Developing Future Leaders at your Firm June 2015

1. Developing Future Leaders at your FirmJune 2015 CPAmerica A&A Conference Presented by Art Kuesel

2. Art Kuesel, President • EXPERIENCE • Sales Executive • 3 years inside $60M CPA firm • 5 years inside $25M CPA firm • 6 years at PDI/Koltin Consulting • 2 years at Kuesel Consulting • EXPERTISE • Leadership and Sales Coaching • Sales/Marketing Training • EXPERTISE (Cont.) • Keynotes, Presentations, Workshops on Growth • Growth Plan Development/Implementation • Managing Partner Coaching • Sales & Marketing Recruiting • STREET CRED • Top 100 Most Influential Person in Public Accounting: 2014 • In-house and external experience • Clients include scores of T250 Firms including a third of the T100 • Frequent writer and blogger for Accounting Today • Accomplished speaker and presenter on growth trends

4. Workshop Agenda What can good leaders influence @ your firm? Characteristics of next gen leaders What’s your vision? Important core skills in your future leaders Components of a leader development program* Making it stick @ your firm 3

5. What Good Leaders Influence @ Your Firm

6. Personal Reflections on Leadership • Leader “Mike”: • Defined an objective • Inspired me to achieve it within a set of general parameters • Encouraged and helped me when it became challenging • Motivated and rewarded me along the way • Gave me the authority to make decisions in the best interest of the objective • Allowed me to fail

7. Personal Reflections on Management • Manager “Louis”: • Wanted me to accomplish a task • In an organized and effective manner • With frequent upward Q&A utilizing his knowledge on the subject • For his ultimate approval/decision making and credit • And, he wanted me to avoid failure at all costs

8. Personal Reflections on Management • Manager: Plan, organize, coordinate to accomplish a task • Leader: Inspire and motivate

9. Good Leaders GREATLY Influence • People Retention • People Acquisition • Client Retention • Client Acquisition • Profitability!

10. Characteristics of “Next Gen” Leaders

11. Generational Differences ABOUND

12. Generational Differences

13. Characteristics of Gen X Leaders • Thrive on change • Independently creative • Straightforward • Adaptable • Flexible • Hate being micro-managed.

14. Characteristics of Millennial Leaders • Conscious • Future-Oriented • Transparent • Collaborative • Problem solvers • Further, they want their leaders to mentor others, achieve personal goals, and effect positive change in their community

15. Many Generational Differences

16. WAIT! What’s the Vision?

17. What’s Your Vision? • Vision: An inspirational declaration (North Star) of where you are headed long-term

18. What’s Your Vision? • Deloitte: Aspire to be the standard of excellence, being the first choice of the most sought after clients and talent • Uber: Smarter transportation with fewer cars and greater access. • Amazon: Be the earth’s most customer centric company

19. Why you Probably need a Vision… • Clarity for the vision gives direction… • Which breeds passion… • Which gives meaning… • Which provides synergy… • Which defines focus and success… • and visionary leaders can inspire and motivate effectively and clearly! • Source: Sandra Wiley

20. Beyond the Vision… • Vision • Mission • Core Values • Strategic Areas of Focus • Strategic Goals • Actions

21. Companies with… • …a defined vision and mission that are aligned with a strategic plan… • Will outperform their peers, attract better talent, and retain better talent. • Source: Bain & Co.

22. Important Core Skills in your Future Leaders

23. Core Skills for Leaders in CPA Firms

24. Components of an Effective Leader Development Program

25. 1) Comprehensive Curriculum

26. Personal and Professional Development • Personal SWOT • Defining your Personal Leadership Style • Creating a Personal Development Plan • Time Management 101 • Accounting Firm 101: How a Firm Makes Money

27. Client Development • Understanding your Role with the Client • Being a Proactive Advisor • Developing Relationships and Building Trust • Cross-Serving/Selling • Achieving Loyalty – and Referrals!

28. People Development • Delegation and Leverage as a Development Tool • Team Building 101 • Serving as a Mentor and Coach to your Team • Performance Management • Delivering Effective Feedback

29. Business Development • Building a Personal Brand and/or Niche • Capitalizing on your Biggest Asset: Clients • Developing a Referral Source Network • Succeeding at the Sales Process

30. Firm Development • Herding Cats: Leading Other Partners • Creating a Culture of Accountability • Strategic Planning 101 • Leveraging Technology • Talent Acquisition • Niche Growth and Expansion

31. 2) Utilize Multiple Learning Styles

32. 3) Adequate Frequency

33. 4) Realistic Application

34. Taking the Leap! • Step 1) Define your Objectives and goals YP’s? Basic Skill Building? Future Partners? Leadership? BD? Technical? Who attend? • Step 2) Decide on your resource investment ($, hours p/p, people to develop the program) • Step 3) Insource, Outsource, Blended? • Step 4) Build your program • Step 5) Execute • Step 6) Evaluate

35. Making it STICK @ Your Firm

36. Making it Stick: Best Practices • Motivated Participants • Frequency of Program Touches • Performance Coaches to Support Participants • Evaluation & Feedback • Results = Something

37. Why Leadership Development Programs Fail • Overlooking context, Decoupling reflection from “real work”, Underestimating mind-sets, Failing to measure results • Failing to clearly define objectives from the beginning, lacking flexibility in the program, making it a required activity • Lack of content of interest to attendees, lack of coaching and personal support, attendees afraid to fail • Source: 1) McKinsey, 2) Triputti-Lunden, 3)Baltzell

38. What’s Working @ Our Firms

39. CPAmerica’s NextGEN Conferences

40. What’s Working @ Our Firms? • 60 Partner Firm • Internal Leadership Academy* • Hartman Assessment • Path to Partner Program* • Internal and External Coaches* • ELA

41. What’s Working @ Our Firms? • 25 Partner Firm • NextGEN • Internal Coaching Program • Roundtables • ELA

42. What’s Working @ Our Firms? • 15 Partner Firm • Elevated HR Role • Leadership and Development Courses* • Internal Mentorship • Rainmaker

43. What’s Working @ Our Firms? • 10 Partner Firm • New Talent/Learning Director • NextGEN/CALCPA YP • DiSC & Course Offerings • ELA

44. Small Group Discussion & Reporting • Step 1: Objective is to Achieve a Blended Table of: • Some WITH LDP • Some WITHOUT LDP • GO!

45. Small Group Discussion & Reporting • Step 2: For those with LDP: • Describe what you do in LDP • Describe the Most Effective Things you do • Describe the Biggest Obstacles • Be Ready to Report • GO!

46. Small Group Reporting 3

47. What’s Next? • New Role for the CHRO • Why we Love to Hate HR • The Future of HR • Rethinking HR

48. Thank you! Resources for you at www.kueselconsulting.com/CPamerica Art Kuesel art@kueselconsulting.com 312.208.8774 www.kueselconsulting.com