strategy archives - page 23 of 47 - 卡塔尔世界杯常规比赛时间

partner retirement and the war for clients

january 12, 2016

bonus checklist: 8 best uses for a retiring partner.

by bill reeb and dominic cingoranelli
卡塔尔世界杯常规比赛时间 / succession institute

once a firm is ready to phase out a partner in retirement, it’s time to move on to the client transition process. but this is the single most abused part of the entire succession process.

more on performance management: best practices for mandatory retirement | how retirement issues affect succession planning | 7 succession questions to ignore for now | how partner ratings factor into equity | the pitfalls of equity allocation and reallocation | cpa firm performance assessments: 15 core competencies, 21 questions | what having your employees’ backs means | 5 harmful management attitudes (and how to fix them)

the reason why this part of the process is the most abused is because both sides – the partner nearing mso (henceforth referred to as retiring partners or retired partners) and the remaining partners – are motivated to do the wrong things. for example, it is in the best interest of retiring partners to not transition their clients because if they don’t, the firm will need to keep them around to continue to work on them after mso. if this isn’t bad enough, because they did not transition their clients properly, the retired partners have a great deal of leverage since they are now entitled to their full retirement pay and still have control over some or most of their client base. this allows the retired partners to gain additional benefits from the partner group by basically reselling their clients to them again. unfortunately, this situation is more the norm than the exception.
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the 4 new growth engines in today’s marketplace

january 7, 2016

by gale crosley

things are changing and the old growth model no longer fits.

by gale crosley
crosley + co.

2016 outlook: no end to mergers in sight

january 4, 2016

by gary adamson

a buyer’s market is on the horizon.

they say “past results are no indication of future performance.” maybe. maybe not. but if anyone should know, it’s our panel of experts, their comments drawn from the new edition of the rosenberg map survey. these are their bullet points and comments, verbatim, looking back at the last 12 months and looking ahead to 2016. – rick telberg, ceo

by gary adamson
adamson advisory

lessons from 2015:

merger mania continued over the last year for several reasons:

continued slow post-recession organic growth,
thousands of baby boomers with no internal succession plans in place and
competition heating up for middle-market clients (the big firms want our biggest and best clients!).

more from the rosenberg map survey: why outsourcing beats unicorn hunting | 2016 battleground: aging leaders vs. emerging leaders | private clouds on the rise | firms growing, still face talent challenges | outlook 2016: another economic storm coming? | how succession issues are driving desperation mergers | outlook 2016: change catches up with auditors | strategic plans undermined by out-of-control partners | growth, succession plans critical for firms | talent wars go from white gloves to boxing gloves | trend outlook 2016: change agents needed

firms are improving profitability with per-partner income rising while the talent wars that we saw pre-recession are returning.
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why outsourcing beats unicorn hunting

december 26, 2015

by chris frederiksen

on the horizon: more saas and friday closings.

they say “past results are no indication of future performance.” maybe. maybe not. but if anyone should know, it’s our panel of experts, their comments drawn from the new edition of the rosenberg map survey. these are their bullet points and comments, verbatim, looking back at the last 12 months and looking ahead to 2016. – rick telberg, ceo

by chris frederiksen
2020 group

lessons from 2015:

the last 12 months have been good for accountants. the economy is expanding and the demand for service is increasing. most firms report little trouble in getting new clients, particularly those firms with a robust and consistent internet presence.

more from the rosenberg map survey: 2016 battleground: aging leaders vs. emerging leaders | private clouds on the rise | firms growing, still face talent challenges | outlook 2016: another economic storm coming? | how succession issues are driving desperation mergers | outlook 2016: change catches up with auditors | strategic plans undermined by out-of-control partners | growth, succession plans critical for firms | talent wars go from white gloves to boxing gloves | trend outlook 2016: change agents needed

progressive firms have invested in better websites and are focusing on what makes them different. as dan hood noted recently in accounting today magazine, every firm promotes
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best practices for mandatory retirement

december 16, 2015

by succession institute

the work retired partners should – and shouldn’t – do if they stay on.

by bill reeb and dominic cingoranelli
卡塔尔世界杯常规比赛时间 / succession institute

once “fair” retirement benefits have been determined, for this moment in time, we can move on to the next step in building our succession plan. the reason i mention that we are simply putting stakes in the ground is because as we set additional stakes in the ground, those new stakes might require us to rethink a decision made when setting a previous stake.

more on performance management: how retirement issues affect succession planning | how partner ratings factor into equity | the pitfalls of equity allocation and reallocation | develop your employees or suffer the consequences

for example, if the firm later establishes premium perks for past owners who want to continue to work for the firm after sale of ownership, then that might require reassessing the retirement benefit calculation agreed to when setting that earlier stake (because in the end, the retirement benefit is about the whole package offered, not just one component).
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2016 battleground: aging leaders vs. emerging leaders

december 12, 2015

by rita keller

there’s no time left to procrastinate about the firm’s future.

they say “past results are no indication of future performance.” maybe. maybe not. but if anyone should know, it’s our panel of experts, their comments drawn from the new edition of the rosenberg map survey. these are their bullet points and comments, verbatim, looking back at the last 12 months and looking ahead to 2016. – rick telberg, ceo

by rita keller
keller advisors

lessons from 2015:

while the talent wars continue to rage, during the last 12 months i have seen a lot more aggressiveness from firms seeking lateral hires.

more from the rosenberg map survey: private clouds on the rise | firms growing, still face talent challenges | outlook 2016: another economic storm coming? | how succession issues are driving desperation mergers | outlook 2016: change catches up with auditors | strategic plans undermined by out-of-control partners | growth, succession plans critical for firms | talent wars go from white gloves to boxing gloves|trend outlook 2016: change agents needed

if you are an experienced cpa with a niche focus and a successful track record you are more than likely being courted by several firms.
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how retirement issues affect succession planning

december 8, 2015

by succession institute

if you believe your firm will be dysfunctional without you, now is the time to fix it.

by bill reeb, dominic cingoranelli, and tommye barie
the succession institute

when we take our clients through succession planning, eventually the focus turns to implementing the best practices for running a firm – but first we normally have to start with short-term retirement issues.

more on performance management: succession: the questions to care about | how partner ratings factor into equity | the pitfalls of equity allocation and reallocation | cpa firm performance assessments: 15 core competencies, 21 questions | what having your employees’ backs means

why? because typically you won’t get any buy-in for change until the partners have looked at whether the current retirement system is paying at least roughly a fair market value to the near-term retiring partners.

succession: the questions to care about

december 2, 2015

by succession institute

bonus checklists: 5 rules to govern a succession plan. 8 keys to an effective compensation system.

by bill reeb and dominic cingoranelli

we’ve seen a lot of frequently shared, misdirected advice on commonly discussed succession issues. we would rather stop focusing on symptoms and start focusing on resolving the root cause issues that a good succession plan should address.

more on performance management: 7 succession questions to ignore for now | hazards of not reallocating equity | develop your employees or suffer the consequences | how to target what skills to develop now | what having your employees’ backs means

our solution: the robust succession framework

first and foremost, good succession management is a function of good business operating practices. over and over, we find successful firms – including many that have even effectively retired partners in the past – that are overlooking some very important best practices.
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firms growing, still face talent challenges

december 1, 2015

by 卡塔尔世界杯常规比赛时间 research

take cues from trends outside the industry, too.

they say “past results are no indication of future performance.” maybe. maybe not. but if anyone should know, it’s our panel of experts, their comments drawn from the new edition of the rosenberg map survey. these are their bullet points and comments, verbatim, looking back at the last 12 months and looking ahead to 2016. – rick telberg, ceo

more from the rosenberg map survey: outlook 2016: another economic storm coming? | how succession issues are driving desperation mergers | strategic plans undermined by out-of-control partners | talent wars go from white gloves to boxing gloves

by angie grissom
the rainmaker companies

lessons from 2015:

accounting firms are feeling the crunch for hiring and developing team members. they are starting to do two things:
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do you want a practice … or a business?

november 25, 2015

by hitendra patil

7 decisions accountants may someday regret.

by hitendra patil

you might end up losing a million dollars or more. surprised? here are ways you could be frittering money away without even realizing it.

more on entrepreneurial strategy: new survey results: ‘decisiveness’ rated top trait for success in accounting business | the 5 most common marketing blunders accountants make | 10 things that accountants didn’t worry about 10 years ago | what if accounting firms were ‘apps?’ | six steps for a better tax season

1. doing instead of getting things done

accounting is not a service industry. hotels and package delivery are service professions. they thrive on efficiency, technology, standardization of processes and so on. read more →

7 succession questions to ignore for now

november 24, 2015

by succession institute

there’s some misdirection in succession management out there.

by bill reeb and dominic cingoranelli
卡塔尔世界杯常规比赛时间 / succession institute

you can’t go a week without seeing some article or blog focused on succession management and everyone seems to have a different opinion as to what is important when addressing succession. so, we thought it was time we challenged some of the more common misconceptions.

more on performance management: how partner ratings factor into equity | hazards of not reallocating equity | the pitfalls of equity allocation and reallocation | develop your employees or suffer the consequences | 5 harmful management attitudes (and how to fix them) | do cpa firms need management or leadership?

the first thing most authors want to focus on with succession is the development of future leaders. then the dialogue will shift quickly to mentoring programs, leadership training and more. well, it would be hypocritical for us to disagree with this because we actually develop and conduct these kinds of programs. however, training such as this is only valuable after many other issues are addressed first. so, while it is important, i guess the best phrase to describe this is “first things first,” and this is not first by any stretch of the imagination.

outlook 2016: another economic storm coming?

november 21, 2015

by 卡塔尔世界杯常规比赛时间 research

progressive firms should prepare now.

by jeff pawlow
the growth partnership

lessons from 2015:

i am troubled about this year’s numbers, especially when combined with what i am seeing as a consultant in the profession and the anecdotal evidence all around me. in fact, i’m bearish on the short-term outlook for the profession. call me a contrarian, but i think 2014 and 2015 will go down as the calm before the (next) storm.

more from the rosenberg map survey: outlook 2016: change catches up with auditors | strategic plans undermined by out-of-control partners | growth, succession plans critical for firms | talent wars go from white gloves to boxing gloves | trend outlook 2016: change agents needed

organic growth for responding firms in 2014 was 4.7 percent, down from 5.2 percent in 2013. neither number could be construed as being “robust” and the downward trend is troubling given the so-called “recovery” that is supposedly happening.