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High Performing Firms-Growth Through A Winning Culture and Thriving in the Shift Change


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Presentation at the Winning is Everything Conference on January 16, 2014 in Las Vegas. …

Presentation at the Winning is Everything Conference on January 16, 2014 in Las Vegas.

In a period of rapid change and increasing complexity, the winners will be those who can keep their rate of learning greater than the rate of change and greater than their competition or their L > C.

It's time to reimagine the CPA profession around the concepts of talent development and learning. New skills, new ways of learning, and new thinking. The need for a strategic and systematic approach to talent development is already underway in many high-performing organizations. Are you ready for these sweeping, even disruptive trends?

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's different.

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  • 1. High-Performing Firms-Growth Through a Winning Culture Thriving in the Shift Change @tomhood Tom Hood, CPA, CITP, CGMA CEO Maryland Association of CPAs Business Learning Institute
  • 2. Tom Hood, CPA, CITP, CGMA If there is a conversation about the future of the profession, you're bound to hear Hood's name mentioned as one of the people leading the way. – Accounting Today ! CEO Maryland Association of CPAs (MACPA) Business Learning Institute (BLI) ! ! ! ! Named the Second Most Influential in Accounting by Accounting Today Magazine 2013 Top 150 Influencer by Linked-In Top 25 Influencers in Learning & HR by HR Examiner Top 25 Public Accounting Thought Leaders by CPA Practice Adviser Working on Learning Management with AICPA/ CPA2Biz, Cloud Curriculum, Performance Management /XBRL, Leadership & Generations
  • 3. Download today’s slides at …
  • 4. Insights  to  Ac,on     “One  without  the  other  is  either  useless  or  destruc,ve”   T  
  • 5. HOW TO PROFIT FROM INNOVATION: Building the Agile Learning Organization
  • 6. Business Wins in the Turns
  • 7. The Shift Change
  • 8. The Shift Change 1.  2.  3.  4.  5.  Leadership! Learning! Technology! Generations! Workplace!
  • 9. Leadership
  • 10. The Next Gen CPA Leaders… 1.  2.  3.  4.  5.  are proactive, flexible, adaptive and collaborative by nature; have regained the trust of their clients and the public at large; have successfully bridged the profession’s “leadership gap” by focusing on succession planning, personal growth, and generational cooperation; have created the profession’s premier global industry standards and best practices; have redefined the profession through work / life integration, collaboration, and a team-first approach; and 6.  have earned a reputation as technological innovators.
  • 11. How? 1. Professional unity From: To: 2. Work / life integration Hierarchy Network Relationships 3. The evolving nature of Transactions Efficient Effective Well managed Well led leadership and new Command & Control Connect & leadership models Collaborate Pull 4. Proactive, goal-focused Push Good Great planning 5. Networked collaboration 6. Embracing and adopting new technologies
  • 12. Learning
  • 13. Our approach – The Four C’s •  Identify Competencies •  Career Path (Ladder) •  Curriculum •  Cloud Learning The right talent with the right skills at the right time
  • 14.
  • 15. The Bounce – Career path
  • 16. T   Curriculum design by BLI and AICPA using Top 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.
  • 17. Learning as a Platform “If we could help learners manage their learning, I speculate that there would be as much as a 500 percent increase in benefits…” - Patricia McLagan – ASTD Magazine
  • 18. 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!
  • 19. R.O.I = R.O.P
  • 20. Technology
  • 21. You Must Be Present To Win
  • 22. Generations
  • 23. Generational Issues •  •  •  •  •  •  •  Tone at the Top Cross generation meetings Communication with Feedback frequently Trust & try Openness Embrace technology Build on strengths
  • 24. Dealing with Generations •  Build on Strengths •  Create a Positive Work Environment •  Collaborate
  • 25. Workplace
  • 26. Jody  Padar   Essen%als   1.  2.  3.  4.  5.  All  cloud,  all  the  ,me.   Technology   Mobility   An  open  mind   Coffee!   Jason  Blumer   Jennifer  Katrulya   Managing  virtually   1.  2.  3.  4.  Don’t  manage.  Lead.   Hire  the  right  people.   Communica,on.   Integra,on  –  Outlook,  contacts,  e-­‐ mail,  calendars   5.  Updates  /  connec,ons  
  • 27. Work is not a place, it is what you do. And What you do while working is fundamentally different.
  • 28. 1.  2.  3.  4.  5.  5  virtual-­‐work  essen,als   The  right  technology   The  right  mobile  solu,ons   The  right  apps   In-­‐office  tech  support   In-­‐office  moral  support  
  • 29. “The first challenge for leaders is to be willing to be open to the idea that your advantage might not last.” - Rita McGrath
  • 30. The Warning Signs •  I don’t buy my own company’s products or services •  We are investing at the same levels or even more and not getting margins or growth in return •  Customers are finding cheaper or simpler solutions to be “good enough” •  Competition is emerging from places we didn’t expect •  Customers are no longer excited with what we have to offer •  We are not considered a top place to work by the people we would like to hire •  Some of our very best people are leaving •  The growth trajectory has slowed or reversed
  • 31. High Performers - The Top Five Attributes