Introduction: 20-20 Services is thrilled to offer you our first blog written by a strategic partner, Ryan Standil, President of Write To Excite. Ryan helps public accounting firms increase their writing efficiencies, which leads to greater clarity and profitability.
For individuals who aspire to become future partners, it is crucial for accounting firms to proactively foster the development of leadership skills from an early stage. By doing so, the firm ensures these groups are capable of functioning together at a higher level, and the continuity and long-term success of the practice is assured when current leaders eventually transition out of their roles.
With so much riding on the training that a firm provides to its professionals, how can learning and development (L&D) teams make the best use of their finite time and resources?
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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