{"id":19901,"date":"2012-05-28t16:53:40","date_gmt":"2012-05-28t20:53:40","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=19901"},"modified":"2024-08-14t11:29:13","modified_gmt":"2024-08-14t15:29:13","slug":"how-do-you-spot-the-future-rock-stars-in-your-firm","status":"publish","type":"post","link":"\/\/www.g005e.com\/2012\/05\/28\/how-do-you-spot-the-future-rock-stars-in-your-firm\/","title":{"rendered":"firms at strategy session find their \u2018rock stars\u2019"},"content":{"rendered":"
\"top
cpa firm decision-makers hammer out the best clues to identify partner-potential professionals and how best to recruit, develop and retain them at a strategy session in milwaukee.<\/figcaption><\/figure>\n

hint: it\u2019s not about how smart they are or hard they work.<\/strong><\/p>\n

by rick telberg<\/em><\/p>\n

how do you spot the hidden rock stars on your staff?<\/p>\n

and what do up-and-coming tax, accounting and finance professionals need to know to get ahead in today\u2019s profession?<\/p>\n

\"rick
rick telberg leading the strategy session<\/figcaption><\/figure>\n

these aren\u2019t idle questions. many firms and individuals are struggling with these issues right now. but don\u2019t take it from me. just listen to the decision-makers from a dozen firms i met with in a milwaukee hotel recently. the mission: learn how to deal with a looming new staff shortage. some took away solid action plans. \u201cour firm,\u201d said one, \u201cis trying to develop our rock stars and this showed me we need to be doing more.\u201d another said, \u201cexcellent! it gave us the details and the \u2018how-to.\u2019\u201d<\/p>\n

\"green
green team's top talent indicators notes<\/figcaption><\/figure>\n

interestingly, the milwaukee group\u2019s conclusions and recommendations closely parallel our related research findings. so we can be fairly certain that we\u2019ve obtained some of the profession\u2019s favorite strategies.<\/p>\n

you could probably adapt one of our methods for your firm. in milwaukee, we divided the group into two teams, the green team and the blue team. after some preliminary coaching, each team hammered out a list of the top five talent indicators \u2013 the clues in an employee\u2019s behaviors and attitudes that demonstrate the highest likelihood of the best roi for a firm\u2019s time, energy, and money in training, coaching and mentoring. then the group filled several flip chart pages with their lists and hashed them out with each other. after identifying the key indicators, we moved on to identifying the best strategies for recruiting, grooming and retaining top talent.<\/p>\n

\"blue
blue team's top talent indicators notes<\/figcaption><\/figure>\n

by far, the top predictive indicator across all firms is the trait, \u201cthey are always trying to improve.\u201d it comes in a few flavors or variations. for instance, the green team at the milwaukee strategy meeting favored a passion for \u201ccontinuous learning.\u201d the blue team preferred, \u201cthey do \u2018extra credit\u2019 \u2013 things that the partners wouldn\u2019t normally expect from someone at their level.\u201d but they add up to the same thing.<\/p>\n

read more →<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

\"top
cpa firm decision-makers hammer out the best clues to identify partner-potential professionals and how best to recruit, develop and retain them at a strategy session in milwaukee.<\/figcaption><\/figure>\n

hint: it\u2019s not about how smart they are or hard they work.<\/strong><\/p>\n

by rick telberg<\/em><\/p>\n

how do you spot the hidden rock stars on your staff?<\/p>\n

and what do up-and-coming tax, accounting and finance professionals need to know to get ahead in today\u2019s profession?<\/p>\n

\"rick
rick telberg leading the strategy session<\/figcaption><\/figure>\n

these aren\u2019t idle questions. many firms and individuals are struggling with these issues right now. but don\u2019t take it from me. just listen to the decision-makers from a dozen firms i met with in a milwaukee hotel recently. the mission: learn how to deal with a looming new staff shortage. some took away solid action plans. \u201cour firm,\u201d said one, \u201cis trying to develop our rock stars and this showed me we need to be doing more.\u201d another said, \u201cexcellent! it gave us the details and the \u2018how-to.\u2019\u201d<\/p>\n

\"green
green team's top talent indicators notes<\/figcaption><\/figure>\n

interestingly, the milwaukee group\u2019s conclusions and recommendations closely parallel our related research findings. so we can be fairly certain that we\u2019ve obtained some of the profession\u2019s favorite strategies.<\/p>\n

you could probably adapt one of our methods for your firm. in milwaukee, we divided the group into two teams, the green team and the blue team. after some preliminary coaching, each team hammered out a list of the top five talent indicators \u2013 the clues in an employee\u2019s behaviors and attitudes that demonstrate the highest likelihood of the best roi for a firm\u2019s time, energy, and money in training, coaching and mentoring. then the group filled several flip chart pages with their lists and hashed them out with each other. after identifying the key indicators, we moved on to identifying the best strategies for recruiting, grooming and retaining top talent.<\/p>\n

\"blue
blue team's top talent indicators notes<\/figcaption><\/figure>\n

by far, the top predictive indicator across all firms is the trait, \u201cthey are always trying to improve.\u201d it comes in a few flavors or variations. for instance, the green team at the milwaukee strategy meeting favored a passion for \u201ccontinuous learning.\u201d the blue team preferred, \u201cthey do \u2018extra credit\u2019 \u2013 things that the partners wouldn\u2019t normally expect from someone at their level.\u201d but they add up to the same thing.<\/p>\n

read more →<\/a><\/p>\n","protected":false},"author":17,"featured_media":19903,"comment_status":"closed","ping_status":"open","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":[2779,1908,2374,3120,2297,2301],"tags":[928,2429,643,715,93,572,24,25,38,226,20,1416],"class_list":["post-19901","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-charts-graphs","category-management","category-pay-compensation","category-pro-member-exclusive","category-staffing","category-talent","tag-compensation-and-benefits","tag-earnings","tag-hiring","tag-jobs","tag-management","tag-pay","tag-recruiting","tag-retention","tag-salary","tag-staffing","tag-training","tag-wages","membership-content","access-restricted"],"acf":[],"yoast_head":"\nfirms 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