Back in the 1990s, the concept of 360-degree feedback really started to resonate with those in the human resources industry, particularly in the United States. The idea is fairly simple – that the true gauge of an employee’s performance should be based not solely upon the opinion of their manager, but rather on an amalgam of feedback from superiors, subordinates, and peers. The intent is to create a circle of input from those above, below, and around the employee to provide valuable feedback that will allow the employee to improve. As we now stride towards the midpoint of the Twenty-First Century’s second decade, it is the U.S. retirement industry that must adapt this concept to build upon successes of the Pension Protection Act of 2006 (2006 Act) in the goal of creating better retirement outcomes for U.S. savers. This is the primary finding of “A 360 Degree Approach to Preparing for Retirement,” a report authored by my firm, CREATE-Research, and sponsored by the Principal Financial Group. Read more
Posts tagged ‘retirement industry’
One thing is for sure – we are shaped by our experiences. And when I look back over the past 14 years of my career in the retirement industry, I’ve had some amazing experiences working with many of our industry’s most influential advocates, hundreds of plan sponsors and committees, and thousands of plan participants.
I’ve been so blessed, to learn so much from so many, that I feel obligated to pass on what I learned from these experiences and the wisdom that was shared with me. My blog will focus on practice management and development, mostly for retirement plan advisors and financial professionals, but occasionally broad concepts on marketing, sales, and service.
I’ve been working with advisors and financial professionals for nearly my entire career, but here’s what you need to know about me: