Learning as a Competitive Advantage
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This document discusses the importance of lifelong learning as a competitive advantage. It notes that the future belongs to organizations and individuals that make a commitment to continued learning. Rapid change means that winners will be those who can learn faster than both the rate of change and their competition. The document then lists 10 trends impacting the accounting profession, such as changing demographics, increased globalization and technological advances. It outlines the DNA of the CPA profession in terms of values, competencies and the learning matrix. Finally, it provides contact information for Tom Hood, CEO of the Maryland Association of CPAs and Business Learning Institute.
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Learning as a Competitive Advantage
- 1. Learning as a Competitive Advantage Keeping your L>C Tom Hood, CPA, CITP, CGMA CEO MACPA & the Business Learning Institute
- 2. "In a world that shows no signs of slowing down, no individual can rest on his or her intellectual laurels… The future belongs to this organizations, as well as those individuals, that have made an active, lifelong commitment to continue to learn.” - Howard Gardner Five Minds for the Future 2
- 3. Find your Edge In a period of rapid change and increasing complexity, the winners are going to be the people who can learn faster than the rate of change and faster than your competition. - Tom Hood, CPA, CITP,CGMA CEO of the MACPA & the Business Learning Institute 3
- 4. What CPAs have said about the future: 1. Changing demographics - Aging workforce, diversity, 4 generations in the workplace 2. Increased globalization, economic shifts and increasing competition 3. The technological revolution - cloud, social, big data & XBRL 4. Issues around Information Security, Privacy & data integrity 5. Shift to consumer and employee power (from push to pull) 6. Changes in the way we communicate - mobile, txt, skype 7. Work-life challenges or conflict - "do more with less", 24/7 work 8. Information Overload - filter failure 9. Increasing complexity of rules and standards (IFRS, GAAP, PCAOB, SEC) 10. Economic uncertainty - deficit, debt and pressure on government http://www.slideshare.net/thoodcpa/top-trends-to-watch-2012-cpa-horizons-2025 American Institute of CPAs
- 6. The DNA of the CPA Values & Competencies • Leadership • Communication • Strategic Thinking • Collaboration & Synthesis • Technologically Savvy
- 7. The Learning Matrix Practice • How we work Areas • Skills we need • Knowledge Competencies • Skills • Abilities • How we grow Staff Levels • Career Paths
- 8. Staff Principal Decision making /Director by Leading and/or specification, task developing new specific work practice areas, strategic Critical alliances & talent Turnin Senior g Point Senior 1st level supervision on established Manager guidelines & Assess & standards understand longer- term variables & accomplishing future goals Manage 1st level of strategic thoughtr focus on & boundary spanning activities Copyright 2012 – Business Learning Institute
- 10. Strategy as Process - Our i2a Framework
- 11. A leader’s job is to set context and provide hope and inspiration... 11
- 12. Tom Hood, CPA.CITP CEO Maryland Association of CPAs Business Learning Institute (443) 632-2301 E-mail tom@macpa.org Web http://www.macpa.org Blog http://www.cpasuccess.com
Hinweis der Redaktion
- Prior slide before final editsAging population, loss of wisdom, knowledge transferGlobal rules & standards –IFRS – complexityInformation overload, complexity (Need for critical thinking & filter) Information Security, Privacy & Data ProtectionGlobal Competition, Rise of the RestWork-Life BalanceDiversity – Cultural Fusion – Beiging of AmericaChanging Communication (decline of face-to-face)Increased GlobalizationUS Deficit Education
- The concept is to create a 3 dimensional matrix based on the core practice areas of the firm (audit, tax, PFP, NFP, BVLS, etc), identify the critical competencies needed by the firm, and mapping those to the staff levels to create a curriculum that helps develop the talent in the firm an allows the staff to see what it takes to advance in their careers.
- Like a ball that gets a reflexive bounce when you throw it to the ground, focusing on the right competencies and a systematic approach to talent development through a competency ladder will develop talent faster.