandparents like this option because they can pay the university directly and still give the grandchild an additional $15,000 tax-free.

Grandparents, however, can’t claim a charitable distribution for tuition they pay on a grandchild’s behalf. Also, this exemption to the IRS’s gift-tax rules applies only to tuition expenses and not to other college-related expenses such as books and supplies. Another consideration is that the money isn’t refundable if the student decides to switch schools, so it isn’t advisable for grandparents to prepay tuition for all four years. Also, grandparents should be aware that this type of payment could have an impact on the student’s eligibility for need-based financial aid.

3. Fixed-indexed universal-life insurance policy

Another, less-talked-about option for paying for college—albeit a controversial one—is using cash-value permanent life insurance.

One type that some advisers like is fixed-indexed universal-life insurance. Mike Windle, a partner, and financial adviser at C. Curtis Financial Group, a financial-planning firm in Plymouth, Mich., recommends this option because of the flexible premiums and upside potential without the downside risk.

To make this strategy work, the policy should be owned by the grandparent, with the grandchild as the insured, making the cost of insurance inexpensive, says Mr. Windle, who owns these types of policies and offers them to clients.

Having such a policy allows grandparents to contribute after-tax money in a lump sum—monthly, quarterly or annually. When the funds are used, they are considered a loan against the cash value of the policy. They are tax-free at distribution, and they don’t count as income or assets on the student’s FAFSA, Mr. Windle says.

He generally recommends fixed-indexed universal-life insurance policies to clients whose grandchildren are 8 years old or younger. The policies he recommends have no cost to the grandparent to withdraw funds (and withdrawals aren’t counted against the grandparent’s yearly gift-tax limit) if the loans from the policy occur in the 10th year of the policy or later, Mr. Windle says. If grandparents take a withdrawal before the 10th anniversary, it could cost them about 2% of the loan, depending on the insurance company, he says.

Though premium rates aren’t guaranteed, Mr. Windle says the additional cost for a child would be minimal and is likely to be offset in part by growth in the policy’s cash value.

Another benefit is that the money can be used for multiple purposes—it isn’t limited to education. And the policies have a death benefit if something happens to the child.

There are downsides to using life insurance as a vehicle for college savings, however, and not everyone thinks it is a good idea. An insurance policy can be pricier and the investment selections more limited than with some other options grandparents have for funding college, financial experts say.

Before purchasing a life insurance policy for college-savings purposes, grandparents should consider the type of insurance and return on investment, as well as applicable costs, to ensure it’s the best option for their situation.

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