is the end in sight for the talent shortage? by rick telberg 卡塔尔世界杯常规比赛时间 new signs are emerging that the profession may be approaching a long-awaited inflection point: productivity gains from new technologies are finally showing up in reductions in … continued
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. read more →
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.
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. read more →
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.
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. read more →
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.
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.
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. read more →
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.
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. read more →
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. read more →
our 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.