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Gamification In Leadership Development: How Companies Use Gaming To Build Their Leader Pipeline

Gamification In Leadership Development: How Companies Use Gaming To Build Their Leader Pipeline | Leadership & Learning | Scoop.it
Have you ever watched someone play Angry Birds, Fruit Ninja, or World of Warcraft? They are totally absorbed in the moment. What are they playing for, you might ask? Often, it is just the sense of personal accomplishment in reaching a new level.
Tom Hood's insight:

Jeanne makes eome great points about the future of learning incuding engagament. While gamification is a major trend and future opportunity, there are some ways even average size companies can increase learning effectiveness and engagement. Things like the flipped classroom, structured collabroation technology tools and facilitation techniquescan greatly increase the effectiveness of learning. See http://cpa.tc/32f for some examples.

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Leadership & Learning
How leadership and learning are changing and what it means to lead in the age of the connected employee and customer
Curated by Tom Hood
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8 Ways a Leader Energizes Their Team

8 Ways a Leader Energizes Their Team | Leadership & Learning | Scoop.it
How To Energize your Team?

Via Don Dea
Tom Hood's insight:

We like to say, "A leader's job is to set context, connect to the purpose and provide hope and inspiration." This article captures that spirit well.

 

Servant leaders understand that things don’t revolve around them, rather it is all about the team! The leader’s role is to nurture an environment that builds enthusiasm and energy around the work being done. The level of energy within the team rests squarely on the leader’s shoulders.

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Don Dea's curator insight, November 20, 3:54 AM

 Servant Leader practices that I have found effective and important in energizing a team include:

  • Be present with your team! Listen intently and ask thoughtful questions.
  • Provide the necessary coaching and guidance when needed. Leave them motivated by what is possible.
  • As competency increases give more responsibility and latitude to make decisions. This builds trust which drives energy.
  • Reward innovation. 
  • Recognize failures as learning opportunities.
  • Provide encouragement, recognition, and gratitude for effort and results at every opportunity!
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What people wished their leaders knew

What people wished their leaders knew | Leadership & Learning | Scoop.it
During my years as a consultant, I have often had people say to me, “I wish my leader knew …” to which I would encourage the individual to speak up and raise an issue of real concern so things might improve. When I did this, I often got the following responses: “It won’t make a difference.” “I don’t want to get in trouble.” “It will just make them mad.”
Via John Lasschuit ®™
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John Lasschuit ®™'s curator insight, November 14, 2:23 PM

John R. Stoker describes his experience with #leadership

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Business transformation considered essential, but the enterprise struggles

Business transformation considered essential, but the enterprise struggles | Leadership & Learning | Scoop.it
According to a new report released by Oracle and Forbes, "Making the Change: Planning, Executing and Measuring a Successful Business Transformation," emerging players on the global platform now place pressure on businesses to seek out new ways to get ahead of the competition. Transforming a business — through bringing new products to market, deploying IT systems, or major investments and acquisitions — can take countless forms, but keeping current is proving a challenge for many companies.

The study surveyed 534 senior executives at companies with at least $1 billion in annual revenue, spanning across the Americas and EMEA region. A range of industries was included, such as professional services, banking, finance, retail and engineering.

While the majority of executives surveyed — 86 percent — said business transformation is necessary for continued success, 48 percent admitted their company was only somewhat or not at all prepared to execute a transformation today.

One in five said attempts at transformation had failed, and three in five have not yet attempted to change their business to remain competitive.

Via David Hain
Tom Hood's insight:

Incremental change is no longer sufficient according to this latest report - "86 percent — said business transformation is necessary for continued success, 48 percent admitted their company was only somewhat or not at all prepared to execute a transformation today."

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David Hain's curator insight, November 7, 12:38 AM

82 percent of executives cited the need for #innovation as an important driver of the need for business transformation.

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The Evolution Of The Employee

The Evolution Of The Employee | Leadership & Learning | Scoop.it

This concept and the visual was taken from my new book which came out today called, The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization.

 

One of the things I have been writing about and have tried to make clear over the past few months is that work as we know it is dead and that the only way forward is to challenge convention around how we work, how we lead, and how we build our companies. Employees which were once thought of expendable cogs are the most valuable asset that any organization has. However, the employee from a decade ago isn’t the same as the employee who we are starting to see today. To help show that I wanted to share an image from my upcoming book which depicts how employees are evolving. It’s an easy way to see the past vs the future.

 


Via Vicki Kossoff @ The Learning Factor
Tom Hood's insight:

Nice graphic that captures the essence of how work and the employee is changing / needing to change. It is very close to an exercise we did with our team as we prepared for our move and our "workplace" consultants (Avance') had our entire team map how work was, how it is now, and where they see it going... Here are some of the key areas:

 

From individual work to group work

From hierarchy to flat structure

From Independent group to interdependent group

From internally focused to external (customer/member and brand)

From planned connections to spontaneous connections

From single work point to multiple workpoints

From structured to fluid

 

This also reinforces our approach to what we are calling the "shift change" and how the interplay of technology, workplace, leadership, learning, and culture are all in need of intentional thoughtful planning to get the most out of the new world we are facing...

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Miklos Szilagyi's curator insight, September 18, 3:35 AM

Wow, like it...:-)))

Hélène Introvigne's curator insight, September 18, 2:39 PM

the future of work !

Quentin Roussel's curator insight, November 13, 4:01 AM

Vers une personnalisation du travail et une liberté accrue. L'employé du futur ressemble fortement à l'image que nous avons de l'ingénieur innovation.

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Talent is Everything, and Talent Can Be Developed

Talent is Everything, and Talent Can Be Developed | Leadership & Learning | Scoop.it
Ideas from Carol Dweck, Hayao Miyazaki and Ira Glass help us figure out how to grow our talent.

Via Don Dea
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Don Dea's curator insight, August 5, 1:09 AM

These following two mindsets represent the extreme ends on either side of a spectrum.

fixed mindset comes from the belief that your qualities are carved in stone – who you are is who you are, period. Characteristics such as intelligence, personality, and creativity are fixed traits, rather than something that can be developed. growth mindset comes from the belief that your basic qualities are things you can cultivate through effort. Yes, people differ greatly – in aptitude, talents, interests, or temperaments - but everyone can change and grow through application and experience.

It’s very possible to be somewhere in the middle, and to lean a certain way in one area of life, and a different way in other areas. Dweck writes about them as a simple either-or throughout the book for the sake of simplicity. Your mindset likely varies from area to area. Your views may be different for artistic talent, intelligence, personality, or creativity.

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Sense-making and sharing

Sense-making and sharing | Leadership & Learning | Scoop.it
Personal knowledge mastery is about much more than watching relevant feeds on RSS, networked learning, or keeping up with new developments in your field.  Meaning-making, or what Harold Jarche refe...

Via Donna Murdoch
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ADAPT OR DIE - Ivey Business Journal

Dinosaurs are an apt and widely used metaphor today. After all, if a firm can't or won't adapt, it's straight to the dustbin of business oblivion. A business
Tom Hood's insight:

Insightful piece on adapting in the pace of rapid change. "Searching for the magic bullet is a distracting waste of resources. Adapting is a game of singles, not home runs."

 

The leaders job is to set the direction (vision and strategy), and more importantly pace, or speed of adapting for the organization. Alignment of all activities to the direction creates unity and energy. Involvement of your teams creates safety and buy-in. 

 

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Why Finding Meaning At Work Is More Important Than Feeling Happy

Why Finding Meaning At Work Is More Important Than Feeling Happy | Leadership & Learning | Scoop.it
Get off the monotonous treadmill of your job, and seek a different running path of meaning on your journey toward career satisfaction.
Tom Hood's insight:

Why meaning matters (at work). With 70% of the workforce DISENGAGED (according to Gallup) what could a boost of engagement, alignment, and meaning give to your team?

 

This has been a major part of our conversation over the past two days at our MACPA Leadership Academy. This group of emerging leaders developed four critical themes to their future success as 1) Communication; 2) Collaboration; 3) Anticipation; and 4) Talent development and training. 

 

I like how Jessica summarizes this as:

 

- Become a master job crafter (coupling, decoupling, rearranging tasks and fine-tuning the purpose and meaning of the work).

- Ignore the what and heed the why (ala Simon Sinek).

- Remember that other people matter (and everyone has good ideas).

 

 

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For-Purpose People and Organizations Will Change the World

For-Purpose People and Organizations Will Change the World | Leadership & Learning | Scoop.it
We attend conferences so we can deepen our knowledge and relationships. Hopefully we’ll also get recharged and inspired too but that doesn’t always happen. I was fortunate enough to come away from ...
Tom Hood's insight:

We are not "Not-For-Profits", we are "For Purpose" organizations.


This recap is from a fellow "Association" friends, Deirdre Reid,  and captures the essence of one of my must-attend conferences, The DigitalNow.


In one of my sessions we found that 10 out of 10 associations were experiencing severe to moderate disruption in their business models. Your point, "Associations are on the edge of their comfort zone right now dealing with new ways of associating, learning and communicating, new technology, new competition, and new expectations. This is also a time of new opportunity. Associations who push through their fear will become stronger and better positioned to be agents of transformation for their members." says it well.

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Are You a Strategic Thinker? Test yourself. | Harvard Business Publishing

Are You a Strategic Thinker? Test yourself. | Harvard Business Publishing | Leadership & Learning | Scoop.it

"Thinking strategically is not just the responsibility of upper management or an organization's CEO. It's everyone's responsibility. Do you have the characteristics of a strategic thinker? Test yourself and try our three approaches to improving your skills. 

What gets in the way of building strategic thinking capacity at your organization?"

Tom Hood's insight:

We happen to agree that strategic thinking is a core leadership competency and was identified in the Top 5 skills CPAs need for the future by the CPA Horizons 2025 Project. This is a great overview of the "strategic thinking" competency and a useful self-assessment.

 

If you want to build you strategic thinking competency along with positive strengths-based leadership and collaboration and facilitation skills, sign up to attend our MACPA Leadership Academy to be held June 25-27, 2014 at the Sheraton Baltimore North http://cpa.tc/2dq.

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Blog Application

Blog Application | Leadership & Learning | Scoop.it
We are well into our PIU (Professional Issues Updates) / Townhall sessions and the polling shows a consistent theme across all of our segments about what CPAs are identifying as the biggest challenges they are facing.

Here is the latest summary of the top 5 challenges:
1. Keeping up
2. Information overload
3. Reactive vs proactive
4. Doing more with less
5. Complexity
Which brings up the next question, so what do you do about these?
Answer: Plan to attend the CPA Innovation...
Tom Hood's insight:

How to deal with the Top 5 Issues Facing CPAs?

 

Anticipate by keeping up on the latest trends

Collaborate with others outside your area to explore creative options

Connect to the leaders in your field (CPA Profession)

Get inspired to re-charge and re-fuel your efforts

 

Check out my post and let me know what you think?

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Forward This to your CEO

Forward This to your CEO | Leadership & Learning | Scoop.it
You need to learn more, and you need to learn faster. Your organization's health depends on it. You need to see how things are changing BEFORE the change is beaten to death in the main stream press...
Tom Hood's insight:

Great post from my friend Jamie Notter at SocialFish where he speaks to the L>C (keep your rate of learning greater than the rate of change) concept and the new role of the CEO as the keeper of the organization's health and architect of its strategy, culture, and finances (I would say business model). Jamie and Maddie Grant both wrote the book, Humanize which highlights a lot of these concepts and I highly recommend. Read this and then forward to your CEO, Managing Partner, or just your boss. 

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Desperately Seeking Innovation - Leading From The Edge

Desperately Seeking Innovation - Leading From The Edge | Leadership & Learning | Scoop.it
Recently, I had a very interesting day of consulting with a client who is in the midst of a massive go-to-market transformation project. At the onset of our day, he laid out brilliant logic as to why the organization’s sales process needed to innovate itself—if not fully transform. He cited complex industry dynamics, a highly …
Tom Hood's insight:

Love this excerpt about leaders and the ability to manage multiple projects and some seemingly at odds which reminds me of Jim Collins, protect the core while stimulating progress (and innovation).


"As I write about in Leading from the Edge (ASTD Press), one of the core competencies of leaders, especially at the global level, is the ability to focus on multiple, and often seemingly conflicting, priorities. When it comes to innovation, this is particularly important. Successful leaders must sustain value through innovations at the core that sustain today’s business model(s) while at the same time creating new (and often disruptive forms of) value for the future by innovating at the edge."

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6 simple steps for Building your Team's Skills

6 simple steps for Building your Team's Skills | Leadership & Learning | Scoop.it
“Use this framework to jump-start learning and development”
Via TechinBiz, Donna Murdoch
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Progressive training's curator insight, August 6, 3:42 AM

6 simple steps for Building your Team's Skills

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Are you ready to be a social age leader?

Are you ready to be a social age leader? | Leadership & Learning | Scoop.it

Industrial Age leadership was good, or at least efficient. It enabled us to get the most out of every worker; expectations were set; consequences for not meeting minimums were clear. People did what they were told, and went home.

 

But the Industrial Age is over. And it’s not coming back.

 

Welcome to the Social Age.

 

 


Via Roger Francis, David Hain
Tom Hood's insight:

Love it - the move from the industrial age to the information age to the "social age". Our Leadership Academy identified the new attributes of the CPA Leader of the future as "Proactive, flexible, collaborative, trustworthy, future-focused, balanced, tech-savvy". Welcome to the social age!

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David Hain's curator insight, November 6, 2:53 AM

Get with the zeitgeist or risk falling behind.  Social is here to stay!

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5 Considerations for Getting Your Initiatives Approved by the Board

In today’s business environment, boards are naturally inclined toward risk assessment and caution. This occurs simultaneously and without the slightest hint of irony that business growth is also expected. CEOs and their executive team are put in place to create growth with as little risk as possible, and this comes in the form of management submitting initiatives requiring board approval.

Via Don Dea
Tom Hood's insight:

I agree with Don's highlight, “Boards need to believe they are involved in the success of the business. This is not a manipulated perception. Their involvement in large decisions is part of what has made the business grow.”


Highlighting "risk" and downsides and even wildly successful upsides are my takeaways. I would add the idea of the RONI or Risk of Not Investing". In this period of faster change and increased competition, the risk of not making decisions has a cost or downside risk that is often not considered fully. It is the CEOs job to educate the board about this as well.

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Don Dea's curator insight, November 8, 3:12 AM

“Boards need to believe they are involved in the success of the business. This is not a manipulated perception. Their involvement in large decisions is part of what has made the business grow.”

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We are all in sales now - here is some help

We are all in sales now - here is some help | Leadership & Learning | Scoop.it
The U.S. Bureau of Labor Statistics estimates that only 1 out of nine people are in official "sales" jobs, but something is happening with the other eight of us in today's workforce. We are all in non-sales sales jobs according to Dan Pink.
That's right non-sales sales jobs.
In fact, the research says that the other eight out of the nine workers spend an average of 41% of their time, "convincing people to give up something [in exchange] for something you have to offer?”. That is an...
Tom Hood's insight:

Communication is one of the top 2 or 3 skills in constant demand and selling or negotiating is taking up 41% of our tim according to the latest research. Famous sports agent, lawyer, founder of Shapiro Negotiations Institute says the secret is in the 3 D's - Draft, Devil's Advocate and Deliver. He has a special 3 hour session on September 15th to share his proven formula to help us increase our communication and negotiation skills. 

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Why Human Capital must fuel Digital Transformation

Why Human Capital must fuel Digital Transformation | Leadership & Learning | Scoop.it
With every innovation spurt comes a fresh call for Human Capital Management to stand up and secure its place at the strategic table. The emerging concept around Digital Transformation is no different

Via Maddie Grant
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6 simple steps for Building your Team's Skills

6 simple steps for Building your Team's Skills | Leadership & Learning | Scoop.it
Use this framework to jump-start learning and development

Via TechinBiz, Donna Murdoch
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Progressive training's curator insight, August 6, 3:42 AM

6 simple steps for Building your Team's Skills

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Teach the Key Ingredients for Leadership Success

Teach the Key Ingredients for Leadership Success | Leadership & Learning | Scoop.it

Claudio Fernández-Aráoz, a world expert on hiring, did a study of C-level leaders who were fired. The conclusion: they were hired for their intelligence and business expertise, but fired for weakness in emotional intelligence – usually the social variety.

 

When I looked at competence studies done by companies to identify the skill sets of their outstanding performers – what sets top leaders apart from average – the vast majority fell in the emotional intelligence category.

 

With a fresh crop of college grads heading into a tight job market, I wish they had had help in developing their emotional intelligence skills during their studies. But with a very few exceptions colleges ignore this crucial skill set for success. Students acquire these abilities on their own time, and rather randomly, depending on happenstance.


Via Anne Leong, Wise Leader™, Roger Francis, David Hain
Tom Hood's insight:

Having just finished our fifth class of Leadership Academy for our emerging CPA leaders, this article resonated  with me. While the notion of EQ as a critical leadership quality is on point, I think it must be in the context of how leadership is changing in this hyper-connected, rapidly changing world. When we asked our emerging leaders to compare and contrast leadership across the ages, they identified the common traits we all know - vision, communication, passion, and authority. Yet when looking at the current state, they added words like collaborative, transparent, more communication,.

 

These skills include the ability to engage and inspire followers to a shared vision and action. The other critical piece is to 'know themselves' in a way they can be that authentic leader with their own unique style rather than trying to fit some standard leadership model that forces them to change. We do this with Strengths-Finders and Values to help them become self-aware.

 

Thus I see the idea of EQ to include specific group dynamics, collaboration, listening, and making your thinking visible to others. These skills can be taught and developed and we are seeing emerging leaders  able to apply these as they grow into the kind of future leaders we will need.

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David Hain's curator insight, July 4, 5:47 AM

With such a focus today on teaching for exams, maybe we need an exam in leadership to get this kind of learning embedded?

Robin Martin's curator insight, July 4, 1:51 PM

Absolutely...however, students need to have the "grit'" and tenacity to survive as well as to thrive in this world. Some, if not most, of us Boomers learned this during our lifetimes, most likely the "hard way," so to speak.

 

Just being able to focus in the digital world for younger people (mainly younger children) has to be a challenge in itself! While the digital age is perfect for them to learn as quickly as their brains are moving, somewhere there has to be a delicate "balance" to keep them grounded. 

 

Yes, we do need to align the skill sets needed to survive and become great leaders with what we're teaching young children. I predict an education overhaul in the very near future! 

Marisol Araya Fonseca's curator insight, July 5, 12:28 PM

Bring the real life to the classroom to shorten the gab between the classroom and their future lives outside the classroom.

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Highly resilient people know how to bend to inevitable failures and tragedies and not break.

Highly resilient people know how to bend to inevitable failures and tragedies and not break. | Leadership & Learning | Scoop.it
Here are seven habits of people who know how to confront adversity and move on with their lives stronger than before:



1. They have a strong sense of purpose.

Resilient people make a habit of being persistent. "Knowing what one wants is the first and, perhaps, the most ...
Tom Hood's insight:

Today's leaders require resilience and this article has some great suggestions that speak directly to this point. Next Monday at our Summit we will feature an example of resilience with our opening keynote by Lt. Brad Snyder, a wounded warrior who overcame extreme adversity to become a para-olympic gold medalist in swimming and now a motivational speaker. Here is his story http://www.macpa.org/blog/3393/can-t%20do%20it-%20tell%20me%20what%20you%20can%20do

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If I Were 22: However 'Big' You're Thinking Right Now, It's Probably Too Small

If I Were 22: However 'Big' You're Thinking Right Now, It's Probably Too Small | Leadership & Learning | Scoop.it
This post is part of a series in which Influencers share lessons from their youth. Read all the stories here.Graduation is the prime time to think about your future—about the things you want to
Tom Hood's insight:

Are you thinking BIG enough?

 

Dan Burrus doesn't think so (and neither do I).

 

"So whatever big thing you’re thinking about doing, think bigger! Ask yourself, “What is even bigger than what I’m thinking, because that’s what I really want to do?” That’s how you raise the bar far higher on yourself. There is always a bigger big. If you can’t imagine it, you will never achieve it.

 

By thinking bigger, choosing to be extraordinary, leveraging your talents by elevating your unique gift, and committing to learning new things every year, you will have the keys to creating a very successful life—one filled with amazing opportunities and unforgettable memories that are worthy of a life well lived."


Well, are you?

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Cost of Finance Teams Spiking: Report

Cost of Finance Teams Spiking: Report | Leadership & Learning | Scoop.it
Companies have spent years reducing the average finance team’s budget to nearly 1% of revenue, but that figure is suddenly spiking.
Tom Hood's insight:

What's the ROI of your finance / accounting teams?

 

Great article from WSJ and I agree that the cost of finance/accounting teams is increasing.

 

The question is, is it worth it? The expansion of finance/accounting responsibility for innovation, operations and strategy beyond the traditional scorekeeping is adding value to businesses in new ways and hopefully much more than the cost.

 

We are entering a major talent war for finance and accounting talent and those with the right set of skills are in more and more demand. As the Corporate finance/accounting roles have broadened since the great recession, the need for more and more soft or "success skills" is costing more and is likely to continue rising. The other side of the coin is that accounting and finance personnel are more likely to be in value-added role working along side business leaders, involved in innovation, and much more involved in strategy. Thus the value proposition is increasing hopefully more than the cost.

 

If you are an aspiring CFO or corporate accountant, the question is do you have the right skills to work in this "new normal". Skills like collaboration and synthesis, strategic thinking, leadership, business acumen, communication, and being technologically savvy. That is what we are seeing demand for in our work with large public company finance teams.

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Blog Application

Blog Application | Leadership & Learning | Scoop.it
Did you know that "strategic thinking" ranked as one of the Top 5 Skills needed by CPAs in the future?
Research conducted by the AICPA in 2011 (The CPA Horizons 2025 Project) identified the Top 5 Skills needed by CPAs for the future. Now recent research published by Harvard Business Review puts an exclamation mark on these skills saying that, "a strategic approach to leadership was on average 10 times more important to the perception of effectiveness than other behaviors studied. It was twice as...
Tom Hood's insight:

What is the number one skill for leaders? The skill that makes the biggest difference? New research published by HBR may surprise you. The good news is that you can acquire these skills. 

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Selling Your Ideas Up: How to Overcome Objections and Get Your Ideas Approved

Selling Your Ideas Up: How to Overcome Objections and Get Your Ideas Approved | Leadership & Learning | Scoop.it
In an era of budget, time, and labor constraints, is it possible to sell your ideas and concepts (which often require money, time, and labor to implement) to the CEO, CFO, Board of Directors, or
Tom Hood's insight:

Are you selling yourself short? A timely post from Dan Burrus @danielburrus)

 

We were just talking about this at our CFO and Controller Professional Issues Update last Thursday. The need for our CFOs to re-position themselves as forward-looking (versus historical scorekeepers) and future oriented, Chief Future Officers. The key to that is for them to "sell themselves" and earn the trust and respect of the CEO and key players in the business units. Your advice is spot in and we will be sending it out to our participants. Like it or not, we are all in the sales business, selling our ideas and roles and value.

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