Preparing the next generation of advisors: A vision for the future
As a managing director with decades of experience in professional services, I’ve had the privilege of witnessing our industry evolve—More importantly I've had the responsibility of helping shape its future. Having once been part of the new generation myself, and now in the position of guiding the next wave of talent, I recently had the opportunity to speak on this very topic at the MSI Conference in Hong Kong. I wanted to take a moment to reflect further on what it truly means to set up the next generation for success.
What I’ve come to realise is that succession isn’t a single moment or decision—it’s a process. A thoughtful, ongoing journey that requires intention, collaboration, and the belief that we’re building something bigger than ourselves. In supporting the next generation, we’re not simply handing over responsibility; we’re sharing purpose.
Evolving from Leader to Mentor
One of the more challenging—but ultimately most rewarding—parts of this process is the shift from being a hands-on leader to becoming a mentor and coach. It in learning to step back, give space, and allow others to step up in their own way.
Rather than focus solely on technical expertise, we prioritise values: mentorship, curiosity, resilience, and a commitment to collaboration. The goal isn’t to replicate what’s already been done, but to create an environment where new voices can contribute, challenge, and grow. Our industry is constantly shaped by digital disruption, changing client expectations, and evolving regulatory demands—it’s vital that our emerging leaders have the freedom to develop their own thinking and style.
A Culture of Mutual Learning
While we have much to teach, we also have plenty to learn. The most effective succession plans are built in both directions—senior leaders passing down insights, while remaining open to the energy and fresh thinking of those coming through.
Many of our younger advisors bring a passion for innovation and social impact. Their focus on things like sustainability, client experience, and technology has helped us evolve our own thinking. When we build a culture that values learning in all directions, we create a stronger foundation for the future.
One of my favourite quotes from Helen Keller is “Alone we can do so little, together we can do so much.” That line continues to resonate with me. Succession is not a solo journey—it’s a team effort that requires trust, shared goals, and continuous dialogue.
Creating Opportunities for Leadership
Real leadership development happens through experience. That means giving future leaders the chance to manage projects, lead client relationships, and take part in business decisions—while still having the support and guidance of those who’ve walked the path before.
It also means encouraging exposure to learning outside the firm—through professional development, industry events, or connecting with peers and professional networks. Gaining perspective beyond our own firm adds depth and breadth to a young advisor’s thinking and ultimately brings new ideas back into our business.
Building a Flexible Plan for Transition
Planning for the future requires more than intention—it requires an action plan. A successful transition must start with a clear, adaptable action plan that sets timelines, defines roles, and identifies key milestones. But must also be built with the understanding that things can change.
Unexpected events—whether they be personal, professional, or external—can quickly shift the dynamics of a firm. That’s why flexibility is key. A succession plan should be a living document, reviewed regularly, and refined as needed. Giving the next generation a roadmap (with room for recalibration) helps create clarity and direction, while also reinforcing accountability and shared commitment.
Looking Ahead
At Morrows, our purpose is to walk beside our clients—and our team—through life’s journey, supporting their financial and lifestyle aspirations. Preparing the next generation of advisors is an extension of that mission. It’s how we ensure that our clients continue to receive the trusted, forward-thinking advice they’ve come to rely on.
For me, succession planning is not about stepping away—it’s about stepping forward together. Through mentorship, planning, and a willingness to evolve, we’re building a legacy that honours our past, embraces the future, and carries our shared values forward for generations to come.
