Are you acting like an owner or an employee?
By Bill Reeb and Dominic Cingoranelli
Several of our younger partner readers have posed a couple of questions to us on the topic of mergers, as well as succession in general.
MORE ON PERFORMANCE MANAGEMENT: More Merger Questions Than You Imagined | Merging for the Wrong Reasons | Why Accountability Falls to MPs | How to Implement Strategy, Step by Step | How to Decide Who Decides Pay | Accountability Includes Partners | Succession Plan Requirements | How Retired Partners Are Robbing their Own Firms | 4 Ways to Create More Capacity | Partner Retirement and the War for Clients | Succession: The Questions to Care About | Hazards of Not Reallocating Equity | CPA Firm Performance Assessments: 15 Core Competencies, 21 Questions | 5 Harmful Management Attitudes (and How to Fix Them)
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At the end of the day, remember that just because junior and senior partners may be in different positions, have diverse perspectives and at times, opposite expectations, that doesn’t necessarily mean that you can’t find resolution in the same solutions. So, let’s pick up with a question/comment or two.
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