Developing non technical skills for your professionals
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Developing Non-Technical Skills For Your Professionals. Agenda. Developing the training plan - infusing core skill learning into all aspects of your firm’s education Identify the core skills that are most important to firms today

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Developing Non-Technical Skills For Your Professionals

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Developing non technical skills for your professionals

Developing Non-Technical SkillsFor Your Professionals


Agenda

Agenda

  • Developing the training plan - infusing core skill learning into all aspects of your firm’s education

  • Identify the core skills that are most important to firms today

  • Learning development at every level - match the core skills to the various levels

  • Who are the essential players

  • The step by step guide for implementation


Good leaders teach great leaders learn

“Good Leaders Teach…Great Leaders Learn”

Noel M. Tichy author

The Leadership Cycle

Noel Tichy is professor of organizational behavior and human resource management at the University of Michigan and director of the Global Leadership Program, an executive-development consortium of 36 companies.


Polling question 1

POLLING QUESTION #1

Top Leadership – Our MP/CEO is passionately committed to teaching/learning.

  • Yes, very committed

  • Most of the time

  • Occasionally

    2. Somewhat

    1. Not at all


Developing the training plan infusing core skill learning into all aspects of your firm s education

Developing the training plan infusing core skill learning into all aspects of your firm’s education


Polling question 2

POLLING QUESTION #2

We have individual learning plan for everyone in the firm.

  • Yes, everyone is included

    3. Most positions are included

    2. Some positions are included

    1. No, we do not have individual learning plans.


Assessment techniques tools

Assessment Techniques/Tools

Brainbench

WebQuiz

http://www.smartlite.it/en2/products/webquiz/

Audience Response Systems

www.turningtechnologies.com


Assessment techniques tools1

Assessment Techniques/Tools

Inquisite

www.inquisite.com

Microsoft Office Practice Quizzes

Assessment Solutions

www.fadvassessments.com


Assessment build your own

Assessment Build Your Own


Learning plans

Learning Plans

  • Written & communicated

  • Set a benchmark

  • Set expectations

  • Lifetime growth plan

  • Links to a personal game plan


Sample learning plan

Sample Learning Plan

Source: Habif, Arogeti & Wynne, LLP


Aicpa resource

AICPA Resource


Goals of your training program

Goals of your training program…

  • Continuous transformation

  • Rapid development of capable leaders

  • Develop new products & services


Top challenges training initiatives

Top Challenges – Training Initiatives

  • Lack of a Process

  • Not a Priority

  • Viewed as a Checklist

  • Creating the Experience

  • No True Owner


The evolution

The Evolution

Teaching– Everyone is expected to contribute to

the organization’s knowledge base by teaching others.

Learning – Individuals take responsibility for learning, but

knowledge creation is not the ultimate goal.

Hierarchical– Chain of command where ideas are filtered and generally killed before they get to the top.

Autocratic– Leader or founder uses command & control style with all of the answers.


The 3 pillars

The 3 pillars


Polling question 3

POLLING QUESTION #3

We include core skills in our overall training plan.

1. Yes

2. No


Identify the core skills that are most important to firms today

Identify the core skills that are most important to firms today


90 of employee s make the decision to stay with a company within the first 6 months of employment

90% of Employee’s Make the Decision To Stay With A CompanyWithin the First 6 Months of Employment


Onboarding

Onboarding

  • Hours x Information = More not less!

  • Create the culture from day 1

  • Help them see the big picture

  • Tell “stories” about the firm

  • Think interesting and interactive

  • Develop from their point of view

  • Lots of trainers

  • Develop a buddy system


Training learning

Training & Learning

People Development

Leadership Development

Cultural/Orientation

Personal/Self Development

Client Service/Practice Development

Core Technical Training

Ongoing Development

Allocation of Learning Hours

Role/Position Training

Technical/Updates

Entry Time Retirement

Source: Plante & Moran LLP (Adapted)


Training learning1

Training & Learning

People Development

Leadership Development

Cultural/Orientation

Personal/Self Development

Ongoing Development

Allocation of Learning Hours

Client Service/Practice Development

Core Technical Training

Role/Position Training

Technical/Updates

Entry Time Retirement

Source: Plante & Moran LLP


Essential players

Essential Players


Polling question 4

POLLING QUESTION #4

We have a professional in our firm who is responsible for your firms learning and training plan. (Not #20 on their task list)

1. Yes

2. No


Developing non technical skills for your professionals

Training Professional

Internal

Experts

External

Resources


Learning development at every level match the core skills to the various levels

Learning development at every level match the core skills to the various levels


Management skills tools

Management Skills & Tools

90 Day Game Plans

Unique processes

Risk management

Client analysis & value

Building a peer network

Change management

IT – the accelerator

Pricing

Training and learning

Mentoring versus coaching

  • Project management

  • Team building

  • Conflict resolution

  • Performance management

  • Accountability

  • Delegation strategies

  • Meeting management

  • Client service

  • Communication techniques

  • Business development


The progressive curriculum development

The ProgressiveCurriculum Development


Important components

Important Components

  • Expanded knowledge – beyond the CPA firm

  • Book Reports

  • Tie the skills back to the firm

  • Projects are important

  • Mentor/Protégé Program is imperative


Polling question 5

POLLING QUESTION #5

We are committed to making training and learning a top priority in our firm for 2011.

1. Yes

2. No


Important implementation steps

Important implementation steps


Steps to success

Steps to Success

  • Commitment from the top

  • Commitment of sufficient resources

  • Compress the time line

  • Develop leaders at multiple levels

  • Develop multiple teaching infrastructures

    • Assignments

    • Classroom

    • Intranet

    • Boot camps

    • Task forces

    • Workgroups/teams

    • Alliances


Thank you

Thank you!

[email protected]

www.boomer.com


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