Leadership

The Value of Continuous Performance Improvement

In firms today, there are few leaders that do not see the value in performance management (PM) and there is intense focus on creating a process that will effectively engage and motivate the team.  The desire to improve the value of time and effective outcomes are ever-increasing to find the best business strategy.  And while…

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Failure is Not Fatal

Although, it feels like it sometimes. Sometimes we have high hopes and expectations and we’re working our plan for our career or organization – then, suddenly it comes to a halt because of a mistake we make or some other unforeseen circumstance occurs. “Success is the ability to go from failure to failure with no loss…

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Building Your Culture – Teach What You Learn

Building a great CPA firm culture doesn’t happen automatically. Leaders must work at it and give culture-building a lot of attention. Managers must do their part and everyone down the line must be fostering the firm culture. Improving culture is not “flip the switch” type of activity. You build it bit-by-bit, over time and embracing…

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Leadership Disconnect

A recent survey of Managing Partners in an international alliance found that 85% of Managing Partners say they need younger leaders to step up, yet 93% of Young Leaders say Managing Partners won’t invest in them. Further, 100% of the Managing Partners say it will cost the firm significantly to replace an Emerging Leader and…

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Bridging the Gap-The Conclusion

On behalf of the members of the CPA Consultants’ Alliance, I hope you have enjoyed and benefited from our 2015 blog series focused on the central theme of Bridging the Gap-Strengthening the Connection Between Current and Emerging Leaders. The membership of the CPA Consultants’ Alliance is comprised of many of the top thought leaders in…

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Bridging the Gap: Staying Independent vs. Selling or Merging

Most of the firms we work with on succession planning start off with a strong preference to remain independent, and not sell or merge in order to address the need to payoff and replace retiring owners. The common reasons we are given for this inclination are- Control-Most owners of small to mid-sized CPA firms like…

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A Call For Change: An Open Letter To Each Generation

With three distinct generations in the workplace today, the impacts are phenomenal.  Firm leaders are challenged to balance and blend each generation’s unique historical context, motivators and somewhat differing values systems to create a unified team and a sustainable firm.   To ensure that the generations co-exist and collaborate, it is helpful to understand the…

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Marketing is Not Just for Partners Anymore

Marketing in the accounting industry has an interesting, and fairly short, history. It is not unusual to find partners who still remember when it was against AICPA rules to advertise, market, directly solicit or even participate in competitive bidding. Virtually non-existent for most of the 20th century, accounting marketing has evolved at a rather slow…

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They Don’t Want to Be Owners!

In our ongoing series about bridging the gap between management and emerging leaders, we would be remiss in not addressing the topic of moving from emerging leader to owner.  The perception among many in our profession is that there are fewer individuals at the senior and manager levels who aspire to be an owner and,…

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Growing and Developing Future Leaders is a Two-Way Street

Firms are at a crossroad when it comes to transitioning to the next generation of leaders. According to the CPACA study on Succession Readiness 48.3% of firms of all sizes cite “lack of future leadership talent” as a primary obstacle in their succession. While some partners believe there is a lack of leadership talent within…

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