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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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The Trajectory to Leadership

Posted By Tom Hood, Thursday, July 30, 2015

"Because at the bottom of that bounce, that's when they start to move from technical, task oriented work to people, projects, customers and other teams. Suddenly it gets more complicated so the direction has to change; the skill set has to change. Now they have to learn more things; like project management, relationship building, networking. All those other skills that they often say no one’s teaching them..."

Tom Hood, an excerpt from his presentation "Preparing for the Shift Change in Accounting," recorded August 19, 2014 at the 2014 Boomer Technology Circles™ Summit in Kansas City, MO.  The 2015 Boomer Technology Circles™ Summit kicks off this year on August 16th.

3 minutes

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Tags:  2014  BTC Summit  Business Leadership Institute  Emerging Leaders  Generational Issues  leadership  mentoring  personal development  retention  Succession  Talent  team building  Tom Hood 

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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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Top Issues Facing Young Professionals

Posted By Tom Hood, Friday, June 19, 2015

"...so here’s the universal firm mission statement, 'get more clients and make more money,' right? Does that sound like your mission statement? That’s what I hear a lot. That's not inspirational and that’s not what they mean by that. So what they mean is, making the work meaningful; like, why do you really exist? The best story I have of that is..."

Tom Hood gives tips for retaining top talent in this excerpt from his presentation "Preparing for the Shift Change in Accounting," recorded August 19, 2014 at the 2014 Boomer Technology Circles™ Summit in Kansas City, MO.

Visit our 2015 BTC Summit webpage to see how easy it is to connect with some of the brightest and most influential people in public accounting.

3 minutes

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Tags:  2014  BTC Summit  Business Learning Institute  culture  Emerging Leaders  Generational Issues  leadership  Retention  Talent  team building  Tom Hood 

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The Emerging Leader Track at The 2015 BTC Summit

Posted By Sandra Wiley, Thursday, May 28, 2015

What will it cost you if you don’t invest in your emerging leaders? Retention? Succession? Settling in the status quo while technology leaves you behind?

"Things change every year for all of us, and for them it is the same. I want them to feel confident that what they're talking about is good stuff. I want them to feel so confident that they will help you build your firm, they will want to stay there, they will want to be a part of the future. And that is what we can do for you..."

Are your emerging leaders hungry for information in order to better manage the firm of the future? Sandra Wiley invites your participation in the Emerging Leader track at the 2015 BTC Summit. Find information about developing Emerging Leaders here:

But don’t just take our word for it. Turn in to our free webinar on June 2, 2015 to hear how Jessica Yoder describes her experience with The P3 Leadership Academy™ and ask her the questions that most concern you about us.

4 minutes

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Tags:  2015  blog  Emerging Leaders  Generational Issues  leadership  motivation  Networking  personal development  retention  Sandra Wiley  Succession  Talent  Training and Learning 

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Great Leaders are Replaceable

Posted By Jim Boomer, Thursday, March 19, 2015
Updated: Wednesday, March 18, 2015

"When we talk about succession, often it's focused on partners and the discussion sort of stops there but we really need to be looking at all functional areas of the firm. So IT, HR, training and learning; do we have a succession plan in place?"

Jim Boomer speaks about the value of developing talent in this recording from March 2014.

3 minutes

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Tags:  2014  Blog  Jim Boomer  leadership  Retention  Succession  Talent  team building 

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The Stay Interview

Posted By Sandra Wiley, Thursday, December 11, 2014
Updated: Tuesday, December 2, 2014

The Stay Interview is a powerful tool to help prevent talent loss.  Sandra Wiley explains how to use this tool in this support video from her book, The Journey Ahead: A New Roadmap to Collaboration in Your Firm.

3 minutes

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Tags:  collaboration  Conflict Resolution  culture  leadership  Retention  Sandra Wiley  succession planning  Talent  The Journey Ahead 

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Knowledge Management

Posted By Jim Boomer, Thursday, December 4, 2014
Updated: Tuesday, December 2, 2014

"In the coming years we’re going to have a huge transition of leadership and finding the right people to fill those leadership positions is going to be important.  But equally important is what's gonna happen to all the wisdom, experience and knowledge that those people that are retiring have in their heads..."

4 minutes

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Tags:  2014 Blog  Business Continuation  Business Intelligence  Communication  Emerging Leaders  Generational Issues  Jim Boomer  Knowledge Transfer  leadership  mentoring  Retention  Succession 

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Difficult Conversations

Posted By Sandra Wiley, Thursday, November 13, 2014

"Firm leaders are comfortable analyzing numbers, discussing reports, making business development decisions and giving positive feedback to their team.  However, when it comes to having a conversation about something that is challenging, or might cause conflict, the comfortable turns to..."

8 minutes

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Tags:  2014 Blog  communication  Conflict Resolution  leadership  practice management  Retention  Sandra Wiley  Talent 

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