marketing is not just for partners anymore

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
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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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a simple way to dissolve the generational gap

older and younger businessmen talkingcurrent leaders have to set the tone.

by rick solomon
bridging the gap

like most conflicts, the generational gap between current and emerging leaders can be minimized or eliminated by honest communication that involves a degree of vulnerability.

more: 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
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when open sharing of goals and perspectives takes place, all parties are better able to understand and respect the individual needs of “the opposition.” in such an environment it becomes far easier to find ways to meet the desires of all participants and create a shared path toward mutual satisfaction.
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growing and developing future leaders is a two-way street

businessman with briefcase riding on rocket5 leadership skills to hone and 4 questions to ask about your firm.

by carrie steffen
bridging the gap

bemoaning a lack of future leaders within the firm is not a solution to the perceived problem. instead, it behooves current leaders to identify and nurture potential leaders, helping them develop the relevant skills and clearly communicate a defined path to leadership as well as expectations for applying targeted competencies. young professionals with aspirations of leadership, in turn, must embrace opportunities and demonstrate willingness to meet current leaders partway.

more: 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
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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 percent of firms of all sizes cite “lack of future leadership talent” as a primary obstacle in their succession.
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how accountingfly is revolutionizing the way cpas are hired

jeff phillips, accountingfly

business model shifts focus from headhunting for talent to attracting it.

by ian welham
the accounting success podcast

jeff phillips, a former monster.com executive, is changing the way cpa firms find and hire accountants – automating the process, improving results and lowering costs.

relatedhow summit cpa group is pioneering virtual cfo services  |  more in talent & careers |

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the accounting profession is in the middle of a perfect storm.

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the 7 experiences millennials want from your firm

young businesswoman4 ways to motivate millennial staff … plus how to impress millennial clients.

by hitendra patil
accountaneur: the entrepreneurial accountant

“i never believed that millennials is an issue my firm needs to address.”

more on entrepreneurial strategy: is blockchain an extinction event for accountants? | is blockchain a cloud killer? | how to beat automation in accounting | 3 reasons small firms stay small | the new needs of people at accounting firms
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when the owner of a fast-growing firm that is 100 percent on the cloud expressed this to me, i was surprised. no, astonished.
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the culture of continuous improvement

industrial metal number 5implement lean in 5 steps.

by dustin hostetler
bridging the gap

change is never easy, and the accounting profession has often shown a particular resistance to relinquishing traditional patterns. but for those firms that embrace change at all levels through process improvement initiatives such as lean six sigma, the results have been both visible and rewarding.

more: a winning culture is an intentional culture | a call for change: an open letter to each generation
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when this kind of initiative succeeds, generational conflicts melt away as the shared vision and firmwide efforts unite older and younger team members in their quest for the common goal.
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true diversity: the next frontier for the accounting industry

jennifer scott sum innovation hr
scott

understanding the business case in the tax & accounting workplace.

by jennifer scott
sum innovation

workplace diversity may best be described as the blend of individual and organizational characteristics, values, beliefs, experiences, and behaviors — all coming together to achieve a company’s vision.

catch sum innovation founder and ceo mathew heggem discussing “the art of hr” with jason blumer and greg kyte in a thriveal podcast here.

vision is an important concept for small businesses. there are multiple definitions of the word: the sense of sight, a thought or perception, an apparition, even an amazingly beautiful image. but in a business context, a vision is a future-focused statement about what an organization intends to become.

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a call for change: an open letter to each generation

three businesspeople of different agesdrop the preconceptions and start working as a team.

by jennifer wilson
bridging the gap

much like siblings, multiple generations working at the same firm often bring entrenched points of view and strong biases that have at least some basis in truth. dropping these notions may be uncomfortable and require a conscious effort, but will benefit the firm as well as individual relationships within it.

with three distinct generations in the workplace today, the impacts of generational differences 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.
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5 reasons your firm training needs nano learning

woman on city train using tabletmobility and repetition are points you may not have considered.

by jassen bowman
tax resolution systems

training employees effectively in our fast-paced, information-saturated world can be a big challenge for business leaders.

more: when tax filing season is over, what’s next? | how to end the tax revenue roller coaster with a four-season practice model | how to turn routine cpe into a new marketing opportunity

 
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in the past, you might have been able to get staff to sit through a three-hour training course without issue. today, accomplishing the same can seem impossible.
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today’s workplace challenge: communicating across generations, cultures, and diversity

young businessman typing on smartphoneour daily communication must include a modicum of respect because we deal with people of all generations and cultures.

by steven e. sacks

today’s workplaces are not only multigenerational workplaces, but they are also multicultural. we can’t take for granted that we’ll be understood, or that we understand. it takes work. here’s how to start.

more: the damocles sword of staff retention | 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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