Lessons in Building Talented Teams

In a dialogue with PLANADVISER, Dominique Henderson, founder of an adviser mentorship program called JumpStart, reflected on his own entrance into this industry and helping others find their ‘why, who and how.’

PLANADVISER recently hosted a one-day digital learning seminar, “Building Your Practice in 2021,” that aimed to speak to the facts of this year and to frankly and unabashedly address the persistent and pernicious problem of wealth inequality in the United States.  

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One session during the seminar featured an in-depth discussion on building talented teams and addressing the clear and present lack of racial and gender diversity in the advisory industry. To that end, Dominique Henderson, founder of DJH Capital Management and the JumpStart adviser mentorship program, joined in and shared his story about first founding an independent registered investment adviser (RIA) firm and later establishing his coaching program.

Henderson is working to redefine what the typical entrance into the brokerage and advisory world looks like, shifting the focus away from sales quotas and business development and toward a more holistic, humanistic way of doing business. As recounted in the Q&A transcript that follows, Henderson says he believes the future of the advisory industry can and should look a lot different than it does today. He also encourages other financial services professionals to think about how they can do their part to make this a more welcoming and receptive field.

 

PLANADVISER: Before we talk in detail about JumpStart and its mission, can you please tell us the story of your own entrance into the brokerage and advisory industry? 

Henderson: Certainly, though I will say that I need to work on my elevator pitches. I have been in financial services since 1998, when I was first employed out of college by a hedge fund. I spent several years there, but I pretty quickly realized that I did not want to be in that role, serving institutional clients for the hedge fund.

I left and found myself floating around and trying to decide what part of financial services I wanted to move into next. I ended up finding a job at a small broker/dealer [B/D] that is now defunct. But I got my life and health insurance licenses and started to really enjoy the broker-client relationship.

As my skills and interests progressed, I eventually moved into a role at a large registered investment adviser [RIA] here in Dallas, which is where I really cut my teeth for about six years. It was a great management experience, talking to a lot of families and getting a lot of case history. I gravitated toward the Certified Financial Professional [CFP] designation.

I should point out that my decision to leave the RIA was in large part due to the fact that there were no succession plans being made that involved me, and so I decided it was best to start my own RIA. That’s the brief overview of how DJH Capital Management came to be. Today, it is all about providing individuals and families with comprehensive financial planning. In 2021, my clients aren’t coming to me for more information. My clients come to me because they need their lives made simpler with all the information that is out there. I take my clients’ limited time and money and help them make a holistic plan.

PLANADVISER: A theme that has come up time and again in interviews with advisers is that this is a space they stumbled into. Was that your experience? Or did you see the career path in front of you early on?

Henderson: Honestly, I was that weird kid who was always interested in this career and in finance. I was the child that was walking around the house with my dad’s tie on and carrying his briefcase—always wanting to be a business-management type of person. So my undergraduate and master’s degrees are both in finance, and I got my CFP, so I feel I was made for this. 

What I will say is that I’ve had some really great heroes and mentors in my life along this path. I would also say that, largely, the financial services industry was then and is still associated with the sales process—the client-facing role where you are having to be this energetic personality that is leading the charge. I know now that there are a lot of other support roles and career paths that don’t get their day in the sun, especially on the part of outsiders looking into our space. There are opportunities in compliance, marketing, operations, etc. There are crucial support roles that can make for a great career path for people who might not want to be that lead adviser. We need to do a better job conveying such information.

PLANADVISER: What does your own team look like?

Henderson: In terms of my ‘team’ at DJH, it’s an interesting picture. I decided early on to keep my firm very simple in its structure, in part because when I started this firm I had had my fill of working within a really large firm. The firm I left had 600 families and I was the lead on a third of those relationships, so it looked different from what I do today.

Right now I am coming up on my 50-family limit that I have set for myself. I am self-aware enough to know that this is the right size for DJH Capital Management.

My team is not a bunch of people on my own payroll. I have an outside introducing broker/dealer relationship that I rely on a lot, and I have a firm called Shareholder Services Group that does an excellent job at helping me with serving my clients and giving me what I need as an independent firm owner to do this. Additionally, I have a variety of independent contractor-type support relationships that I utilize regularly.

I am strongly considering expanding my Form ADV to allow me to bring on some additional part-time support that is a little closer in than the extended network I rely on now, which is exciting.  

I can say there are different firm structures that are possible, and it’s important to understand that surrounding yourself with the right team doesn’t mean putting everyone on payroll. This is a space where you rely so much on your partners and you don’t have to be under one roof to deliver an effective client services experience.

PLANADVISER: What is JumpStart?

Henderson: I feel confident saying it is the first truly international community for connecting aspiring financial professionals. My vision ties back into what we’ve already discussed. It’s symbiotic. In my heart, I feel that everyone should have access to good financial advice, regardless of your demographics, where you come from or what your money story is. I believe this because I know that quality, comprehensive financial planning has the power to change lives and whole family trees.

At a certain point I realized that, yes, I can work in DJH and over the years I may serve a thousand families or so. But we have 300 million-plus people in the United States. So JumpStart is meant to allow me to give my knowledge and experience to aspiring financial services professionals, so that they can go out and start to be those conduits of real financial advice for the people who need it.

When I take someone through the program it looks a little different than what you might expect. At the end of the day, an aspiring financial professional has to do the work of getting that CFP designation or going back to school. I can’t do this work for them. What I can do is spell out how determination, skills and opportunity work in tandem to make career paths in this industry. So, I can’t give you determination. I can cheerlead you a little bit, but that’s not what I do. Skills I can help you with, a little, but at the end of the day, I don’t have a coaching program to certify you.

What I can do most with JumpStart is connect you with opportunity and help you take advantage of your opportunities. If you are willing to do the work, I can provide you with the right opportunity. If you think about the aspiring financial professionals I work with, often they are someone who has had a 10- or 15-year career already, but they have an affinity or passion for financial services. At the same time, they don’t know what it all means or how they could fit in. JumpStart helps flatten that curve, remove the fluff and give you what you need to do to make this career happen. I don’t pull any punches, either, and I will step on your toes.

Ultimately, when you shorten and simplify the path for people to get into this business, the outcomes improve and the retention of talent is so much better. I feel this is how we can get away from the churn-and-burn mentality that has defined parts of this industry and that has kept more diverse people out, as well. So many aspiring professionals who could have been successful in this space have instead been chewed up in the introduction process.

PLANADVISER: Do you see this philosophy being embraced more broadly?

Henderson: It’s happening more in the RIA space versus the broker/dealer space, but, honestly, it’s like trying to turn the Titanic in a very small lake. This is going to take a while.

There is definitely a new emerging outlook in our industry among the group who is say, 25 to 40 years old. They have a totally different outlook on what their impact in financial services can be. It’s very much focused on community engagement and some of the points I’ve been discussing—holistic planning that is about more than just product sales and quotas.

These people are changing the industry slowly but surely. From a long-term vision standpoint, ideally, JumpStart can be a place not only of shared resources, but it can also become an ever-growing and dynamic pool of diverse talent for the forward-looking firms that really want to employ these people.

As a firm owner myself, I can say definitively that I would much rather have a career changer that has experienced life and has transferrable skills and dedication, compared with someone who is just coming in with a check-the-box education that you would have wanted in a financial professional in the past.

One of the greatest things I’ve offer to my clients is my life experience. I have been married 23 years to my wife and I have three adult children. That’s a family. My life experience has made me a better adviser.

This is what entrepreneurs and firm owners should be looking for—people who are coachable and people who have the emotional intelligence and the soft-skills that can complement the automation that is entering our industry.

PLANADVISER: Can you reflect on what you talked about with us last year about the importance of finding a mentor?

Henderson: Definitely, but my thinking has actually evolved a little bit after I had the experience of interviewing Seth Godin, the best-selling author, for my podcast. We had an interesting disagreement about mentorship. Godin says that, of course it’s important, but we need to redefine mentorship.

It doesn’t just have to be about working very closely with a mentor. It’s also about having a hero—a vision and a blueprint for what we might want to eventually achieve. We don’t necessarily have to even be in direct contact with these people to learn from their experience.  

I’ve embraced this within JumpStart. I preach the ‘why, who and the how.’ Your ‘why’ is defined by asking why you are coming into this space and what your motivation is that will help you get through the inevitable obstacles you will face. Then you get to figure out the ‘who’—who is doing something similar to what you want in your ‘why’? You don’t have to reinvent the wheel, in other words. This leads directly into the ‘how.’ There is likely already a solid blueprint that exists for getting you to where you want to go. It’s not going to be easy, but it’s doable.

A New Telling of the Story of Persistent Inequality

The interest rate regime embraced to combat strong inflation of the mid-1970s and early 1980s has had unintended consequences—including the development of historic levels of wealth inequality. Yakov Feygin says there’s a lot that can be done to turn things around.


PLANADVISER recently hosted a one-day digital learning seminar, “Building Your Practice in 2021,” that aimed to speak to the facts of this year and to frankly and unabashedly address the persistent and pernicious problem of wealth inequality in the United States.  

At the seminar, Yakov Feygin, associate director of the Future of Capitalism Program at the Berggruen Institute, gave a keynote presentation about his recent research work. Feygin holds a Ph.D. from the University of Pennsylvania and has previously been a fellow in the History and Policy Program at the Harvard University Kennedy School of Government.

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Feygin knows a lot about the past, present and future of inequality, and he spoke to PLANADVISER’s readership about the role they can play in helping to solve what some see as issues of inequality that are inherent to capitalistic societies. But, as Feygin emphasized, the current level of wealth inequality in the U.S. is not an intrinsic characteristic of a market-based economy. It is, rather, largely the result of the imbalanced monetary and fiscal regime that has existed in the nation since short periods of high inflation seen in the mid-1970s and the early 1980s, he said.

“My work is focused on understanding the connection between contemporary inequality and the types of monetary and fiscal regimes we have built in the modern U.S.,” Feygin said. “I work to understand how we got to the current regime, how it has been politically sustainable despite its flaws and, most importantly, how it is changing, especially during the pandemic. I believe the pandemic is a breaking point and a test case for a new kind of emerging fiscal regime that can improve the overall wealth distribution.”

To put it directly, Feygin’s belief is that the U.S. has relied far too much on monetary policy over the past several decades. This is to say, every time the economy has neared full employment, the Federal Reserve has raised interest rates simply to avoid the possibility of inflation. This has in turn cooled off the economy and prevented the sustainment of the types of tight labor markets that, in Feygin’s view, can do a lot to help the lower and middle classes improve their economic standing through securing higher incomes from work.

The Two Types of Inequality

Feygin explained that his work is based in the understanding that there are two types of inequality: wealth inequality and income inequality.

“This might seem a little obvious, but there are really two meaningfully different kinds of inequality to think about,” he said. “On the one hand, there is wealth inequality—often expressed academically as inequality in the ownership of the stock of wealth. This is quite stark. In our data, which is based on what the Federal Reserve publishes, we can see that 50% of the overall net stock of assets is owned by the top 1%. The next 22% of the total is owned by the next 40% of income earners.”

The wealth inequality picture gets even starker if one breaks it down by race. The average Black family owns $23,000 in net worth, according to Feygin’s data, while the average white family owns $184,000. Troublingly, the racial gap holds across education levels.

“This last fact really helps to show us that wealth in the U.S. is often an intergenerational thing,” Feygin suggested.

The other type of inequality is income inequality, which is tied to income from salaries and other benefits. The income distribution is also extremely skewed, compounded by the fact that wages have only gone up 8.7% at the median since 1973, while productivity has gone up 72.2%, according to federal data.

“The mean wage has gone up 42.5%, which shows how there are some very heavy outliers in terms of income earners—yet another sign of worsening inequality,” Feygin said. “The real question is, if we are policymakers or financial market practitioners, what should we do? Which of these inequalities should we address first?”

Feygin explained that some of his peers in the research world argue that wealth inequality is a lot harder to define and address in practice, though he doesn’t necessarily agree.

“They argue that the value of wealth is dependent on interest rates and market values, and because wealth fluctuates this way, it is harder to measure and evaluate as a policy matter,” Feygin said. “Wealth can be illiquid in ways that makes it hard to know how to factor existing wealth into decisions about welfare measures, as well. Furthermore, a lot of currently unwealthy people are also people with very high incomes and high lifetime earnings potentials. Think about young professionals just out of graduate school with a lot of student debt. They have high lifetime earning potentials, but they have a very low net worth, even compared to someone who may be lower-income but who has lower amounts of current debt.”

Digging Deeper

For policymakers, Feygin emphasized, the important point is to acknowledge there are systemic reasons why our society has become much more unequal according to both the parameters of wealth ownership and income.

“My argument is that the current state of affairs is a phenomenon of a series of political decisions that have unfolded over several decades since the inflationary periods I have mentioned,” he said. “We can and should create policies that can effectively reduce both types of inequality.”

Feygin said many economists have devised models to suggest that high amounts of wealth inequality are endogenous to a capitalist economy. The models are subtle, but they center on a general rule expressing that the rate of profit extracted by asset owners will always be higher than the economy’s overall growth rate, and so wealth inequality will always increase under capitalism.

“This view can be understood as a supply-side or a savings-side view of wealth, which leads to policy prescriptions such as a global wealth tax,” Feygin said. “That’s not a bad solution as far as it goes, but I think there is more to say here.”

Feygin said his personal view is closer to scholars who focus on the fact that the collective stock of wealth in a society is highly influenced by the current interest rates and the current valuations of its financial markets.

“We argue that the response to the inflation of the 1970s has put our economy on an unfair bias, one that rewards the accumulation of assets over the importance of growing incomes from work,” he said. “We have for too long been viewing the risk of inflation as being higher and more dangerous than the potential benefits of fostering greater growth. This has to change.”

The Role of Inflation

Feygin said his view that fiscal policy should be relied on more than monetary policy to help address inequality is also tied to his alternative view of inflation.

“I argue that we should now accept that the standard story that certain monetary aggregates can and do predict rising inflation is just wrong,” Feygin said. “In reality, we have to accept that we don’t know directly where the next source of inflation could be. Historically, you can see that, yes, inflation spikes after an increase in certain monetary aggregates occurs, but we also have to see that those increases do not themselves predict inflationary episodes. This is obvious, in part, because we can clearly see there have been past increases in the aggregates that did not end in inflation.”

Until recently, in Feygin’s view, the policy playbook used by the Federal Reserve was created in response to the “unique and perfect storm” that drove the high inflation in certain parts of the 1970s.

“The 1970s saw very rapidly growing wages due mainly to the boom caused by the Vietnam War,” he said. “The very strong wage growth came at a time when investment in industrial capacity simply could not go up to meet the new demand that these new earnings created. That was for two reasons. The first was the oil shock, which made it harder for companies to juice up their capacity as fast as they would have wanted to. The second reason was because of other overhead costs being extremely high as a result of the Cold War and the related demand from the military for certain kinds of input goods and services. This all made consumer-oriented industries, which drive core consumer inflation, unable to expand rapidly enough to prevent inflation.”

Feygin argued that, in subsequently trying to avoid inflationary spikes by dialing up interest rates any time the labor markets have tightened, the U.S. has effectively eliminated any ability of its laborers to negotiate for greater incomes. Thus, income inequality has gotten worse and worse over the decades.

“Relatedly, we have over-relied on monetary policy instead of fiscal policy and, because of that, instead of dealing with downturns by fostering new industries and allowing for tighter labor markets, we have simply played again and again with interest rates and hoped that the markets would themselves get us back to full employment,” Feygin said. “Part of why this untenable situation has persisted for so long is that housing has been an important asset for the middle class. Before the Great Recession, this helped quite a bit, but after the Great Recession, it hasn’t been enough, especially for less wealthy families.”

The COVID Crisis as a Societal Opportunity

Feygin concluded his presentation by suggesting the U.S. is at a critical crossroads when it comes to solving inequality.

“Why do I say we are at a crossroads? Well, the COVID-19 pandemic has allowed the U.S. to rebuild its welfare state basically overnight,” he said. “We have embraced generous unemployment insurance, direct cash payments to families and a lot of other forms of quiet fiscal support to bolster household finances. We’ve seen the results already in the jump in the savings rates and the growth of asset ownership.”

Feygin said the new commitment to stimulus and support is all due to a different view of inflation being embraced by the Federal Reserve.

“We are really rethinking inflation under the leadership of Fed Chairman Jerome Powell,” Feygin said. “Powell’s argument is that 2% inflation can be seen as a loose alarm bell—not as the policy trigger it has been in the past. The Federal Reserve has declared its primary goal is maintaining full employment, with the secondary goal being to maintain an average 2% rate of inflation—not a hard 2% current inflation figure. This is a flip of the switch that is very meaningful. Employment is no longer being viewed as a variable to control inflation.”

Feygin said the Federal Reserve’s new policy is the right one, suggesting there is no good scientific reason to say 2% is an optimal rate of inflation. He said the policy also reflects the fact that promoting full employment is itself an important societal goal that may merit periods of higher sustained inflation than what might have been viewed as acceptable by policymakers in the past.

“In my view, I think we could live with even 3% or 4% inflation, for example,” Feygin said. “There is a revolution in thought that has accepted that monetary policy isn’t the only game in town anymore. What we really need to solve our big challenges is fiscal policy—large amounts of government investment that is driven by debt and/or tax revenues. This is what we are seeing so far under the Biden administration. I would say we are entering a new world that represents a real opportunity for progress on inequality.”

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