how common management pitfalls hurt firms and employees.
by bill reeb and dominic cingoranelli
卡塔尔世界杯常规比赛时间 / succession institute
how do attitudes, misconceptions and bad habits get in the way of our learning to be better managers?
related: do cpa firms need management or leadership? | job 1 for the practice owner: client management
here are five common attitudes, practices and perceptions we find:
bonus checklist: nine things needed for firm growth.
by ed mendlowitz
question: i am the managing partner and run a tight ship, however, some of my partners do not appear to be growing and on some level that is holding back the firm’s overall growth.
more practice doctor q&a: billing procedures make collecting easier | there’s more to growth than marketing | how to make staff a team again | before you even think about selling your practice | how to make annual staff evaluations work | it’s not sales. it’s your duty | when staffers stagnate | quote with care when asked for valuation | how much should you pay to buy, sell or merge an accounting practice? | when fees don’t keep up with cost increases | 10 (nearly) painless ways to keep up to date with technology | 44 critical criteria for accounting staff performance evaluations | 5 time management tips for an overworked accountant | running an accounting business
any suggestions or is this just the way it is? read more →
it’s about accountability, not politics.
by august aquila
creating the effective partnership
every book you read on leadership will tell you certain things you need to do to become a good leader. however, you can do these things and still not be someone who people want to follow.
why? leadership is all about trust. if you cannot trust me, then you will not follow me or believe in me.
more on leadership for pro members: 5 questions about your firm’s direction | 6 reasons to keep partners from retiring | 6 reasons why cpa firms fail in innovation | 6 steps to handle staffing problems in a merger | 7 signs your firm is headed for an implosion | it’s not always about money: 16 tweaks for your comp system | eight key goal areas for partners | like herding cats: partners must ‘walk together’ | managing partners must remember partners’ needs | new times call for new cpa firm metrics | partners have love-hate relationship with leadership | the 8-point financial tune-up for your accounting firm | three ways to run a firm: but only one is sustainable | what does being a partner mean?
here is my short checklist for the things good leaders need to do:
1. always tell the truth. this is the basis of trust. just remember the story of george washington and the cherry tree – “i cannot tell a lie.” leadership is not about politics, it’s about clear and honest communication with your partners, employees, clients and referral sources. leave the double talk to the politicians who populate the sunday morning tv talk shows. read more →
how friending, liking, connecting or tweeting can come back to haunt you.
by r. peter fontaine
newgate law
it is axiomatic that the only true assets of any accounting firm are its clients and its people. these relationships are typically protected through a legal agreement between the firm and its people. known as restrictive covenants (or, colloquially, as “non-competes”), under these contracts former partners and employees are prohibited from soliciting or serving firm clients, and soliciting or hiring firm employees.
restrictive covenants are becoming increasingly more significant in the accounting industry because of the growing mobility of and competition for a scarce workforce and partner and employee “fallout” following a merger. the ever expanding popularity of social media only contributes to the uncertainty surrounding the enforceability and effectiveness of post-employment restrictions.
to recruit the best, you must sponsor women for leadership.
by ida o. abbott
sponsoring women: what men need to know
smart accounting firm leaders want to be in the forefront of efforts to advance women.
as the global economy continues to become more competitive, firms need to use all the talent they can muster — and more and more of that talent will be women.
more on sponsoring women for leadership: beyond mentoring to sponsorship | ‘soft skills’ advice needed, too | use others to promote your protégée | 8 ways sponsors can highlight opportunities | 17 ways sponsors can help protégées | 3 ways to open a sponsorship conversation | what sponsors need from protégées | 3 ways to derail sponsorships | 4 ways sponsors can help women seek power | bias about women with families lingers | judged on performance, not potential? must be a woman | gender bias still a problem | why women are overlooked (and how to fix it) | 3 ways men are favored in the workplace | women need promotions, not just advice | mentor or sponsor? how to distinguish roles | 4 ways women leaders improve firms
companies that successfully tap into the full potential of women will be far ahead of their competitors. the key to doing it is to identify women who are likely to succeed and sponsor them, so they reach the top levels of leadership. that requires direct personal involvement by leaders, particularly leaders who are men.
differentiating between the two, and the two most common styles of management.
by bill reeb and dominic cingoranelli
卡塔尔世界杯常规比赛时间 / succession institute
let’s start out with a straightforward question. what is the difference between management and leadership?
from one point of view, leadership is far different than management. for example, leadership might be all about developing a vision for the organization, being innovative, motivating others, empowering those around you, focusing on developing the people around you instead of just developing yourself, looking for positive ways to change, doing the right thing, and keeping the forest in view and not just see the trees.
tips for handling everything from late payers to extra services to minimum fee schedules.
by ed mendlowitz
question: can you give me some suggestions on overall firm pricing and billing methods?
more practice doctor q&a: there’s more to growth than marketing | how to make staff a team again | before you even think about selling your practice | how to make annual staff evaluations work | change your thinking about ‘small’ clients | why adopting new technologies is a must | when fees don’t keep up with cost increases | lowballing and why it (usually) doesn’t work | what goes in a client’s permanent file? | why the average fee doesn’t matter | how to apply value pricing to bundled services | 6 ways to take a client beyond tax prep
exclusively for pro members. log in here or 2022世界杯足球排名 today.
answer: here’s how we’ve handled the billing and collection process at my firm.
you need goals, not just a desire to get new business.
by ed mendlowitz
the 卡塔尔世界杯常规比赛时间 practice doctor
question: we are a 20-person firm and are thinking of engaging a marketing consultant for training on how to get new business.
more practice doctor q&a: change your thinking about ‘small’ clients | it’s not sales. it’s your duty | quote with care when asked for valuation | how much should you pay to buy, sell or merge an accounting practice? | why the average fee doesn’t matter | 6 ways to take a client beyond tax prep | 6 simple steps to impress a prospect | 10 ways to get new 1040 clients | 23 reasons clients really need you for taxes
have you heard of anyone in particular for cpa leadership training? what does your firm do regarding this? an internal program or do you use outside consultants? read more →
bonus checklist: 5 steps you can take today.
by ed mendlowitz
the 卡塔尔世界杯常规比赛时间 practice doctor
question: my staff seems to have “wandered” away from feeling this is a firm – that we are all in this together – to becoming a bunch of people who happen to work at the same address.
more practice doctor q&a: how to make annual staff evaluations work | when staffers stagnate | 7 ways to lose a client’s trust | 18 ways to blow a partnership opportunity | when a staffer stops listening | making meetings more productive | 44 critical criteria for accounting staff performance evaluations
do you have any suggestions to get them to pull together?
answer: yes… read more →
flexible scheduling can benefit everyone, but some people don’t see it that way.
by ida o. abbott
sponsoring women: what men need to know
a talented, ambitious woman who works less than full time or takes extended family leave is extremely vulnerable to being derailed professionally.
whether because she is “out of sight/out of mind,” or because people doubt her commitment, she may be disregarded for promotions or high-profile projects.
more on sponsoring women for leadership: ‘soft skills’ advice needed, too | use others to promote your protégée | 8 ways sponsors can highlight opportunities | 17 ways sponsors can help protégées | 3 ways to derail sponsorships | 4 reasons women hold themselves back | 4 ways sponsors can help women seek power | bias about women with families lingers | judged on performance, not potential? must be a woman | 3 ways men are favored in the workplace | women need promotions, not just advice | mentor or sponsor? how to distinguish roles | 4 ways women leaders improve firms | cpa firms must ‘man up’ and get women on board
a sponsor can ensure that she has access to those opportunities and support when she accepts them. he can make the difference between this woman staying on track and ascending to top leadership posts or leaving the company for another job. read more →
bonus checklist: 14 ways to prevent trouble.
by ida o. abbott
sponsoring women: what men need to know
if you are concerned about the possibility of sex-related problems, consider the degree of risk involved and whether you are willing to assume it.
before you decide, consider
more on sponsoring women for leadership: use others to promote your protégée | 8 ways sponsors can highlight opportunities | 17 ways sponsors can help protégées | what sponsors need from protégées | 3 ways to derail sponsorships | keep close relationships from getting too close | 4 reasons women hold themselves back | 4 ways sponsors can help women seek power | judged on performance, not potential? must be a woman | gender bias still a problem | why women are overlooked (and how to fix it) | women need promotions, not just advice | 4 ways women leaders improve firms | cpa firms must ‘man up’ and get women on board
bonus checklist: 14 data points you’ll need about your firm.
by ed mendlowitz
the 卡塔尔世界杯常规比赛时间 practice doctor
question: do you have any advice to someone preparing to sell their practice?
more practice doctor q&a: how much should you pay to buy, sell or merge an accounting practice? | when is it time to merge? | 8 times when hourly billing trumps value pricing | 10 do’s and don’ts for making small business clients happy | 10 (nearly) painless ways to keep up to date with technology | 5 time management tips for an overworked accountant | complaining client? no wonder! | running an accounting business | pricing, billing, costing: don’t blame clients
answer: here are some things to do when preparing to sell your practice:
read more →
bonus checklist: six essential ingredients for the highly effective performance evaluation.
by ed mendlowitz
the 卡塔尔世界杯常规比赛时间 practice doctor
question: do you recommend annual staff evaluations?
more practice doctor q&a: when staffers stagnate | when to hire an admin assistant | 12 must-knows for niche markets | when large (or any) clients need backup assurances | when experience doesn’t add up | 6 ways to know what you don’t know | 10 do’s and don’ts for making small business clients happy | when a staffer stops listening | making meetings more productive | 44 critical criteria for accounting staff performance evaluations
answer: yes and no.