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Beware of These Five Traps

Posted By Jim Boomer, Friday, December 4, 2015

"So I encourage you to combat these five traps and make sure that you're reaching out to your peers within the profession; and that you’re also thinking outside the box and looking outside of the profession to see if there are new and innovative ways of doing things. After all, we’re all running a business, whether it's a CPA firm or any other type..."

Jim Boomer warns against falling into five traps when thinking about your technology.

3 minutes

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Tags:  2015  blog  technology 

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Sandra Has a New Book!

Posted By Administration, Thursday, November 19, 2015
Updated: Wednesday, November 18, 2015

In the past few years, employees lucky enough to find interesting work with a growing firm have been challenged by the escalating number of hours they must work in order to accomplish the tasks they have been assigned. This increase in number of hours is mostly due to the fact that there are less experienced people to do the same amount of work—or more—than ever before.

Mergers and acquisitions, along with organic growth, are on the upswing. Acquisition of experienced staff is on the decline. These two factors working in concert together produced a perfect storm for creating the war on talent that our profession is right in the middle of today. An ever-increasing strategy, and in some people’s minds, a buzzword, to combat this war to retain and motivate our team is employee engagement.

Employees in our profession typically spend anywhere from 2,080 to 2,500 hours at work every year. Because this is more time than they spend with their families, we must admit to ourselves that engagement should be a very important strategy in any firm of any size.

In a recent Gallup poll, it is reported that only 13 percent of employees worldwide are engaged at work, a pretty paltry number by anyone’s standards. In that same report, definitions are given of the types of employees in today’s workforce. They are as follows:

  • Engaged employees—Those who work with passion and feel a profound connection to their company. They drive innovation and move the organization forward.
  • Non-Engaged—Those who are essentially “checked out.” They’re sleepwalking through their workday, putting time—but not energy or passion—into their work.
  • Actively Disengaged—Those who are not just unhappy at work; they are busy acting out their unhappiness every day. These workers undermine what their engaged coworkers accomplish.

The challenge is that we don’t really think deeply about what employee engagement is, why it is so important, or where to start in the strategic development of engagement to improve firm culture. What we do understand is that we need and want our emerging leaders to make the choice to stay with the firm. The keys to making that choice are in retention and motivation. Employee retention is accomplished by creating strategies to keep the best and the brightest. It is the ability to connect the firm’s needs with the passion of the individual. Firm leaders must put the time into identifying the unique abilities (and personal desires) of each person and then develop strategies to allow individuals to practice those abilities. Motivating employees is accomplished by creating strategies to ensure each person is inspired to use his or her internal drive to take action and feel emotionally fulfilled. Oh, and by the way, the firm leaders need to ensure this is done with a limited amount of time and dollars to invest.

Top-performing firms recognize that employee engagement can drive business outcomes. The theory that engaged employees are more productive, more profitable, more client-focused, and more likely to stay is a powerful message that firm leaders are interested in hearing more about. Highly engaged firms will grow faster, adapt quicker, and innovate more. Firms won’t just benefit from employee engagement; they will come to depend on it over time.

Read Sandra’s new book, The Engaged Employee, to learn 10 initiatives that your firm can put into place now to ensure that you will have the best chance at retaining the best and the brightest.

Tags:  2015  Blog  culture  recruiting  Retention 

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Accountability Starts at the Top

Posted By Jim Boomer, Thursday, September 17, 2015

"...creating that peer accountability can be very powerful. After all, it’s a lot easier to let ourselves down than it is to let our peers and others down. But ultimately, accountability is not going to be an integral part of your culture if the tone doesn't start at the top so it’s important that leaders truly live by accountability and hold each other accountable."

Jim Boomer discusses three steps to improve accountability.

3 minutes

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Tags:  2015  blog  Jim Boomer  leadership 

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Accountability is Not a Four Letter Word

Posted By Sandra Wiley, Thursday, September 3, 2015

"The reason this is scary for people is that they haven't ever done it before. They hear 'accountability' and think ought-oh, I'm going to get in trouble for something. It's actually absolutely the opposite of that. If you understand what you're going to be held accountable to do, then you know what you have to do and you know how to be successful..."

Sandra Wiley talks about one of the keys to productivity in this 5 minute video blog. Click on the logo to access a free Guide to Strategic Planning and learn about additional paths to growth:

5 minutes

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Tags:  2015  accountability  Blog  leadership  Sandra Wiley  Strategic Planning 

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Becoming Indispensable, Part Three

Posted By Arianna Campbell, Thursday, August 20, 2015

"In the wise words of Henry Ford, 'If you always do what you’ve always done, you’ll always get what you’ve always got.' Developing your skills requires a willingness to explore new areas and to welcome change. Look for the appropriate opportunities..."

Arianna Campbell lists three strategies to ensure that you are indispensable in part three from her article on "Becoming Indispensable."

4 minutes

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Tags:  2015  Arianna Campbell  blog  personal development  Talent 

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How to Account for Security

Posted By Jim Boomer, Thursday, August 6, 2015

"...Gartner’s 2015 top technology trends touched on security and ultimately what they said is it's impossible to be a hundred percent secure. So what do we do with that? Well, we start to approach security from a risk management perspective and also from a balanced perspective. There's a lot of talk about the increased risk that you take in going to the cloud but..."

Jim Boomer points out the conundrum of digital security.

3 minutes

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Tags:  2015  Blog  Cloud Computing  Data Security  Jim Boomer  technology 

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Next Generation Leadership

Posted By Sandra Wiley, Thursday, July 23, 2015

"I think we are messing up when we talk about Next Gen Leadership; it’s current day leadership... What they're asking us to do, is current leadership; more collaboration, more communication, more involvement from everyone that’s in the room. More involvement from everyone at all levels of the firm."

Sandra Wiley adds perspective to the generational issues regarding leadership.

4 minutes

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Tags:  2015  Blog  Emerging Leaders  Generational Issues  leadership  mentoring  retention  Sandra Wiley  Talent  team building  Trends 

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What is the value of a one page strategic plan?

Posted By Jim Boomer, Thursday, June 25, 2015

"Too often you are given the binder with a giant strategic plan and it goes up on the bookshelf and it starts to gather dust, never to be referenced again. So when you get it down to a single page, one, it forces you to…"

Jim Boomer reminds you of the most important reasons for completing a strategic plan. Download a free copy of our Boomer Advantage Guide to Strategic Planning by clicking on the link below or visit our Strategic Planning page for information about our services.

Click to go to download page

3 minutes

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Tags:  2015  blog  Jim Boomer  leadership  Strategic Planning 

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Becoming Indispensable, Part Two

Posted By Arianna Campbell, Tuesday, June 16, 2015

"Being truly indispensable requires you to be more than just task oriented. The Harvard Business Review article, Making Yourself Indispensable, advises that it is best to “develop skills that complement what you already do best.” The article goes on to list five main categories for professional development with corresponding competencies..."

Arianna Campbell prescribes a process to ensure that your professional skills are indispensable in part two from her article on "Becoming Indispensable."

4 minutes

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Tags:  2015  Arianna Campbell  blog  personal development  Talent 

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Four Step Training Model

Posted By Dustin Hostetler, Thursday, June 4, 2015

"One of the areas that we are seeing a significant, positive trend within firms that we work with and who go through the Flowtivity Process is the upfront training that new employees to the firm receive as a compliment to a better process, a more defined process.

"Investing time in training and development, collaborating with those new employees leads to great productivity benefits. You have to invest time to save time."

Dustin Hostetler describes one benefit process improvement brings to a training program. To learn about implementing a process improvement project, click on the "Flowtivity Process" logo.

 

To learn about Leadership development, click on either logo below:

 


7 minutes

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Tags:  2015  blog  Dustin Hostetler  Emerging Leaders  leadership  Lean Six Sigma  performance management  process improvement  Talent  Training and Learning 

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