Mike DiCenso is a seasoned professional in the retirement industry, carrying over three decades of rich experience. His expertise spans a broad range of competencies:

• Crafting visionary strategies and direction, marked by critical thinking and market leadership Proficient in practice management and mastering business metrics
• Demonstrated organizational leadership, with a focus on revenue, asset, and profit growth
• Proven track record in sales and marketing leadership, formulating effective models, and offering mentoring
• Remarkable team-building and recruitment capabilities
• Strong expertise in managing mergers and acquisitions
• Held prominent positions such as CEO, COO, and CMO
• Well-versed in providing holistic solutions and leadership

In this episode, Eric and Mike DiCenso discuss:

• Non-qualified plans are a strategic opportunity needed by companies, but many advisors still fail to consider
• Flexible by design, powerful in execution
• A high-impact solution for industries where leadership churn is costly
• Execution is everything: design with care, comply with precision

Key Takeaways:

• Despite their potential to transform executive compensation, non-qualified plans remain overlooked, especially in the small to mid-sized business segment. Yet, for companies with 5–100 employees, these plans can be the missing piece in retaining key leaders and crafting a compelling rewards strategy that traditional retirement plans can’t match.
• Unlike more narrow guard rails of qualified plans, non-qualified deferred compensation offers immense design freedom. Whether it’s deferred bonuses, phantom stock, or performance-based vesting, companies can align rewards with real results, giving them the power to incentivize the exact behaviors and milestones that drive growth.
• Sectors plagued by executive turnover (construction, tech, engineering, and others) stand to gain the most benefit. Non-qualified plans provide a long-term golden thread, tying top performers to the company’s future and reducing the risk of talent loss to competitors.
• These plans demand more than just enthusiasm, however. They require thoughtful planning, buy-in from leadership, and strict alignment with IRS Section 409A. Begin with your CFO or HR lead, engage vetted providers, and never promise what you can’t fund. A well-run plan earns loyalty. A careless one invites risk.

“The big key to this is plan design. That's where the rubber meets the road, and that's where the true benefit arrives.” - Mike DiCenso

Connect with Mike DiCenso:

LinkedIn: https://www.linkedin.com/in/michael-dicenso-a479b16/ 

Connect with Eric Dyson: 

Website: https://90northllc.com/

Phone: 940-248-4800

Email: [email protected] 

LinkedIn: https://www.linkedin.com/in/401kguy/ 

The information and content of this podcast is general in nature and is provided solely for educational and informational purposes. It is believed to be accurate and reliable as of the posting date but may be subject to change

It is not intended to provide a specific recommendation for any type of product or service discussed in this presentation or to provide any warranties, investment advice, financial advice, tax, plan design or legal advice (unless otherwise specifically indicated). Please consult your own independent advisor as to any investment, tax, or legal statements made.

The specific facts and circumstances of all qualified plans can vary and the information contained in this podcast may or may not apply to your individual circumstances or to your plan or client plan-specific circumstances.