featured

why you’re only as good as your staff

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senior businessman mentoring two younger workerseveryone is busy, but work still has to flow smoothly.

by ed mendlowitz
call me before you do anything: the art of accounting

this is a response to a reader who sent me the following email:

more: staff may surprise you with leadership | what’s your negotiating style? | how to make your own opportunities | how i became a published author | large clients we landed from quickbooks consulting | 26 value-added benefits clients need to know
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all your articles are good, and so was this one about a surprise staff leader.

question: why was it important in your firm, for you personally, to “know” about elliot and the tax manager?

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5 steps for tax season success

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man talking to woman with checklistapply consistency to service, processes and standards.

by ed mendlowitz
tax season opportunity guide

one way to guarantee extra work is to have everything always done differently each time it is done.

more on tax season: help tax clients help you | 3 steps to tax season happiness | 12 ways to have more fun this tax season | bill with the tax return, get paid faster
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not establishing uniform procedures is bad business and unnecessarily consumes part of your life. consistency in performance reduces work and review time and creates a greater reliance on the staff people.
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2020 outlook: becoming the most valuable advisor

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staying independent? be bold.

by allan koltin
rosenberg map survey

it amazes me that there are still firms out there unaware of the industry disruption and changes going on in the marketplace.

more: top three tips for 2020 success | 2020 outlook: where do you want to be? | 2020 outlook: dicey disruptions | 2020 outlook: upstream mergers | 2020 outlook: staffing gets creative
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i am envisioning a scenario in which we will see major changes in associations, alliances, and networks from how we know them today.

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retention starts with the hiring interview

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two women shaking hands across a tableask about real-life situations and look for fit, not personality.

by steven e. sacks
the new fundamentals: practical guidance for today’s accounting firms

what are your strengths and weaknesses? all potential hires are asked this. if you had to plan for these two questions, what would you do to be ready to respond?

more: how motivation is like bathing | the lost art of the interview | the 5 keys to success in accounting careers | the holy grail: finding the right talent | the power of ‘real influence’ | stop wasting time in useless meetings | is your firm’s culture a magnet? | outsourcing the c-suite | getting the accounting firm agreement right | today’s workplace challenge: communicating across generations, cultures, and diversity | negotiate for success, not a ‘win’ | does busyness really mean productivity?
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there have been scores of books offering guidance on interview preparation; what to avoid; how to turn a negative to a positive; and skillfully and persuasively transform what you perceive to be a weakness into a strength.
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