Can you hear the shift change whistle? Because today the whistle is blowing for the accounting profession. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. Except this time it is not the same as the shipyard. This time the incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different. The shift change starts with the five major changes in business being driven by the big three trends of technology, demographics, and globalization. These drivers are causing fundamental shifts in Leadership, Learning, Technology, Generations, and the Workplace itself. The key to surviving the shift change is People and Passion. In this briefing, we cover the critical ways to engage your people and develop them in a strategic and systematic way with a conceptual learning framework we call the Bounce. The Bounce covers the career trajectory of professionals as they move from technical proficiency to managing people and projects and ultimately organizations. The bounce speaks to the change in direction from technical mastery to acquiring competencies to lead others and leading organizations. It is about velocity and trajectory as you shift direction to the need for more “success skills” as you move up n your career. The Bounce includes the latest research on competencies from the AICPA through the CPA Horizons 2025 Project and the CGMA Competency framework. Mapping your critical skills (from your strategic plan) to your career ladder allows you to create a curriculum approach that allows your talent to see how they will move up and what skills they need. This research comes from our Business Learning Institute (www.blionline.org).

2. The challenge &
opportunity is to make the
shift from the first curve to
the second curve at the
right time and with the
right strategy

3. The Shift Change
1. Leadership!
2. Learning!
3. Technology!
4. Generations!
5. Workplace!

4. www.blionline.org
• Identify Competencies
• Career Path (Ladder)
• Curriculum
• Cloud Learning
Our approach –The Four C’s
The right talent with the right skills at the right time

5. theBounce

6. CGMA Competency Framework

7. CGMA Follows the Bounce!

8. www.blionline.org
The Bounce

9. www.blionline.org

10. www.blionline.org

11. Curriculum design by BLI and AICPA
usingTop 5 Competencies for future
from CPA Horizons research and
job levels from the BLI “Bounce”
Model. Leadership and
Communications were combined
and the 5th category expanded to
include practice specialties for firms
and functional areas for corporate.
Examples would include: Corporate
Accounting, FP&A, divisional
reporting, shared services, etc.
CPA Firms would have audit, tax,
industry specialties.
These technical areas would have
specific curriculums designed to
meet their specific technical
competency needs.

12. CloudLearning
"We see this system as a key recruitment and retention
tool, allowing us to offer our people many of the things
that the largest firms do - competency–based
curriculum, career paths, and just-in-time learning, and
our own custom D&S learning center. " " " "!
"- Allen DeLeon, Managing Partner!

13. www.blionline.org
Your Competitive Advantage
“It is hard to plan for the long-term future when
you don’t know what is going to happen five
minutes from now.
Today, a competitive edge based solely on material
advantage is thin and temporary; the edge quickly
becomes the margin.The ability to define the edge,
and the ultimate competitive advantage, is found
in the smarts, heart and ingenuity of your people.
That’s your powerhouse.Tap that, train it, focus it
and mobilize it; now you’ve engaged a network
and inspired a sustainable shift.

14. www.blionline.org
Engagement – Alignment - Commitment

15. www.blionline.org
How can we help you keep your L>C?
• Strategy & Alignment
• Curriculum tied to strategy
• I2a Leadership Academy
• BLI Leadership Express - on-
demand leadership support
• Social learning
In a period of rapid change and
increasing complexity, the
winners will be those
organizations who can keep their
rate of learning greater than the
rate of change and greater than
their competition. –Tom Hood
http://cpa.tc/32r

16. Tom
Hood,
CPA.CITP
CEO
Maryland
Associa8on
of
CPAs
Business
Learning
Ins8tute
(443)
632-­‐2301
E-­‐mail
tom@macpa.org
Web
hNp://www.macpa.org
Web
hNp://www.blionline.org
Blog
hNp://www.cpasuccess.com
Follow
me
on:
ü
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ü
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h,p://www.linkedin.com/in/tomhood
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