As an executive moves through their career, either within an organization or to others, various forms of stock-based compensation may be acquired. The long-term wealth creation from these various grants may be significant and yet the differences, tax implications, and complexity can be overwhelming. As always, the focus shouldn’t be on short-term rewards, but on the longer-term. The process of comparing different types of long-term incentive grants is one which provides the executive with greater understanding with the purpose of helping with meeting and exceeding their personal financial goals towards achieving peace of mind.

When an executive is faced with a pension decision, they’re making an irrevocable choice.  Most executives will admit they don’t want to “blow it” and make the wrong decision.  Often, they’re overwhelmed by the plethora of election options within the plan.  When a company makes changes to its pension plan, this can throw a monkey wrench into the executive’s already well-thought-out timing strategy.  Pension Planning is the process of comparing various pension election choices in order to determine an optimal strategy for the future.

When an executive is presented with an advanced role at another organization, they have various opportunities they need to compare. The focus shouldn't be on short-term, but long-term wealth creation not overlooking the financial implications of leaving money on the table. What would the new company need to offer to augment what they already have? Financial parity planning is the intricate process of comparing the complexities of the current grants and what the new company will offer for the purpose of helping the executive meet and exceed their personal financial goals.

This is a preview of the subjects we will cover in season 1 of our show!