This past year and a half has seen an economic downturn that has affected almost everyone in the business world. No one has been more directly affected then those that are currently unemployed.
I have had numerous conversations recently with highly qualified people finding themselves in this situation. Many of them are rebuilding their network after years of neglect (but let's call it 'lack of nurturing').
If there was one thing that they should have done differently while they were employed, it was to keep their network alive and nurtured. If they did that, they would be in a better position today to find their next opportunity, or they would be possibly working today.
Recommendation: If you are employed, continue to build and nurture your network.
Wednesday, December 9, 2009
Tuesday, September 29, 2009
The Hottest Opportunity in Accounting?
Being that I speak to a lot of people in accounting, I continue to get asked "what is the best opportunity in accounting today".
There are a few now. Treasury is hot. So is Accounts Receivable and Collections. This shouldn't be a surprise, especially in the era of "Cash is King".
However, one area that continues to be hot, and is at an ideal time to enter into, is Starting your own accounting practice.
While this area is not for everyone, I highly recommend you read this article if you are considering (or would potentially consider) starting your own practice.
If you feel that this could be an opportunity for you, please feel free to contact me directly.
Have a successful day....
Samuel
There are a few now. Treasury is hot. So is Accounts Receivable and Collections. This shouldn't be a surprise, especially in the era of "Cash is King".
However, one area that continues to be hot, and is at an ideal time to enter into, is Starting your own accounting practice.
While this area is not for everyone, I highly recommend you read this article if you are considering (or would potentially consider) starting your own practice.
If you feel that this could be an opportunity for you, please feel free to contact me directly.
Have a successful day....
Samuel
Tuesday, September 22, 2009
For Rent: Chief Financial Officer - WSJ Online
Wall Street Journal Online - SEPTEMBER 22, 2009
For Rent: Chief Financial Officer
Firms Outsource a Top Job as Cheaper Than Hiring Their Own Executive
You can view my comments on this article here.
Oh, and welcome back to my blog...
Samuel
For Rent: Chief Financial Officer
Firms Outsource a Top Job as Cheaper Than Hiring Their Own Executive
You can view my comments on this article here.
Oh, and welcome back to my blog...
Samuel
Monday, April 28, 2008
Who you know, What you know PLUS Reputation
I'd like to slightly modify my answer to What you know vs. Who you know. See my posting to an answer on LinkedIn.
Comments appreciated.
Comments appreciated.
Thursday, April 17, 2008
Spring Cleaning!
I apologize to my fans (Hi Mom!) for not sharing my thoughts over the past few weeks. I was too busy Spring Cleaning.
I didn't think you'd believe me.
However, Spring Cleaning is a great concept. For some, this is just theoretical.
With spring in the air, I recommend you clean these two important things.
1) Clean up your Personal Work Space.
Whether you have a cubicle, desk, or a corner office (which I hope to have one day soon), organizing those papers by either filing or recycling will do you a world of good, and reduce that feeling of "I'm Overwhelmed".
Try it. You'll like it.
But if your boss sees all that space around you and thinks you have room for more projects, please don't shoot the messenger.
2) Clean up your Work Team.
If you are working in any supervisory capacity, it's time to look at the team that reports to you and say "Are these the best people to work with me and help me deliver for what I am responsible for?". If you cannot say "Yes" without delay, it's a good time to think about what your team should look like, and go out and find them.
Spring is a time that many employees are considering change, and you could be their next new long-term employer.
Follow my advice, and not only will your work area be less cluttered, you'll have time to enjoy the weather outside.
I didn't think you'd believe me.
However, Spring Cleaning is a great concept. For some, this is just theoretical.
With spring in the air, I recommend you clean these two important things.
1) Clean up your Personal Work Space.
Whether you have a cubicle, desk, or a corner office (which I hope to have one day soon), organizing those papers by either filing or recycling will do you a world of good, and reduce that feeling of "I'm Overwhelmed".
Try it. You'll like it.
But if your boss sees all that space around you and thinks you have room for more projects, please don't shoot the messenger.
2) Clean up your Work Team.
If you are working in any supervisory capacity, it's time to look at the team that reports to you and say "Are these the best people to work with me and help me deliver for what I am responsible for?". If you cannot say "Yes" without delay, it's a good time to think about what your team should look like, and go out and find them.
Spring is a time that many employees are considering change, and you could be their next new long-term employer.
Follow my advice, and not only will your work area be less cluttered, you'll have time to enjoy the weather outside.
Thursday, April 3, 2008
Building an Accounting Firm... to last
This week I saw an ad for a merger between mid-sized accounting firms. And it got me thinking...
Great professional service firms are able to grow into great businesses. This may require merging practices from time to time. The Big 4 accounting firms are a great example, having merged their way into an oligopoly for their market (serving public companies).
For many accounting (and legal) firms, survival of their business beyond the second (or first) generation of partners hardly ever happens. In my opinion, while the founding partners may be great rainmakers and are able to build their empire by themselves, they are not able to transfer responsibility and clients to the next generation.
Which is really a shame. We speak to a number of practising professionals that after a significant period of time with their firm, are looking to change their employer. They tell us that even though they enjoy their current firm, they are looking to leave because they do not see room to grow. They are afraid their senior rainmaker partners will eventually retire or pass on, without giving them the opportunity to become a senior rainmaker themselves. So these solid professionals leave to greener pastures, usually leaving the weaker ones to stay behind and close the lights.
Retention of professionals in a firm starts with giving them real opportunities for growth, and not being afraid to transfer knowledge, know-how and clients. Successful senior partners should be hitting the golf course often when they hit 55, giving their team members opportunities to shine.
The senior partners I know that are enjoying their years as they move to (or beyond) retirement, have a team of smart, dedicated and competent people running the firms that they built. Their firms are built to last. Is yours?
Great professional service firms are able to grow into great businesses. This may require merging practices from time to time. The Big 4 accounting firms are a great example, having merged their way into an oligopoly for their market (serving public companies).
For many accounting (and legal) firms, survival of their business beyond the second (or first) generation of partners hardly ever happens. In my opinion, while the founding partners may be great rainmakers and are able to build their empire by themselves, they are not able to transfer responsibility and clients to the next generation.
Which is really a shame. We speak to a number of practising professionals that after a significant period of time with their firm, are looking to change their employer. They tell us that even though they enjoy their current firm, they are looking to leave because they do not see room to grow. They are afraid their senior rainmaker partners will eventually retire or pass on, without giving them the opportunity to become a senior rainmaker themselves. So these solid professionals leave to greener pastures, usually leaving the weaker ones to stay behind and close the lights.
Retention of professionals in a firm starts with giving them real opportunities for growth, and not being afraid to transfer knowledge, know-how and clients. Successful senior partners should be hitting the golf course often when they hit 55, giving their team members opportunities to shine.
The senior partners I know that are enjoying their years as they move to (or beyond) retirement, have a team of smart, dedicated and competent people running the firms that they built. Their firms are built to last. Is yours?
Wednesday, March 26, 2008
Having difficulty hiring? Try this.
People I speak with in business continue to complain to me about the difficulty of hiring appropriate people for their business. If they are looking for accounting & finance help, I am more than happy to help them, considering that this is the business CFO2Grow is in.
When companies find it difficult to hire, they need to look at sources that are a little different, while still giving them the solution they need. This solution can apply to many industries needing employees in Canada.
For companies that need to hire, I recommend that they consider an additional source of qualified candidates: Hire from the United States.
While this sounds a little off the wall, listen to the reasons why you should consider hiring from the United States.
- The Canadian Dollar is at par, so you will be paying dollar for dollar.
- Americans are generally used to picking up and moving thousands of miles for the right career move.
- The American job market is getting soft, while Canada looks like it will ride out the downturn well.
- You can hire a professional from the United States with little problem, using the TN-1 Visa. Canadians have been going to the USA for years for opportunities under the NAFTA Visa. It's time we use labour mobility to our advantage.
While American labour (or is that labor) will not be able to fill all of your positions, if you have some serious hiring ahead of you, try it. You might like it.
When companies find it difficult to hire, they need to look at sources that are a little different, while still giving them the solution they need. This solution can apply to many industries needing employees in Canada.
For companies that need to hire, I recommend that they consider an additional source of qualified candidates: Hire from the United States.
While this sounds a little off the wall, listen to the reasons why you should consider hiring from the United States.
- The Canadian Dollar is at par, so you will be paying dollar for dollar.
- Americans are generally used to picking up and moving thousands of miles for the right career move.
- The American job market is getting soft, while Canada looks like it will ride out the downturn well.
- You can hire a professional from the United States with little problem, using the TN-1 Visa. Canadians have been going to the USA for years for opportunities under the NAFTA Visa. It's time we use labour mobility to our advantage.
While American labour (or is that labor) will not be able to fill all of your positions, if you have some serious hiring ahead of you, try it. You might like it.
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