talent & career development

randy crabtree: follow these 3 rules to keep employees happy

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randy crabtree: allow your employees freedom in two critical areas to win talent wars.

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the disruptors
with liz farr for 卡塔尔世界杯常规比赛时间

randy crabtree talks to a lot of other accountants and admits that he “steals ideas from everybody else.” imitation, after all, is the sincerest form of flattery.

more: erik solbakken: yes, you can work less and make more | donny shimamoto: future firm growth requires a mindshift | jennifer wilson: empower young workers to build the firm everyone loves | mike whitmire: re-think your hiring and training practices | hector garcia: success strategies of a quickbooks youtube superstar | blake oliver: why tax work yearns to be free| private equity explodes in u.k. | brannon poe: the status quo must go  | accounting nerds, unlock your super powers  | disruptor: jason statts shakes up the status quo | think small to think big with matt wilkinson | when financial statements go extinct with corey schmidt | can geraldine carter save accountants from themselves? | re-inventing accounting with tyler anderson

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one topic he’s been talking about a lot lately is the issue of mental health in the profession, which he feels is largely self-induced. although he’s been asked to talk about mental health without mentioning burnout–don’t be a downer–crabtree says it’s impossible. “i’m like, i’m sorry, but i can’t do that. it doesn’t go away if i don’t talk about it,” he said.  

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leadership must focus on talent, talent, talent

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red rocket rising above white hot air balloonsacquisition vs. recruitment.

by anthony zecca
leading from the edge

in my recently published book, “leading from the edge – creating a standout, high-performing organization,” i focus on the leadership accounting firms need to succeed in a future driven by seismic disruptors.

more: teamwork drives firm success | the two sides of the culture coin | four accountability steps for firm success | how to build a standout team | five keys to becoming a high-performing firm | assessing your firm | the 4 traits of great cpa leaders
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leadership has a responsibility and impact on creating the standout, high-performing talent necessary to drive the firm’s long-term strategy. we all understand and believe that at the end of each day, the firm’s greatest asset walks out the door (or in today’s world, disconnects). the quality of a firm’s talent directly relates to the success and performance of the firm.
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how small firms can win the talent wars

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three young people working in an officegetting creative can bring in better talent and better clients.

by frank stitely
the relentless cpa

one afternoon, the partner group of our outsourced accounting practice met for a state of the practice meeting conducted by our director of outsourced accounting. our prior director left and we were looking for someone when one of our newbies asked if he could be considered.

more: easy ways to avoid ‘done but’ tax returns | six ways to create a millennial-friendly firm | do you know your turnaround time? | why hiring out of school works | leadership growth is a two-way street | quiet quitting: are employers culturally aware? | how to guide students into accounting | three strategies to keep emerging leaders engaged
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the 25-year-old had one year of experience, and we were chasing a controller-type person. the whole outsourced practice was in shambles. revenue was nil and any clients we had were unsatisfied.
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would you make yourself a partner?

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young businessman standing on edge of rock mountain and looking acrossfive questions for self-evaluation.

by martin bissett
passport to partnership

when challenges come our way, regardless of what shape or form they arrive in, our world seems to lose a bit of brightness, there’s a little knot in the gut and a sense of peace broken.

more: four biz dev tasks to start the new year | good enough is not enough | consistency is key to business development | comfort vs. complacency | how are you showing your commitment? | five questions about your network | seven things that good advisors skip
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the question is, if we were watching our own responses to these trials, would we appoint ourselves as the next partner of the firm?
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the four essentials for every new partner

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group of four young professionalsbonus: a list of 28 core competencies. which matter to your firm?

by marc rosenberg
how to bring in new partners

we’ve all heard the names given to various generations of people over the past century. the lost generation. the greatest (wwii) generation. the silent generation. baby boomers. gen x. millennials. gen z. though i don’t know of any studies on this, i’m sure that every generation of cpa firm ownership has complained bitterly about the younger generation.

more: five people to keep out of partnership | nine ways to woo a prospective partner | tell potential partners what it takes
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baby boomers and gen xers love to complain that today’s staff don’t want to be partners. they cite this as a major reason why bringing in new partners is so difficult.
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