Archive for the ‘Generations’ Category

Wednesday, November 29th, 2017

Searching For A Manager

“If opportunity doesn’t knock, build a door.” – Milton Berle

Accounting firms are hiring. That is an under-statement. Most of the firms I work with are almost desperate for an experienced manager. Throughout this year I have heard this statement over and over again, “We really need a tax manager and they are impossible to find.”

Perhaps, someone already working at your firm is the answer. Top talent joins a firm where they believe opportunities for advancement exists. They don’t want to work at entry-level for years, then as a Senior for a few more years. Then, maybe in the partners’ minds they are seasoned enough to become a manager. That is why it is so important that you have documented career paths available.

If your firm is content with status quo and not experiencing impressive growth, top talent won’t join up. To become a manager, the firm has to need a manager.

You don’t need a manager if:

  • Your firm is not dynamic, growing and generating new opportunities.
  • Your firm has a level of managers in place who are not dynamic and growing.
  • Your young people see your current managers as roadblocks

Keep in mind that promotions are no longer based on seniority. So many firms have current managers that were promoted to manager to reward them for longevity and productivity, not because they had proven ability to manage and inspire other people. In many cases, it is the opposite.

So, the next time you need a manager, look inside and ask a top performing senior or supervisor to stretch. They may be tired of waiting and already searching for another job. Bringing in someone unproven over them might be the last straw.

  • The future depends on what you do today.
  • Gandhi

Thursday, November 9th, 2017

Moving Past “Engagement”

“I am not what happened to me, I am what I choose to become” – C. G. Jung

Some progressive companies are now moving beyond the over-worked term, employee engagement.

It’s no longer just about how they feel about their role and your firm. It involves the complete employee experience. Is your firm focused on the employee experience? You can bet that other accounting firms in your market are initiating ways to attract YOUR people!

Per a recent article on Entrepreneur, there are four key pillars to the employee experience:

  1. Connection
  2. Meaning
  3. Impact
  4. Appreciation

To me, these are fairly self-explanatory. However, it would be a good exercise for firm leaders to explore these four topics and define what they mean relating to your firm and your people.

I often think about a slogan from one of the car companies a while back….. “Enjoy the Ride!” Are your people enjoying the ride at your firm?

  • Life is a succession of lessons which must be lived to be understood.
  • Ralph Waldo Emerson

Friday, October 27th, 2017

Encouragement

“Correction does much, but encouragement does more.” – Goethe

When those young, accounting majors graduate and enter a CPA firm, they sometimes procrastinate on taking the CPA exam.

Often, firms let them procrastinate. Don’t do it!

Studies show that a huge factor in young people passing the CPA exam is encouragement. Tell them boldly, “We are a CPA firm. We need CPAs. We will help you.”

Then be sure you back-up your words with action. Revamp your CPA exam policy (if you have one). Be generous with monetary support. The firm pays for study aids and courses, all fees associated with the exam. Provide generous work time for study time.

When they actually pass the exam, celebrate! When they received their official certificate, have it professionally framed for them. Sometimes, little things make the biggest difference.

  • Nine tenths of education is encouragement.
  • Anatole France

Wednesday, October 25th, 2017

Hard Driver Versus Non-Confrontational

“Each generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it.” – George Orwell

I have observed that CPA firms, over a period of many years, seem to develop cultures that encourage almost opposite behaviors.

As you probably know, I have been working in the CPA profession long enough to observe how changes in leadership drives culture.

I entered the profession when the Silent Generation was still in control. Traditionalists, known as the Silent Generation (because children of this generation were expected to be seen and not heard) were born during the mid-1920s to 1945. There are some (age over 72) still active in the profession but most have now retired.

The traditional era managing partner was a hard driver. He (and almost always it was a he) believed you make your own way through hard work which included long, grueling hours. Promotions and advancement was the result of tenure and proven productivity. They did not listen to the opinions of their staff before making decisions – it never occurred to them.

I observed that when this type of managing partner finally retired, the next generation (baby boomers) made a fairly significant swing towards not being hard on people. They avoided confrontation of any kind. They didn’t want to be the tyrant-type leader they had observed. Yet, they still believed that hard-work was the foundation of their culture.

Over time, baby boomers have mellowed and have realized that if you want to retain top talent you have to be flexible and willing to listen to the desires and needs of your employees.

Because they are still very non-confrontational they do not address situations that need to be addressed. Many retain employees that should have been out placed years ago. If one person complains about a new policy or procedure they almost panic and react too quickly. Some, to me, appear almost skittish.

I always suggest that you don’t want your CPA firm to be a sweat-shop culture nor do you want it to be a country club culture. Where do you fit?

  • World War II brought the Greatest Generation together. Vietnam tore the Baby Boomers apart.
  • Jim Webb

Wednesday, October 11th, 2017

You Don’t Always Have to “Give In”

“Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time.” – Thomas A. Edison

Accounting firms, in recent years, have gone to great lengths to be more flexible, to be more understanding, to be more tolerant, compassionate and caring towards their valuable workforce.

All that is good. However, firm leaders, and accountants, in general, are non-confrontational so it seems like they eventually give in to almost any request.

arrow-down-4-xxlYou dumb things down, you go to great lengths to make things simple and easy. You strive to eliminate any discomfort and stress. You want people to have fun and enjoy their work.

I have observed that this fear of offending any team member leads to more work getting done by those at a more experienced level in the firm. Leaders not only fail to set high expectations, they fail to set any expectations. An environment evolves where partners and managers are doing the work and the staff are looking for work.

Many experts tell us that young people want to know exactly what is expected of them. Thus, they can judge when they are making progress on their career path.

I believe that there are still talented people working in the CPA profession who want to be challenged, who want to learn more and do better. They want assignments that are not boring and cause them to stretch to a higher level of performance.

Develop a culture of high performance and high expectations. Create a reputation of being extremely professional, well-disciplined and knowledgeable. You don’t always have to give in to lowering your standards. It is a downward spiral.

  • Failure at some point in your life is inevitable, but giving up is unforgivable.
  • Joe Biden

Friday, October 6th, 2017

Focus On Next Generation Clients

“Each generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it.” – George Orwell

Firm leaders are always faced with multiple priorities. Probably, two of the most prominent are hiring and retaining top talent and taking great care of current clients. Leaders are also often deeply engaged with a new client pursuit. Your rainmaker partners truly love the pursuit and sometimes pay more attention to prospects and new clients than they do to their long-time loyal clients.

There is another priority that needs attention. In a recent article via the AICPA CPA Insider, How to engage next-generation clients, Jennifer Wilson of Convergence Coaching, reminds practitioners of the massive generational shift that is happening over the next several years within their own client community. Many firm leaders have not developed strategies to deal with this client leadership transition to a younger, more tech savvy generation.

It is time for firm leaders to add this priority to their list – more focus on next generation clients.

Wilson not only addresses what next-gen clients value, she also gives practitioners six “first steps” to begin appealing to and attracting these clients.

Be sure to read the entire article.

  • First we are children to our parents, then parents to our children, then parents to our parents, then children to our children.
  • Milton Greenblatt

Monday, August 21st, 2017

Too Lazy?

“I can’t relate to lazy people. We don’t speak the same language. I don’t understand you. I don’t want to understand you.” – Kobe Bryant

During these lazy days of summer, maybe you and your team have gotten too lazy, too comfortable, too laid-back. Now is the perfect time for everyone to get back to basics – the basics of advancing your career in public accounting.

Move the firm (and yourself) along by doing more of these things:

  • Volunteering for firm internal projects
  • Being a visible and hands-on manager of people
  • Developing a personal marketing plan and tracking progress via a marketing report
  • Attending charitable and business community events
  • Scheduling frequent lunches with referral sources
  • Picking up the phone and calling clients just to chat
  • Improving your time management and organizational skills
  • Passing the CPA exam quickly
  • Mentoring and coaching the future leaders in your firm
  • Volunteering to help with recruiting and campus activities
  • Working hard is great, being lazy sometimes is great, but failed potential is the worst.
  • Campbell Scott

Friday, August 18th, 2017

Flashback Friday – Goals

“Elegance is the only beauty that never fades.” – Audrey Hepburn

Here’s a post from 2015 – Check-in With Your Team – How Are They Doing With Their Goals?

I hope everyone in your firm, including admin and partners, are making progress in 2017 on their self-improvement goals!

  • They invented the All-Star Game for Willie Mays.
  • Ted Williams

Monday, July 24th, 2017

Providing Leadership Training Is A Must

“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” – John Quincy Adams

There are a lot of good leadership training programs out there for managers and new partners in the CPA profession. Today, I want to make you aware of a great one from ConvergenceCoaching, LLC.

It is a future leaders development program called theTransformational Leadership ProgramTM.  The typical participant is a manager, senior manager or newer partner and the one-year program focuses on leadership behavior and mindset first, then management skills and knowledge of the profession, too.  Convergence runs “public” programs where any firm can send their up-and-comers and they also offer private versions of the program for specific firms and/or associations.

The program is unique from others in that they help participants understand the power of their mindset and the “internal dialogue” we all have that holds us back, or causes us to say or do things we shouldn’t.  It is only after participants understand themselves better that they can then help them develop new leadership, management and practice development skills.  And, participants are personally coached by a ConvergenceCoaching, LLC coach and their accountability to the program, their commitment to change and grow and their leaps forward are greater than in an education-only program.

There is a program beginning in mid-September and information about that program can be found at:

http://www.convergencecoaching.com/what-we-do/transformational-leadership-program/

Testimonials on the program can be found at:  http://www.convergencecoaching.com/who-we-serve/testimonials/

  • An army of a thousand is easy to find but ah how difficult to find a general.
  • Chinese Proverb

Friday, June 30th, 2017

Flashback Friday – The Generations

“Aging only happens to people who lose their lust for getting better and disconnect from their natural base of curiosity.” – Robin Sharma

There is a lot of info out there about the generations in the workforce. The Boomers are disappearing and the Millennials now number Gen-X.

For this Friday, here is a blog post flashback that will give you a picture of the generations.

Many of you will not be working Monday – so have a great expanded 4th of July weekend!

 

  • "I will never be an old man. To me, old age is always 15 year older than I am.
  • Francis Bacon