© u pstream a cademy 2012 1 w orld c lass t raining: g etting y our f irm o n t rack p resented by...

© UPSTREAM ACADEMY 2012 1

WORLD CLASS TRAINING:GETTING YOUR FIRM ON TRACK

PRESENTED BY SAM M. ALLRED, FOUNDER & DIRECTOR OF UPSTREAM ACADEMY

GUIDE CONFERENCE CALL #2ELA Year 2012 - 2013

PRESENTED BY TIM BARTZ

DIRECTOR, UPSTREAM ACADEMY


PRESENTATION ROADMAP

1. Quick review of ELA progress through September 2012

2. Guide training – helping star performers

3. Questions and answers


QUICK REVIEW OF ELA PROGRESS

THROUGH SEPTEMBER 2012


LEADERSHIP TRAINING FORUMS

We have conducted five leadership training forums for Years 1 & 2 and three forums for Year 3 so far this program year.

ELA participants in each of the three years of the program have been well prepared to respond to pre-assigned questions.


Please remember that participants need to share with you what they learn from each forum and what they are going to do as a result. The emphasis is on listening to learn, learning to do, doing to become.

LEADERSHIP TRAINING FORUMS


ELA participants have selected a Leadership Project and have until May 31, 2013 to complete this project.

An ELA Project summary will be mailed to all participants and guides in the coming weeks.

LEADERSHIP PROJECT


All participants need to complete their goals by May 31, 2013.

It is very important that participants calendar the goals they are going to work on. This process of calendaring goals will keep them on track and will result in a higher quality of focus and execution on each goal. If this isn’t done by January 31, 2013 they will struggle to finish on time.

LEADERSHIP DEVELOPMENT GOALS


Participants received the following updates to their binders:

Participant bios LTF Presentations on CDs

ELA BINDER UPDATES


HeadWaters Leadership Conference 2012July 12-13, 2012 Denver, Colorado

Blueprint for Excellence RetreatJuly 23-24, 2012 Park City, Utah

BestPractices Conference 2012October 25 - 26, 2012 Chicago, Illinois

Emerging Leaders ConferencesFall 2012 September 27-28, 2012 San Antonio, TexasWinter 2013 January 3-4, 2013 Scottsdale, Arizona

MAJOR UA EVENTS

© UPSTREAM ACADEMY 2012

GUIDE TRAINING –

HELPING STAR PEFORMERS

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The focus of this guide training is on helping star performers.

This training applies to those from your firm who are in the ELA program as well as to other stars within the firm.

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Two of the best ways I have used to identify star performers are individual characteristics and the things that motivate these individuals. 12


• High need for achievement

• Autonomy combined with willingness to complete administrative and team assignments.

• A loathing of office politics or bureaucracy

• A strong desire for collegiality and inclusion

• A greater than average need for the big picture

STAR PERFORMER CHARACTERISTICS

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As I share the typical motivators for star performers, please think about the challenges that often arise as a result of the normal way things are done in CPA firms.

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• To excel at anything they take on

• Challenging work

• The opportunity to compete

• To get the task (project, endeavor, etc.) done as quickly and as effectively as possible

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STAR PERFORMER MOTIVATORS


• The process of setting goals and then meeting them

• Clear, timely, actionable feedback

• Self-calibration (to determine how well they are doing in terms of their work and in comparison to others at their career stage)

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• Having the autonomy needed to do their work free of constraint

• A need to control the task’s parameters

• The opportunity to take calculated risks

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What are the specific things we need to do to grow and retain the star performers in our firms?

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QUESTION


Think about the impact great ELA guides have had on star performers by doing the following 11 things.

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1. Be appropriately demanding of participants to stretch their abilities

2. Help them select meaningful goals and a meaningful project

3. Customize the goals (if needed) to help them grow and play to their strengths

4. Meet with them monthly

THINGS GREAT GUIDES DO


5. Help them become self-accountable by expecting them to return and report on a regular basis

6. Help them see the value of completing their goals and project at a level 8

7. Help them calendar time to work on their goals



8. Show a genuine interest in their career development

9. Provide them with constructive feedback

10.Help them identify how to play to their strengths

11.Help them do damage control on their personal weaknesses



In addition to the previous 11 things that great guides do, I have witnessed two additional things that will make a positive difference with the retention and development of star performers.

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1. RECOGNITION FROM SUPERIORS

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This is the kind of recognition that takes place opportunistically. This kind of recognition occurs during personal interactions that may take only a minute or less, but nevertheless can be very powerful.

Recognition is one of the most underused sources of motivating star performers.


Challenging work means: Challenging problems The opportunity to learn Acquiring experience that

enhances them as professionals The process of gaining expertise A sense of closure (complete a

project)

2. PROVIDE CHALLENGING WORK

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Questions and Answers


Thank You!

[email protected]

© u pstream a cademy 2012 1 w orld c lass t raining: g etting y our f irm o n t rack p resented by...

Documents

cademy slide

ela participants

eadership p roject slide

cds ela b inder u pdates

ela year

ela program

cademy g uide c onference

ela project summary