Published: October, 2021
1 CPE credit of Business Management & Organization for all CPAs
1 CPE credit for Certified Management Accountants (CMA)
1 CPD credit (Verifiable) for Canadian CPAs
1 General Educational credit for Tax Professionals / Bookkeepers / Accountants
Why Good Accountants do Bad things
Work Well Remotely: Healthy habits at home
The Beginner's Guide to QuickBooks Online
Abandoned Wages: How to Stay in Compliance When Reporting and Remitting
Personal Credit Mastery Course Intro
Casualties, Disasters & Settlements
Comprehensive Guide to Health Savings Accounts (HSAs)
Comprehensive Course on Personal Credit Mastery
Personal Finance Mastery
Introduction to Business Credit
How To Get Elite Credit Status
Salaried Means Exempt, Right? - Deciphering the Myths Surrounding Employee Classification
Forensic Accounting: Fraud Investigation Engagements
Developing and Implementing Employee Policies and Procedures in the Post-#MeToo Era
Running your accounting firm all by yourself sounds cool, but let’s face it: you won’t be able to run your business forever. Everybody has to face retirement, even accountants and financial advisers.
Your organization has a reputation to maintain, even after your time as founder or CEO has passed. The future of your accounting firm after your departure is very real, and it’s important that you plan ahead for it, starting right now.
Success in succession!
While it might sound daunting, the succession process doesn’t have to be an administrative headache
This online CPE course on succession planning discusses the importance of leadership continuity for your accounting firm, along with various methods by which you can ensure as hassle-free a succession process as possible.
As an accountant you will always have questions like:
How do you pick your successor, groom him or her for more responsibility, and ensure that you can keep someone for whom you have invested sizable time and money?
While succession planning may sound simple to those who have never done it—some claim it is merely an exercise in getting prepared to move from one box on the organization chart to another box! —there is more to it than it appears at first glance.
How do you know when you should look for a successor?
Should you hire your successor from outside, promote from inside, or do something else?
Should the focus be on preparing people for job duties at higher levels of responsibility, or should you also focus on transferring lessons learned from experience in dealing with your client base or focus on transferring professional relationships of critical importance to the business?
How do you know that someone can succeed at higher levels of responsibility if you judge them only from their track record at a lower level?
How do you develop and retain good people at a time when 40 percent of the U.S. workforce is looking for other jobs?
You will get all the answers to these and other challenging questions in this free online CPE webinar.
MY-CPE LLC, 1600 Highway 6 south, suite 250, sugar land, TX, 77478
MY-CPE LLC (Sponsor Id#: 143597) is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.NASBARegistry.org.
Vice President, Rothwell & Associates, Inc.
William J. Rothwell, Ph.D., SPHR, SHRM-SCP, RODC, CPLP Fellow is President of Rothwell & Associates, Inc. & Rothwell & Associates, LLC. His consulting focuses on succession planning and talent management. He is also a Professor at Penn State University, University Park, where he teaches graduate courses in Organization Development and Change.
Before becoming a professor 28 years ago, he had nearly 20 years of full-time human resource management experience in government and in business. He has consulted on succession planning with corporations, small businesses, family businesses, charities, and Federal, State and local government agencies. He has traveled to China 83 times and has consulted on succession on nearly every continent. Among his 127 published books are these, which are relevant to this webinar: The essential HR guide for small businesses and startups; Optimizing talent in the federal workforce; Building a talent development structure without borders; Effective succession planning: Ensuring leadership continuity and building talent from within; The leader’s daily role in talent management: Maximizing results, engagement and retention; Career planning and succession management: Developing your organization’s talent for today and tomorrow; The competency toolkit; Talent management: A step-by-action-oriented guide based on best practice; Becoming an effective mentoring leader: Proven strategies for building excellence in your organization; Working longer: New strategies for managing, training, and retaining older employees; Invaluable knowledge: Securing your company’s technical expertise-Recruiting and retaining top talent, transferring technical knowledge, engaging high performers; The manager’s guide to maximizing employee potential; and Cases in government succession planning: Action-oriented strategies for public-sector human capital management, workforce planning, succession planning, and talent management.
He can be reached by email at firstname.lastname@example.org.
Rothwell & Associates, LLC. is an independent consulting firm that focuses on critical issues in human resource development and management. As a full-service consulting firm, we customize all programs to address the specific needs of the client. R&A specializes in succession planning, talent management, organization development, human resource development, and performance consulting. Our mission is to accelerate the potential of an organization's talent pool and to optimize the performance of its people.
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