Succession planning

Summer plans; evaluating clients; succession planning; e-wills; other highlights from our favorite tax bloggers.

A group of CPAs talked about the changes they are seeing in today's firms.

Getting partners to transition toward retirement as they approach the firm’s retirement age is a problem facing many CPA firms, and its implications are far-reaching.

Accounting firms need to start building detailed succession plans to fill potential staffing gaps at all levels.

For CPA firms, the goal of “running with the big dogs” usually means a firm aspires to stay independent and wants to perpetuate itself for the next generation.

Stakeholders in mature architecture and engineering firms nearing retirement are bombarded with ideas from many advisors for the “best” exit option.

CPA firms have been thrust into a new and different complex business dynamic that requires them to think out of the box and respond.

One thing that all successful companies have in common, no matter the industry, is strong leadership, and that’s also true of accounting firms.

Treat the next generation of leadership at your practice as you would a prospective client.

Without an effective MP, a firm runs the risk of not reaching the next level of success.