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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
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) www.macpa.org
Business Learning Institute
(BLI) www.blionline.org

!
!
!
!

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

http://www.linkedin.com/in/tomhood/
Download today’s slides at …	


www.SlideShare.net/thoodcpa
Insights	
  to	
  Ac,on	
  
	
  

“One	
  without	
  the	
  other	
  is	
  either	
  useless	
  or	
  destruc,ve”	
  
T	
  
HOW TO PROFIT FROM
INNOVATION: Building the
Agile Learning Organization	


www.blionline.org
Business Wins in the Turns
The Shift Change
The Shift Change
	

1. 
2. 
3. 
4. 
5. 

Leadership!
Learning!
Technology!
Generations!
Workplace!
Leadership
High Performing Firms-Growth Through A Winning Culture and Thriving in the Shift Change
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.
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
Learning
High Performing Firms-Growth Through A Winning Culture and Thriving in the Shift Change
High Performing Firms-Growth Through A Winning Culture and Thriving in the Shift Change
High Performing Firms-Growth Through A Winning Culture and Thriving in the Shift Change
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	

www.blionline.org
www.blionline.org
The Bounce – Career path	


www.blionline.org
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.
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	


www.blionline.org
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!
R.O.I = R.O.P	


www.blionline.org
Technology
High Performing Firms-Growth Through A Winning Culture and Thriving in the Shift Change
High Performing Firms-Growth Through A Winning Culture and Thriving in the Shift Change
You Must Be Present To Win
Generations
High Performing Firms-Growth Through A Winning Culture and Thriving in the Shift Change
Generational Issues	

• 
• 
• 
• 
• 
• 
• 

Tone at the Top	

Cross generation meetings	

Communication with Feedback frequently	

Trust & try	

Openness	

Embrace technology	

Build on strengths
Dealing with Generations
	


•  Build on Strengths	

•  Create a Positive Work Environment	

•  Collaborate
Workplace
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	
  
Work is not a place, it
is what you do.	

And 	

What you do while
working is
fundamentally
different.
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	
  
“The first challenge for leaders is to be willing to be open to the idea that your
advantage might not last.” - Rita McGrath
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	

www.blionline.org/rita
High Performers - The Top Five Attributes
Internal stability and external agility

	
  

	
  

1. 
2. 
3. 
4. 
5. 

Ambition or “humbition” – world-class ambitions	

Deployment  Development of people (think learnability)	

Strategy and Leadership (vision, values, culture)	

Stable relationships in their ecosystem(s)	

Innovation is continuous and part of everyone’s job	


“You can’t stop the waves but you can learn how to surf.” 	

T	
  
– Jon Kabbat-Zin
Strengths – Strategy Collaboration
	


“In order to buy-in, they have to weigh-in.”	

	

 	

	

 	

 	

	

 	

 	

	

 	

 	

	

- Pat Lencioni
Return on Investment
Cri%cal	
  Areas	
  

Investment	
  

Return	
  

People	
  

2%	
  

20%	
  

Processes	
  

2%	
  

15%	
  
	
  

Organiza,on	
  Structure	
  

2%	
  

10%	
  

Culture	
  

1%	
  

20%	
  

Leadership	
  

1%	
  

10%	
  

Informa,on	
  

10%	
  

15%	
  

Technology	
  

82%	
  

10%	
  

Source:	
  Informa,on	
  Masters	
  –	
  Secrets	
  of	
  the	
  Customer	
  Race	
  by	
  John	
  McKean	
  
Engagement – Alignment - Commitment 	


www.blionline.org
Business Wins in the Turns
How can we help you keep your LC?	

• 
• 
• 
• 

Strategy  Alignment	

Curriculum tied to strategy	

I2a Leadership Academy	

BLI Leadership Express - ondemand leadership support	

•  Social learning	


http://cpa.tc/32r	

	


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	


www.blionline.org
Resources
Take the test and add up your score	


Source: Rita McGrath,
End of Competitive
Advantage	


www.blionline.org/rita
How do you measure up?	

Score Band	


Diagnosis	


14-28	


Danger! Extreme
exploitation orientation	


19-42	


Action Implication	


Exploitation bias	


43-56	


57-70	


71+	


Urgent issue for senior team;
major risk of being disrupted 	


At risk of being trapped;
urgently review business health 	

Most common; Pockets of Innovation and disengagement
agility but fighting with
need to be strengthened and
established businesses	

made systematic; senior team
needs to get involved	

Moving faster, getting into Support those working in new
a rhythm	

way; focus on resource
allocation	

Learning to compete with Remain watchful! Rita wants to
transient advantage	

meet you.	

www.blionline.org/rita
What would Rita do?
	


L I V E

SPONSORED BY:

www.blionline.org/rita
CloudLearning - JIT
CloudLearning - JIT
Workplace Resources:	

	

	

3 Books	

•  Work Sucks and
how to fix it.	

•  Remote	

•  The Year Without
Pants
Generational Issues - Resources
Blog Post http://cpa.tc/2un
Blog Post http://cpa.tc/2vz
Slideshare http://cpa.tc/2w4
Bottom line - Connect  Collaborate	

Great ideas can come from anywhere!

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

  • 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) www.macpa.org Business Learning Institute (BLI) www.blionline.org ! ! ! ! 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 http://www.linkedin.com/in/tomhood/
  • 3. Download today’s slides at … www.SlideShare.net/thoodcpa
  • 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 www.blionline.org
  • 6. Business Wins in the Turns
  • 11. 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.
  • 12. 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
  • 17. 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 www.blionline.org
  • 19. The Bounce – Career path www.blionline.org
  • 20. 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.
  • 21. 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 www.blionline.org
  • 22. 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!
  • 27. You Must Be Present To Win
  • 30. Generational Issues •  •  •  •  •  •  •  Tone at the Top Cross generation meetings Communication with Feedback frequently Trust & try Openness Embrace technology Build on strengths
  • 31. Dealing with Generations •  Build on Strengths •  Create a Positive Work Environment •  Collaborate
  • 33. 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  
  • 34. Work is not a place, it is what you do. And What you do while working is fundamentally different.
  • 35. 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  
  • 36. “The first challenge for leaders is to be willing to be open to the idea that your advantage might not last.” - Rita McGrath
  • 37. 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 www.blionline.org/rita
  • 38. High Performers - The Top Five Attributes Internal stability and external agility     1.  2.  3.  4.  5.  Ambition or “humbition” – world-class ambitions Deployment Development of people (think learnability) Strategy and Leadership (vision, values, culture) Stable relationships in their ecosystem(s) Innovation is continuous and part of everyone’s job “You can’t stop the waves but you can learn how to surf.” T   – Jon Kabbat-Zin
  • 39. Strengths – Strategy Collaboration “In order to buy-in, they have to weigh-in.” - Pat Lencioni
  • 40. Return on Investment Cri%cal  Areas   Investment   Return   People   2%   20%   Processes   2%   15%     Organiza,on  Structure   2%   10%   Culture   1%   20%   Leadership   1%   10%   Informa,on   10%   15%   Technology   82%   10%   Source:  Informa,on  Masters  –  Secrets  of  the  Customer  Race  by  John  McKean  
  • 41. Engagement – Alignment - Commitment www.blionline.org
  • 42. Business Wins in the Turns
  • 43. How can we help you keep your LC? •  •  •  •  Strategy Alignment Curriculum tied to strategy I2a Leadership Academy BLI Leadership Express - ondemand leadership support •  Social learning http://cpa.tc/32r 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 www.blionline.org
  • 45. Take the test and add up your score Source: Rita McGrath, End of Competitive Advantage www.blionline.org/rita
  • 46. How do you measure up? Score Band Diagnosis 14-28 Danger! Extreme exploitation orientation 19-42 Action Implication Exploitation bias 43-56 57-70 71+ Urgent issue for senior team; major risk of being disrupted At risk of being trapped; urgently review business health Most common; Pockets of Innovation and disengagement agility but fighting with need to be strengthened and established businesses made systematic; senior team needs to get involved Moving faster, getting into Support those working in new a rhythm way; focus on resource allocation Learning to compete with Remain watchful! Rita wants to transient advantage meet you. www.blionline.org/rita
  • 47. What would Rita do? L I V E SPONSORED BY: www.blionline.org/rita
  • 50. Workplace Resources: 3 Books •  Work Sucks and how to fix it. •  Remote •  The Year Without Pants
  • 51. Generational Issues - Resources Blog Post http://cpa.tc/2un Blog Post http://cpa.tc/2vz Slideshare http://cpa.tc/2w4 Bottom line - Connect Collaborate Great ideas can come from anywhere!