Overcoming the Three Biggest Obstacles in Succession Planning at CPA Firms

Hint: Start linking it to compensation.

by Marc Rosenberg, CPA
Author of “CPA Firm Succession Planning”

It’s common sense that the key to succession planning is developing future leaders, a practice at which the vast majority of CPA firms billing under $15-million-a year struggle with.

More on CPA firm management and leadership for PRO members [Go PRO here] :   CPA Firm Merger “Non-Negotiables”   •   The “Aha Moment” in CPA Firm Leadership   •    Leadership Is Overrated: It’s Good Management that Makes Successful Firms •  40 Great Ways to Improve Firm Profitability  •  Four Management Metrics that Fool Even the Best-Run Firms  •  19 Ways to Improve Accounting Firm Profitability • De-Bunking the Myth about Niche Marketing for Tax and Accounting Firms • Practice Development Is No Longer an Optional Activity • 10 Good Ways the Achieve Partner Accountability • Pick Your Partners Right to Begin With • The First Nine Questions Your Partner Team Needs to Embrace for Optimal Profitability • Profitability and The Value of Strategic Thinking • The Five Essential Building Blocks for Creating a Strong Accounting Firm • The Seven Signs of Great Leadership in a CPA Firm • Compensation Issues for the New Managing Partner •

Here are three tactics for developing future leaders: