Tom Hood discusses how organizations can build an agile learning organization to profit from innovation. Research shows many organizations face a leadership shortage and inability to develop skills rapidly. High performers invest more in talent development with customized training, earlier leader identification, and robust succession plans. They also focus on soft skills. To keep the rate of learning greater than the rate of change, organizations need a strategy and curriculum tied to it, leadership development programs, and social learning.
The #1 issue facing businesses is a need to innovate. Innovation is fundamentally about learning and how to keep your rate of learning (as individuals and as organizations) greater than the rate of change and greater than your competition.
We think (and research supports this) that it is time for a "Paradigm Shift" in talent development & learning. 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?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute are working to help CPA firms, corporations, government and non-profits with a new approach to talent development and learning designed to get two things - business results and engaged employees who are willing to give you their discretionary efforts!
BLI announces a new era in talent development and learning http://cpa.tc/32f
Many companies are struggling to provide training and skills quickly enough to keep pace with how they, their markets, competitors, and customers are changing.
How can learning professionals adapt to this fast pace of change?
Phil Aspden from eGenius' Phil Aspden uncovers better ways of learning and development in the workplace by doing it and helping others do it.
Has the pace of change changed leadership? Tom Hood will share the latest research that highlights how leadership is changing and what emerging leaders need to know now.
Tom draws on his experience designing and running the AICPA and MACPA Leadership Academies and recent custom developed partner development programs to share the critical competencies needed for leaders in today’s rapidly changing and complex environments.
How Xerox Services is Driving Learning Culture with New L&D TechnologiesDavid Blake
Bersin by Deloitte research suggests that the single biggest driver of business impact tends to be the strength of an organization’s learning culture. But most of today’s workers are increasingly overwhelmed, distracted and impatient. They’re also now empowered to direct more and more of their development, often using outside resources. As a result, building a culture of continuous, everyday learning is a growing challenge for many L&D teams. New tools and emerging technologies can help, but building and sustaining an effective learning culture also demands that L&D professionals embrace new ways of thinking and working.
In this presentation you will learn:
-What learners can teach L&D professionals about learning
-What types of technologies can enable continuous learning
-How Xerox Services University is leveraging a culture of continuous experimentation to build a habit of everyday learning
Jeremy Pearce is Senior Manager of Learning Innovation & Technology at Royal Bank of Canada and he will talk about how he has made learning and development central to the changing face of a complex and dynamic organisation of more than 90,000 people. Here he offers practical insights that demonstrate his success and practical advice on how you can deliver similar value.
The #1 issue facing businesses is a need to innovate. Innovation is fundamentally about learning and how to keep your rate of learning (as individuals and as organizations) greater than the rate of change and greater than your competition.
We think (and research supports this) that it is time for a "Paradigm Shift" in talent development & learning. 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?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute are working to help CPA firms, corporations, government and non-profits with a new approach to talent development and learning designed to get two things - business results and engaged employees who are willing to give you their discretionary efforts!
BLI announces a new era in talent development and learning http://cpa.tc/32f
Many companies are struggling to provide training and skills quickly enough to keep pace with how they, their markets, competitors, and customers are changing.
How can learning professionals adapt to this fast pace of change?
Phil Aspden from eGenius' Phil Aspden uncovers better ways of learning and development in the workplace by doing it and helping others do it.
Has the pace of change changed leadership? Tom Hood will share the latest research that highlights how leadership is changing and what emerging leaders need to know now.
Tom draws on his experience designing and running the AICPA and MACPA Leadership Academies and recent custom developed partner development programs to share the critical competencies needed for leaders in today’s rapidly changing and complex environments.
How Xerox Services is Driving Learning Culture with New L&D TechnologiesDavid Blake
Bersin by Deloitte research suggests that the single biggest driver of business impact tends to be the strength of an organization’s learning culture. But most of today’s workers are increasingly overwhelmed, distracted and impatient. They’re also now empowered to direct more and more of their development, often using outside resources. As a result, building a culture of continuous, everyday learning is a growing challenge for many L&D teams. New tools and emerging technologies can help, but building and sustaining an effective learning culture also demands that L&D professionals embrace new ways of thinking and working.
In this presentation you will learn:
-What learners can teach L&D professionals about learning
-What types of technologies can enable continuous learning
-How Xerox Services University is leveraging a culture of continuous experimentation to build a habit of everyday learning
Jeremy Pearce is Senior Manager of Learning Innovation & Technology at Royal Bank of Canada and he will talk about how he has made learning and development central to the changing face of a complex and dynamic organisation of more than 90,000 people. Here he offers practical insights that demonstrate his success and practical advice on how you can deliver similar value.
This presentation is give those people who are interested in applying Jumpstart Program an overview of the program vision, roadmap, and strategy. For the detailed program delivery and trainers introduction, we will announce at “Talents of the Future 青年論壇 - 成為世界所需的人才” on 5/21
5/21 Forum registration site: http://uknowiknow.com/courses/jumpstart2016
World Corporate University Forum - The Challenge of take the Corporate Univer...Katrina Thornely
Damien O'Donoghue - General Manager of the GAC Corporate Academy presented at the World Corporate University Forum on the 13th April 2015 in Dubai. The presentation talks of the challenge of taking the Corporate University beyond simply training. For more information about GAC Corporate Academy please visit gacacademy.com
Changing the Game in Graduate Development Nathan Clark
In this workshop session presented at the AAGE Annual Graduate Recruitment & Development Conference, we share international trends and innovations in learning and development.
To discuss training and development opportunities for your organisation reach out to me:
https://au.linkedin.com/in/nathancjclark
L&D Needs to Build Ecosystems for the Future of WorkLearningCafe
Work is becoming more interconnected as the pace of business increases. The Future of work promises to be one that is very different from today. LearningCafe considers that the simple view of organisational learning needs to evolve from a stand alone and linear view to one that recognises this interconnectedness and complexity involved in designing and implementing Learning/HR solutions.
Taking an ecosystem view removes the siloed thinking and recognises the connections, constraints and trade offs involved in designing effective Learning solutions.
In this webinar we discuss with an experienced panel about the Learning ecosystems and how it practically manifests itself in our day to day work.
http://www.empowering-leaders.com
This unique Talent Management System helps companies increase revenues by 20%, Profit margins by 50% and reduce Admin expenses by 4%.
In a summary, this short presentation is about the NEW role of HR and how to manage Talent while cutting complexity.
Best Practice in Learning & Development in ChinaHora Tjitra
Best Practice in Learning & Development in China. Three studies will introduced: 1) Chinese Learner 2) International Employability 3) Corporate Training Process
Skillsoft’s Global Leader Forum is an exclusive group of customers who have proven strategies of success around Engagement, Alignment, Adoption and Value – the Four Building Blocks of Learning and Talent Success. As part of the Forum, these clients regularly collaborate with other leading organizations and to share best practices, resources and tips within the new Client Community portal. They are also invited to participate quarterly in short research efforts around key topics that are of interest to the Skillsoft and industry-wide learning and talent communities.
Our 2016 Spring research topic was dedicated to the challenges and opportunities of building a successful and strategic learning culture. Our leaders shared their definition of a true learning culture, who is the owner of an organization’s learning culture, as well as what barriers stand in the way of a strong learning culture. Lastly, and most importantly, we learned what business outcomes they have seen positively impacted by having a strong learning culture.
"Think as a Corporate University" is a journey that departs from actual trends, shows us the new challenges of both CLO as well as her/his Team, and arrives to the pillars needed to build a succesful and meaningful learning experience.
This presentation stresses the importance of building the Corporate University driven by the corporate behavioral values synthetized in the brand.
Today’s training, talent and development professionals
require faster and more innovative solutions to meet the
demands of the next gen business.
Disruptive Learning is the means by which you stay ahead of the curve of future trends in a marketplace based on creativity, collaboration, disruptive innovation and technological evolution.
Digital business transformation is happening all around us. While the success of these organizations could be attributed to innovative business models or technology, the real driving force behind these success stories is talent – talent with skills in business, new technologies and collaboration. In this presentation, find out how, with the right talent, your company can leverage digitization to achieve business success. You’ll learn the industry impact of business transformation, the key skills your workforce needs to ensure successful transformation and how to build the talent you need.
This presentation is give those people who are interested in applying Jumpstart Program an overview of the program vision, roadmap, and strategy. For the detailed program delivery and trainers introduction, we will announce at “Talents of the Future 青年論壇 - 成為世界所需的人才” on 5/21
5/21 Forum registration site: http://uknowiknow.com/courses/jumpstart2016
World Corporate University Forum - The Challenge of take the Corporate Univer...Katrina Thornely
Damien O'Donoghue - General Manager of the GAC Corporate Academy presented at the World Corporate University Forum on the 13th April 2015 in Dubai. The presentation talks of the challenge of taking the Corporate University beyond simply training. For more information about GAC Corporate Academy please visit gacacademy.com
Changing the Game in Graduate Development Nathan Clark
In this workshop session presented at the AAGE Annual Graduate Recruitment & Development Conference, we share international trends and innovations in learning and development.
To discuss training and development opportunities for your organisation reach out to me:
https://au.linkedin.com/in/nathancjclark
L&D Needs to Build Ecosystems for the Future of WorkLearningCafe
Work is becoming more interconnected as the pace of business increases. The Future of work promises to be one that is very different from today. LearningCafe considers that the simple view of organisational learning needs to evolve from a stand alone and linear view to one that recognises this interconnectedness and complexity involved in designing and implementing Learning/HR solutions.
Taking an ecosystem view removes the siloed thinking and recognises the connections, constraints and trade offs involved in designing effective Learning solutions.
In this webinar we discuss with an experienced panel about the Learning ecosystems and how it practically manifests itself in our day to day work.
http://www.empowering-leaders.com
This unique Talent Management System helps companies increase revenues by 20%, Profit margins by 50% and reduce Admin expenses by 4%.
In a summary, this short presentation is about the NEW role of HR and how to manage Talent while cutting complexity.
Best Practice in Learning & Development in ChinaHora Tjitra
Best Practice in Learning & Development in China. Three studies will introduced: 1) Chinese Learner 2) International Employability 3) Corporate Training Process
Skillsoft’s Global Leader Forum is an exclusive group of customers who have proven strategies of success around Engagement, Alignment, Adoption and Value – the Four Building Blocks of Learning and Talent Success. As part of the Forum, these clients regularly collaborate with other leading organizations and to share best practices, resources and tips within the new Client Community portal. They are also invited to participate quarterly in short research efforts around key topics that are of interest to the Skillsoft and industry-wide learning and talent communities.
Our 2016 Spring research topic was dedicated to the challenges and opportunities of building a successful and strategic learning culture. Our leaders shared their definition of a true learning culture, who is the owner of an organization’s learning culture, as well as what barriers stand in the way of a strong learning culture. Lastly, and most importantly, we learned what business outcomes they have seen positively impacted by having a strong learning culture.
"Think as a Corporate University" is a journey that departs from actual trends, shows us the new challenges of both CLO as well as her/his Team, and arrives to the pillars needed to build a succesful and meaningful learning experience.
This presentation stresses the importance of building the Corporate University driven by the corporate behavioral values synthetized in the brand.
Today’s training, talent and development professionals
require faster and more innovative solutions to meet the
demands of the next gen business.
Disruptive Learning is the means by which you stay ahead of the curve of future trends in a marketplace based on creativity, collaboration, disruptive innovation and technological evolution.
Digital business transformation is happening all around us. While the success of these organizations could be attributed to innovative business models or technology, the real driving force behind these success stories is talent – talent with skills in business, new technologies and collaboration. In this presentation, find out how, with the right talent, your company can leverage digitization to achieve business success. You’ll learn the industry impact of business transformation, the key skills your workforce needs to ensure successful transformation and how to build the talent you need.
Traditional vs Lean Portfolio Management, Agile PMO & OrganisationsBarry O'Reilly
This deck showcases how the future can look for organisations as they attempt to scale up agile and lean practices and principles across the entire organisation.
Regardless if we have entered to do project/programme/portfolio work, once onsite I find it is a great way to introduce the wider organisation to the ideas that we use to deliver and how they can support all areas and activities in the organisation.
Key concepts;
- How traditional PMO and organisation are setup
- Legacy mindset for are alive and still driving the majority of portfolio/organisation behaviours
- Comparisons of traditional and agile/lean mindsets
- Principles of agile/lean portfolio/organisation management
- Organisational structure
- Annual vs Incremental funding (Beyond Budgeting)
- Limiting Work in Progress i.e. its only matters how many projects you finish, not start.
- Managing and visualising capability
- Coping with portfolio complexity through experimentation and validated learning
- Removing the concept of projects and focusing on continuous delivery of value
- Benefits of agile/lean portfolio/organisation management
This deck was compiled using referenced materials and the support of David Joyce (@dpjoyce) and Ian Carroll (@caza_no7)
Keynote for the AICPA Global Manufacturing ConferenceThe number one issue facing businesses is a need to innovate. Innovationis fundamentally about learning and how to keep your rate of learning (as individuals and as organizations) greater than the rate of change and greater than your competition. We think (and research supports this) it is time for a “paradigm shift” in talent development and learning. The need for a strategic and systematic approach to talent development already is under way in many high-performing organizations. Are you ready for these sweeping, even disruptive trends? Participants will learn:
• The latest trends in learning and talent development facing organizations
• How to approach learning and talent development in a strategic and systematic way and develop five action steps to take back with the
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?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!
CGMA Competency Framework for CPAs and Finance / Accounting ProfessionalsTom Hood, CPA,CITP,CGMA
The CGMA (Chartered Global Management Accountants) developed a competency framework that helps provide useful context for the career path of a global finance/accounting professional. It follows a trajectory we call the Bounce, where the initial focus is on building core technical skills and learning to lead yourself. Soon the professional moves from task specific technical work to managing people and projects. This is where momentum and development should shift to include more "success skills" like leadership, change management, collaboration, performance management and more. This turn is where the initial career momentum changes direction and there is more emphasis on the skill of leading others and leading organizations. We use the metaphor of a basketball bounce pass to who momentum and trajectory of today's finance / accounting career.
Our Business Learning Institute has been researching competencies and learning plans for finance and accounting professionals since its founding in 1999. We have mapped courses to this framework and have built curriculums for Fortune 1000 finance / accounting teams to offer a strategic and systematic approach to training. We partner with the AICPA to bring you the state of the art in training from technical to the "success skills required by 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.
More information can be found on our website at http://www.blionline.org and at the CGMA website at http://www.cgma.org
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 is different in five fundamental areas that are radically changing:
1. Technology - hyper-connected, mobile, social, cloud, and big data.
2. Generations - Generation gap, generation lap, and 2 for 1 (Boomers to Xers).
3. Workplace - Work is no longer a place we go, but what we do - open, collaborative, and flexible.
4. Leadership - A recent Harvard Business Publishing study found only 32% of business leaders believe that their organizations have the right leadership to achieve their strategic goals and cope with the current business environment.
5. Learning - L>C, flipped classrooms, participation and engagement are the new normal.
The cause of the shift change is the rapidly changing and complex hyper-competitive environment which has become the new normal. The key to managing this shift change is a very simple, but very big idea - develop your talent and Keep your L>C.
The winners of this shift change will be those who can keep their rate of learning greater than the rate of change and greater than their competition. This is true for the organizations as well as individuals. The secret to talent development and L>C is in the 4 C's - Competencies, Career Path, Curriculum, and Cloud Learning.
High Performing Firms-Growth Through A Winning Culture and Thriving in the Sh...Tom Hood, CPA,CITP,CGMA
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.
Keynote Presentation to CPA America Int'l in Portland, OR in September, 2014.
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?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!
What is the secret to succession planning in high performance firms? Is there a silver bullet?
Tom Hood thinks we are going through a shift change in the CPA Profession. Five fundamental areas are working to reshape the talent development landscape and ultimately succession planning and performance in CPA firms. He makes the case with research and field work having worked on strategic plans with over 100 CPA firms, working with young leaders in the AICPA and MACPA Leadership Academies, and exposure across the CPA Profession (standing on the shoulders of giants).
This session was presented in two facilitated sessions at the PKF 2013 Partner Summit in Chicago, Il.
What are the five things every professional needs to do? Allen Blue, the founder of Linked-In says 1) Learning and Staying on the Cutting Edge; 2) Managing Your Career; 3) Doing the work; 4) Interacting with peers and colleagues; and Becoming a thought leader in your field. Tom Hood shows students examples from the CPA Profession about how social media tools can help jump start their careers in accounting.
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
People, Workforce, Managing the Talent Pipeline for Global ManufacturersTom Hood, CPA,CITP,CGMA
Is retaining your top talent becoming increasingly difficult? Is your organization encountering issues when trying to hire employees whose skills meet the organization’s needs? The global war for specialized finance and technology talent is intensifying. Learn about the human capital trends that are facing today’s manufacturing and accounting industries.
You will hear from a panel of people in the front lines of the talent challenges facing global manufacturers. This world class panel of Doug Roosa, CPA, CGMA - General Motors, Cami Jacobson - University of Phoenix Strategy Group, Nicole Lenz, KPMG Director of People & Change, and Kimberly Burch, CPA, CIA, CFE will be covering both the macro workforce issues and micro accounting and finance teams.
Panelists will present their perspectives on these systemic talent pipeline issues, and you will learn how different organizations are addressing these challenges.
Will your firm thrive or just survive? Anticipation - The critical competency...Tom Hood, CPA,CITP,CGMA
Today, the world of professional education, and accordingly the accounting profession, is migrating toward a competencies-based learning approach. But what are the most critical competencies for practitioners and firms to thrive in today’s ever changing, fast paced business environment?
Research from the Business Learning Institute identified the Top 5 Competencies for CPAs, accounting and financial professionals as:
1. Strategic & Critical Thinking
2. Communication
3. Anticipating and serving evolving needs
4. Inspiring and motivating others
5. Collaboration and mobilizing consensus
In addition, research from CPA.COM shows that only 8% of CPAs are future ready. Future Ready is the Is the capacity to be ANTICIPATORY (aware, predictive and adaptive) of emerging technology and trends in business, demographics, and the social environment impacting your organization and industry.
Together this group of skills and competencies have been researched with a leading global futurist who has put together an innovative learning system, the Anticipatory Organization: Accounting and Finance Edition which is being used to transform firm cultures to build and enhance proactive business advisor skills.
Most of us wish we had the power to predict future trends, and would benefit by learning tactics to do so. Daniel Burrus is one of the world’s leading technology forecasters and innovation experts and the featured keynoter speaker at this year’s DCPA16. He is globally recognized for his exceptional 30+ year record of accurately predicting how technological, social, and business forces converge to create untapped opportunities.
Joey Havens, Executive Partner at Horne, LLP (A top 50 CPA Firm) discusses how he has used the Anticipatory Organization as a foundational learning system throughout his firm. He is requiring his whole firm of 400+ professionals to take this and running collaboration sessions by practice areas to create group learning and a shared language around anticipatory thinking that is being applied inside the firm and outside with clients.
This presentation is from the July 20th, 2016 webcast by CPA.COM. CPA.com President and CEO, Erik Asgeirsson as he discusses the critical Anticipatory competency with Daniel Burrus, HORNE LLP executive partner Joey Havens and the CEO of the Maryland Association of CPAs and the Business Learning Institute, Tom Hood.
For more information http://www.blionline.org/ao
You will learn:
Why anticipation is the critical competency for today's accounting and finance professionals
The difference between hard trends and soft trends
Why it is important to identify trend types
Use cases of how these skills are being used in the profession
How this learning system can be used as a foundational skill set to help CPAs and accounting professionals be more proactive business advisors.
Recent research says that the business environment for CPAs and their clients will be characterized by “unprecedented, massive and highly accelerated change” through 2025. To thrive in this new age of hyper-change and growing uncertainty, it is now an imperative to learn a new competency--how to accurately anticipate the future. The key to success in this fast-changing environment is to learn how to move from being reactive to proactive and flip from crisis manager to an opportunity manager. Tom will show how to explore new value added services and position their practices for success in a rapidly changing world.
Is accounting ripe for disruption? Despite some great bright spots, the profession was recently ranked as the second most likely to be disrupted by the Economist magazine.
Tom Hood talks about the shift change and the bright spots and challenges facing our CPA Profession in the future. He concludes with the skills needed to navigate and turn these disruptive threats into major opportunities.
The old 80's party tune from Timbuk 3 aptly describes the state of the accounting profession in 2014 - "The future's so bright, I gotta wear shades." Accounting was ranked as the third best career by a US News and World Report's Best Jobs issue in 2014. With an unemployment rate of half the national average (3%) and a growth rate of 13% for the next ten years according to the U.S. Bureau of Labor Statistics most recent report, demand for accounting professionals is at an all time high and projected to continue into the future.
This presentation covers the current state of the accounting profession and includes research about the future from the AICPA CPA Horizons 2025 Project.
For more information on strategic planning, curriculum development and training on the new skills (success skills) needed see our website at http://www.blionline.org
Special student presentation on a career in accounting and the job outlook for becoming a CPA.
MACPA CEO Tom Hood, voted second most influential leader in the CPA Profession in Accounting Today’s 2013 list of the Top 100 Most Influential People in Accounting (his ninth time on the list) sees five fundamental shifts facing accounting now – Leadership, Learning, Technology, Generations and Workplace. In a world of rapid change and increasing complexity, the winners will be those individuals and organizations who can keep their L>C², their rate of learning must be greater than the rate of change and greater than their competition. Tom’s updates are always popular for CPAs and include the latest trends and issues the profession is facing locally, nationally, and globally.
VUCA stands for Volatility, Uncertainty, Complexity and Ambiguity and describes the fast-arriving future we are living in. This inspirational session will talk about how leadership, culture, and talent management are changing in these exponential times. Participants thru an exercise to leave with a person action plan.
Learning Objective:
Understand emerging trends and issues facing business and CPA Profession.
Learn about how leadership is changing to lead change in rapidly changing times.
Develop an action plan to take back and apply the principles learned.
Keynote for the Boomer Technology Summit 2014. The Shift Change describes the five major "shifts" business is making in response to the perfect storm of the three mega-trends - technology, demographics, globalization.
Using the two-curves framework from the Institute for the Future as inspiration, Tom has applied the transformational change to the signals and trends happening in the marketplace today.
The challenge is to determine if and when you should lead your organization through the shift change, keeping in mind the risk of doing nothing or the RONI - return on not investing.
The key to thriving during the shift change is ROP - return on people and the #1 skill needed is collaboration.
In order to get your ROP, you need a systematic and strategic approach to your talent development which is exemplified in a training framework from the Business Learning Institute called 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.
It concludes with the five ways to thrive in the shift change: 1) Purpose and Vision, People, Collaboration and Engagement, Strategy & Alignment, Technology and RONI.
For more information contact BLI http://www.blionline.org
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Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
What is the TDS Return Filing Due Date for FY 2024-25.pdf
The Agile Learning Organization - Learning 2.0
1. www.blionline.org
How to Profit from Innovation:
Building the Agile Learning
Organization
Tom Hood, CEO, Business Learning Institute
& Maryland Association of CPAs
A SevenKeys CPA webinar
2. Moderator: Tom Hood
• Named as fourth Most Influential in
Accounting by Accounting Today Magazine
• 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
Tom Hood, CPA, CITP, CGMA
CEO
MACPA www.macpa.org
and
Business Learning Institute
(BLI) www.blionline.org
http://www.linkedin.com/in/tomhood/
6. www.blionline.org
The Research
A 2012 survey by the Corporate Executive Board showed that 60% of
organizations were experiencing a leadership shortage, an increase of 40
percentage points from the previous year.
67%
#1 issue is developing
leaders & succession
planning
7. www.blionline.org
1. A shortage of creative, agile leaders.
2. Inability to rapidly develop workforce skills and capabilities.
3. Ineffective collaboration and knowledge sharing.
Source: 2010 IBM Global Chief Human Resource Officer study
The top three issues facing human resources & talent development
9. www.blionline.org
The
high
performers
in
our
survey
invest
more
in
talent,
focus
on
closing
skills
gaps,
have
more
customized
training
and
development
programs,
iden9fy
future
leaders
earlier
in
their
careers,
and
have
robust
succession
plans
in
place.
They
also
focus
more
on
“so=”
leadership
skills
such
as
the
ability
to
embody
the
organiza9on’s
culture
and
values
and
to
lead
effec9vely
in
a
complex
global
business
environment.
Paradigm Shift
Source: E&Y Paradigm Shift: Building a new talent management model to boost growth
10. www.blionline.org
• Innovation – making changes in
anticipation of future trends and
customer needs
• Individual -The ability to analyze,
and understand new situations and
new business platforms in a timely
(proactive) manner.
• Organizational – Programs and
processes designed to enhance its
collective ability to acquire new
knowledge and skills, and to stay
ahead of the market.
Source: Bersin & Associates
Innovation = Agile Learning
The right talent at the
right time with the right
skills
11. www.blionline.org
• Career Path (Ladder)
• Competency-based Learning
• Curriculum
• ComplianceTracking for CPAs
• Content – world-classTechnical &
Leadership Courses in multiple formats
• Context – Line of sight to organization
vision, mission, strategy & culture
Our approach -The Six C’s
15. T
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.
17. 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.
19. 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
20. 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
Blog
hNp://www.cpasuccess.com
Blog
hNp://www.bizlearningblog.com
Follow
me
on:
ü
TwiEer:
hEp://www.TwiEer.com/tomhood
ü
LinkedIn:
hEp://www.linkedin.com/in/tomhood
ü
Facebook:
hEp://www.facebook.com/thoodcpa
ü Plaxo:
hEp://tomhood.myplaxo.com
ü Slideshare:
hEp://www.slideshare.net/thoodcpa
ü Youtube:
hEp://www.youtube.com/thoodcpa
ü Second
Life
avatar
name:
Rocky
Maddaloni