Culture, Change & Connection: The Real Differentiators in IFA Leadership Interviews
If there’s one consistent theme emerging from interviews for senior managerial roles in the IFA space, it’s this:
It’s all about culture, change, and bringing people on the journey.
Over the past decade, the UK financial advice market has seen incredible evolution — but nothing quite like what’s happening right now.
We’re in the middle of the biggest period of operational transformation the sector has faced in years. Firms are:
- Consolidating and acquiring retiring advisers’ books of business.
- Integrating new staff and introducing new processes.
- Rolling out a wave of new technology tools that are reshaping how advice is delivered and how clients experience it.
With all this transformation, one thing has become crystal clear:
Technical expertise is important — but cultural leadership is what sets great managers apart.
When recruiting for senior roles, firms are looking beyond CVs filled with regulatory knowledge or project achievements. They want to understand how you’ve led people through change, how you’ve built and nurtured culture, and how you’ve kept teams engaged and motivated in times of uncertainty.
So, if you’re preparing for an interview for a managerial or leadership role in an IFA firm, my advice is simple:
Be ready with examples of how you’ve:
- Improved or transformed a team culture.
- Led successful change programmes — especially involving new tech or processes.
- Engaged people in the journey, not just enforced new rules.
These are the stories that resonate right now. They show not only that you can manage, but that you can inspire — and that’s what firms need to attract new talent, retain existing staff, and stay focused on their long-term goals.
The IFA firms that will thrive in the next decade are the ones that combine operational efficiency with human connection.
So as you step into your next interview, remember:
💬 Culture and change aren’t soft skills — they’re strategic advantages.
Do you agree with me?