The Importance of Mentoring It’s The Foundation of The CPA Profession

1. Mentoring Matters! The Importance of Mentoring It’s The Foundation of The CPA Profession

2. WHO WHY

3. WHY MENTOR? Get Your People Ready For The Future

4. The Three Types of Employees

5. People Have DRAMATICALLYchanged how they live and work

6. Top Talent In Accounting Will Demand Improved Processes The Best Technology Individual Guidance

7. Why Engage & Mentor Talent? Because of the dark cloud hanging over the CPA profession: Succession

8. AICPA 2019 Top Issues - #1 Finding Qualified Staff The War for Talent is real. It is imperative to expand mentoring, feedback, recognitionand leverage their proven value in retaining people

9. Your Organization Must…. Build Leadership Capacity

10. Our Focus…… MENTORING It’s Greek To Me! History Lesson

11. MENTOR said to Telemachus “You must not keep acting like a child – you’re too old for that now. You are fine and strong, I see. You should be brave, so people born in future years will say good things of you.”

12. REFLECT BACK…… CLOSE YOUR EYES……

13. Helping You Understand The Roles GUIDE COACH MENTOR SPONSOR

14. GUIDE (or Buddy) A hands-on guide that is assigned to a new employee to help them navigate the firm waters and be a general resource, buddy, guide, and/or friend for the first six months.

15. COACH Coaching is a process that enables learning and development to occur and thus, performance to improve. To be a successful Coach requires a knowledge and understanding of process as well as the skills and techniques that are appropriate. - -Eric Parsloe, author of The Coach and Mentor

16. MENTOR Help by one person to another in making significant transitions in knowledge, work or thinking.

17. SPONSOR Sponsors advocate on their protégés behalf, connecting them to important players and assignments. In doing so, they make themselves look good. And precisely because sponsors go out on a limb, they expect stellar performance and loyalty.

18. Mentoring & Sponsoring Go Hand-In-Hand Help my Mentee to make significant transitions in knowledge, work or thinking. Advocate on their behalf, connecting them to important people & assignments. (Because I am aligned with them, I expect stellar performance and loyalty.)

19. “My mentor said, ‘Let’s go do it,’ not ‘You go do it.’ How powerful when someone says, ‘Let’s!’” - - Jim Rohn

20. MENTORING IS EVEN MORE IMPORTANT NOW because….. Millennials & Women are looking for role models!

21. In The Accounting Profession….. EVERYONE is looking for role models!

22. Mentoring Status - Accounting • Programs are not really working • Often individualized • Little Accountability • Must be more than a free lunch! • There is a need and a desire • Fear of losing people is driving firms to refocus on mentoring • Firms often make it too complicated & difficult

23. “Our chief want in life is somebody who will make us do what we can.” - - Ralph Waldo Emerson

24. Why Formal Firm Programs Fail GOOD INTENTIONS  NO IMPLEMENTATION

25. The Millennial Generation… “…are looking for skill development, they're looking for mobility, they're looking for opportunities to acquire different skills and to move quickly from one part of an organization to another. How you manage that sort of talent and how you deal with their expectations is very different from what's been done in the past.” - - Dennis Nally, Chairman PWC

26. WHAT IS IT? • Most important of all career support activities • Valued by people in all walks of life • Foundation of the CPA profession • Competitive advantage • It is easy, it’s natural

27. Why Is It Important? • Shortage of Experienced People • Burnout at the Big Four • Hiring from the College Campus • Generational Understanding • Retention is a Major Issue • Change

28. Why Is It Important? “The big advantage of mentoring is that it helps employees contribute faster. They understand how to get things done in the system.” - - -Human Resources Executive Magazine

29. How to Get Them Up to Speed • Make it easy for people to see the opportunity for advancement • Develop and educate continually • Help every person build an internal social network • Communicate frankly and frequently • Provide a mentor

30. Millennials & Gen Z Technology – Affluent – Protected Precious Cargo - Self Confident Size rivals Boomers - Looking for role models

31. Young People in the Workplace • Searching for a counselor to help them achieve their goals • Want open, constant communication • Work easily with the Boomers • Looking for personal fulfillment in a job • Always searching to shed stress

32. “The delicate balance of mentoring someone is not creating them in your own image, but giving them the opportunity to create themselves.” - - Steven Spielberg

33. Reasons For a Mentoring Program • Transition from college to workforce • A way to reinforce the firm vision, values and performance standards • Helps our people develop greater commitment and accountability • The mentoring process helps our people develop the discipline required to accomplish their goals and to make continuous career improvements.

34. The Most Important Reason Retention and development of our best and brightest people…. Our Superstars

35. You Have 3 Performance Groups • Superstars • Middle Stars • Falling Stars

36. How do we reward our Superstars?

37. The Business Case for Mentoring • Attract and retain high performers • Upgrade employee skills and knowledge • Promote diversity of thought and style • Develop leadership talent • Strengthen firm culture • Develop business-getting skills • Develop a line of succession

38. Message to Mentors • Monitor for success • It is a learning-focused Relationship • Don’t make it difficult

39. It’s Not Difficult – It’s BASIC “We’ve been working on the basics because, basically, we’ve been having trouble with the basics.” - Bob Ojeda, Mets pitcher

40. HOW HARD CAN IT BE? HOT COLD

41. What Should I Do? - Guidelines • Establish a positive atmosphere that invites participation • Clarify and confirm the agenda • Create an ongoing communication flow (listen and use questions) • Summarize, clarify and plan

42. Elements of Follow-up • Observe mentee • Solve problems • Provide positive reinforcement • Record information and behaviors • Where? What? Why? How?

43. Mentoring Behaviors to Avoid • Quickly Giving Answers • Criticizing • Intimidation • Rescuing

44. Qualifications of the Mentor • Success in their field. • A wide array of individuals in their network. • Diverse accumulated experience. • Substantial personal or positional power. • A history of developing their own team. • Broad organizational knowledge. • Success at managing a team.

45. What About the Mentees? • Able to take responsibility for learning and outcomes? • Non-defensive in response to feedback? • Interested in seeking opportunities to leverage their talent? • Committed to continuous self-assessment? • Willing to experiment, grow and teach others? • Clearly Innovative, creative or visionary? 6

46. What Does the Mentee Get? • Listening ear • Valuable direction • Gaps filled in • Doors opened • Different perspective

47. What’s in it for the Mentor? • Pass on successes • Practice interpersonal and leadership skills • Become recognized • Expand your horizons • Gain more than the mentee

48. What’s in it for the Mentor? A REASON TO SET A GOOD EXAMPLE

49. What’s in it for the Firm? SURVIVAL!

50. The Ways to Mentor Have Changed • A new approach that’s more about commitment and learning than about chemistry and power. • Women have brought about the change, but guess what? • It also works for men