© U PSTREAM A CADEMY W ORLD C LASS T RAINING: G ETTING Y OUR F IRM O N T RACK P RESENTED BY S AM M. A LLRED, F OUNDER & D IRECTOR O F U PSTREAM A CADEMY G UIDE C ONFERENCE C ALL #2 ELA Year P RESENTED BY T IM B ARTZ D IRECTOR, U PSTREAM A CADEMY

© U PSTREAM A CADEMY P RESENTATION R OADMAP 1.Quick review of ELA progress through September Guide training – helping star performers 3.Questions and answers

© U PSTREAM A CADEMY  Q UICK R EVIEW O F ELA P ROGRESS T HROUGH S EPTEMBER 2012

© U PSTREAM A CADEMY L EADERSHIP T RAINING F ORUMS We have conducted five leadership training forums for Years 1 & 2 and three forums for Year 3 so far this program year. ELA participants in each of the three years of the program have been well prepared to respond to pre-assigned questions.

© U PSTREAM A CADEMY Please remember that participants need to share with you what they learn from each forum and what they are going to do as a result. The emphasis is on listening to learn, learning to do, doing to become. L EADERSHIP T RAINING F ORUMS

© U PSTREAM A CADEMY ELA participants have selected a Leadership Project and have until May 31, 2013 to complete this project. An ELA Project summary will be mailed to all participants and guides in the coming weeks. L EADERSHIP P ROJECT

© U PSTREAM A CADEMY All participants need to complete their goals by May 31, It is very important that participants calendar the goals they are going to work on. This process of calendaring goals will keep them on track and will result in a higher quality of focus and execution on each goal. If this isn’t done by January 31, 2013 they will struggle to finish on time. L EADERSHIP D EVELOPMENT G OALS

© U PSTREAM A CADEMY Participants received the following updates to their binders:  Participant bios  LTF Presentations on CDs ELA B INDER U PDATES

© U PSTREAM A CADEMY HeadWaters Leadership Conference 2012 July 12-13, 2012  Denver, Colorado Blueprint for Excellence Retreat July 23-24, 2012  Park City, Utah BestPractices Conference 2012 October , 2012  Chicago, Illinois Emerging Leaders Conferences Fall 2012  September 27-28, 2012  San Antonio, Texas Winter 2013  January 3-4, 2013  Scottsdale, Arizona M AJOR UA E VENTS

© U PSTREAM A CADEMY 2012  G UIDE T RAINING – H ELPING S TAR P EFORMERS 10

© U PSTREAM A CADEMY 2012 The focus of this guide training is on helping star performers. This training applies to those from your firm who are in the ELA program as well as to other stars within the firm. 11

© U PSTREAM A CADEMY 2012 Two of the best ways I have used to identify star performers are individual characteristics and the things that motivate these individuals. 12

© U PSTREAM A CADEMY 2012 High need for achievement Autonomy combined with willingness to complete administrative and team assignments. A loathing of office politics or bureaucracy A strong desire for collegiality and inclusion A greater than average need for the big picture S TAR P ERFORMER C HARACTERISTICS 13

© U PSTREAM A CADEMY 2012 As I share the typical motivators for star performers, please think about the challenges that often arise as a result of the normal way things are done in CPA firms. 14

© U PSTREAM A CADEMY 2012 To excel at anything they take on Challenging work The opportunity to compete To get the task (project, endeavor, etc.) done as quickly and as effectively as possible 15 S TAR P ERFORMER M OTIVATORS

© U PSTREAM A CADEMY 2012 The process of setting goals and then meeting them Clear, timely, actionable feedback Self-calibration (to determine how well they are doing in terms of their work and in comparison to others at their career stage) 16 S TAR P ERFORMER M OTIVATORS

© U PSTREAM A CADEMY 2012 Having the autonomy needed to do their work free of constraint A need to control the task’s parameters The opportunity to take calculated risks 17 S TAR P ERFORMER M OTIVATORS

© U PSTREAM A CADEMY 2012 What are the specific things we need to do to grow and retain the star performers in our firms? 18 Q UESTION

© U PSTREAM A CADEMY 2012 Think about the impact great ELA guides have had on star performers by doing the following 11 things. 19

© U PSTREAM A CADEMY Be appropriately demanding of participants to stretch their abilities 2.Help them select meaningful goals and a meaningful project 3.Customize the goals (if needed) to help them grow and play to their strengths 4.Meet with them monthly T HINGS G REAT G UIDES D O

© U PSTREAM A CADEMY Help them become self-accountable by expecting them to return and report on a regular basis 6.Help them see the value of completing their goals and project at a level 8 7.Help them calendar time to work on their goals T HINGS G REAT G UIDES D O

© U PSTREAM A CADEMY Show a genuine interest in their career development 9.Provide them with constructive feedback 10.Help them identify how to play to their strengths 11.Help them do damage control on their personal weaknesses T HINGS G REAT G UIDES D O

© U PSTREAM A CADEMY 2012 In addition to the previous 11 things that great guides do, I have witnessed two additional things that will make a positive difference with the retention and development of star performers. 23

© U PSTREAM A CADEMY R ECOGNITION F ROM S UPERIORS 24 This is the kind of recognition that takes place opportunistically. This kind of recognition occurs during personal interactions that may take only a minute or less, but nevertheless can be very powerful. Recognition is one of the most underused sources of motivating star performers.

© U PSTREAM A CADEMY 2012 Challenging work means:  Challenging problems  The opportunity to learn  Acquiring experience that enhances them as professionals  The process of gaining expertise  A sense of closure (complete a project) 2. P ROVIDE C HALLENGING W ORK 25

© U PSTREAM A CADEMY Questions and Answers

© U PSTREAM A CADEMY Thank You!