build improvement into your culture.<\/strong><\/p>\n
by dustin hostetler<\/em><\/p>\n
change is never easy, and the accounting profession has often shown a particular resistance to relinquishing traditional patterns. but for those firms that embrace change at all levels through process improvement initiatives such as lean six sigma, the results have been both visible and rewarding.<\/p>\n
more: <\/b>win with an intentional culture<\/a> | each generation must change<\/a>
\nexclusively for pro members. <\/span><\/strong>log in here<\/a> or 2022世界杯足球排名 today<\/a>.<\/span><\/p><\/blockquote>\nwhat is a culture of continuous improvement?<\/p>\n
\n
- it\u2019s a culture that is focused on results, not just effort. effort is easy, and we track effort very well in our profession. it\u2019s called charge hours. firms that embrace lean realize a focus on results leads to much better financial performance and<\/strong> better client service.<\/li>\n
- it\u2019s a culture focused on timely delivery. output goes up as turnaround times come down. both internal and external customers (clients) of the firm are satisfied. you don\u2019t have to wait forever to get a tax return prepared or an audit section reviewed. discipline is built into the process and the strong desire to put the client first \u2013 both externally and internally \u2013 is what people care about.<\/li>\n
- it\u2019s a culture focused on being proactive instead of reactive. it\u2019s easy to sit back and wait. lean forces firms to avoid that plague of reactiveness and think ahead as much as practically feasible. clients don\u2019t find value in reactiveness.<\/li>\n
- it\u2019s a culture focused on switching from compliance mode to advisor mode. by removing waste and freeing up time, we are able to create capacity at all different levels in order to think and operate more strategically for clients. we call this providing delighter-level service to clients.<\/li>\n
- in essence, it challenges the status quo \u2013 every day, every week, every year. the question, \u201chow can we get better?\u201d is constantly on everyone\u2019s mind.<\/li>\n<\/ul>\n
as with any strategic initiative within any organization, maximizing success always requires buy-in and commitment from the top. before embarking on a lean journey, it\u2019s critical to coach and train the current leadership team on their key role in the process. if they are going to be a champion of the initiative, they need to understand what it is they are committing to doing. i\u2019ve had many great and successful champions of projects over the years, but one who always stands out to me is dennis sherrin, managing partner of hartmann, blackmon & kilgore in fairhope, al. his passion, forward-thinking innovation and leadership by example are models for our industry. because of his leadership and commitment, the firm has made great strides with lean over the past four years.<\/p>\n
\u201cwe have completed lean projects in the past four years in tax, audit and accounting services. in addition to improvements in processes, productivity and profits, our teams benefitted through the learning experience of being a part of lean teams. as a result, employees are engaged in continuing efforts to improve our firm. the payoff is greater employee engagement, a firm always developing ways to improve and a firm preparing for what lies ahead,\u201d dennis sherrin said.<\/p>\n
emerging leaders also have much to gain by helping their firms implement a lean initiative. process improvement and change management are viewed as key skillsets needed to eventually lead the firm of the future. these emerging leaders are attracted to firms that embrace a culture of continuous improvement because of the desire to operate in an agile, transparent and fast environment. lean initiatives seem like a no-brainer to most emerging leaders and they are quick to embrace the culture. one such firm is windes in long beach, ca. after just one year, not only were process and profitability goals met, but engagement in the firm and positive culture change were evident and rising.<\/p>\n
rob henderson and christy selogie explained, \u201cparticipation in a departmentwide lean initiative allowed us to work closely with the firm\u2019s current leaders to prove that as emerging leaders, we possess the skills and confidence to develop and roll out policies and procedures to take the tax department to the next level. it was motivating to work with the next generation of leaders within the firm to accomplish department-wide change and improve efficiencies through the lean process. by drilling deeply into the current infrastructure, we were able to take a hands-on approach to identify inefficiencies and communicate to our teammates the need to make changes through lean management. through this process we learned the value of department-wide communication and transparency as well as recognizing the need to solicit feedback from all levels, from staff to partner. although it was challenging at first, we have implemented improved processes and hope to make them better through continuous improvement. initiatives to make departmentwide culture changes usually come from the firm\u2019s leaders, but this time they empowered us to really drive the process. there is a lot to be said for that.\u201d<\/p>\n
in today\u2019s rapidly changing business environment, it is my strong opinion that cpa firms can\u2019t sit back and maintain the status quo. those that do will most definitely be falling behind. forward-thinking firms are taking advantage of the tremendous opportunity to embrace a culture of continuous improvement. i hope your firm is one of them.<\/p>\n
discussion questions<\/strong><\/p>\n
\n
- what strategies can you employ to encourage recognition and adoption of process improvements by all team members?<\/li>\n
- what are some of the areas and processes where your firm might begin its journey of change?<\/li>\n
- how might such an initiative create a more unified perspective across generations at your firm?<\/li>\n
- how can your firm empower emerging leaders to lead change initiatives with the full support and backing of current leadership?<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"
build improvement into your culture.<\/strong><\/p>\n
by dustin hostetler<\/em><\/p>\n","protected":false},"author":2359,"featured_media":52612,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","footnotes":""},"categories":[2254,5,3120,3002],"tags":[],"class_list":["post-101107","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-growth","category-outlook","category-pro-member-exclusive","category-special"],"acf":[],"yoast_head":"\n
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