Most firms in the IFA industry organise an induction course explaining various areas of the company and business.
However, most (if not all) don’t have a training platform which carries them through the first three months of joining once they have passed the induction. This is why the Globaleye Task Book was founded.
This structure is aimed at accessing all the potential of a to-be successful wealth manager.
At Globaleye we are not advisers, but wealth managers. Wealth managers do exactly what advisers do, but more. We actually manage the clients’ wealth using our unique online system, called the Globaleye valuation service.
Structured learning
The wealth manager has the opportunity to grow through the company into the role of assistant vice president, vice president, senior vice president and then director. Each level has a duty to be responsible for their team(s). This duty would typically be broken down into the four core areas: recruit, train, motivate and service.
The Globaleye Task Book (GTB) is a continuous professional development resource that has been created to allow the wealth manager a fast track to career success while protecting the integrity of the company and clients.
The GTB is a flexible resource that allows the vice presidents (VP) and assistant vice presidents (AVP) to provide their teams with practical, professional and proven development opportunities.
Setting goals
During the first three months in Globaleye, wealth managers will be obliged to complete a log for each day, with the use of the GTB various tasks, to be signed off and dated by the AVP/ VP. The book is very clear and concise, with supporting instructions offering a defined path for the progress of the wealth manager.
The GTB has been developed to address the essential first three months. which are the most crucial for new wealth managers. Following the GTB removes uncertainty and gives a workplan to effectively on-board new recruits. Thereafter, they align themselves with the ongoing programme of training and CPD with the rest of the group.
Essential requirements
The GTB sets key performance indicators (KPI’s) highlighting goals within a holistic structure, giving an overall scope of the individual wealth manager’s personal business and what is essentially required of them.
The KPI section within the GTB is mandatory, monitored and the results added to their HR profile.
The first week is crucial to get right and we provide all our new employees with the business plan, relocation guide, company handbook, LinkedIn guide and product literature.
Post-induction course, the initial days at Globaleye consist of office orientation, introduction with the AVP/VP and an acquaintance with our administration staff.
All-round support
Wealth managers are given support during the first month through the dedicated HR department for employment pass/visa, certifications, ongoing referencing and acclimatisation and resettlement assistance.
A complete orientation to every aspect of the company is ensured if the GTB is followed and completed.
The GTB contains business hints, a book for training notes and support contact details. We couple this with video support through our globaleye database (GDB) and the company knowledge base retains all this information in electronic format to be reviewed or utilised throughout our global network of offices.
Completing the process
At the end of each month, a one-to-one appraisal is conducted to highlight any weak areas and emphasise the strong attributes.
On completion of the three months, the wealth manager will be confident enough to start their career fully appraised of all the systems in the company, the products, compliance procedures, the advice process and can competently represent the Globaleye brand.
Click here to watch a recent video interview with Tim Searle
