it’s a process.
by gary l. adamson
adamson advisory
there is a constant topic of conversation both inside firms and at almost every conference. it is the age-old question of partner compensation and “how do you do it”. as our firm grew, we evolved from everyone is equal, to the “slip of paper” approach, to a more goal driven, performance based system. every firm is a little bit different but the issues surrounding how you split the pie are pretty consistent.
start with a vision for the role your business plays in your life. by rick telberg it’s said that most small businesses don’t last five years. but kudos to them; at least they tried. what concerns me are the nine … continued
[jwplayer mediaid=”19373″] here the legendary practice management guru paul dunn previews his planned talk at the aicpa pracitioners conference in june. and here he is delivering a ted talk: [jwplayer mediaid=”19374″] an engineer by training who quickly discovered people were … continued
“the mushroom theory:” keep employees in the dark and feed them crud.
well, it doesn’t work. and now there’s proof.
does your firm get “it”? quiz your partners and staffers. by edi osborne mentor plus everywhere i go, experts in the profession have a debate about what percentage of the profession really gets “it?” the veritable “it” is the future … continued
wrong question. right question: what’s the rop?
… and the nine keys to successful change.
by nick keseric
www.mpscpa.com
there are some pretty tough jobs out there. sword swallower. repairman at a nuclear plant. dentist for alligators. but being a change agent could top the list.
when you mention change agent, the term “cultural change” is usually close behind. change agents change the way things are being done on two fronts:
1. structurally/organizationally within a business and
2. change employee’s thinking, and how they do things.
good planning is key.
by august aquila
aquila global advisors
the following steps are proven aids in helping your merger or acquisition go smoothly:
1. define your reasons. before you start down the m&a path, you need to define how it will help the firm fulfill its strategic vision. it is never a good idea to acquire or merge a firm just for the sake of doing so. if a merger or acquisition does not further your strategic vision, it probably is best to walk away from the opportunity, because it really isn’t an opportunity.
what you need to know before a confrontation.
by sandra wiley
boomer consulting
many of us know all too well past or current employees and co-workers we’d term “challenging.”
slackers, space cadets, power grabbers, loners, drama queens and kings, and challengers. we talked about them on 卡塔尔世界杯常规比赛时间 here.
to get the performance you want from the person, you must change the cycle that they have developed.
no men need apply? women have long outnumbered men in the accounting firm workforce, but a new 卡塔尔世界杯常规比赛时间 analysis suggests that the latest recession widened the gap. based on the latest data available, 584,300 of the people employed in … continued
don’t focus on what’s average. be exceptional.
by marc rosenberg
the rosenberg survey
i have never ceased to be amazed at the lack of understanding that partners – including managing partners – have about reading a map survey and computing map statistics. these difficulties prevent partners from properly using a map survey for the purpose for which it was intended: to improve firm performance. here are some of he biggest mistakes i see again and again:
randy nail named ceo.
in a restructuring designing for agile maneuvering and rapid growth, tulsa, okla. accounting firm hogantaylor has reportedly named a new ceo, promoted a new tax practice leader and created a new board. the new structure, very different from that used in many accounting firms, mirrors the corporate structure found in most businesses. hogantaylor is the largest public accounting firm in the oklahoma and northwest arkansas region with more than 160 employees and two offices in tulsa, and offices in oklahoma city and fayetteville.
here are just seven types of difficult co-workers. you may know more.
by sandra wiley
anyone who has managed a team has most likely stumbled across a challenging employee. identifying the challenging behavior is easy; finding ways to change the behavior and motivate the team member so they exhibit superstar qualities is the true challenge.
why are they so difficult? why do they continue the unpleasant behavior, even when they are told that it needs to change? because it is working for them! this is behavior that has worked for them before, and allows them to get what they want.