Archive for the ‘Training’ Category

Monday, June 10th, 2019

Partner Compensation & Performance Webinars

“Do your job and demand your compensation – but in that order.” – Cary Grant

Compensation and performance issues for the partner group in a CPA firm are always topics that CPA firm leaders want (and need) to know more about.

This month you have the opportunity to learn more about these topics via CPA Leadership Institute. Gary Adamson of Adamson Advisory will conduct the following three webinars in June:

Partner Compensation Methods and Trends – June 12, 2019 – 1:00 to 1:50p

Partner Compensation – How it Can Be Linked to and Help Create a Culture of Accountability and Unity – June 19, 2019 – 1:00 to 1:50p

How to Maximize Performance of Best Practices in Partner Admission, Transition and Buy-out – June 20, 2019 – 1:00 to 1:50p

  • Do what you love and the money will follow.
  • Marsha Sinetar

Wednesday, February 6th, 2019

The Hiring Challenge

“Practice does not make perfect. Only perfect practice makes perfect.” – Vince Lombardi

I was reading an article via the Journal of Accountancy titled, Small firm spotlight: How I recruit and hire new accountants. Cheryl Meyer interviewed Kenneth Cerini, the managing partner at Cerini & Associates.

I could certainly relate to much of what Mr. Cerini divulged.

Recruiting and hiring is an art, not a science. When you are hiring people, you can’t cram a square peg into a round hole. We’ve brought people in from bigger accounting firms and realize they are not the right fit overall. We have much smaller clients, and our clients need more handholding. That’s why I love interns. I’d rather invest more money in the training and be able to bring on people at a younger level and help them grow within our atmosphere. You learn a tremendous amount during your first two to three years in public accounting.

At my firm, we found that hiring a 5-year person from a big four firm was not a very smart move. We had many small business owners and our 5-year people were so much more knowledgeable on many types of situations. It seemed to us that a 5-year person working at one of the big national accounting firms just did a one-year person’s duties five times.

However, that being said, firms are often very successful in training smart people no matter what their background. Often it is the training programs that need attention and, of course, the experienced new hire’s attitude is key.

  • Character cannot be developed in ease and quiet. Only through experience of trial and suffering can the soul be strengthened, ambition inspired, and success achieved.
  • Helen Keller

Monday, July 2nd, 2018

The Best Way to Train New Staff

“The greatest education in the world is watching the masters at work.” – Michael Jackson

Several years ago I heard Dustin Hostetler, Chief Innovation Officer at Boomer Consulting, talk about a method of training that he thought would be greatly beneficial to the CPA profession.

It is a simple, 4-step method but seems to make so much sense for interns and new hires working in accounting firms.

  1. I do – You watch
  2. I do – You help
  3. You do – I help
  4. You do – I watch

Here’s a short video with the complete explanation.

  • Learning is not watching a video, learning is taking action and seeing what happens.
  • Seth Godin

Tuesday, April 3rd, 2018

Too Many Interruptions

“The main thing is to keep the main thing the main thing.” – Stephen Covey

I hear it from so many people working in public accounting. The topic is distractions and interruptions. Several people have told me recently that even when they shut their door, people don’t take the hint – they simply knock and enter.

Distractions also include mobile devices, too many meetings, and noisy people when a group decides to chat in the cubicle next to you or outside your office door. Then there are those newer staff members who continually have questions.

Sharlyn Lauby, @hrbartender, has some helpful suggestions in her article, Workplace Distractions Are Impacting the Bottom Line.

  • Provide a place where employees can hang-out and talk without disturbing others.
  • Define, upfront, whether music can be played in work areas. Some people like quiet and some people like music – define your policy.
  • Provide employees with noise-canceling headphones.

Teach newer team members to compile a list of questions and let them know you will make yourself available at 11:00 and 4:00 to provide answers and guidance.

If you want to know more about the research behind Lauby’s article you can access Udemy’s 2018 Distraction Report for more information.

If you have HR responsibilities at your firm, follow Lauby on Twitter @hrbartender.

  • The idea flow from the human spirit is absolutely unlimited. All you have to do is tap into that well. I don't like to use the word efficiency. It's creativity. It's a belief that every person counts.
  • Jack Welch

Tuesday, September 26th, 2017

Partner Development Program

“As our circle of knowledge expands, so does the circumference of darkness surrounding it.” – Albert Einstein

What’s it take to be an effective, successful CPA firm partner? This question is often undefined inside many firms, it’s a mystery!

I believe each firm should have a well-documented partner-in-training program that they adhere to inside the firm. Part of that program should be an outside leadership or partner development program. Current partners also need some outside training and inspiration. Invest in your success!

The Growth Partnership offers an exceptional partner training program, The Partner Institute. Registration for the 2018 class is now open. It is an extensive 3-year program. The curriculum includes five categories of development.

  1. Leadership
  2. Productivity
  3. Communication
  4. Practice Development
  5. Practice Management

Who in your firm needs to attend?

  • If you have knowledge, let others light their candles in it.
  • Margaret Fuller

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

Thursday, January 5th, 2017

For Your CPA Firm & For Your Clients – Take Sexual Harassment Seriously

“Every action done in company ought to be with some sign of respect to those that are present.” – George Washington

Well-managed CPA firms got the sexual harassment message a long time ago. But, have you continually educated your new team members and your long-time team members about the importance of a sexual harassment policy and how it works?

Your CPAs are advising your small business clients on many topics and making them aware of the need for a sexual harassment policy should be one of those topics.

david-lewis-headshotSometimes small businesses (like CPA firms and their clients) have a very casual, almost collegiate culture. There is nothing casual about sexual harassment.

David Lewis, President/CEO of OperationsInc, one of the Northeast’s largest Human Resources Outsourcing and Consulting firms, was recently interviewed about sexual harassment policies on MSNBC.

Lewis suggests:

  • Start with awareness and training.
  • Adopt a policy and be sure it is well communicated.
  • Be sure your people understand what sexual harassment is and what is suppose to happen if it occurs.
  • Always follow your policy.

Address sexual harassment before it occurs and you must adopt a zero tolerance policy. Many small businesses don’t want to upset their casual culture and try to ease into some sort of sexual harassment policy. There is no easing in – no middle ground. Let everyone know that going forward there will be zero tolerance for sexual harassment.

If you have a policy and don’t follow it, it is a killer – lawyers love it.

Watch the brief, informative interview here.

  • Be civil to all, sociable to many, familiar with few, friend to one, enemy to none.
  • Benjamin Franklin

Wednesday, November 23rd, 2016

Repetition

“Practice does not make perfect. Only perfect practice makes perfect.” – Vince Lombardi

Want a simple way to train and develop your people? Try repetition.

Think about how your new college recruits learn to become skilled accountants and CPAs. In many firms, it goes like this. You train them on basic auditing. You may send them to a 3-day training course sponsored by your firm association, state society or inside your own firm. You may do it online. But it is very focused.

Then they are assigned to engagement after engagement where they do the same thing over and over until they “get it.” Then they receive a more difficult task and they do it over and over until they become proficient, and so on. They become more and more skilled, they ask great questions and learn from others, they make mistakes and correct them and over time their confidence and skill become top notch.

People learn from repetition. It is much more effective than a one or two-day training session.

You expect your managers to bring in new business and they aren’t very good at it. This also applies to some partners, they are not able to do the basic function of a partner – perpetuate the firm. Why not apply repetition to teaching people in your firm how to sell.

You best rainmakers are the teachers. Ask them to always have a shadow (less experienced person) when they meet with a client. When they meet with a prospect. When they meet with a referral source. When they attend a business networking event. When they attend a charitable fund-raising function. When they attend a Chamber of Commerce meeting. You get the idea.

Expose them over and over again to business development situations. Have them try it on their own – over and over again. Repetition solidifies skills.

  • Don't join an easy crowd. You won't grow. Go where the expectations and the demands to perform are achieve are igh.
  • Jim Rohn

Thursday, March 24th, 2016

To Engage Employees, Focus On Your Managers

“People don’t leave bad companies, they leave bad managers.” – Marcus Buckingham

Back in 2013, Gallup released it’s eye-opening report that showed 70% of American workers were not engaged at work.

In 2015, Gallup updated their findings and it showed that 32% of employees are engaged. Not much of an improvement.

Many firms have used employee satisfaction surveys to find out what their employees really think about the firm. I wonder how many firms have actually acted upon the information they received.

I strongly urge you to do employee engagement surveys, but not if you are not prepared to act upon the information you receive. Employees are looking for an exciting vision and a clear picture of how and when their career will move forward.

If you want to improve employee engagement in your firm, look at your managers first. One of the most important decisions the partner group needs to make is who they promote to manager. In most firms, people are named manager because of longevity with the firm, not because they are skilled at inspiring people and nurturing the career growth of others.

Keep in mind…. 70% of people leave a company because of their manager.

If you want your firm’s employee engagement to improve, focus on your managers. Offer them resources to improve their management skills, provide workshops and training on how to manage people (especially millennials). Partners and managers should be fully involved in creating a culture where young accountants want to stay and build their careers.

 

  • The true genius of a great manager is his or her ability to individualize. A great manager is one who understands how to trip each person's trigger.
  • Marcus Buckingham

Monday, March 21st, 2016

There Is A Lot More Than Just Satisfying The Client

“If you want to make your dreams come true, the first thing you have to do is wake up.” – J. M. Power

Many years ago when I attended Accountants’ Bootcamp, I learned a whole lot about quality service and pleasing clients.

Satisfying the client is just the bottom of the Hierarchy of Satisfaction ladder.

You SATISFY the client – that’s that! You correctly prepare their taxes or financial statements.

Better yet… You EXCEED expectations. You do something they didn’t expect. Simple.

Better yet… You DELIGHT the client. Maybe you personally deliver their taxes.

Better yet… You make them say “WOW!” I always thought that was the goal, but there is more

Better yet… The client becomes a RAVING FAN. They talk about you and your firm with their friends and business associates.

Better yet… You create WAVES OF LUST. They want you (and your firm) no one else when they need help. Can there be more? – Yes!

The best – You are the ONLY ones who DO WHAT YOU DO the way you do it. Period.

Are you the ONLY ones? If not, make plans now to get that reputation. Provide a client service workshop for your entire team. Ask them what you, as a a firm, should be doing to better serve the client. Some of the things should be “over the top,” if you want to be the ONLY one.

  • Success isn't a result of spontaneous combustion. You must set ourself on fire.
  • Arnold Glasow