Join our community by subscribing to the Boomer Bulletin, and our articles will be delivered monthly right to your inbox.

“To live a creative life, we must lose our fear of being wrong.” – Joseph Pierce If you’re a rising star in your firm, you’ve most likely been asked, “Do you aspire to reach the partner level?” The answer could be “absolutely,” “never” or “I have no idea.” The challenge is that most of the time, the answer has a second part: “Not the way current partners are today.” So, how do you design a career that includes going to the ownership level in a way that feels authentic to you?

The word change pops up in nearly every article we read, conference we attend, internal planning meeting we hold, or client conversation we participate in. In some, it elicits a feeling of excitement. For others, it is uncomfortable or downright scary. Our world is certainly moving, and change has become a part of the everyday landscape. One way we can calm uncertainty is through knowledge and an action plan. Let’s look at a few changes coming our way and the positive steps

Welcome to the Boomer Briefing Podcast, where we help you solve a critical business issue in 20 minutes or less. On this episode of the...

Welcome to the Boomer Briefing Podcast, where we help you solve a critical business issue in 20 minutes or less. On this episode of the...

In recent years, there’s been a noticeable shift toward demand for a healthier work/life balance.

Leadership development is a critical aspect of any successful CPA firm. And while many firms work to identify and nurture leaders from their service lines, it’s not uncommon to see them overlook this process for their IT teams. As firms navigate digital transformation, the need for visionary IT leaders who can steer these advancements is essential. So, let’s consider how firm leaders can cultivate a diverse and innovative leadership team equipped to face future challenges.

Today’s CPA firm leaders face the daunting task of navigating their organizations through constant change. The ability to lead effectively through these transitions isn’t just desirable but essential for the survival and growth of the firm. Managing change likely isn’t a skill set you learned in college or any CPE course. So let’s delve into the critical leadership skills necessary for CPA firm leaders to manage change effectively. Communication Clear and transparent comm

From Strategy to Technology, Strategic Alliance Brings Together Critical Building Blocks to Enable a Modern Technology Proficient...

Welcome to the Boomer Briefing Podcast, where we help you solve a critical business issue in 20 minutes or less. On this episode of the...

Member Spotlight: Jana Cinnamon, Partner and Chief Operating Officer Firm Name: Abdo Location: Edina, MN # of Offices: 3 # of Partners:...

Welcome to the Boomer Briefing Podcast, where we help you solve a critical business issue in 20 minutes or less. On this episode Sandra...

For today's firm leaders, one of the most pressing challenges isn't just attracting talent, but also holding on to them and preparing them for partnership. The traditional trajectory to partner status took well over a decade. However, many firms are accelerating that pathway in today's fast-paced and highly competitive accounting labor market and with changing generational expectations. Leading firms are looking at faster promotion tracks to stay competitive and hold onto the

Welcome to the Boomer Briefing Podcast, where we help you solve a critical business issue in 20 minutes or less. On this episode Marc...

[Kansas City, MO, August 15, 2023] – Boomer Consulting, Inc., the leading provider of peer communities, thought leadership and unique...

As a leader in your firm, you understand the importance of investing in growth. Whether you’re a small boutique firm or a larger,...

If you're a one-person department in a CPA firm, you may wear many hats while juggling ever-increasing workloads and responsibilities. Staying on top of everything can be challenging without losing focus or feeling burnt out. That was my situation, but I discovered I didn't have to do it alone. Instead, I was able to leverage outsourced talent to bolster and free up my time. I'd like to share how you can do the same and make room for more strategic priorities to benefit your

Often, firm leaders discuss succession planning, they focus on the partner level. Which managers can they see leading the firm when the current partners are ready to retire? Unfortunately, that laser focus on partner succession ignores the importance of preparing people in other levels of the firm to advance in their roles. Everyone in the firm–at all levels–needs to think about how they're preparing the people beneath them to step up. Do you have a professional development

Are you looking for ways to level up your firm's capabilities? Leadership training at all levels can be a powerful tool in creating your...

At a recent Boomer Leadership Academy session, there was a lot of discussion about what happens when leaders don’t lead. Some of the young managers in the group feel they’re not getting the help they need from partners to meet their goals and move in the right direction. For example, several passionate professionals expressed frustration with business development expectations. It’s not that they don’t want to help the firm bring in new clients and offer new services to exist

Ask any partner in an accounting firm what’s keeping them up at night, and many will answer it’s retaining their staff—especially the superstar employees they hope will lead the firm into the next decade and beyond. Unfortunately, many young professionals in your firm aren’t interested in “making partner.” The problem isn’t a lack of motivation or ambition. It’s that they can’t picture their future in a firm that isn’t transforming to remain successful. When you create a visi