Generational

Attracting and Engaging Millennials

Millennials make up 36% of today’s workforce and they’ll represent 50% of our workforce in just four short years. Bright, progressive, change-minded and impatient, these young people are driving significant change in both our firms and in our clients, too. In this session, we’ll discuss strategies for being a preferred employer for Millennials including:

• Understanding Baby Boomer, Gen X, and Millennial differences and similarities
• Understanding what makes Millennials unique, special, and different
• Changes you’ll need to make to motivate and manage your youngest team members effectively
• Methods to retain your top performers and develop them into your firm’s future leaders

Leave this session with practical strategies you can implement to ensure that you contribute to your firm engaging and retaining this powerful employment segment and significant force for change!

Bridging Your Generational Gap: Building Empathy and Leveraging Each Other’s Strengths

Millennial, Generation X and Baby Boomer team members all have unique generational experiences and values. To capitalize on your similarities and manage your differences, you need to understand the core distinctions between the generations and identify methods for maximizing each of your team members’ success. Attend this session to:

• Understand the generational concept and explore Baby Boomer, Gen X, and Millennial differences and similarities
• Learn methods for developing cross-generational empathy and motivating your diverse team members
• Explore organizational changes you can make to succeed with a combination of Baby Boomer, Gen X, and Millennial leaders in your midst

Leave this session with concrete strategies for engage your diverse people and sustain your firm into the future.

Questions about this course or a training? Contact us.

Building a Truly Progressive, Talent-Forward Firm

With all that’s happened in the last few years, the profession is facing unprecedented change. Firms are challenged to now integrate the dreams, goals, and desires of their talent into their core firm strategy. Leaders who drive cultural change stand the best chance of being a destination firm for high-potential talent. Attend this highly interactive, discussion-based session to explore strategies to engage, empower and develop your talent. After completion of this course, you’ll be able to:

• Identify critical cultural components that today’s talent are seeking, including a leadership culture centered on getting better, letting go, being open to change, and failing forward
• Recognize how embracing the changes facing our firms - remote and blended work, flexibility, technology, business model shifts, and new ways of learning to bring future leaders along faster - can create higher levels of engagement

Leave this session with ideas to shift your firm’s culture and identify new strategic priorities that inspire, empower, and retain your talent, providing a bright future for your firm.

Embracing Generational Differences in Your Practice

Generation X, Y, and Baby Boomer team members all have unique differences. Because there are different generational experiences, we’ll explore the core distinctions between the generations and identify methods for maximizing each of your team members’ success. Attend this session to:

• Understand the generational concept and explore Baby Boomer, Gen X, and Gen Y differences
• Learn methods for motivating your diverse team members
• Explore organizational changes that may be required to succeed with a combination of Baby Boomer, Gen X, and Gen Y leaders in your midst

Leave this session with a better understanding of each generation and ideas for enhancing communication and collaboration in your teams.

Questions about this course or a training? Contact us.

Engaging NextGen Clients

Millennials have surpassed Baby Boomers as the largest living generation in the US. Young buyers are transforming the way we call a taxi, stay in touch with business colleagues and shop for essentials. And their expectations are driving changes to the traditional CPA firm client engagement and service delivery models.  Attend this session to:

• Understand NextGen buyers, how they are different from traditional clients, and how to best engage them
• Explore service, relationship and technology expectations of NextGen clients and prospects
• Learn to proactively engage the successors of your retirement-age clients and your NextGen talent to ensure client continuity
• Discuss the role of leadership and your talent in building a NextGen-ready firm

Leave this session with a roadmap for ensuring your firm stays relevant by engaging with the buyers of today and tomorrow!

Having It All:  Managing a High-Performance, Flexible Work Environment

Increased competition for talent requires new and innovative employee engagement strategies. At the top of the list for many is the ability to work at a time and place of our choosing. This demand for Anytime, Anywhere Work^TM is driving CPA firm leaders to give up their attachment to their traditional work values of “face time” and mandated office hours and move to a more flexible, virtual work model. Attend this session to explore steps to navigate away from “old school” notions toward a more time-and-place-independent environment including:

• Shifting your mindset and identifying old norms and “gotchas” that will inhibit flexibility
• Exploring different flexible work options that you can offer to your team
• Identifying management must-haves to maintain service quality and firm profitability as you make the shift towards a more flexible work environment
• Managing expectations – yours, theirs, and the clients’
• Communication and accountability techniques to ensure success
• Technology and other enablers
• Addressing issues when flex is not win-win-win

Attend this session to further your ability to deliver service in new, time- and place-independent ways

Is Your Firm Old School or Cool?

The retirement of the 78 million Baby Boomers over the next decade will drive a labor shortage unlike anything we’ve seen in the U.S. to date. With the accounting unemployment rate well below the national average, young and talented CPAs will be in high demand in the coming years.

For your firm to attract and retain the best and the brightest young talent, you’ll have to ensure that you’re nurturing a culture of cool. Attend this session to discuss old school approaches and new school alternatives in six cultural areas:

• Clarity of firm mission, vision, values, objectives, and overall strategy
• Firm leaders’ engagement with team members
• Openness of leadership to input and change
• The active development of team member skills and abilities
• Approach to work hours and schedules
• Technology orientation

Attend this session to identify changes you can make to increase your cool quotient and secure your firm’s future.

Questions about this course or a training? Contact us.

Managing Millennials

Generation Y team members – or the Millennial Generation – are the latest to enter our workforce, bringing with them new challenges and benefits, too. Attend this session to discuss:

• Generational differences and what makes Millennials unique, special, and different
• How to motivate and manage your youngest team members effectively
• Methods to retain your top performers and develop them into your firm’s future leaders

Leave this session with at least one idea that you can implement to ensure that your firm capitalizes on your youngest team members’ strengths!

Questions about this course or a training? Contact us.

Mentoring Your NextGen Leaders

Building a team of NextGen leaders is a challenge most organizations face today. NextGen leaders are clearly different from current leaders, including their use of technology, collaborative approach to projects, and their feedback expectations and communication approaches. Motivating and supporting NextGen leaders requires a shift in our approach to mentoring and developing them. Attend this session to explore the changes we can expect from our NextGen leaders and strategies and approaches to be effective mentors for them, including:

• Understanding the differences and expectations of your NextGen leaders
• Developing rapport with your NextGen leaders and really “knowing” them
• Building a collaborative environment where your NextGen leaders can be involved in planning, decision-making and executing deliverables
• Understanding the role of reverse mentoring and making feedback a two-way street
• Being an advocate as well as a mentor so your NextGen leaders are represented and have visibility with current leadership

Leave this session with an approach and at least one action you can take to develop a pipeline of bright NextGen leaders!