Keynote Presentation to CPA America Int'l in Portland, OR in September, 2014. In a period of rapid change and increasing complexity, the winners will be those who can keep their rate of learning greater than the rate of change and greater than their competition or their L > C. It's time to reimagine the CPA profession around the concepts of talent development and learning. New skills, new ways of learning, and new thinking. The need for a strategic and systematic approach to talent development is already underway in many high-performing organizations. Are you ready for these sweeping, even disruptive trends? This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!

1. A New Era in Talent Development
and Learning – Thriving During the Shift
www.blionline.org
Change
Tom Hood, CEO, Business Learning Institute
& Maryland Association of CPAs

2. Tom Hood, CPA, CITP, CGMA
If there is a conversation about the future
of the profession, you're bound to hear
Hood's name mentioned as one of the
people leading the way.
– Accounting Today
! Named the Second Most Influential in Accounting
by Accounting Today Magazine 2013
! Top 150 Influencer by Linked-In
! Top 25 Influencers in Learning & HR by HR
Examiner
! Top 25 Public Accounting Thought Leaders by
CPA Practice Adviser
! Working on Learning Management with AICPA/
CPA2Biz, Cloud Curriculum, Performance
Management /XBRL, Leadership & Generations
CEO
Maryland Association of CPAs
(MACPA) www.macpa.org
Business Learning Institute
(BLI) www.blionline.org
http://www.linkedin.com/in/tomhood/

3. Download today’s slides at …
www.SlideShare.net/thoodcpa

4. BLI.CNF.IO
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6. THE FUTURE OF JOBS

7. We
are
in
a
race…!

8. Caused by this guy…!

9. It’s really a math problem…!
2006!

10. The Shift Change
1. Leadership!
2. Learning!
3. Technology!
4. Generations!
5. Workplace!

12. Marina Gorbis, Institute for the Future

13. The challenge &
opportunity is to make the
shift from the first curve to
the second curve at the
right time and with the
right strategy

14. Next Gen Leadership

15. Tomorrow’s CPAs are:
• Proactive
• Flexible
• Collaborative
• Trustworthy
• Future-focused
• Balanced
• Technological

16. The New Leadership Model
“We are moving from
organizations well
managed to
networks well led.”
- Jim Collins

17. Learning

19. Technology

20. Cambrian “Big Bang” Explosion

21. Where Did I Get This Stuff?

22. Where Did I Get This Stuff?

23. One out of five organizations has discovered a secret
source of competitive differentiation. It allows them to
serve customers in new ways and reimagine their
business models. It can help surface valuable insights
from their data and transform how they make
decisions. It enables them to tap expertise from across
their entire ecosystem. And one more thing: It helps
these Pacesetters grow revenue and gross profit faster
than other organizations. What’s their secret?
It’s cloud computing -– their engine for growth.
Source: IBM Report – Under Cloud Cover – How Leaders are
Accelerating Competitive Differentiation

24. The cloud as competitive
advantage?
1. Increased Revenues (Growth)
2. Increased Profitability
3. Increased Retention (and
recruitment)
4. Flexibility and Agility
5. Collaboration and Innovation

25. The Cloud – 5 things you can do
1. Expand offerings and move toward
higher value-added services, such as
strategic business, tax, and financial
planning.
2. Develop technology skills to connect
systems together from multiple
vendors.
3. Use and recommend collaborative
accounting technologies to broaden
and deepen client engagements.
4. Educate staff on technology solutions
and adopt a set of recommended
products for clients.
5. Be proactive with engaging clients in
strategic technology planning.

26. If you automate
You MUST Elevate
- Mike Walsh, futurist

27. Generations

28. Top Seven Issues - 2014
1. Not enough time
2. Reactive vs Proactive
3. Talent development and retention
4. Keeping up
5. Growth
6. Doing more with less
7. Information overload
http://cpa.tc/54s

29. Dealing with Generations
• Power of Purpose Values
• Build on Strengths
• Create a Positive Work Environment
• Collaborate

30. Workplace

31. Work is not a place, it
is what you do.
And
What you do while
working is
fundamentally
different.

32. A New Era in Talent
Development

33. Or How to win the Talent War
The war for talent is over, the talent won!
– Josh Bersin, Bersin by Deloitte

34. T
“In
a
period
of
rapid
change
and
increasing
complexity,
the
winners
are
going
to
be
the
people
who
can
LEARN
faster
than
the
rate
of
CHANGE
and
faster
than
their
COMPETITION.”
-­‐
Tom
Hood,
CPA.CITP.CGMA
7/24/14

35. The research…

36. www.blionline.org
The Research
67%
#1 issue is developing
leaders succession
planning

37. The top three issues facing human resources talent development
1. A shortage of creative, agile leaders.
2. Inability to rapidly develop workforce skills and capabilities.
3. Ineffective collaboration and knowledge sharing.
www.blionline.org
Source: 2010 IBM Global Chief Human Resource Officer study

38. Four Themes from MACPA
Leadership Academy
1. Communication
2. Collaboration
3. Anticipation
4. Talent Development

40. Our approach – The Four C’s
• Identify Competencies
• Career Path (Ladder)
• Curriculum
• Cloud Learning
The right talent with the right skills at the right time
www.blionline.org

41. theBounce

42. www.blionline.org

43. Curriculum design by BLI and AICPA
using Top 5 Competencies for future
from CPA Horizons research and job
levels from the BLI “Bounce” Model.
Leadership and Communications
were combined and the 5th category
expanded to include practice
specialties for firms and functional
areas for corporate.
Examples would include: Corporate
Accounting, FPA, divisional
reporting, shared services, etc.
CPA Firms would have audit, tax,
industry specialties.
These technical areas would have
specific curriculums designed to
meet their specific technical
competency needs.

44. CloudLearning
We see this system as a key recruitment and retention
tool, allowing us to offer our people many of the things
that the largest firms do - competency–based curriculum,
career paths, and just-in-time learning, and our own
custom DS learning center. !
- Allen DeLeon, Managing Partner!

45. www.blionline.org
Paradigm Shift
The
high
performers
in
our
survey
invest
more
in
talent,
focus
on
closing
skills
gaps,
have
more
customized
training
and
development
programs,
idenNfy
future
leaders
earlier
in
their
careers,
and
have
robust
succession
plans
in
place.
They
also
focus
more
on
“soO”
leadership
skills
such
as
the
ability
to
embody
the
organizaNon’s
culture
and
values
and
to
lead
effecNvely
in
a
complex
global
business
environment.
Source: EY Paradigm Shift: Building a new talent management model to boost growth

46. Disruption and RONI
The gap is widening, faster!
We think
this is trade-off
Source: Clayton Christensen, “Innovation Killers”

47. Anticipation is showing up across
our Profession
Survey
results
from
MACPA
Town
Halls

48. Your clients want the “new you”
“I need you, but I
don't need the old
you. I need a new you
who understands the
transformation I’m
going through as your
customer. If you don’t,
you're out of touch.”
- Dan Burrus futurist
http://cpa.tc/1pt

49. The Three T’s – Technology, Talent Time
What would Rita say?
“How
would
you
think
differently
about
your
strategy
if
you
knew
your
advantage
might
not
last?”
Rita McGrath, Columbia Business School!
Author – End of Competitive Advantage!

50. Strengths – Strategy -
Collaboration
“In order to buy-in, they have to weigh-in.”
- Pat Lencioni

51. The Opportunity – Be the House
• 15 X – ROI on Strategy as Process
Alignment (Jim Collins – Built to Last)
• 8 X – Engagement Trust (Gallup)
• 10X – Return on Leadership (Information Masters)
• 20 X – Return on Culture (Information Masters)
• 3 X - Return on Positivity (Dr. Barbara Frederickson)
“In order to buy-in, I have to weigh in.” – Pat Lencioni
www.bizlearning.net

52. What do we need to do about it?
Imagine if we create a sustainable leadership culture in which
everyone is engaged to accelerate the great vision and
mission we have. Imagine a room in which introverts and
extroverts create an innovative, multicultural plan to help
us reach our goals.

53. The 5 questions you must
answer
Who are we why do we exist?
Where are we going?
How are we going to get there?
How is our progress?
What happens when things change?

54. CO-P

55. Five Ways to Thrive in the Shift Change
1. Power of Vision, Purpose Alignment
2. People - Strengths Positivity (ROP)
3. Collaboration Engagement
4. Learning Development – LC
5. Technology (RONI)

56. Think Big!
Think New!
Think Fast!
- Mike Walsh

57. How can we help you keep your LC?
www.blionline.org
• Strategy Alignment
• Curriculum tied to strategy
• I2a Leadership Academy
• BLI Leadership Express - on-demand
leadership support
• Social learning
In a period of rapid change and
increasing complexity, the winners
will be those organizations who
can keep their rate of learning
greater than the rate of change
and greater than their
competition. – Tom Hood
http://cpa.tc/32r

58. Tom
Hood,
CPA.CITP
CEO
Maryland
Associaon
of
CPAs
Business
Learning
Instute
(443)
632-­‐2301
E-­‐mail
tom@macpa.org
Web
hQp://www.macpa.org
Web
hQp://www.blionline.org
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me
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