Tag Archive for: leadership coaching

Private equity is giving me the feels

Hi. My name is Amber. I was trained as an accountant. Which means I was taught to be professionally skeptical. As much as I believe accounting firms would benefit from an evolved business model, I feel trepidation about the surge of interest in private equity (PE). This month I will share perspective on how we got here, my optimism, my skepticism, and how to consciously navigate the evolving landscape of our industry.

How We Got Here

It is estimated that ten of the 30 largest US accounting firms could soon be in private equity hands. Shift happens. So why am I nervous about PE? I made a point to attend Alan Koltin’s session at the AICPA Engage conference. Koltin said “If I was a quality-of-life firm, I wouldn’t do PE. PE is for profitability.” 😳

Yet we need change. The common narratives I hear from equity partners includes:

Working harder than ever- 7 days per week during busy season is a theme, not an anomaly

Employee turnover continues to be high

Boomers are ready to throw in the towel

Gen X are wondering how they are going to make this work for ____more years

I can’t see a way out of this

It’s as if our profession is having an existential crisis- a period of life when there is inner conflict, confusion about one’s identity, and a nagging feeling there should be more to life. If only accounting could get a divorce and buy a sports car to feel better about all of this. 😝

My Optimism

The world has changed but the business model of accounting firms has not. Younger workers are less likely to stay with one employer for more than five years, and they don’t necessarily want to become a partner when they grow up. Private equity can help shake things up in a much needed way.

I listened to an episode of Randy Crabtree’s podcast, The Unique CPA that gave me hope. In it Tim Petrey, the CEO of HD Growth Partners, shared about his firm’s “strategic partnership with Ascend.” Tim is a younger partner who aims to grow his firm with an influx of cash. That sounded different than what I am hearing about more often- a show me the money campaign with books being sold at wildly inflated purchase prices.

What I mostly appreciated hearing is how Tim’s managers are now part owners in the firm. Back in 2006, I had an opportunity to study at the Mondragón Corporación Cooperativa in Spain. We learned how their companies balanced the individual and organizational needs, as well as the dignity of the person and work. All of their entities were co-ops, where every single employee was an owner.

Back then I wondered: How might CPA firms be different if staff accountants and managers had real skin in the game? Now I am wondering:

Can we create an evolved business model and stay sovereign?

My Skepticism

In addition to the Koltin commentary that sent shivers down my spine, my skepticism was amplified after hearing about another firm’s collaboration with Ascend. Fellow psychonaut Scotty Scarano interviewed Steven Hoffman in his Accounting High podcast. Hoffman is one of those uncredentialed C-suites that PE brings in to manage the firm. I certainly see the value of a) having a much stronger operational structure and b) bringing diversity of experiences into accounting but c) this guy did not resonate with me.

You see, coaches are trained to listen for what someone is not saying. Hoffman said nothing about how PE improved the employee experience. He claimed Ascend is mission driven and my boy Scotty countered with, “the mission of PE is to make money.” Which is the crux of all of this.

“PE only cares about numbers. It is the antithesis of humanity.” At least that is what Mathew Rushing had to say. Matthew worked with PE – a space that he described as being filled with Harvard MBAs who will say anything to make a deal. The deals usually entail sacrificing important stuff to eek out specific margins so the business can be sold in five years. Rushing said “PE often runs things into the ground over the long term.” This meme from Reddit backs up Rushing’s commentary.

Consciously Being with Change

Whether we are skeptical of it or excited for it, private equity is here. Times like this call for us to take a coaching approach and ask thought-provoking questions. Here are some places to look:

Groupthink- Most of our profession has never read The Abilene Paradox, and it shows. Our current discomfort cannot be solved by money alone yet we are overly hyped on the cash PE brings. Shouldn’t we evaluate other ideas? What if it was as simple as keeping the partnership model but cascading equity to all staff and offering liquidity events before retirement (e.g. downpayment for a house)?

Partner buyouts might be too high- If a partner group built an unsustainable practice- one that isn’t adequately staffed and doesn’t have the right leverage- why would a younger partner group pay a premium on a poorly performing asset? I heard about a younger partner group that chose sovereignty and renegotiated the partner buy-out with the retiring partners. Things that make you go hmmmmmm.

Exercise due care- Talk with your clients, your equity partners, and your future firm leaders to understand what would be a reasonable way to act under the circumstances of your firm. What does staying true to your values look like in your firm?

Constructive vs. Extractive Capital- Dr. Bronner’s defines this as “the idea that the purpose of business must extend beyond personal financial gain and instead be for the benefit of humanity and the planet.” You know, that triple bottom line that was a fad a few years ago. By all accounts, PE is extractive. What would be possible if our profession embraced constructive capital instead?

Final Thoughts

PE seeks to maximize profitability. This can involve aggressive cost-cutting measures, increased pressure to meet financial targets, and reduced investment in longer term development initiatives. For goodness sake, I heard Citrin Cooperman stopped paying for some employee’s cell phone bills while simultaneously increasing expectations on client work. 🫠 And I have heard good things, like PE money being used for leadership development initiatives 🥳

I believe employer accolades, like being a Best Place to Work, are going to the wayside. Prospective employees are going to want to know the firm’s stance on PE because their employment experience will be impacted by it. Sophisticated job hunters will ask PE backed firms what has changed for the better and the worse.

Ain’t nothing wrong with grinding and going for the money. That will attract some. But others, like me, know the concept of enoughness and value quality of life. And on that note, you may not hear from me for a month or two. I am taking August off to rest and it may take me another month to get back on track. #rolemodel #practicewhatyoupreach

Trauma and Leadership in a CPA Firm

“Most people don’t understand how much workplace trauma impacts them.”

High Rock Accounting CEO Liz Mason dazzled me with this comment at Accounting Today’s Firm Growth Forum, held in May. It’s no surprise she was invited to be a member of the Growth Catalysts panel, where firm leaders shared how they built thriving practices, filled with meaning and purpose — firms they’ve designed to fit their lifestyles. Liz’s goal is to be a catalyst for innovation with a human-centric focus. Needless to say, I’m a raving fan and grateful she inspired me to synthesize my own thoughts on trauma and leadership.

What is Trauma

Trauma is an emotional response to a distressing or disturbing event that overwhelms an individual’s ability to cope. I like Gabor Maté’s analogy. He says trauma is not the event that happened to you, like being stabbed by a knife. Trauma is how you respond to an event; it is the scar you carry as a result of being stabbed.

In the workplace, trauma can arise from a variety of sources including: bullying, gaslighting, harassment, sudden job loss, pay cuts during a pandemic, exposure to hazardous situations, or witnessing traumatic events.

Sadly, trauma is part of American life. Many of us unknowingly bring our personal trauma into the workplace, and we take our workplace traumas home. “The Body Keeps the Score” – a challenging but fantastic read for anyone who’s had adverse childhood experiences- states:

One in five Americans has been molested

One in four grew up with alcoholics

One in three couples have engaged in physical violence

Whether you were the victim of or witness to any of these events, I can assure you unaddressed trauma will impact your leadership.

What Trauma Looks Like in Accounting

When I asked ChatGPT, “What would trauma look like while working in an accounting firm” this is what it had to say. (Trigger warning: Some of y’all might hate me because these hit close to home.)

High-Pressure Deadlines: Intense pressure to meet tight deadlines, particularly during tax season or audits, can be overwhelming.

Ethical Dilemmas: Situations where employees are asked to engage in or overlook unethical practices can cause significant distress.

Harassment and Bullying: Persistent negative behaviors from colleagues or supervisors can create a hostile work environment.

Job Insecurity: Fears of layoffs or financial instability within the firm.

Work-Life Imbalance: Chronic overwork leading to burnout and emotional exhaustion.

Wow. It is like ChatGPT has been through a busy season or two. The only thing it missed is failure on the CPA exam.

After day one of the Firm Growth Forum, I went to dinner with some of my favorite people also at the event. The conversation inevitably became a group therapy session where we process our trauma from public accounting. The stories included:

Being screamed at by a partner (cited multiple times)

Being gaslit for taking time off (I.e. The partner approved PTO in January. Immediately upon returning to the office, the employee was scolded by said partner and HR for taking time off. HR denied the reality of the situation chalking this partner up to just “being this type of way.”😳)

After finishing up all their work before a deadline, one person was asked to work the weekend after a client dropped their stuff off late. Insult to injury: This person was scolded by every partner afterward for setting a healthy boundary.

And now for my own share. One of the worst things I ever read on Fishbowl was women bullying a female senior associate who asked for support because she was pregnant, exhausted and overwhelmed with the 55-billables required during busy season. She asked for help in a WOMEN IN ACCOUNTING bowl and this was one of the responses. *shudder*

Hurt people, hurt people. Here we see someone asked for help and the response was to ignore their own needs and to “Suck it up like I did.” This is what it is like to encounter someone else’s trauma. Read it again. An Assurance Senior Manager, who is a mother of two, thought it was A-ok to work 65-hour work weeks during her third trimester while pregnant with twins.

Clearly, these behaviors can create a toxic work environment, leading to long-term psychological impacts on employees. And the problem with all of this is accountants are knowledge workers. Anxiety takes up the space that could be held by intellect. Psychological safety is is a key ingredient of optimal business performance in an accounting firm.

The Intersection of Leadership and Trauma

Leadership in accounting firms plays a pivotal role in recognizing and addressing trauma. Conscious leaders will:

#1 Work on their own self – A conscious leader can optimize business performance with a steadfast commitment to their own emotional development. They seek out constructive feedback without judgment and employ professional coaches or therapists. They practice active listening and prioritize humanity over excessive profitability.

#2 Cultivate a trauma-informed culture – Educate employees and managers on recognizing and responding to trauma. Our leadership development program, Ascension, does this and more. At AICPA Engage, I illustrated how childhood trauma impacts leadership effectiveness and taught attendees how to respond when encountering trauma in the workplace. Hit me up if you want us to do this for your firm.

#3 Create safe spaces – People start healing when they feel heard. Conscious leaders offer access to mental health resources, coaching, or Employee Assistance Programs. They encourage open communication and get to know their people as people. Employees aren’t just accountants and advisors. They are human beings having a human experience while working in your firm.

#4 Refuse to tolerate bullying – It is a normal human experience to be upset at work, especially when demand is high. When upset impairs a relationship (e.g a leader yells at staff), the work should shift to repairing the relationship. However, if you have an employee who is known for yelling, belittling, and/or employees are quitting citing these behaviors, the conscious leader must make an intervention and shore up this liability.

Since my time at the Firm Growth Forum, I have been wondering: Is the 150-hour requirement the biggest challenge with our pipeline; or is it something else? Maybe the real issue is how inhumane some firms are and the crux of bad behavior is unresolved trauma. By understanding, recognizing, and addressing trauma, could we create a more compassionate and resilient profession? I’d love to hear of your experiences and thoughts on trauma in our profession. Hit reply and let me know.

Navigating Conferences Like a Boss: A Guide to Maximizing Your Experience

It’s that time of the year. Compliance deadlines are behind us and accounting conferences are in full swing. Wheeeeeeee!

Attending conferences can be exhilarating yet overwhelming experiences. With the right approach, you can transform these events into invaluable opportunities for networking, learning, and personal growth.This month, we delve into five essential strategies to help you navigate conferences like a boss, ensuring you make the most out of every moment.

Assess Conference Fit: Is This the Right One for You?

Before diving headfirst into a conference, take a moment to reflect on whether the event aligns with your goals and interests. If your firm automatically sponsors your attendance, don’t remain on autopilot. Delve in the agenda, speakers, and roster of other attendees. Being selective ensures you invest your time and treasure wisely, opting for events that offer the most value for your needs. And above all, follow my cardinal rule. I only attend conferences that align with my family commitments. I’ve learned the hard way: that if I stretch myself too thin, my best self won’t show up to the events.

Identify Your Intention for Attending: Prep With Purpose

Ask yourself: What do I want to get out of this experience? (Coaching clients reading this know this is how we start every single coaching conversation.) Clarity of intention guides your preparation and engagement throughout the event- whether it’s expanding your network, gaining industry insights, or seeking specific opportunities. When you are clear on your purpose, you will be empowered to prioritize activities and connections that align with your goals.

Know Who You Want to Meet: Strategic Networking

Preparation is key to making the most of your conference experience. Ask yourself: Where can I find the most relevant insights and connections for my professional and personal development? Research speakers, panelists, and attendees in advance to identify key individuals you’d like to connect with. Set specific goals for each interaction, whether it’s seeking mentorship, exploring collaboration opportunities, or learning from industry experts. Approach networking with authenticity and genuine interest, fostering meaningful connections that extend beyond the conference walls. We also have a tech-tip here: We are big fans of Hi-Hello’s digital business cards. They allow you to text someone a custom message along with your virtual card. After the conference, you will have a text thread of everyone you connected with at the event.

Recoup Your Energy: Prioritize Self-Care

Conferences can be physically and mentally taxing, with long days of networking, learning, and partying 😜 networking. Prioritize self-care to maintain optimal energy levels throughout the event. Take breaks, get out of your seat and move your body, stay hydrated, and nourish yourself with healthy food. Allocate time for rest and reflection to recharge your batteries and process the wealth of information and experiences gained during the conference. Pro-tip: Before you go, block time on your calendar to follow-up with those you met. This could include time on your calendar for email correspondence and/or space for follow-up meetings via Zoom or Teams.

Take Post-Conference Action: Translate Insights into Impact

The true value of a conference lies in what you do with the knowledge and connections acquired. Follow up with individuals you’ve met and make sure those messages are specific so that each party vividly remembers the encounter. Implement actionable steps based on insights acquired during the conference, whether it’s refining your skills, exploring new opportunities, or implementing innovative strategies in your work. By translating inspiration into action, you’ll maximize the impact of your conference experience and propel your personal and professional growth forward.

Conclusion:

Navigating conferences like a boss requires strategic planning, space to rest and digest, and follow-through. By assessing conference fit, identifying your purpose, strategically networking, prioritizing self-care, and taking decisive post-conference action, you position yourself to get the greatest ROI. Embrace each event as an opportunity for growth and connection, and watch as you elevate your professional journey to new heights.

And you can use support transformation insight to action, scroll to the bottom of our homepage to book an Empowered Hour.

Charting the Path Forward: How to Create an Inspiring Leadership Retreat

As accounting firm leaders begin to emerge from the intensity of busy season, they are presented with a pivotal moment to not only recover but also strategize for the future. Hosting a post-busy season leadership retreat isn’t just about getting together to commiserate about what didn’t go well in the prior months. While reflection and learning are important, you also want to make space for rejuvenation, create space to shape the trajectory of your firm, and cultivate the leadership skills required to overcome your challenges. In this article, we’ll delve into the importance of forward-focused CPA firms retreats and provide actionable insights for planning a retreat that steers your team towards future success.

Designing a Future-Focused Agenda

Craft a retreat agenda that directly ties into your firm’s long-term goals. Whether it’s succession planning, adopting new technologies, or enhancing client or employee engagement, ensure that retreat activities and discussions align with propelling your firm forward. It is all too easy to complain about what hasn’t been going well. However, you can’t change the past. So instead, focus on what you can change- the future!

Be Together to See Together

We believe something magical happens when we are physically with another human being and we trust you’ve felt that magic too. We advise you to tap into your humanity and actually be together to develop more meaningful connections and ignite more spontaneous ideas. You might also choose a venue that inspires creativity and takes you away from the frenetic place of life. Whether it’s a retreat space nestled in nature away from distractions or a modern conference center with state-of-the-art facilities, the venue should foster an atmosphere conducive to strategic planning and collaboration.

Understand the Gap

Where are you today? Where would you like to be? As coaches, we work relentlessly to identify the gap because it reveals the areas of focus. Our preferred tool when working with leadership teams is the Collective Leadership Assessment (CLA). This 15-minute online assessment provides a comprehensive view on the current effectiveness compared to the desired effectiveness of a leadership team. The gap between the current and desired realities instantly reveals the behavioral areas of focus for the leadership team. Said differently, it is not just about what tasks the leadership team is aiming to complete. They walk away with an agreed upon understanding of who they are going to be while getting tasks done. This type of internal leader development work sets the stage for leading change.

Embracing Strategic Vision

With clarity on areas of focus, a strategic vision will begin to emerge. The team can also consider industry trends, client and employee needs, and technological advancements shaping the future landscape. Use the retreat as an opportunity to get the team aligned on a future vision that includes both what the leadership team needs to do and who they are going to be as a team. Trends, needs and technology evolve quickly. So be sure to come back to this strategic vision often to ensure the team is still aligned.

Engage Support

Invite speakers or facilitators with expertise in future trends, innovation, and leadership in the accounting profession. Their insights can spark discussions on industry shifts, best practices for future-proofing your firm, and strategies for staying ahead of the curve. As coaches, we are trained in cultivating spaces that are safe, supportive and ensure that participants feel safe enough to share freely. If you choose to lean on internal resources, consider mechanisms for collecting anonymous feedback throughout the day.

[Shameless teaching moment: Psychological safety is defined as a space with high intellectual abrasion, and low social abrasion. You want participants to battle in the arena of ideas without being politically penalized at the end of the day.]

Creating Actionable Roadmaps

Translate insights from the retreat into actionable roadmaps and initiatives for the future. Assign responsibilities, set timelines, and establish key performance indicators (KPIs) to track progress towards strategic goals. Foster a culture of accountability and collaboration to drive implementation post-retreat. If you really want to go above and beyond, establish accountability meetings where key stakeholders meet to check in on to share their progress along the way.

Conclusion:

A future-focused leadership retreat is not just a post-busy season respite—it’s a strategic investment in shaping your firm’s future success. By embracing strategic vision, setting future-oriented objectives, and engaging in forward-thinking discussions, firm leaders can position their organizations as industry leaders poised for growth and innovation. The insights gained and actionable plans developed during the retreat will propel your leadership team towards a dynamic future, equipped to navigate challenges and seize emerging opportunities in the ever-evolving accounting landscape.

Schedule time with me if you want to learn more about our firm can support your firm in becoming its best self.

The Dawn of a New Era in Accounting

In recent years, the accounting profession has experienced a profound transformation that goes well beyond AI and the allure of private equity. Amidst these challenging times, a new era in accounting—one characterized by a profound connection to spiritual development and turning inward to explore what makes up a more fulfilling, meaningful life.

In this article, we’ll explore the two key phases of the spiritual transformative journey: the “dark night of the soul” and subsequent “start of a new life”. Along the way we offer insights from our coach team and provide guidance for CPA firms who desire to differentiate their culture by becoming the best place to grow- personally and professionally.

What is Dark Night of the Soul?

The “dark night of the soul” is a metaphorical journey through a challenging and transformative phase where one begins to question everything. It is common to feel confusion, overwhelm and lost during this period. This phase demands deep introspection, a reevaluation of meaning, and a contemplation of one’s habitual ways of thinking, acting, and feeling. As Dr. Nicole LaPera, renowned as the Holistic Psychologist, aptly puts it, the dark night of the soul occurs when “We stop living out of our autopilot programming….(When) we start to realize we’ve been conditioned to perform, achieve and to seek external things to make us happy or feel worthy of being loved.” The dark night of the soul represents a pivotal moment in the evolution of self, prompting a deeper exploration of purpose and significance in one’s professional and personal journey.

Insights From A Professional Coach on the Awakening of Accountants

At Conscious Public Accountants, we keenly observe the awakening taking place within the accounting community. Through coaching engagements- that span from staff to managing partners and CFOs- we witness accountants navigating the challenges of their personal “dark night”.

Prior to COVID, our coaching clients sought support for external goals outside of themselves. Outcomes such as pay raises, job promotions, and growing a book of business were commonplace. COVID changed everything. A notable New York Times article in 2021 highlighted individuals leaving prestigious jobs to pursue their passions. This signaled a collective realization that the status quo was no longer sustainable. The article noted a theme had emerged:

“The pandemic changed my priorities, and I realized I didn’t have to live like this.”

Real talk: No one wants to be working like we have been working. Mandatory Saturdays, 55+ billable hour work weeks, and responding to client emails within 24 hours are nothing more than programmed beliefs about how work should be done. The pandemic exposed the flaws in our beliefs about what a “good” work ethic looks and sounds like. It revealed our profession needs to work smarter, not harder.

Spiritual awakenings are challenging and imperative; they force us to recognize the ineffectiveness of our behaviors. Consciousness precedes choice, and choice precedes change. When accountants awaken to what is no longer working, the opportunity for becoming greater has emerged.

Start of a New Life

The emergence from the dark night of the soul heralds the beginning of a new life. Since the onset of COVID, the focus of our coaching engagements has turned inward. We are there to guide clients towards a more meaningful and fulfilling life.

Coaching sessions have become deeply introspective spaces where clients explore bigger questions, such as:

What work is most meaningful to me?

How can I grow my career without sacrificing my soul?

What beliefs do I hold that no longer serve my life and our organization?

What is trying to emerge in my organization?

Who is the leader I want to consciously become?

It takes deep courage and internal strength to navigate this transformative journey. These new-world leaders face the challenge of forging entirely new paths. They aspire to deliver services that have never existed and yearn to manage their practices very differently. But their novel ideas are often met with confusion or resistance. These new-world leaders want to live a more balanced lifestyle but don’t know how. The necessary behavioral changes are hard to put into practice when one has never witnessed them. With great challenges, comes great growth.

Heightened Awareness and How CPA Firms are Holding Space for This Transformation

As accountants embark on this new era, they bring with them a heightened awareness that transcends the traditional confines of their profession. These fresh perspectives position accountants to contribute to a more ethical, responsible, and interconnected world.

CPA firms can play a crucial role in this transformation by creating environments that foster personal development, encourage purpose-driven approaches, and cultivate a culture where individuals feel safe expressing their deepest truths.

At Conscious Public Accountants, we believe that personal development significantly enhances business results. One example of personal development to optimize business performance is our leadership development experience, Ascension. To effectively lead another, one must start with effective leadership of their own self. Our program teaches leadership competencies that have been left out of traditional accounting curriculum. We also integrate introspective individual coaching experiences where one explores the greater meaning of their life. The program also has a group component, where participants connect on a much deeper level with their colleagues. This unleashes the leadership potential and productivity of the group, as well as fosters a deeper commitment to one another.

In the distributed work environment, our observation is that personal connections often take a back seat in virtual meetings. Today’s virtual meetings tend to overly focus on what people are doing and miss out on really getting to know one another on a personal level. Do you remember what it was like to sit next to someone and hear or observe what was really going on in their life? The in-person experience of your colleague provided context as to why their work was or was not being completed. Colleagues who connect with one another on a deeper level of life are more committed to their roles. And this commitment leads to higher productivity and overall better business outcomes.

Creating the Container for Personal Development

CPA firms that create containers for personal development empower their employees to explore what they really want to do with their life, and create risk-free spaces for employees to share these dreams. What we have witnessed in this work is that, while initially perceived as risky, this approach benefits everyone involved. Your future leaders awaken to their highest level of contribution. They see possibilities for creating something the firm needs but does not yet have or see. These shared conversations about what is possible evolve the consciousness of the self, the teams, the entire system and those they serve.

Conclusion

As the accounting profession undergoes this multifaceted transformation, each phase—from the dark night of the soul to the inception of a new life—unveils deeper understanding of purpose and interconnectedness. This journey not only enhances the professional lives of accountants but also contributes to a positive and conscious evolution of the industry. By recognizing and embracing these transformative elements, the accounting profession is poised for a future that surpases conventional norms, unlocks untapped potential and creates a more meaningful and fulfilling working environment for all involved.

Thank you to the CalCPA who published this article in the March/April edition of California CPA. It brings me so much joy to see the real talk in print!

How to love your work

Do you love your work? I do! But it hasn’t always been that way. And sometimes it has been that way.

Let me provide an example….

I was beyond thrilled to join PwC as an internal coach. I love coaching; it holds a special place in my heart. I love witnessing the transformative impact coaching has on accountants and advisors. And I really loved knowing that one of the Big Four valued coaching as much as I did.

When initially hired, my role encompassed three primary responsibilities: 1) longer-term coaching engagements for high-potential employees, 2) coaching in the award-winning Discover program, and 3) coaching and facilitation for a new manager experience. This work felt like a dream come true! I loved everything I was responsible for and, after a few years of solopreneurship, I especially loved being back on a team- an entire team of coaches, no less!

However, things took a significant turn one year into the role. Oof. Not only did the things that I loved about the job go away, I was going to have to travel further and more frequently. At the time, my daughter was not quite two and I was still breastfeeding. The last thing I wanted was more travel. Additionally, the purpose of the increased travel was to teach Energy Project philosophies as part of the firm’s Be Well, Work Well initiative. Ironically this intensified travel schedule would have led to emotional burnout and a feeling of living an inauthentic life. I knew that staying in that position would make me feel like a fraud.

So I made the decision to leave the role after only 15-months. I was less concerned about how this decision would reflect on my resume and more focused on how it would impact my future self as both a mother and as a professional.

As a coach, I’ve observed that people often find themselves in loveless work situations due to gradual discomfort rather than sudden changes. Eventually, they wake up feeling resentment or disdain. Recently I’ve heard stories of people writing their employer a Dear John and disappearing abruptly without much consideration. This is a shortsighted move because wherever you go, there you are. Don’t run away from discomfort.

It is better to take some time for introspection and to identify what are you moving towards.

So how can you fall back in love with your work? Check out The Big Leap. This is the book for those feeling a need to change something with their work lives. It suggests we operate from four main zones. Get to know what these zones are about and list out your work responsibilities by zone. Then you will clearly see:

Zone of incompetence- What should I stop doing?

Zone of competence- What should I start delegating?

Zone of excellence- What am I doing that used to light me up but is now a meh?

Zone of genius- If I could do anything, without fear of how will I pay the bills, what would that be?

We see clients become enslaved to their zone of excellence – the space where they excel and are well compensated. However,as the book aptly states: “The problem is that a deep, sacred part of you will wither and die if you stay inside your Zone of Excellence.” Pro-tip: zone of genius work is soul work.

Ultimately, our goal is for everyone to love their work-to feel a deep sense of fulfillment at the end of the day and exuberance to start the next. Be kind to yourself, give yourself some love. Create the space to allow yourself to discover what you truly love doing and build a plan to fall back in love with your work and rekindle that passion.

With love,

Amber

The Wisdom of Ram Dass: Family, Enlightenment, and Holiday Realizations

The spiritual leader Ram Dass once said, “If you think you’re enlightened, spend a week with your family.” Most of us immediately know what he means. As we approach the holiday season, these words take on a deeper significance, reminding us of the complex dynamics that can emerge when we gather with our loved ones. 

Ram Dass’s quote is a playful yet profound reminder that, while we may consider ourselves to be enlightened or spiritually evolved, our interactions with family members can reveal a different side of us. 

Our families are often where we’ve experienced some of our most profound emotional experiences, both positive and negative. These experiences have left a deep imprint on our psyches, and when we come together with our families, these long-standing emotional connections can rekindle old feelings, triggers, and unresolved issues.

The holiday season, with its emphasis on tradition and togetherness, brings its own set of expectations. There’s often an unspoken pressure to have the perfect family gathering, which can lead to added stress and anxiety. These external pressures can amplify existing family tensions.

Individuals change and evolve over time, and sometimes family members may resist or not fully grasp these changes. This disconnect can lead to feelings of isolation or frustration, especially when you return home with a new perspective on life.

So, what can we take away from Ram Dass’s wisdom as we navigate the holiday season?

First, it’s essential to approach family gatherings with a sense of mindfulness and self-awareness. Recognize that these dynamics are a part of the human experience, and that it’s normal to be challenged by them. Practice self-compassion, and don’t be too hard on yourself if you find that family interactions trigger unexpected emotions or reactions.

Second, use these moments as opportunities for growth and self-reflection. Recognize that the challenges you face with your family can be a valuable mirror for personal growth. By observing your reactions and emotions, you can gain deeper insights into your own journey and continue to evolve as a person.

Finally, embrace the positive aspects of family gatherings. While there may be moments of tension, family also offers love, support, and connection. Cherish the time you have together and remember that these relationships are a significant part of your life.

In the end, Ram Dass’s quote reminds us that our families are, in many ways, our greatest teachers. They reflect the depths of our emotions, the extent of our growth, and the boundless capacity for love and connection. This holiday season, let us approach our family gatherings with an open heart, a mindful spirit, and an appreciation for the journey we all share.

December Letter: The Most Wonderland Time of the Year

What a lovely time of the year in the accounting profession.  November- a month largely devoid of pressing compliance deadlines- provided space to pause, catch one’s breath, and engage in a gratitude* practice.  Although year-end deadlines and the anticipation of busy season loom, the holiday season offers us moments to enjoy time with friends, family, and community.  The year’s end also presents an excellent opportunity to reflect on the prior year and give thought to what the next year holds for your development.

Throwback to last November and I was speaking at the AICPA Women’s’ Global Leadership Summit. The entire conference was an amazing experience and one that I highly recommend.  The speakers are informative and inspiring. More-so, I had numerous heartfelt, mind expanding conversations with fellow attendees last year. 

Not only did I consider going again this year, I planned to research event sponsorship and considered inviting my team and clients to join us.  This prospective research became an action on my to-do list- an action that was not getting done. I hemmed.  I hawed.  I spoke with our team’s Conscious Connecter, Brianna about what to do.  (Side note: Bri also serves as my executive assistant, life coach, safe place to land, and accountability partner.  I suggest you cultivate this type of relationship if you don’t have one. Every leader needs someone like this ) So why wasn’t I taking action? Because, if I was honest with myself, I actually wanted to be somewhere else.

Last year I really wanted to attend Wonderland, which is also held each November. But participating in both conferences would have meant I would be away from home for ten days or I’d have to travel between San Diego and Miami back-to-back weeks.  I won’t go that long away from my family. And at this point in my life, I am no longer willing to overexert myself with too many travel commitments.   Which reminds me of something a treasured past client recently sent….

…. ouch.

This November was momentous for me and foreshadowed what’s  to come in 2024. I was invited to speak at the Wonderland Conference on a panel discussion with Adeptus Partners – an accounting firm pioneering pathways in psychedelics.  This mind expanding conference brings a diverse community focused on mental health, longevity and psychedelics. As a huge mental health advocate, I left Wonderland feeling even more inspired by the promise of psychedelic assisted therapies. 

Just like with AICPA conferences, I went to Wonderland with a desire to draw wisdom from the sessions and make deep connections with the community.   My favorite session was on “Psychedelics and Leadership Development.” I felt affirmed by Peter Carnochan’s perspective.  When asked why leaders are turning to psychedelic assisted therapy, he stated today’s leaders are short on time and psychedelics allow you to drop in deep and quickly.  Or as noted on my bio, psychedelic assisted therapy has been the most efficient and effective inner work I have done. Fellow panelist Dr. Amy Albright blew my mind with her commentary about coaching in systems. 🗣️”Anything that’s not refined in the CEO will show up in the teams.” 🤯

Amen! I didn’t have the language to explain why I felt a knowing to shift my own practice to coaching groups of leaders instead of only doing one-off engagements. It can be counterproductive to only coach an emerging leader (aka “on partner track”). I’ve observed Coachees feel frustration when their higher-level leaders have yet to do the inner work required for a higher level of leadership performance. On that note, our coach team is currently doing the deep work with Ascension – a leadership development experience for teams. For those of you seeking guidance on this process, drop me an email and we can talk through options or check out our overview here.

Conferences are filled with big ideas but insights will only get you so far. So how am I going to integrate my experience at Wonderland? By taking action.

–   Submit my MCC application by March 30, 2024 – The master certified coach (MCC) designation is the highest certification from the International Coach Federation.  Only 4% of ICF certified coaches obtain this and I will join those ranks. Why? Old me would have done it for the ego snack.  Today’s version of self sees the value of the credibility the designation will bring. I feel the MCC will support my mission to professionalize psychedelic integration coaching.

–   Psychedelic coach training– I’ve had this on my radar for over a year now.  But I have struggled to find the right program for me. Many programs are specific to one medicine and/or they overly emphasize the psychedelic journey and minimize what happens after the experience.  In my (not so humble opinion), after the journey is where the magic happens. Alas, I may have met my tribe via the aforementioned panel. I already scheduled an information session and suspect you will read about my enrollment in the months to come.

–   Be a conduit between accounting and the business of psychedelics – According to Business Wire, “(t)he global market for psychedelic drugs reached $3.7 billion in 2021. This market is projected to reach $5.7 billion by the end of 2027.”  Wake up accounting, there is an entire market waiting to be served. I will continue to raise awareness with thought leadership, like this recent podcast with Accounting High: D.A.R.E Psychedelic After School Special. If you are able to watch (and not just listen) you can view some really wild propaganda that was fed to many of us in our youth. 🍳🍳🍳 

As you head into the holiday season, be easy on yourself.  We are told it is the most wonderful time of the year and it can be.  But it can also be really challenging.  Year-end planning creates a crunch and time with family can be magical and/or stressful.  Which reminds me of one of my favorite quotes from Ram Dass: “If you think you are enlightened, go and spend a week with your family.” 

Blessings,

Amber

* We are actually fans of a practice of gratitude.  This practice literally rewires your brain to be happier – just like psychedelics in a fraction of the time.

To Be a Good Leader You Have to Wake Up

CEO and Founder of Conscious Public Accountants, Amber Setter, was recently interviewed by Gusto for Partners. The article below was originally published by Gusto for Partners on September 20, 2022.

One of the easiest ways to spot someone who lacks consciousness at work is to look at their calendar. If there is no white space, that is someone lacks the necessary time to be alive and aware of their surroundings. 

I don’t mean they aren’t sentient. They’re still a thinking, curious being. But, operating on all cylinders, in an environment that’s kept them that way a long time, the muscle for self-reflection has atrophied. They’re doing, doing, doing and then “unwinding” by scrolling through social media as they drift off to sleep. Which is to say, not unwinding.

If they don’t have time to reflect, can’t step away from the problem to see it differently, and can’t view things from a higher altitude, they cannot, by definition, lead consciously. And that’s a big problem for accountants who manage others because it keeps everyone in that cycle. Especially you.

Why staying conscious is such a struggle in our industry

Finding time for awareness is one of our greatest modern-day challenges. And for accountants, there’s so much work to get done and people feel they have to work back to back to back. It affects everyone, and when I coach people in senior positions, like partners or executives, and they need to design a new process, they really struggle to think critically. They struggle to deal with complicated, technical issues and problems that have never existed before. And it’s because they have zero white space on their calendar, and by association, in their brain. 

As they say, no problem can be solved from the same level of consciousness that created it.

This is all perpetuated by busy seasons and the cyclical nature of accounting. Nobody gets time to reflect. They go from “That was terrible, I can’t do this anymore” right into the next cycle and bury the discomfort by busying themselves. To break free, people need a container, a mental space, to contemplate. 

As an example, when I coach people, it’s one hour a week where they need to come to the conversation to drive the agenda. I was hired by someone who operates primarily as a sole proprietor but has a couple of staff in the office. That person had been trained to excel at tactics, and was always planning new ways to work on those tactics. But they weren’t holding themselves responsible for pausing, and asking why they weren’t progressing toward more of their goals. 

When they finally realized that clients’ needs were met before setting healthy boundaries for themselves, things clicked. They started coming to our sessions saying, “I want to be more effective as I lead my team. I need to get better at having healthier boundaries. And I need to be taking care of myself. I keep saying exercising is important. Why do I keep not doing it?”

The answer to almost all their blockage was their totally blocked-out, zero-white-space calendar. It seems small, but they started reserving time for things that mattered weeks in advance, and not caving to client pressure. They realized the downtime was their recharge time. Without that time, there was no strategic thinking. There wasn’t a space to envision their future. There was no being conscious at work. 

After six months they shared this with me:

“I clarified what I want for myself. I learned to put my needs ahead of clients. I now recognize their needs are endless and I have to have boundaries. I doubled my happiness and billed $80,000 more in a year. I no longer let toxic people hang around, no matter how much money they bring. I let go of the traditional office model I lived in for 25 years. I no longer get beat up by the workload or the bureaucracy of the regulatory environment. Getting worked up doesn’t make a difference at the end of the day.”

The best time to start work like that was six months ago. But the next best time? It’s today.

Let the consciousness back in

For some, maybe the answer is hiring a coach. For many more, it’s even simpler. It’s spending part of every Saturday at a coffee shop with a journal and answering open-ended questions. Start anywhere. Start with questions you find on Google. It’s stopping, pausing, and looking within to say, “What does today’s version of me need the most?” 

And then it’s making space to take new action—very intentional movement—toward the life you envision for yourself. If you need to exercise, calendar it and find an accountability partner to meet you at the gym. If you are struggling to make a change in your business, dedicate time in your schedule for the project and find a thought partner to join you. We are really good at canceling commitments to ourselves but we rarely cancel our commitments to others. Make space to let the consciousness come flooding back in. It’s what’s truly going to let you be a great leader.