{"id":123155,"date":"2024-07-17t00:00:37","date_gmt":"2024-07-17t04:00:37","guid":{"rendered":"\/\/www.g005e.com\/?post_type=product&#038;p=123155"},"modified":"2024-07-17t05:52:44","modified_gmt":"2024-07-17t09:52:44","slug":"marc-rosenberg-cpa-firm-staff-managing-your-1-asset-second-edition-updated-expanded-mr23cfs","status":"publish","type":"product","link":"\/\/www.g005e.com\/shop\/marc-rosenberg-cpa-firm-staff-managing-your-1-asset-second-edition-updated-expanded-mr23cfs\/","title":{"rendered":"cpa firm staff: managing your #1 asset [updated &#038; expanded]"},"content":{"rendered":"<h6><span style=\"color: #8c7d70;\"><b>links to download your pdf will appear on the order confirmation screen after purchase and in your email receipt from auto-confirm@www.g005e.com.<\/b><\/span><br \/>\n<span style=\"color: #8c7d70;\"><b>*<\/b> rosenberg pdfs are read-only \u2013 no printing, markup, reproduction, or further distribution. downloadable to five personal devices. within 90 days of purchase. yes, it&#8217;s kindle-friendly.<\/span><\/h6>\n<h2><strong><span style=\"color: #0056a6;\">everything you need to know for:<\/span> <\/strong><\/h2>\n<ul>\n<li>recruiting<\/li>\n<li>retention<\/li>\n<li>staff engagement<\/li>\n<li>training<\/li>\n<li>flexibility<\/li>\n<li>mentoring<\/li>\n<li>recognition<\/li>\n<li>leadership development<\/li>\n<li>advancement and promotion<\/li>\n<li>compensation<\/li>\n<li>performance feedback<\/li>\n<\/ul>\n<p><strong>plus:<\/strong> tips for inter-generational harmony.<\/p>\n<hr \/>\n<h2><span style=\"color: #d8232a;\"><em><strong>new: bonus toolkit<\/strong><\/em><\/span><\/h2>\n<h6><em>printable. customizable. word doc. available as a $95 upgrade with purchase. not sold separately.<\/em><\/h6>\n<h3 style=\"padding-left: 40px;\"><span style=\"color: #0056a6;\"><strong>the all-new proprietary toolkit includes over a dozen key documents your firm can use immediately.<\/strong><\/span><\/h3>\n<p style=\"padding-left: 40px;\">the toolkit is designed to help you <span style=\"margin: 0px; padding: 0px;\">quickly integrate best practices from <em>cpa firm staff: managing your #1 asset, second edition,<\/em> into your firm<\/span>.<br \/>\nprint the documents to share during staff meetings or edit them to suit your needs.<\/p>\n<p style=\"padding-left: 40px;\"><span style=\"color: #0056a6;\"><strong>high-impact, single-page worksheets for individual study and group strategy.<\/strong><br \/>\n<\/span><\/p>\n<p style=\"padding-left: 40px;\"><strong>more than 300 tips, strategies and checkpoints, including:<\/strong><\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li>14 reasons staff leave cpa firms<\/li>\n<li>12 expenses for computing the cost of turnover at cpa firms<\/li>\n<li>27 behaviors of &#8220;good bosses,&#8221; including soft skills, technical knowledge and work methods.<\/li>\n<li>15 common ways cpa firms recognize their staff<\/li>\n<li>16 items that define what mentoring is&#8230; and is not<\/li>\n<li>30 strategies for developing staff into partners<\/li>\n<li>31 thresholds and core competencies for making partner<\/li>\n<li>33-item matrix for a curriculum-based training program covering technical, technology and soft skills for job titles from staff to partner<\/li>\n<li>21 training best practices<\/li>\n<li>6-part annual performance review form, including technical knowledge, engagement management, and practice development<\/li>\n<li>18 questions for a job applicant interview<\/li>\n<li>29 job satisfaction survey questions<\/li>\n<li>19 upward evaluation questions<\/li>\n<li>4 detailed job descriptions, including enumerated duties and criteria for promotion to next level for staff accountants, senior accountants, managers, and partners<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<hr \/>\n<h2><span style=\"color: #0056a6;\"><strong>fix the staffing crisis, one firm at a time, beginning with yours<\/strong><\/span><\/h2>\n<p class=\"p2\"><span class=\"s1\"><strong>managing partners s<\/strong>ay their staff is just as important as their clients. yet firms continue to struggle mightily with staff management. that&#8217;s because the old methods no longer work in this era of tight labor supply and high turnover<\/span><span class=\"s2\">. <\/span><\/p>\n<p class=\"p2\"><span class=\"s2\"><strong>managing staff<\/strong>\u2014recruiting, training, engagement, retention, mentoring and developing them into partners\u2014is the profession&#8217;s number one<\/span><span class=\"s2\">\u00a0challenge.<\/span><\/p>\n<p class=\"p2\"><span class=\"s1\"><strong>in this handbook,<\/strong> rosenberg has assembled all of his knowledge and experience in developing cpa firm staff. the handbook features our proprietary consulting materials, pertinent research, opinions from thought leaders and major contributions from two top national consultants on cpa firm staff issues.<\/span><\/p>\n<p><strong>firms recognize<\/strong> that staff are the key to success. however, in an era of tight labor supply, high turnover, and a new generation that questions the attractiveness of the cpa profession, the old ways of managing staff no longer work.<\/p>\n<p><em><strong>firms that fail to acknowledge that their team is every bit as important as their clients will soon find themselves without quality employees.<\/strong><\/em><\/p>\n<hr \/>\n<h2><span style=\"color: #0056a6;\"><strong>your complete guide for surviving and thriving through the staffing crisis<\/strong><\/span><\/h2>\n<p><strong>marc rosenberg, cpa,<\/strong> and amanda lilley, cpa, shrm-cp, phr, have written the complete guide to developing cpa firm staff, building a desirable culture for employees and retaining them for years to come.<\/p>\n<p>with contributions from national experts jennifer wilson of convergencecoaching\u00ae and jeremy wortman, phd from hrd initiatives, they cover:<\/p>\n<ul>\n<li>attractiveness of the cpa profession<\/li>\n<li>recruiting<\/li>\n<li>training<\/li>\n<li>engagement and retention<\/li>\n<li>mentoring<\/li>\n<li>talent management<\/li>\n<li>performance feedback<\/li>\n<li>flexible work arrangements<\/li>\n<li>the importance of great bosses<\/li>\n<li>leadership development<\/li>\n<li>compensation<\/li>\n<li>developing women partners<\/li>\n<li>surveying your staff<\/li>\n<li>generational differences<\/li>\n<li>job descriptions<\/li>\n<li>why it\u2019s great to work at a cpa firm<\/li>\n<\/ul>\n<hr \/>\n<h2><span style=\"color: #0056a6;\"><strong>the #1 key to cpa firm success: the staff<\/strong><\/span><\/h2>\n<p><strong>if you ask cpa firm managing partners<\/strong> to identify the most important key to their firm\u2019s success, the hands-down winner will be \u201cour staff.\u201d some may say it\u2019s a two-way tie between clients and staff. but you get the point.<\/p>\n<p>there are many reasons for this:<\/p>\n<ol>\n<li><strong>motivated, engaged, skilled,<\/strong> ambitious, productive and personable staff is critically important. no one would disagree with this. just ask firms whose staff lack these traits.<\/li>\n<li><strong>the cpa firm business<\/strong> has traditionally experienced a high turnover rate, generally in the 15-20 percent range. a rule of thumb is that the hard cost of replacing a staff person ranges from 0.5-0.75 times their annual compensation. so, the pain of turnover is compounded not only by the nearly impossible task of replacing the departed but also by its high cost. more importantly, retaining good staff enables firms to provide better client service. client service improves when firms excel at being a great place to work, where staff stay and thrive.<\/li>\n<li><strong>if firms adopt a more leveraged<\/strong> operating model, staff must perform 70-90% of all client work. this won\u2019t be possible unless firms invest tremendous time and resources into developing staff who are highly proficient at the work involved.<\/li>\n<li><strong>firms need a continuous flow<\/strong> of new leaders to grow and successfully transition work away from retiring partners. this will occur only if the firm excels at developing staff.<\/li>\n<\/ol>\n<h3><span style=\"color: #0056a6;\"><strong>proof<\/strong><\/span><\/h3>\n<p><strong>if you still aren\u2019t convinced<\/strong> that staff is the biggest issue facing cpa firms today, here is data from the aicpa cpa firm top issues survey, which ranks what firms feel their top practice management issues are.<\/p>\n<table style=\"height: 344px;\" width=\"734\">\n<tbody>\n<tr>\n<td width=\"244\">\n<h3><strong><span style=\"color: #0056a6;\">cpa firm top issues ranked<\/span><\/strong><\/h3>\n<\/td>\n<td colspan=\"3\" width=\"152\">\n<h3 style=\"text-align: center;\"><span style=\"color: #0056a6;\"><strong>by firm size<\/strong><\/span><\/h3>\n<\/td>\n<\/tr>\n<tr>\n<td style=\"text-align: center;\" width=\"244\"><\/td>\n<td width=\"68\">\n<p style=\"text-align: center;\"><span style=\"color: #0056a6;\"><strong>over 21 professionals<\/strong><\/span><\/p>\n<\/td>\n<td width=\"18\"><\/td>\n<td width=\"66\">\n<p style=\"text-align: center;\"><span style=\"color: #0056a6;\"><strong>11-20 professionals<\/strong><\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"244\">\n<h4 style=\"text-align: left;\"><span style=\"color: #d8232a;\"><strong>finding qualified staff<\/strong><\/span><\/h4>\n<\/td>\n<td style=\"text-align: center;\" width=\"68\">\n<h4><span style=\"color: #d8232a;\"><strong>#1<\/strong><\/span><\/h4>\n<\/td>\n<td style=\"text-align: center;\" width=\"18\"><\/td>\n<td style=\"text-align: center;\" width=\"66\">\n<h4><span style=\"color: #d8232a;\"><strong>#1<\/strong><\/span><\/h4>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"244\">\n<h4><span style=\"color: #d8232a;\"><strong>developing firm leadership<\/strong><\/span><\/h4>\n<\/td>\n<td width=\"68\">\n<h4 style=\"text-align: center;\"><strong><span style=\"color: #d8232a;\">#4<\/span><\/strong><\/h4>\n<\/td>\n<td width=\"18\"><\/td>\n<td width=\"66\">\n<h4 style=\"text-align: center;\"><strong><span style=\"color: #d8232a;\">#2<\/span><\/strong><\/h4>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"244\">staying abreast of law changes<\/td>\n<td width=\"68\">\n<p style=\"text-align: center;\">#3<\/p>\n<\/td>\n<td width=\"18\"><\/td>\n<td width=\"66\">\n<p style=\"text-align: center;\">#3<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"244\">\n<h4><strong><span style=\"color: #d8232a;\">staff utilization and management<\/span><\/strong><\/h4>\n<\/td>\n<td width=\"68\">\n<h4 style=\"text-align: center;\"><strong><span style=\"color: #d8232a;\">#5<\/span><\/strong><\/h4>\n<\/td>\n<td width=\"18\"><\/td>\n<td width=\"66\">\n<h4 style=\"text-align: center;\"><span style=\"color: #d8232a;\"><strong>#5<\/strong><\/span><\/h4>\n<\/td>\n<\/tr>\n<tr>\n<td style=\"text-align: center;\" width=\"244\">\n<h4 style=\"text-align: left;\"><strong><span style=\"color: #d8232a;\">retaining qualified staff<\/span><\/strong><\/h4>\n<\/td>\n<td style=\"text-align: center;\" width=\"68\">\n<h4><span style=\"color: #d8232a;\"><strong>#2<\/strong><\/span><\/h4>\n<\/td>\n<td style=\"text-align: center;\" width=\"18\"><\/td>\n<td width=\"66\">\n<h4 style=\"text-align: center;\">*<\/h4>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h6 style=\"padding-left: 40px;\">*<span style=\"color: #919191;\"><em> not ranked in the top 5.<\/em><\/span><\/h6>\n<hr \/>\n<h2><span style=\"color: #0056a6;\"><strong>the new generation of cpa firm<\/strong><\/span><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-127568\" src=\"\/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/mr23cfs-table-20th-century.png\" alt=\"\" width=\"728\" height=\"906\" srcset=\"\/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/mr23cfs-table-20th-century.png 1181w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/mr23cfs-table-20th-century-424x528.png 424w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/mr23cfs-table-20th-century-849x1057.png 849w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/mr23cfs-table-20th-century-768x956.png 768w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/mr23cfs-table-20th-century-300x373.png 300w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/mr23cfs-table-20th-century-600x747.png 600w\" sizes=\"(max-width: 728px) 100vw, 728px\" \/><\/h2>\n<h3><span style=\"color: #0056a6;\"><strong>two major drivers of the change in how firms manage and treat their staff<\/strong><\/span><\/h3>\n<ul>\n<li><strong>1. the production model for managing cpa firms is changing dramatically.<\/strong> partners were expected to be highly billable years ago, with 1,400-1,600 hours being common. today, this figure is roughly 1,100. it\u2019s lower for partners who are good delegators. as the trend to manage cpa firms like real businesses has become the norm rather than a radically new concept, firms realize that their staff is more important than ever.\n<ul>\n<li>it\u2019s more important what partners do with their nonbillable hours (firm management, practice development and staff mentoring) than their billable hours.<\/li>\n<li>because firms value partners\u2019 nonbillable time so highly now, their billable hours inevitably come down. this means that partners must delegate even more of their work than in the past, increasing staff-partner ratios significantly in recent decades.<\/li>\n<\/ul>\n<\/li>\n<li><strong>2. the supply of staff is dwindling<\/strong> at a time when the model for operating firms calls for <em>more <\/em>staff time, crippling some firms\u2019 efforts to get the work out and grow. it\u2019s been this way since the 2000s and shows no signs of abating any time soon. even if students\u2019 interest in accounting as a career spikes unexpectedly, colleges and universities couldn\u2019t handle the demand. there is a shortage of accounting professors worldwide, which is also not expected to ease any time soon.<\/li>\n<\/ul>\n<p><em><strong>cpa firms are waking up and realizing that their whole perspective on managing and developing staff needs to change dramatically.<\/strong><\/em><\/p>\n<hr \/>\n<figure id=\"attachment_127571\" class=\"thumbnail wp-caption alignright\" style=\"width: 389px\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-127571\" src=\"\/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/pages-mr23cfs-800w-copy.png\" alt=\"sample pages: full of step-by-step instructions, worksheets, checklists.\" width=\"389\" height=\"1159\" srcset=\"\/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/pages-mr23cfs-800w-copy.png 537w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/pages-mr23cfs-800w-copy-424x1263.png 424w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/pages-mr23cfs-800w-copy-516x1536.png 516w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/pages-mr23cfs-800w-copy-300x894.png 300w\" sizes=\"(max-width: 389px) 100vw, 389px\" \/><figcaption class=\"caption wp-caption-text\"><strong>sample pages<\/strong>: full of step-by-step instructions, worksheets, and checklists.<\/figcaption><\/figure>\n<h2><b><\/b><span style=\"color: #0056a6;\"><strong><span class=\"s1\">today&#8217;s hottest topics<\/span><\/strong><\/span><\/h2>\n<p><b>1. how cpa firms treat their staff<\/b><br \/>\n\u2022 changes from 20th century to today<br \/>\n\u2022 two major drivers of the change in how firms manage and treat their staff<br \/>\n\u2022 the #1 key to cpa firm success<\/p>\n<p><b>2. the relevance of the cpa profession<\/b><br \/>\n\u2022 what cpa industry leaders think<br \/>\n\u2022 why relevance matters<br \/>\n\u2022 how to make a cpa firm career relevant to staff<\/p>\n<p><b>3. talent management<\/b><br \/>\n\u2022 what is talent management?<br \/>\n\u2022 the big disconnect<br \/>\n\u2022 a great opportunity for firms<br \/>\n\u2022 talent management model and strategy<\/p>\n<p><b>4. staff retention<\/b><br \/>\n\u2022 the state of cpa firm professional staff turnover<br \/>\n\u2022 the top reasons staff leave cpa firms<br \/>\n\u2022 what staff do like<br \/>\n\u2022 retaining staff: don\u2019t underestimate the power of money<br \/>\n\u2022 marc rosenberg\u2019s morning with 17 young cpa firm staff<br \/>\n\u2022 the high cost of turnover<\/p>\n<p><b>5. flexibility<\/b><br \/>\n\u2022 what is work flexibility?<br \/>\n\u2022 anytime anywhere survey<br \/>\n\u2022 what\u2019s the best way to start a flexible work program?<br \/>\n\u2022 guidelines for flexible work policies<br \/>\n\u2022 unlimited paid time off (pto)<br \/>\n\u2022 are mandatory saturdays a thing of the past?<br \/>\n\u2022 are flexible hours helping or hurting us?<br \/>\n\u2022 unintended consequences<br \/>\n\u2022 sample flexible work arrangement policy<\/p>\n<p><b>6. remote work<\/b><br \/>\n\u2022 the impact of remote work<br \/>\n\u2022 can remote employees become partners?<\/p>\n<p><b>7. the importance of great bosses<\/b><br \/>\n\u2022 a built-in flaw of the traditional cpa firm structure<br \/>\n\u2022 definition of a good boss<br \/>\n\u2022 why bosses are so important<br \/>\n\u2022 one of the biggest disconnects in cpa firm practice management<br \/>\n\u2022 checklist: things cpa firm supervisors do to be \u201cgood bosses\u201d<br \/>\n\u2022 outrageous behavior by cpa firm bosses<\/p>\n<p><b>8. recognition<\/b><br \/>\n\u2022 the one minute manager<br \/>\n\u2022 common ways cpa firms recognize their staff<\/p>\n<p><b>9. mentoring<\/b><br \/>\n\u2022 mentoring defined<br \/>\n\u2022 old-school vs. new-school approach to mentoring<br \/>\n\u2022 what mentors do<br \/>\n\u2022 keys to successful mentoring programs<br \/>\n\u2022 what mentoring is and is not<br \/>\n\u2022 mentoring vs. sponsoring<br \/>\n\u2022 a 35000-foot view of mentoring<\/p>\n<p><b>10. leadership development<\/b><br \/>\n\u2022 the look and feel of leadership at cpa firms<br \/>\n\u2022 what firms are doing to develop staff into partners<br \/>\n\u2022 young partners talk about their rise<br \/>\n\u2022 leadership spotlight: jim metzler cpa cgma, owner of metzler advisory group<\/p>\n<p><b>11. advancement and challenge<\/b><br \/>\n\u2022 the importance of advancement and challenges in retaining and developing staff<br \/>\n\u2022 components of a good advancement program at a cpa firm<br \/>\n\u2022 how firms can make staff jobs challenging<br \/>\n\u2022 general performance traits needed to advance<br \/>\n\u2022 what it takes to advance to specific titles in cpa firms<br \/>\n\u2022 promotion to partner: thresholds and competencies<\/p>\n<p><b>12. compensation<\/b><br \/>\n\u2022 tips for setting base salaries<br \/>\n\u2022 bonuses<br \/>\n\u2022 one of the best staff compensation practices we\u2019ve ever seen<br \/>\n\u2022 extraordinary staff benefits<\/p>\n<p><b>13. training<\/b><br \/>\n\u2022 training, cpe<br \/>\n\u2022 three types of training<br \/>\n\u2022 university or curriculum-based training<br \/>\n\u2022 four training formats<br \/>\n\u2022 curriculum-based training program<br \/>\n\u2022 21 training best practices<br \/>\n\u2022 training: an eye-opening best practice at porte brown<\/p>\n<p><b>14. performance feedback<\/b><br \/>\n\u2022 progressive performance feedback<br \/>\n\u2022 the case for trashing the annual performance review<br \/>\n\u2022 the one minute manager by blanchard and johnson<br \/>\n\u2022 performance evaluation form<br \/>\n\u2022 traditional performance feedback: the abcs<br \/>\n\u2022 annual performance review form<\/p>\n<p><b>15. developing women partners<\/b><br \/>\n\u2022 the facts: read \u2019em and weep<br \/>\n\u2022 best practices for developing woman partners<br \/>\n\u2022 is your firm leaving potential leadership successors behind?<\/p>\n<p><b>16. recruiting<\/b><br \/>\n\u2022 overarching recruiting strategies<br \/>\n\u2022 advanced ideas to enhance your firm\u2019s recruiting strategy<br \/>\n\u2022 differentiation<br \/>\n\u2022 social media<br \/>\n\u2022 other recruiting ideas<br \/>\n\u2022 the $10000 hour<br \/>\n\u2022 small firm recruitment challenges<br \/>\n\u2022 interview questions<br \/>\n\u2022 soft skills to interview for<\/p>\n<p><b>17. other retention practices<\/b><br \/>\n\u2022 scheduling of staff<br \/>\n\u2022 pooled vs. siloed staff<br \/>\n\u2022 staff accountability<br \/>\n\u2022 communication<br \/>\n\u2022 fun ideas for the staff<br \/>\n\u2022 ideas from mps across the country<\/p>\n<p><b>18. surveying your staff<\/b><br \/>\n\u2022 two primary types of surveys<br \/>\n\u2022 job satisfaction survey<br \/>\n\u2022 upward evaluation surveys<\/p>\n<p><b>19. generational differences<\/b><br \/>\n\u2022 baby boomers (born 1946-1964)<br \/>\n\u2022 generation x (born 1965-1980)<br \/>\n\u2022 millennials (born 1981\u20131996)<br \/>\n\u2022 gen z\/centennials (born 1997\u20132013)<br \/>\n\u2022 stereotyping generations<\/p>\n<p><b>20. job descriptions<\/b><br \/>\n\u2022 staff accountant job description<br \/>\n\u2022 senior accountant job description<br \/>\n\u2022 manager job description<br \/>\n\u2022 partner job description<\/p>\n<p><b>21. why it\u2019s great to work at a cpa firm<\/b><br \/>\n\u2022 the moral of the story<\/p>\n<hr \/>\n<h2 class=\"p9\"><b><\/b><span style=\"color: #0056a6;\"><strong>renowned expert authors<\/strong><\/span><\/h2>\n<figure id=\"attachment_127567\" class=\"thumbnail wp-caption alignright\" style=\"width: 421px\"><img loading=\"lazy\" decoding=\"async\" class=\" wp-image-127567\" src=\"\/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/marc-rosenberg-and-amanda-lilley-2023-for-mr23cfs.png\" alt=\"\" width=\"421\" height=\"201\" srcset=\"\/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/marc-rosenberg-and-amanda-lilley-2023-for-mr23cfs.png 834w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/marc-rosenberg-and-amanda-lilley-2023-for-mr23cfs-424x202.png 424w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/marc-rosenberg-and-amanda-lilley-2023-for-mr23cfs-768x367.png 768w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/marc-rosenberg-and-amanda-lilley-2023-for-mr23cfs-300x143.png 300w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/marc-rosenberg-and-amanda-lilley-2023-for-mr23cfs-600x286.png 600w\" sizes=\"(max-width: 421px) 100vw, 421px\" \/><figcaption class=\"caption wp-caption-text\">rosenberg and lilley<\/figcaption><\/figure>\n<p><strong>marc rosenberg, cpa,<\/strong> is a nationally known consultant, author and speaker on firm management, strategy and partner issues. managing partner of the chicago-based consulting firm rosenberg associates, he founded the most authoritative annual survey of mid-sized cpa firm performance statistics in the country, the rosenberg survey. he has consulted with more than 1,000 firms throughout his decades-long consulting career. annually recognized by <em>accounting today<\/em> as one of the top 100 most influential people, rosenberg regularly contributes to leading industry publications. he is best known as the author of his acclaimed practice management series \u2014 a compilation of the knowledge and experience he has amassed throughout his consulting career on topics pertinent to cpa practice management. rosenberg is a graduate of the university of illinois.<\/p>\n<p style=\"text-align: center;\"><span style=\"text-decoration: underline; color: #0056a6;\"><a style=\"color: #0056a6; text-decoration: underline;\" href=\"\/\/www.g005e.com\/author\/rosenberg\/\">click here for marc rosenberg&#8217;s articles on 卡塔尔世界杯常规比赛时间<\/a><\/span><\/p>\n<p>&nbsp;<\/p>\n<p><strong>amanda lilley, cpa, shrm-cp, phr, <\/strong>is a consultant to cpa firms across north america. amanda began her public accounting career by working in audits and taxes. she spent over five years working with clients ranging from real estate partnerships to ultra-high-net-worth individuals. in 2019, she pivoted her career to assist the industry as a human resource professional focusing on various areas, including talent management, learning and development and general compliance. today, amanda works with progressive cpa firm leaders and teams on projects such as partner compensation, partner agreements, workshops, strategic retreat facilitation and hr consulting. lilley is a graduate of portland state university.<\/p>\n<figure id=\"attachment_127569\" class=\"thumbnail wp-caption alignright\" style=\"width: 200px\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-127569\" src=\"\/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/wortman.png\" alt=\"\" width=\"200\" height=\"204\" srcset=\"\/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/wortman.png 299w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/wortman-24x24.png 24w, \/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/wortman-48x48.png 48w\" sizes=\"(max-width: 200px) 100vw, 200px\" \/><figcaption class=\"caption wp-caption-text\">wortman<\/figcaption><\/figure>\n<p><strong>jeremy wortman, phd, <\/strong>owns hrd initiatives, a firm specializing\u00a0in leadership development, organizational development and talent management solutions. he works with client partners and firms\u2019 executive teams to help them create talent management strategies, build leadership talent, implement solutions and coach leaders.<\/p>\n<p>his areas of expertise include the following:<\/p>\n<ul>\n<li>building and executing talent management strategies.<\/li>\n<li>developing leaders.<\/li>\n<li>coaching leaders.<\/li>\n<li>conducting talent\/personality assessments.<\/li>\n<li>team building.<\/li>\n<li>teaching ethics workshops.<\/li>\n<\/ul>\n<p>wortman has more than 20 years of experience in organization and leadership development. before founding hrd, he was with td ameritrade for eight years as their director of organizational development and effectiveness. he later affiliated with the growth partnership, a firm that works exclusively with accounting firms and their professionals in marketing and smart skills training.<\/p>\n<p>wortman earned his ph.d. in organizational behavior and leadership and a master\u2019s in business administration from the university of nebraska. his undergraduate degrees are in economics and human resources.<\/p>\n<p>wortman has focused on the accounting profession since 2004.<span style=\"margin: 0px; padding: 0px;\">\u00a0as a consultant to the profession, his clients range from small firms to the top ten largest in the united states, many of whom are found on\u00a0<em>accounting today\u2019s<\/em> best firms to work for list. he speaks at conferences on ethical decision-making, leadership development and talent management. he was an adjunct professor at the university of nebraska from 1999 to 2016<\/span>.<\/p>\n<figure id=\"attachment_127570\" class=\"thumbnail wp-caption alignright\" style=\"width: 201px\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-127570 size-full\" src=\"\/\/www.g005e.com\/wp-content\/uploads\/2024\/03\/jennifer-wilson-for-m423cfs.jpg\" alt=\"\" width=\"201\" height=\"305\" \/><figcaption class=\"caption wp-caption-text\">wlson<\/figcaption><\/figure>\n<p><strong>jennifer wilson,<\/strong> co-founder of convergencecoaching, has been consulting the accounting profession for over 20 years.\u00a0a short list of her many accolades:<\/p>\n<ul>\n<li>ipa\u2019s ten most recommended consultants<\/li>\n<li><em>accounting today<\/em>\u2019s top 100 most influential people in accounting<\/li>\n<li>most powerful women in accounting (cpa practice advisor)<\/li>\n<li>cpa practice advisor accounting hall of fame<\/li>\n<\/ul>\n<p>convergencecoaching is a national cpa consulting firm dedicated to helping leaders succeed by developing and implementing leadership, succession, marketing, and training and development plans. their ultimate goal is to make a transformational difference in the lives of their clients and firms.<\/p>\n<p>convergencecoaching provides:<\/p>\n<ul>\n<li>vision and strategic planning<\/li>\n<li>anytime, anywhere work<\/li>\n<li>succession planning<\/li>\n<li>hr consulting<\/li>\n<li>retreats<\/li>\n<li>individual coaching<\/li>\n<\/ul>\n<p>convergencecoaching has earned industry-wide recognition for excellence in delivering long-term programs on leadership and professional development, rainmaker development, client advisory, and personality and leadership assessments.<\/p>\n<p style=\"text-align: center;\"><span style=\"text-decoration: underline;\"><a href=\"\/\/www.g005e.com\/author\/jennifer-wilson\/\">click here for jennifer wilson&#8217;s articles on 卡塔尔世界杯常规比赛时间<\/a><\/span><\/p>\n<div class='shareinpost'><ul class=\"socialwrap row\"><li class=\"icon_text\"><a  rel='nofollow'  target='_blank'  title='https:\/\/www.facebook.com'  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href=\"mailto:?subject=cpa%20trendlines%20:%20cpa%20firm%20staff:%20managing%20your%20#1%20asset%20[updated%20&#038;%20expanded]&amp;body=here's%20something%20worth%20seeing%20from%20\/\/www.g005e.com...\r\n\r\n\r\n\r\n%20%20\/\/www.g005e.com\/shop\/marc-rosenberg-cpa-firm-staff-managing-your-1-asset-second-edition-updated-expanded-mr23cfs\/\" title=\"email this: cpa firm staff: managing your #1 asset [updated &#038; expanded] \"><img loading=\"lazy\" decoding=\"async\" src=\"\/\/www.g005e.com\/wp-content\/plugins\/share-and-follow\/images\/blank.gif\" height=\"24\"  width=\"24\" style=\"background: transparent url(\/\/www.g005e.com\/wp-content\/plugins\/share-and-follow\/default\/24\/sprite-feb-24.png) no-repeat;padding:0;margin:0;height:24px;width:24px;background-position:-275px 0px\" class=\"image-24\"  alt=\"email\" \/> <span class=\"head\">email this<\/span><\/a><\/li><\/ul><div class=\"clean\"><\/div> <\/div>","protected":false},"excerpt":{"rendered":"<h3><span style=\"color: #d8232a;\"><em><b>the complete guide<\/b><\/em><\/span><\/h3>\n<p><i><strong>by marc rosenberg cpa<br \/>\n<\/strong>and amanda lilley, cpa, shrm-cp, phr,<br \/>\n<\/i><i>with jennifer wilson, convergence coaching, and jeremy wortman, ph.d<\/i><\/p>\n<h4><span style=\"color: #0056a6;\"><strong>thousands of tips, techniques, best practices, checkpoints, and step-by-step procedures.<\/strong><\/span><\/h4>\n<p><strong><span style=\"color: #0056a6;\"><em>add the bonus toolkit to your order<\/em><\/span><\/strong><\/p>\n","protected":false},"featured_media":127564,"template":"","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":""},"product_cat":[2904,4204,2859,2844,2838,2841,2840],"product_tag":[4202,4203,4201,2879,4200,2908,2907,2847,4199,2946],"class_list":{"0":"post-123155","1":"product","2":"type-product","3":"status-publish","4":"has-post-thumbnail","6":"product_cat-checklists-worksheets","7":"product_cat-cpa-firm-staff","8":"product_cat-digital-option","9":"product_cat-digital-product","10":"product_cat-management-hr","11":"product_cat-marc-rosenberg","12":"product_cat-recommended","13":"product_tag-job","14":"product_tag-job-description","15":"product_tag-making-partner","16":"product_tag-partner","17":"product_tag-performance-management","18":"product_tag-recruiting","19":"product_tag-retention","20":"product_tag-staff","21":"product_tag-staffing","22":"product_tag-talent-development","23":"member-discount","24":"discount-restricted","26":"first","27":"instock","28":"featured","29":"taxable","30":"shipping-taxable","31":"purchasable","32":"product-type-variable","33":"has-default-attributes"},"acf":[],"yoast_head":"<!-- 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