Have you led a training session that felt quiet or disengaged? Perhaps one where conversation was dominated by a few voices? There is a reason for that! In this blog post we’ll talk about how introverts may respond to training environments differently from extroverts and how an instructor can accommodate this personality style to ensure full engagement and optimal learning outcomes for their class.
Even if your role does not include direct sales, networking and business development skills are essential tools in every public accountant’s and advisor’s professional toolkit. While technical expertise is crucial, the ability to build relationships and develop business with existing and potential clients can truly accelerate your career as well as round out your skillset.
The path to success is not paved with mere talent or hard work alone; cultivating essential relationships and skills are what set you apart. To delve into this concept, Esther Shelton and Sean Bilodeau shed light on how trust, active listening, and networking play a pivotal role in your work and why they are essential for your career.
In this blog post, we will explore some reasons you should be measuring ROI for learning programs, delve into various models for evaluation, discuss challenges that make this analysis difficult, and identify cutting-edge software tools that can assist accounting firms in quantifying the impact of their training programs.
“We’ve just tripled our workforce overseas” is a statement we have heard quite a few times over the past few years. The immediate challenge is providing an offshore accounting staff training program that gets this rapid influx of internationally based employees on the same page with the accounting firm’s personnel in the United States.
Some firms may view SAS 145’s definitional and procedural changes as simply line items to add to their checklists, but leaders in the profession will understand the changes resulting from the standard are intent on enhancing audit quality to meet the demands of the future.
No matter what size firm you look at, there’s always too much work and not enough people. Regional firms face additional challenges with hiring early-career professionals and delivering the accounting training they need to more effectively serve clients. Many of these firms have the flexibility and insights necessary to capitalize on this shift if they consider these three strategies.
To solve recruiting and retention challenges, firms should invest in training and knowledge growth for employees that will get them into the positions that will be most successful and fulfilling for them—and for the firm.
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