Setting direction is the first step. By Robert J. Lees, August J. Aquila and Derek Klyhn Creating the Effective Partnership How do successful managing partners respond to the internal and external challenges they face? Without exception, all of the partners we spoke to talked about the need to have a clear sense of direction that the partners, in particular, could coalesce around. But what they considered even more important is the translation of that direction into a compelling vision and the strategies for achieving it.
The Radical CPA: New Rules for the Future-Ready Firm…
Women are judged on their performance, men on their potential. By Ida O. Abbott Sponsoring Women: What Men Need to Know Common patterns of gender bias include holding women to higher standards than men and expressing contradictory expectations (“double binds”) for women. MORE ON SPONSORING WOMEN FOR LEADERSHIP: 5 Ways Gender Bias Plays Out at CPA Firms | 3 Reasons Why Men Don’t Pick Women Protégées | Men Advance 2 to 1 over Women without Sponsors | 18 Ways Sponsors Can Help Their Protegees | The 6 Market Advantages of Women-Led Firms | Beyond Mentoring: Why Sponsoring Women for Leadership Matters Different standards: People expect more of women than of men and they hold women to higher standards. This sets […]
By Robert J. Lees, August J. Aquila and Derek Klyhn Creating the Effective Partnership Regardless of their ownership structure, most firms either operate as partnerships or would prefer to operate as partnerships. The tensions between being a business and the loss of the values and ethics of being a partnership feature strongly in our research. But accounting firms are different from their corporate counterparts in a number of ways, which impact their functioning and, therefore, their leadership.
When leadership models are male, sometimes female candidates go unrecognized. By Ida O. Abbott Sponsoring Women: What Men Need to Know Let’s assume a powerful man works with two junior colleagues, a man and a woman, who are both equally talented, motivated and superbly skilled performers. According to what we know from research and experience, that powerful man is more likely to sponsor the man than the woman. MORE ON SPONSORING WOMEN FOR LEADERSHIP: Men Advance 2 to 1 over Women without Sponsors | 18 Ways Sponsors Can Help Their Protegees | The 6 Market Advantages of Women-Led Firms | Beyond Mentoring: Why Sponsoring Women for Leadership Matters
By Sandi Smith Leyva The Accountant’s Accelerator Here’s a quick exercise: Choose any person in your work life or personal life. Now think back to last few interactions you had with that person. Recall what was said and classify your list into two groups. What interactions, comments and questions did you have with your chosen person that were negative? Here are some examples of things that are in the “negative” group:
Partners persuade their people to join them on the journey and to play a part in building a better firm. By Robert J. Lees and August J. Aquila Creating the Effective Partnership Just as the partners need to engage with the firm’s vision so do the firm’s people. But, like everyone, they actually engage with people not words. So, effective partners continually engage with their people, regardless of their level and role. They go out of their way to create a personal bond, sharing personal information and operating with honesty and integrity in all of their interactions. Creating the Effective Partnership: Every Partner’s First Question: ‘What’s in It for Me?’ | The 9 Building Blocks of a Winning Vision that […]
Changing marketplace demands changing firms. By Ida O. Abbott Sponsoring Women: What Men Need to Know Most male leaders today understand how important it is to keep high-performing women in the pipeline and help them achieve their potential within the organization. MORE on WOMEN in ACCOUNTING: Men, Women: A Tale of Two Brains for Business | Beyond Mentoring: Why Sponsoring Women for Leadership Matters | Firms that ‘Get’ Women Stand to Win the Talent Wars These men are genuinely concerned about their firms’ inability to retain and advance the women they hire because having a substantial number of women leaders is a demonstrably significant benefit to the company, while a lack of gender diversity at the top of organizations can […]
It’s time for the men running CPA firms to “man up” and get serious about promoting women into leadership roles…
Four issues and solutions in leadership and management. QUESTION: One of my managers is complaining that the staff don’t listen to him. The specifics are that he assigns work and it isn’t completed on time and is usually incomplete and full of errors. He says he doesn’t want to supervise people anymore. Any suggestions? ANSWER: I have many suggestions, sorted into four general areas. Here goes:
Getting specific with leadership duties and partner accountability. By Auqust Aquila Creating the Effective Partnership As leaders of a firm, partners need to do more than pay for themselves and contribute to overhead expenses. Their duties to the firm and to each other extend to bringing in new business, improving their own skills as well as developing skills in others, contributing to strategy and a passion for continuous improvement in all things. MORE PARTNER ISSUES: Are Bad Clients Driving You Crazy? | 6 Steps to Handle Staffing Problems in a Merger | New Times Call for New CPA Firm Metrics | Why CPA Firms Fail in Innovation | When the Deal is Done: A 24-Point Checklist for the Morning After | […]