Next Generation Leaders - Report from sessions at CCHUC13

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Want to know what people are thinking about the Next Generation of Leaders? This report is from participants at my sessions at the CCH User Conference in Phoenix, AZ. It covers what the biggest leadership challenges facing CPA Firms? How many have a well-defined career path to partner, What about learning and development? IS learning tied to career paths?

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The Next Generation Leader - Navigators of Change CCHUC13

Session Report
Generated on October 30, 2013

How many years have you been in the CPA Profession?

14.4
What generation are you?

17.2%
29.3%

Gen Y born 1980 - 2000
(Votes: 17)
Gen X born 1965-1979
(Votes: 31)
Boomers born 1946 1964 (Votes: 10)
Matures born 1945 and
1925 (Votes: 0)

53.4%

Highcharts.com

What size is your ﬁrm (number of people)?

15.5%
31.0%

1 to 10 (Votes: 0)
11 to 30 (Votes: 18)
31 to 50 (Votes: 5)
51 to 100 (Votes: 15)
100 to 250 (Votes: 11)
250 and up (Votes: 9)

19.0%

8.6%
25.9%

Highcharts.com

Has leadership changed?

2.0%

Yes (Votes: 30)
No (Votes: 20)
Not Sure (Votes: 1)

39.2%

58.8%

Highcharts.com

How has leadership changed...
Split up
Must be on top of things, times change much quicker
now
Founders retired (died)

got rid of 2 partners

different ceo
No recent changes, all partners have been in place for
approx 20yrs

new technology initiatives
Need to be ﬂexible and more visionary
Retirement of a founding partner

Retired

Leadership has changed based of the the change in
generations, (boomer and y)
team collaboration
Methods used to lead, but some characteristics of a
leader remain similar
moving out of controlling to collaborating
less top down more collaboration
How people view their work changed
transition from retired partners to new/younger
partners
to be successful need to be more collaborative; team
oriented. Stop the preaching from the mountain
It has to be more collaborative
n/a

Style

More staff-friendly

Starting to get younger partners but still same
leadership.
some new faces (younger partners) have brought fresh
ideas to the ﬁrm.
More interactive

What is your biggest leadership challenge?
Older partners unwilling to change
Staff retention and motivation. Hard to pinpoint what
motivates new hires
Finding the kinder/gentler person when bringing in
change
conﬁdence

Adjusting to the entitlement generation

developing new leaders
Attracting and retaining quality staff
talent.. work life balance
Getting outgoing partners to accept change and see the
need for change (speciﬁcally around IT)

Older partners not willing to change
Getting everyone from top down to change
Reluctant to change. Old school

Adapting to change

"this is the way we have done it for years and it works
ﬁne; why do we have to change"
Getting people comfortable with change
merging old ways with new...and keeping all satisﬁed
stepping up without being pushed
getting buy in order to enact the change
Adjusting our culture to attract new leaders
Staff acceptance

Bringing up younger generations

Getting people to move to more modern ways of
thinking. And retire before we are doing their estate
Succession

Finding them for the future

getting partner buy in
Retirement of majority of partners in next 10 years

Poorly deﬁned roles

old styles still hold strong

Lack of effective leaders within ﬁrm as role models.
Getting everyone on the same page yet their ideas are
heard

Do you have a compelling vision/strategic plan for
your ﬁrm?

Yes (Votes: 20)
No (Votes: 6)
Not sure (Votes: 7)

21.2%

18.2%

60.6%

Highcharts.com

Do you have career paths to partner understood by
all?

Yes (Votes: 7)
No (Votes: 33)

17.5%

82.5%

Highcharts.com

Do you have training linked to your career paths?

12.8%

Yes (Votes: 5)
No (Votes: 9)
Kinda (Votes: 25)

23.1%

64.1%

Highcharts.com

Social Q&A
Do you think you can "ﬁx" actively disengaged employees?
When you return from cpe...do you share what you learned?
have you read Start With Why
What is the average age of a next generation leader?
Can you have career managers who are techi
How do you make the business case to invest in learning
and development beyond satisfying CPE req's?
how does your ﬁrm handle "career managers". should there
be an up or out policy so new up-and-comers see
opportunity?

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Tom Hood, CPA,CITP,CGMA

We tend to think of “innovation” in terms of new technology – gadgets, hardware, new apps, and software. But true innovation more often comes in the form of new business models, workflows, service offerings, and office and staffing patterns. This session will center on those innovations that are significantly impacting our firms and our clients. You never know where innovation might sprout! This session was produced for the DCPA15 Conference in Las Vegas.

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Tom Hood, CPA,CITP,CGMA

A recent HBR special edition headline said "Got to war for talent", but how. BLI has developed a guidance and a six step process to give you new weapons to win in the war for talent. Our Magnetic Firm framework outlines the critical elements of a magnetic culture and our six step Talent and Leadership Development framework show you how to develop a winning career and curriculum aligned to your overall firm strategy and objectives. This presentation was developed and presented for the Digital CPA Conference in December #DCPA15 The Business Learning Institute can help you build your magnetic firm framework and strategic learning plan - contact us at http://www.blionline.org

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1. The Next Generation Leader - Navigators of Change CCHUC13 Session Report Generated on October 30, 2013 How many years have you been in the CPA Profession? 14.4 What generation are you?

2. 17.2% 29.3% Gen Y born 1980 - 2000 (Votes: 17) Gen X born 1965-1979 (Votes: 31) Boomers born 1946 1964 (Votes: 10) Matures born 1945 and 1925 (Votes: 0) 53.4% Highcharts.com What size is your ﬁrm (number of people)? 15.5% 31.0% 1 to 10 (Votes: 0) 11 to 30 (Votes: 18) 31 to 50 (Votes: 5) 51 to 100 (Votes: 15) 100 to 250 (Votes: 11) 250 and up (Votes: 9) 19.0% 8.6% 25.9% Highcharts.com

3. Has leadership changed? 2.0% Yes (Votes: 30) No (Votes: 20) Not Sure (Votes: 1) 39.2% 58.8% Highcharts.com How has leadership changed... Split up Must be on top of things, times change much quicker now Founders retired (died) got rid of 2 partners different ceo No recent changes, all partners have been in place for approx 20yrs

4. new technology initiatives Need to be ﬂexible and more visionary Retirement of a founding partner Retired Leadership has changed based of the the change in generations, (boomer and y) team collaboration Methods used to lead, but some characteristics of a leader remain similar moving out of controlling to collaborating less top down more collaboration How people view their work changed transition from retired partners to new/younger partners to be successful need to be more collaborative; team oriented. Stop the preaching from the mountain It has to be more collaborative n/a Style More staff-friendly

5. Starting to get younger partners but still same leadership. some new faces (younger partners) have brought fresh ideas to the firm. More interactive What is your biggest leadership challenge? Older partners unwilling to change Staff retention and motivation. Hard to pinpoint what motivates new hires Finding the kinder/gentler person when bringing in change confidence Adjusting to the entitlement generation developing new leaders Attracting and retaining quality staff talent.. work life balance Getting outgoing partners to accept change and see the need for change (specifically around IT)

6. Older partners not willing to change Getting everyone from top down to change Reluctant to change. Old school Adapting to change "this is the way we have done it for years and it works ﬁne; why do we have to change" Getting people comfortable with change merging old ways with new...and keeping all satisﬁed stepping up without being pushed getting buy in order to enact the change Adjusting our culture to attract new leaders Staff acceptance Bringing up younger generations Getting people to move to more modern ways of thinking. And retire before we are doing their estate Succession Finding them for the future getting partner buy in Retirement of majority of partners in next 10 years

7. Poorly defined roles old styles still hold strong Lack of effective leaders within firm as role models. Getting everyone on the same page yet their ideas are heard Do you have a compelling vision/strategic plan for your firm? Yes (Votes: 20) No (Votes: 6) Not sure (Votes: 7) 21.2% 18.2% 60.6% Highcharts.com Do you have career paths to partner understood by all?

8. Yes (Votes: 7) No (Votes: 33) 17.5% 82.5% Highcharts.com Do you have training linked to your career paths? 12.8% Yes (Votes: 5) No (Votes: 9) Kinda (Votes: 25) 23.1% 64.1% Highcharts.com

9. Social Q&A Do you think you can "ﬁx" actively disengaged employees? When you return from cpe...do you share what you learned? have you read Start With Why What is the average age of a next generation leader? Can you have career managers who are techi How do you make the business case to invest in learning and development beyond satisfying CPE req's? how does your ﬁrm handle "career managers". should there be an up or out policy so new up-and-comers see opportunity? Get Conferences.IO for an Event You Are Hosting

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