leadership

seven essential checklists for getting new tax clients

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green checks being made on checklistdon’t let marketing be an afterthought.

by jassen bowman
tax resolution systems

in an ideal world, every business day would feel like the movie “groundhog day.”

more: checklists for your tax resolution office setup | the ins and outs of hiring and firing | market to your ideal clients | one-step vs. two-step marketing | tax resolution: a lucrative opportunity | 5 reasons your firm training needs nano learning
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the same things would happen at the same times, day in and day out. your business would run like a well-oiled machine that simply puts out marketing, takes in clients and cashes checks.
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performing like crap can be a badge of honor

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young businessman using laptop and phone in the officeare you meeting expectations? exceeding them?

by steven e. sacks

a strange concept you might think. when someone acknowledges that your actions reflect crap there is no positivity in this assessment. and because this term is baked into the american lexicon, people will always view it negatively.

more: getting the accounting firm agreement right | confronting leadership: not such a bad thing | the damocles sword of staff retention | does your board know its role? | five powerpoint rules to live by
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but what if we look at it another way – in the form of an acronym? let’s give it a try.
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3 ways firms scare off successors

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man in suit pointing thumb downand 7 steps to making ownership attractive to new leaders.

by terrence e. putney
bridging the gap

buying into a firm as a new owner involves great opportunity, but also significant risk. it is reasonable for ownership candidates to evaluate the potential for professional and financial rewards before taking such a step.

more: sponsorship: barrier to exit for diverse talent | use collaboration technology to improve your firm | 3 ways to keep your team members connected, engaged and energized | growing, developing future leaders is a two-way street | a winning culture is an intentional culture
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therefore, firms must be willing to honestly assess the potential risks and benefits for candidates as they seek to attract new partner-owners who can contribute meaningfully to the firm’s continued success.
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getting the accounting firm agreement right

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businessman sitting in office and reading documents7 warning signs and 6 solutions.

by steven e. sacks

engaging in what is considered conflict avoidance can undo the progress a firm has made. this can be because of complacency, frustration, intimidation or a host of other issues.

more: confronting leadership: not such a bad thing | 7 steps to take as your firm grows | how enthusiastic is your staff? | can you recite your mission statement? | your firm’s biggest assets walk out the door every day
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some things are intuitively understood, but it’s those occasional sticky matters that tend to make situations unravel. establishing and keeping agreements helps to avoid confrontation – the one typically arising from someone promising to do something in a timely and complete manner and within a specified budget.
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5 traits of ineffective leadership

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three businessmen in conflictand 8 ways to cope with them.

by rex gatto

over the years i have encountered many people in leadership positions who are totally ineffective. why? is it because they are not bright, not passionate presenters, and/or not able to build strong relationships?

more: successful tax seasons require teamwork | 7 habits of lousy cpa firm leaders
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generally these characteristics alone do not condemn one to a lifetime of ineffectiveness. in fact, the ineffective leader could be very bright, articulate and benevolent or well liked but still ineffective.
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sponsorship: barrier to exit for diverse talent

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latina woman working at desk and smilingwhen talented people have to spend too much of their time working to be included, they will look elsewhere.

by mary l. bennett
bridging the gap

although most accounting firms think of their organizations as inclusive, this goal is rarely achieved in practice – at least through the eyes of diverse professionals.

more: use collaboration technology to improve your firm | what’s your why? and why should anyone care? | marketing is not just for partners anymore | they don’t want to be owners! | a call for change: an open letter to each generation
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subtle, unconscious differences in behavior by current leaders and staff result in a significantly different experience for individual team members and often lead to widely divergent career trajectories. these differences in career navigation experience often contribute to attrition by diverse top talent firms seek to build.
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the eight signs your firm needs new leadership

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three business colleagues arguing while seated at tablewith an eight-part self-assessment test.

by steven e. sacks

unless you are really old school (with barely a pulse), are the named and founding partner of your firm, if you rebuff what you believe are challenges to your leadership of the firm, then you are thinking just about you, and not what you built.

more: 7 steps to take as your firm grows | today’s workplace challenge: communicating across generations, cultures, and diversity | negotiate for success, not a ‘win’  | does busyness really mean productivity? | so much to do and so little time: achieving success in the c-suite
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if you created a leadership team around you that exhibits the healthfulness of organizational conflict, constructive advice, scenario planning and the flexibility of employing plans b, c and d, you have created a strong foundation – a far different and more effective approach than the “my way or the highway” thinking.
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use collaboration technology to improve your firm

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woman having video chat with man5 sets of tools that will help.

by roman h. kepczyk
bridging the gap

amid all the discussion of improving understanding and bridging the gap in a somewhat humanistic sense, it’s important to also address the purely mechanical aspects of communication.

more: what’s your why? and why should anyone care? | 6 tips for fostering leadership in your organization | a simple way to dissolve the generational gap | the culture of continuous improvement | a call for change: an open letter to each generation
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for firms to optimize efficiency and client service as well as to overcome generational differences, they must select and standardize the tools they use for communication. this is another area where shared knowledge contributes to performance in addition to a harmonious culture.
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what’s your why? and why should anyone care?

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businessman pole vaulting toward his goalunderstanding the drivers of others in the firm will make succession planning easier.

by gary adamson
bridging the gap

the very human tendency to assume that others think as we do can lead to great misunderstanding.

more: 6 tips for fostering leadership in your organization | 3 ways to keep your team members connected, engaged and energized | growing, developing future leaders is a two-way street | a winning culture is an intentional culture
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in truth, the things that drive individuals – what makes it all worth it – vary widely. discovering what makes each team member tick and what he or she most desires and values is an important step toward creating a cohesive partnership and bridging the gap, not just between generations but among all members of the firm.
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6 tips for fostering leadership in your organization

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smiling businessman in front of his boss3 each for current and future leaders.

by sarah johnson dobek
bridging the gap

encouraging new leaders and creating smooth transitions are easy goals to identify. homing in on specific tactics to accomplish these broad objectives can be much more difficult.

more: 3 ways to keep your team members connected, engaged and energized | marketing is not just for partners anymore | growing, developing future leaders is a two-way street | the culture of continuous improvement | a winning culture is an intentional culture | a call for change: an open letter to each generation
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this post offers practical suggestions from current leaders at firms that are finding success at developing the leadership capabilities of younger team members.
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3 ways to keep your team members connected, engaged and energized

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two businesswomen talking by office windowskills don’t develop automatically.

by angie grissom
bridging the gap

if new leaders are to come from within, then firms must succeed in retaining their team members over the long term.

more: marketing is not just for partners anymore | a simple way to dissolve the generational gap | growing, developing future leaders is a two-way street | they don’t want to be owners! | the culture of continuous improvement | a winning culture is an intentional culture | a call for change: an open letter to each generation
goprocpa.comexclusively for pro members. log in here or 2022世界杯足球排名 today.

this isn’t always easy but with the right tactics, current leaders can establish policies that increase engagement to reduce attrition while also building the necessary skills and attitudes for successful leadership in younger team members.

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marketing is not just for partners anymore

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younger and older businesswoman looking at laptop at outdoor cafe4 approaches to successfully embracing marketing.

by bonnie buol ruszczyk
bridging the gap

firmwide initiatives that bridge generations aren’t limited to process refinements and lean-style efficiency efforts.

more: a simple way to dissolve the generational gap | growing, developing future leaders is a two-way street | they don’t want to be owners! | the culture of continuous improvement | a winning culture is an intentional culture | a call for change: an open letter to each generation
goprocpa.comexclusively for pro members. log in here or 2022世界杯足球排名 today.

dramatic changes in marketing have accompanied the digital revolution, and today’s most successful firms are embracing their new opportunities. marketing is yet another avenue for bringing together old and young firm members and enhancing mutual understanding as everyone works to benefit the firm’s growth.
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