leadership archives - page 58 of 99 - 卡塔尔世界杯常规比赛时间

use others to promote your protégée

july 1, 2015

9 ways to help her be more visible and get better assignments.

by ida o. abbott
sponsoring women: what men need to know

promoting your protégée to others is an important part of sponsorship.

more on sponsoring women for leadership: 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 ways sponsors can help women seek power | judged on performance, not potential? must be a woman | why women are overlooked (and how to fix it) | 3 ways men are favored in the workplace | women need promotions, not just advice | 4 ways women leaders improve firms | cpa firms must ‘man up’ and get women on board

here are nine concrete steps: read more →

8 ways sponsors can highlight opportunities

june 24, 2015

by ida o. abbott

help your protégée showcase her strengths, but leave the final career decisions up to her.

by ida o. abbott
sponsoring women: what men need to know

once you have identified a woman to sponsor and determined that you click, you may be wondering how to get started.

here are some concrete steps to take:
read more →

can accountants save the planet?

june 23, 2015

by edward mendlowitz

‘we must find new ways to measure economic costs and the changes in the economy.’

by edward mendlowitz, cpa

worth reading: “six capitals, or can accountants save the planet?: rethinking capitalism for the twenty-first century” and “double entry: how the merchants of venice created modern finance,” by jane gleeson-white

the history of accounting is a fascinating drama and jane gleeson-white brings it to its thrilling heights. i recommend both “double entry” and “six capitals” by jane gleeson-white, but for different reasons.

“double entry: how the merchants of venice created modern finance,” is really two separate books – one an exciting history and the other a disturbing condemnation of the way the method of financial measurement has progressed. i also recommend “six capitals” if you want to find out more about her ideas, which is pretty deep stuff.

17 ways sponsors can help protégées

june 17, 2015

by ida o. abbott

an effective sponsorship requires that you follow through.

by ida o. abbott
sponsoring women: what men need to know

when you sponsor a woman, there are many steps that you can take to ensure that the relationship is productive and achieves its objectives.

here are some tips for getting off to a strong start and following through effectively, especially by focusing on career opportunities and promoting your protégée to others.

more on sponsoring women for leadership: 3 ways to open a sponsorship conversation | 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 | 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 | cpa firms must ‘man up’ and get women on board

early in the process

ask her how you can help. the protégée might have some specific ideas in mind. ask her how you can best help her to be successful and what she hopes to gain from your support.

3 ways to open a sponsorship conversation

june 10, 2015

by ida o. abbott

and how to decide whether to spend the political capital.

by ida o. abbott
sponsoring women: what men need to know

most sponsorship occurs informally, without any structured or programmatic context. informal sponsor-protégée relationships usually start in one of three ways.

the most common way is when a senior manager or partner

identifies someone as a star performer,
believes that she has what it takes to succeed and
wants to make that success happen.

the sponsor recognizes her talent and potential while they work together or when he observes her at work and is impressed by her ability. as the two work together their relationship grows.

more on sponsoring women for leadership: 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 | 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 | cpa firms must ‘man up’ and get women on board

what sponsors need from protégées

june 3, 2015

by ida o. abbott

it goes both ways, you know.

by ida o. abbott
sponsoring women: what men need to know

most leaders engage in sponsorship and have been sponsored themselves, so the nature of a sponsor-protégée relationship should be familiar.

generally speaking, you sponsor women just as you do men. you may have to make a little more effort up front. and you might need to adapt to the impact of motherhood and other sex-related differences. but the strategies and tactics that sponsors use to help women move ahead are not much different than those for men.

more on sponsoring women for leadership: 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 | 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 | cpa firms must ‘man up’ and get women on board

3 ways to derail sponsorships

may 27, 2015

by ida o. abbott

women and men can work together well, but sometimes it takes work.

by ida o. abbott
sponsoring women: what men need to know

we know that even when a relationship between a woman and a man is strictly business-focused, others may not see it that way. here are three thorny issues to watch for and quell.

more on sponsoring women for leadership: keep close relationships from getting too close | 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 | 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 | cpa firms must ‘man up’ and get women on board

1. gossip and rumors

relationships in the workplace are frequently the subject of rumors, and close relationships between senior men and junior women are tasty fodder for the gossip mill. because sponsorship between a man and woman is not as common as sponsorship between two men, it is more noticeable and subjects the man and woman to greater scrutiny. read more →

are you managing knowledge or wasting it?

may 25, 2015

by edward mendlowitz

15 points to consider.

by ed mendlowitz
the 卡塔尔世界杯常规比赛时间 practice doctor

question: how can we share our firm’s collective knowledge with everyone who works here?

answer: not easy, but can be done. it just needs recognition that there is knowledge that can be shared, and you evidently have that.

knowledge is what we are dealing with and transferring to benefit and create value for our clients. knowledge is currency. the ability to apply it to the right situation, at the right time in the right way creates value for the firm. each firm should develop a knowledge management program. here are 15 things to consider:
read more →

keep close relationships from getting too close

may 20, 2015

by ida o. abbott

fears of sexual innuendo and gossip block talent development.

by ida o. abbott
sponsoring women: what men need to know

a close work relationship between a man and a woman can generate sexual tensions in one or both of them.

when the man is older and powerful and the woman is young and ambitious, the potential for complications is even greater.

more on sponsoring women for leadership: 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 | 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 | cpa firms must ‘man up’ and get women on board

even when the relationship is strictly business focused, it can be the subject of rumors, gossip and speculation among coworkers, and it can arouse feelings of jealousy and resentment in the sponsor’s wife.

it’s not sales. it’s your duty

may 18, 2015

by edward mendlowitz

how to suggest additional services to clients and why you’re doing them a disservice if you don’t.

by ed mendlowitz
the 卡塔尔世界杯常规比赛时间 practice doctor

question: i always feel awkward telling clients they need additional services that i should perform for them. can you tell something that could “rev” me up for this?

more practice doctor q&a: yes, you should send rejection letters | when to hire an admin assistant | 7 ways to lose a client’s trust | how much should you pay to buy, sell or merge an accounting practice? | why the average fee doesn’t matter | no more printouts at cpe programs? | 6 ways to take a client beyond tax prep

answer: actually, by suggesting additional services you are doing the client a favor and a good deed. also, you are in business and the easiest way to generate additional revenues is to cross-sell services to present clients.

management guru chester elton on success

may 14, 2015

by hitendra patil

three key insights for accountants on how to inspire staff, wow clients and convey appreciation.

hitendra patil, lkeft, meets management guru chester elton — hitendra patil, left, meets management guru chester elton

called the “apostle of appreciation,” chester elton is co-author of several successful leadership books.

after analyzing the results of 850,000 interviews, elton’s team found that those who are happiest and most successful are engaged in work that aligns with what motivates them. his latest book, “what motivates me,” offers an extensively tested method to help business people identify their core motivators and figure out the disconnects between their passions and their current work.

hitendra patil, pransform coo and 卡塔尔世界杯常规比赛时间 contributor, met elton and asked him three important questions about cpa firm leadership – motivating staff, satisfying clients and showing appreciation. read more →

4 ways sponsors can help women seek power

may 13, 2015

by ida o. abbott

why women resist networking and powerful role models.

by ida o. abbott
sponsoring women: what men need to know

networking issues: women tend to have a limited appreciation of how their networks can help them get ahead professionally. developing strong business networks is critical for career advancement. because a leader operates through others, her value and effectiveness are largely tied to the power of her network.

more on sponsoring women for leadership: 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 | cpa firms must ‘man up’ and get women on board

yet women are reluctant to cultivate potential sponsors through their networks, while men willingly use patronage and networks to open doors and provide opportunities that cannot be accessed through normal channels. men attribute their promotions to personal connections as a matter of pride, not embarrassment, because it means that influential people see them as leaders and reward them accordingly. as a result, men benefit from the political processes that go on all around them while women lose out.