I work for a very large firm that is undergoing significant cost-cutting measures. This is corporate-speak for lots of my colleagues being laid off. I’m worried and depressed much of the time thinking about the potential of losing my job.

We have been hearing grumblings that some of our longer term people believe they are being overlooked. As far as career pathing there aren’t many other places they can go.

Now that the market is up significantly, our clients are asking why they aren’t seeing these gains in their portfolios. We do take the time to educate and we show them a blended benchmark so they aren’t measuring us against the S & P. What else could we be doing to give them comfort that we are acting on their behalf by not chasing returns?

How do we get our team to embrace our new CRM system and understand the value to our advisory firm?

Things have been very difficult at our advisory firm since one of the partners announced his intention to retire. I’ve read a great deal about succession planning and I can honestly say, we don’t have one.

I work in a large financial organization and my team is trying to make a significant business decision. It’s a collaborative culture, which we tout as being very positive. However, when decisions need to be made, we often get stuck because everyone has to have a voice and be heard.

Over 90 advisors responded to a survey I conducted earlier this year with Advisor Perspectives. Here are the important insights into which activities help find new business for RIAs and IBDs.

One of the women in my office is a tattle-tale and a gossip. It’s become so bad that everyone is afraid if they don’t listen or don’t engage with her, they will become one of her targets. She picks on the most benign things; it could be someone’s dress, how they talk or how slow they approach a task.

We are rolling out a new investment approach. Our advisors have agreed to outsource investing and we are migrating our accounts. It’s been a very, very long decision-making process to determine how best to shift investment management and communicate internally. Now, the hard part comes – communicating this change to our clients.

I work for a large organization that has very poor leadership. We lack direction, communication and motivation from the very top down to the level of my manager.