{"id":52715,"date":"2017-10-05t05:00:03","date_gmt":"2017-10-05t09:00:03","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=52715"},"modified":"2017-10-10t16:02:30","modified_gmt":"2017-10-10t20:02:30","slug":"getting-accounting-firm-agreement-right","status":"publish","type":"post","link":"\/\/www.g005e.com\/2017\/10\/05\/getting-accounting-firm-agreement-right\/","title":{"rendered":"getting the accounting firm agreement right"},"content":{"rendered":"<p><strong><a href=\"https:\/\/cpatwpe.s3.amazonaws.com\/cpatrendlines\/wp-content\/uploads\/2016\/05\/businessmanreadingdocuments_adobestock_85326172.jpeg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignright size-medium wp-image-48880\" src=\"https:\/\/cpatwpe.s3.amazonaws.com\/cpatrendlines\/wp-content\/uploads\/2016\/05\/businessmanreadingdocuments_adobestock_85326172-424x283.jpeg\" alt=\"businessman sitting in office and reading documents\" width=\"424\" height=\"283\" \/><\/a>7 warning signs and 6 solutions.<\/strong><\/p>\n<p><i>by steven e. sacks<\/i><\/p>\n<p>engaging in what is considered conflict avoidance can undo the progress a firm has made. this can be because of complacency, frustration, intimidation or a host of other issues.<\/p>\n<blockquote><p><b>more: <\/b><a href=\"\/\/www.g005e.com\/2017\/09\/28\/confronting-leadership-not-bad-thing\/\">confronting leadership: not such a bad thing<\/a> | <a href=\"\/\/www.g005e.com\/2017\/09\/07\/7-steps-take-firm-grows\/\">7 steps to take as your firm grows<\/a> | <a href=\"\/\/www.g005e.com\/2017\/04\/30\/how-enthusiastic-is-your-staff\/\">how enthusiastic is your staff?<\/a> | <a href=\"\/\/www.g005e.com\/2017\/03\/22\/can-recite-mission-statement\/\">can you recite your mission statement?<\/a> | <a href=\"\/\/www.g005e.com\/2016\/12\/02\/firms-biggest-assets-walk-door-every-day\/\">your firm\u2019s biggest assets walk out the door every day<\/a><br \/>\n<strong><img loading=\"lazy\" decoding=\"async\" class=\"alignleft size-full wp-image-49700\" src=\"http:\/\/4f2bur4nuye2cgakm2rm61qk.wpengine.netdna-cdn.com\/wp-content\/uploads\/2016\/08\/yellow_key_clip_art-e1375897299811-36p-hi-1-e1470686574894.jpg\" alt=\"goprocpa.com\" width=\"39\" height=\"16\" \/><span style=\"color: #b79c00\">exclusively for pro members. <\/span><\/strong><span style=\"color: #b79c00\"><a style=\"color: #b79c00\" href=\"\/\/www.g005e.com\/wp-login.php?redirect_to=\/\/www.g005e.com\/2017\/10\/05\/getting-accounting-firm-agreement-right\/\">log in here<\/a> or <a class=\"external\" style=\"color: #b79c00\" href=\"http:\/\/goprocpa.com\/\" target=\"_blank\" rel=\"noopener\">2022世界杯足球排名 today<\/a>.<\/span><\/p><\/blockquote>\n<p>some things are intuitively understood, but it\u2019s those occasional sticky matters that tend to make situations unravel. establishing and keeping agreements helps to avoid confrontation\u00a0\u2013 the one typically arising from someone promising to do something in a timely and complete manner and within a specified budget.<br \/>\n<!--more--><br \/>\neven if the firm\u2019s board casually agreed on a matter, something can go awry and threaten the direction of the firm. if you want to ensure that confrontation is effectively addressed rather than avoid one, make sure communications are<\/p>\n<ul>\n<li>clear,<\/li>\n<li>understood by everyone and<\/li>\n<li>limit (even eliminate) loopholes to enable everyone to know his or her responsibility(ies).<\/li>\n<\/ul>\n<p>it would be helpful to annually review all firm agreements, and if there are items that appear outdated because of growth, retirements or other factors, then invest the time to take a blank sheet of paper and build a whole new agreement. going through this exercise may result in the repeated lamentation of \u201chow did we miss this?\u201d or \u201chow did we decide on that?\u201d view this as a plus, not a negative.<\/p>\n<p>how can you tell if an agreement is insufficient? here are some telltale signs:<\/p>\n<ul>\n<li>project assignments not accompanied by hard and fast dates requiring compliance<\/li>\n<li>lack of a plan b, c, d\u2026<\/li>\n<li>ignorance of the necessary skills, resources and people to implement initiatives<\/li>\n<li>misunderstanding of firm priorities<\/li>\n<li>a culture that does not embrace the firm\u2019s overall philosophy and allows for factions to operate unfettered<\/li>\n<li>an inaccurate judgment of the level of commitment of staff and leadership<\/li>\n<li>inability to assess whether an outcome is positive and in alignment with the firm\u2019s overall strategy<\/li>\n<\/ul>\n<p><strong>will it work and does it make sense?<\/strong><\/p>\n<p>these questions should <strong>not<\/strong> be treated as mutually exclusive. my philosophy has always been to <strong>do the right things, rather than do things right<\/strong>. this means an action can be workable, but in the overall scheme of things, does the activity really add value to the firm?<\/p>\n<p>then there are those individuals who will agree immediately, however, will be quick to follow up with a \u201cbut.\u201d this can throw a wrench into the spokes because there will always be someone who anoints him or herself the firm contrarian. look for the usual suspects early and often.<\/p>\n<p>to avoid this predicament, create an assessment system or a matrix or whatever approach you want to use to uncover anything that appears out of alignment or discordant, whether it is aggressive timelines, shortage of resources or misinterpreted communications.<\/p>\n<p><strong>some simple steps to take<\/strong><\/p>\n<p>here are some easy-to-employ approaches that can avoid turning molehills into mountains:<\/p>\n<ul>\n<li>convey that mistakes are okay to be made as long as they are admitted and viewed as a learning experience so as not to be repeated.<\/li>\n<li>anticipate potential pitfalls and make adjustments so there is no harm inflicted on the firm.<\/li>\n<li>educate the lower-level staff on the importance of certain leadership tactics and approaches. experience is the best teacher, and these young professionals may someday be leading the firm.<\/li>\n<li>while clear communication is not always practiced, be sure you understand what you need from others and make certain they understand what you mean.<\/li>\n<li>avoid micromanagement, but be sure that bad habits that give rise to confrontations or abuse of power are treated with zero tolerance.<\/li>\n<li>don\u2019t be afraid to challenge (not personally attack) anyone at any level when seeking to understand why a certain protocol or process is being employed.<\/li>\n<\/ul>\n<p>these are just a few. i am sure you can discover other things for your own firm\u2019s success. consensus requires tolerating (and encouraging) differing opinions, sharing of ideas and the ability to be flexible. any work environment needs this if it wants to experience continuous improvement and a positive culture.<\/p>\n","protected":false},"excerpt":{"rendered":"<p><strong>7 warning signs and 6 solutions.<\/strong><br \/>\n<em>by steven e. sacks<\/em><\/p>\n","protected":false},"author":1892,"featured_media":50100,"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":[1363,1908,3120],"tags":[],"class_list":["post-52715","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-featured","category-management","category-pro-member-exclusive"],"acf":[],"yoast_head":"<!-- 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