Posts Tagged ‘Team Development’
New App Aims to Keep Partners Accountable
If you’re like most CPA firms, you’ve had your fair share of partner accountability challenges. Luckily, industry experts, notable partners and developers have finally come together to lead change in this area with a new tool: the Partner Accountability App.
Here are some of the common issues this groundbreaking technology addresses:
Read MoreRosenberg & Rampe Reveal Magic Formula for Partner Compensation
Partner compensation is a challenge for many accounting firm leadership teams. The desire to balance rewarding performance, book of business, billable hours, and plain old seniority leads to conflict. Feelings of confusion arise when partners who are total jerks continue to out-earn their peers who have 20% higher realization and manage staff as if they’d been personally mentored by Adam Grant.
I’ve been fortunate enough to work closely with Marc Rosenberg for the past several years on partner compensation projects. Combining our…
Read MoreBringing Your Team Together During a Crisis
When things get stressful, communication is critical. Checking in on your team’s wellbeing can be a crucial part of growing together. Kristen Rampe joined the Ohio Society of CPA’s State of Business podcast to discuss ways accounting teams can come together during a crisis and what that can mean in the virtual workplace.
Read MoreHow to Take the Sting Out of Failure – and Dramatically Improve Team Performance
What is the secret of a high performing team in accounting? Is it bringing together CPAs who have deep technical expertise? Do you need a wide diversity of personalities or strengths? Or maybe just having a strong leader who controls the group carefully with a skilled hand?
Over two years, Google conducted a massive study on team performance to answer the question – what creates high performing teams?
Read MoreBoost Productivity by Creating a Strengths-based Culture at Your Firm
After helping several CPAs and firms with Strengths Programs, I’ve seen the impact it can have on individuals, workgroups and the firm as a whole. This is a culture-changer that results in better business outcomes.
Read More7 Ways to Host a Better Meeting
I went to a meeting the other day, one with a mix of professionals and aspiring professionals (college students). I’d love to tell you what the purpose of the meeting was, but I don’t actually know.
One might ask, what was I doing at a meeting where I didn’t even know the purpose to begin with? Well, I recently joined an organization and this was a regular monthly meeting, so I figured I would go and see what they were all about. Or not, as it turned out. They didn’t know how to hold an effective meeting.
Read MoreBeing a Mentor is Good for You
One summer during college I worked as a temp at a mortgage company and was lucky enough to work with a great manager. Drew showed me how to keep a clean desk (not sure I actually practice this, but it was great to see it in action) and how to have patience with a wide variety of talent levels on your team. He didn’t know it, but he was a mentor of mine and the skills he passed on have stayed with me for a number of years that will remain undisclosed.
Here are a few reasons why you might want to consider, or continue, guiding others to new professional heights.
Read MorePoetic Project Management
Can project management be poetic? We’re not sure either, but here’s an attempt. Please enjoy this collection of project management verses with our compliments.
Read More16 Delegation Failures
We’ve all been there. Trying to make our work-lives more efficient, transfer knowledge to newer team members and leverage our practice. Sometimes it works, and, well, sometimes the result is embarrassing at best. If you’ve ever wondered if you’re a delegation master, or one who could use a few tweaks to make the most of your efforts, you are in the right place. Below are a few ways to recognize when you might not have done the very best job ever in delegating your work.
Read MoreReclaiming Our Fun
After my webinar on Building a High-Functioning team, I received a whole lot of feedback from participants saying thank-you for the reminder to have fun.
This really caught me off guard. How in the world did we end up so focused on our goals (also a part of building a great team) that we completely let go of the fun part?
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