The 8 P’s of an Effective Accounting Manager:

Do You Have What It Takes?

Being promoted to accounting manager is quite a feat. This means you’ve proven to your boss that you are a competent and responsible accountant who can be trusted to manage other accountants. Unfortunately, like most accounting managers, you’ve been trained as an accountant, and not as a manager. So how do you rise to the position? Experience will provide you with the best schooling, but to avoid major obstacles and find success more quickly, here’s a crash course in managing that will put you on the right track.

1. Permit others to do their jobs
Because you’re a good accountant, it’s tempting to look over shoulders and micromanage a time or two. But remember, your new job is more about managing than it is about accounting. You can best promote success by enabling your team to succeed. This means that rather than telling them how to do their job (which you might occasionally have to do), you enable them to do the best job they can. Be sure they have the resources they need, eliminate unrealistic deadlines, and, if possible, provide them with proper training. You need to change your mindset and see yourself as a facilitator.

2. Provide vision and support
Good managers inspire success with clear vision. In essence you are the sage for your department, they will look to you to get the long range vision as well as the details in the minutae of each task. It is your job to look to the future and envision positive changes within your department. Once you’ve shared this vision, you need to provide your team with the necessary support to accomplish the vision.

3. Practice good communication
Without good communication skills, you’ll find it difficult to lead your team anywhere, because without clear direction they won’t know where to go. You must clearly communicate your vision, your objectives, and your expectations. Facilitate the communication with your team. Don’t become the “preacher” but the “teacher” or your team will quickly tune you out. Communication runs both ways; you must listen well and engage in productive discussions with your team.

4. Pilot< your team
It is the Captain of the ship that has the wheel, and your department is no different. Someone has to steer the department, and as the accounting manager, that would be you. The first requirement in becoming a good leader, is in having the confidence to lead your team. Recognize that you were promoted to this job for a reason, and if you don’t have confidence in yourself right now, at least trust that your boss does. If you see yourself as “one of the accountants,” working shoulder to shoulder with everyone else, the team you manage will see you that way as well. You must take charge and lead your other team members along to the goals set for the department.

5. Plan for success
Who set’s the goals for the department? Sure, sometimes the goals come down from above you, but most of the time you and your team will have the discretion to set goals that you can not only meet, but stretch your abilities as a group. It’s cliché because it’s true: if you fail to plan, you plan to fail. Managers look ahead, anticipating difficulties, critical events, and opportunities to move forward. If you want to succeed, you must take the time to evaluate the department’s current standing and make plans for improvement.

6. Pose questions
How could we change this procedure to save time? What about the current system is/isn’t working? What can we do this year to increase the company’s tax deductions? Asking questions is a good way to boost success. Don’t be afraid to question the way things have been done, or even the changes you have made upon becoming a manager. If you give yourself permission to question, you’re giving yourself permission to improve.

7. Problem-solve
Much of your job as accounting manager will be dedicated to putting out fires. Learn to problem-solve and resolve conflict with as little smoke as possible. If necessary, read up on critical thinking skills and negotiation. Always search to hear before you seek to be heard. Many times a difficult situation is mitigated just by the composure the manager has in the situation.

8. Protect your employees
You provide a buffer between your team and the BOSS. I remember being cornered by my boss for the approach I took on an important project. I was relieved when my manager stepped forward in my defense. We talked about this project extensively, he explained, and I made it clear that I trusted him to complete this project using this approach. Imagine how my loyalty for this manager increased when I realized he was on my side. Obviously, there may be times when a member of your team makes bad choices and needs to be held accountable. But you should see yourself as an advocate for those you manage.

Becoming a manager can certainly be daunting, but give yourself the time to learn how to manage, realizing that this new position is very different from your role as accountant. With a little time, and the 8 P’s of managing success, you’ll find that maybe you’re more of a natural than you first thought.

Learn more about the accounting business

10 Winning Characteristics

Courage-not complacency-is our need today. Leadership not salesmanship. - John F. Kennedy

As we finish out the year, now is the perfect time to do a little self reflection and determine what you want from your career in 2008. If you’ve considered moving up in your current organization or perhaps within another, you must decide whether or not you possess the necessary leadership characteristics to truly lead your company to success. The following 10 characteristics are found in many great leaders. How many of them do you possess?

1. Positive. You don’t find many Negative Nellys in leadership positions. Most are extremely positive, looking for ways to see the glass as half full regardless of current circumstances.

2. Proactive. Leaders don’t wait for things to get better, they make them better. This requires you to be thinking of innovative ways to approach problems and devise solutions. You are active, not passive, about your job.

3. Good communicator. In order for a leader to be able to lead a team, he/she must be able to communicate clearly and effectively.

4. Open-minded. Some may think leaders have all the good ideas. That’s not true. Leaders are able to recognize good ideas, regardless of who came up with them. This requires them to be open-minded and willing to give credit where credit is due.

5. Confident. That’s confidence not arrogance. Coworkers are not interested in working for an arrogant leader, but they do appreciate being led by someone who has a quiet confidence about them, recognizing that they can lead a team to success.

6. Passionate. Enthusiasm can compensate for a lot of weaknesses. When a leader is passionate about the job they do, the direction they’re heading, and the goals they’ve established, it’s contagious, getting everyone excited about a project.

7. Respectful. It’s important that leaders treat everyone with respect, regardless of whether or not they deserve it. People want to work with a leader who shows them respect. And you’d be amazed at how much respect you earn by being respectful yourself.

8. Inspiring. Good leaders are able to communicate a vision that inspires everyone on the team. They can motivate team members who may have been resistant, and they move others to believe when they may have previously been doubtful.

9. Delegator. The best leaders recognize that they can’t, and shouldn’t, do everything themselves. They delegate well, divvying out tasks to team members who can adequately perform them. They also recognize that team members have unique skills and abilities that can contribute to the success of a team.

10. Motivated. You don’t become a leader by sitting back to watch others do all the work. Leaders are motivated to keep moving, to work hard and see the fruit of their labors.

Becoming a good leader is a process. Most work to develop these characteristics over time. So if you don’t possess all ten right now, it doesn’t mean you can’t lead, it just means you have a few things to work on in order to improve your leadership abilities. So focus on which character traits you need to develop and get moving! 2008 could be your year to shine as company leader.

“The quality of leadership, more than any other single factor, determines the success or failure of an organization.”
– Fred Fiedler & Martin Chemers, Improving Leadership Effectiveness

“People ask the difference between a leader and a boss . . . . The leader works in the open, and the boss in covert. The leader leads, and the boss drives.”
– Theodore Roosevelt

When your practice grows enough to sustain one or more employees, you must exercise good leadership skills in order to direct your staff with inspiration and focus. When a team feels that it’s lead by someone with powerful vision who values their participation and inspires them to do great things, the business will thrive and the employees will contribute greatly to its success. But as an accountant or bookkeeper, the leadership role may feel a bit oversized or awkward. Don’t let that stop you from running a winning business. You can develop into a strong leader as long as you are willing to focus on a few things. Here are 4 traits of influential and inspiring leaders. Try a few on for size.

1. Vision

Theodore M. Hesburgh, retired president of the University of Notre Dame, once said, “The very essence of leadership is that you have to have vision. You can’t blow an uncertain trumpet.” Leaders envision what can, but hasn’t yet, been achieved. They have a clear picture of where they want their business to go and how it can get there. Unwilling to settle for the status quo, leaders are striving for improvement, progress, and continued and amplified success. But more than that, good leaders can share this vision with their staff and communicate it in a way that makes it clear, reasonable, and most importantly, inspirational.

But how do you do that? First you must have a vision. What do you want your business to become? Be willing to release limitations and think big. Imagine that success in your mind. What does it look and feel like? Then create a strategy. What will it take to accomplish that vision? Design a 5-year, 10-year, or 15-year game plan and take the actions necessary to achieve it. And most importantly, develop a dialog about that vision and plan; share it with employees. Practice talking about your vision in a way that is dynamic and exciting.

2. Passion

I once taught part-time at a university. I didn’t have as much experience or expertise as my colleagues, but my students seemed to enjoy my classes. On teacher evaluations the reason became clear. The most popular response I received was, “The teacher is passionate about the subject.”

Passion is contagious. One way you can ignite your vision is with passion. If you’re truly excited about something, that excitement will spread throughout your office, touching everyone who works for and with you. If you don’t currently have something that impassions you about your business, find something quick. That passion will drive you, and your team, toward your vision.

3. Team Leader

Theodore Roosevelt once said, “The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint to keep from meddling with them while they do it.” Remember that you’re trying to lead employees in the direction you would have them go, not push them. We trust that you’ve already hired competent individuals who you trust to do the work you assign. You should do the best you can to motivate and inspire your employees with clear direction, and then let them do their work. Also remember that some of the best ideas will come from your own employees. Be open to their feedback and willing to learn from what they share.

4. Character

Employees are more likely to follow leaders they respect. And employees respect leaders with good character. In all that you do see that you’re honest, hard-working, reliable, equitable, and trustworthy.

While you may not feel like a leader right now, you can become one that employees would be proud to follow. Evaluate your current leadership style and see how you might implement two or more of the above traits. And give yourself the time to learn and improve. You may be surprised at the natural leadership instinct within you.

‘Know Thyself’

Discovering what really stirs you is a good start toward finding balance between work and life

By Carol Kleiman — Chicago Tribune

THE AMERICAN DREAM. Is it a dream or actually a nightmare — one that may be at the root of much of the stress in the workplace and at home?

The upside of the American Dream is that it strongly asserts that no matter who you are or what you do, if you are hard-working, honest, dependable, conscientious and loyal, you’ll get to the top. Its positive aspects include a vision of job security, raises, promotions, health benefits, retirement insurance and even respect.

And they all are good thoughts to keep in mind.

But there’s also a downside, a negative underbelly to the dream that can create a lot of problems for anyone who wants to have both a fulfilling personal and professional life.

“The American Dream also says that’s what’s important is to make a lot of money, to have a lot of stuff, to be powerful,” said Judith Citrin, a stress and nontraditional health counselor, teacher and lecturer based in Wilmette, Ill.

“While it’s important to have a dream to make a dream come true, this particular one seems not to be working for a lot of folks.”

Citrin, a prominent sculptor and painter, has “helped people discover themselves” since 1978 and was on the staff of the Oasis Center, a personal growth organization in Chicago, from 1981 until its closing in 1999. She has led healing workshops and training sessions worldwide.

“When people are so caught up with making money and having material possessions, they’re disregarding their very human needs for companionship, solitude, time with family and communication with nature,” she said.

Trying to make the American Dream come true can be quite a challenge for some people who, nonetheless, work very hard to achieve it.

“I see a lot of very tired people - they’re exhausted,” said Citrin, who is working on a book she describes as “my own inner journey.”

The consultant observes that today’s employees “often work 60 to 80 hours a week to maintain what they think will give them pleasure - and then they find they’re not being fulfilled.”

And no achievement ever seems to be enough.

“The idea of an American Dream is very seductive, because if you try to make it a reality, you develop an addiction for more,” Citrin said. “There is no end to it, and what it doesn’t address is the emptiness it creates. Feeling fulfilled is not an outside job, it’s an inside one.”

Citrin believes that only following the so-called American Dream is “the wrong route to inner peace and happiness.”

And increasingly, others are echoing her thoughts.

The therapist says many of her clients are saying, “Enough, enough. I’m not taking this anymore. I want to be a full person. I want to have a life.”

She keeps her own balance by “doing yoga, smelling the budding green grass and taking walks every day. Communing with nature makes whatever issues confront me become smaller, less than a grain of sand.”

And Citrin, who wants to help people to “become whole,” suggests a way to begin to replace the American Dream with a better vision:

“Know thyself,” she advises.

Identifying “the things that stir you deep inside . . . that make you deeply happy” is a good start for creating a road map for work/life balance, according to John Clark, author of The Money is the Gravy: Finding the Career that Nourishes You (Warner Books).

Clark, who was a highly successful commercial lawyer and managing partner of a prominent law firm in New Zealand, gave it all up to begin a journey toward “self-fulfillment.”

He, too, believes the dream of success, with its “sterile connotations of money, status and duty,” may lead to what he calls “career angst,” instead of the more desirable “career bliss.”

“You may achieve a healthy bankbook and public esteem, but that’s all,” Clark says.

The Value of a Good Accountant:

How to Recognize Your Potential and Become a Priceless Employee

“It has been my experience that competency in mathematics, both in numerical manipulations and in understanding its conceptual foundations, enhances a person’s ability to handle the more ambiguous and qualitative relationships that dominate our day-to-day financial decision-making.” –Alan Greenspan

Look in the mirror and tell yourself, “I’m good enough, I’m smart enough, and doggone it, people like me.” We promise this article won’t be a humorless version of Stuart Smalley’s SNL’s daily affirmations. But sometimes it’s good to recognize your value, and accountants are valuable employees. But recognizing your value alone is not enough; accountants generally have untapped potential that can turn them into their employer’s best friend. How? Here are just five things that can turn you into a priceless employee.

1. Become the Profit Center Expert
What if you became the local expert on company profit? What if you were the employee coworkers and supervisors went to in order to find out what was working and what wasn’t? That’s an enviable position most would love to have. And as an accountant you are perfectly suited to become that Profit Expert.

You probably already know that accounting, marketing, and production are the three functions that must work well together to ensure business success. Any business function that acts independently of the other two can doom a company. For example, if production has not told marketing what it currently produces, marketing dollars are wasted. Likewise, if accounting does not tell production what products are profitable, the company losses money. The more closely these three functions work together, the more profitable the company will be. And because you are an accountant with access to crucial financial information, you can become the go-to person when it comes to profit. But the key here is you don’t want to wait until people come to you; begin communicating with marketing and production today! That will increase the profitability that you as an accountant are expected to monitor.

2. Practice Effective Communication
And that brings us to number two. Without effective communication skills, it’s fairly difficult to become the profit center expert. Unfortunately, accountants are stereotyped as quiet bean-counters who hide in back offices. In order to break that stereotype and become a more dynamic employee, you need to practice effective communication. Mingle around the water cooler, get to know your coworkers, and determine the best methods for sharing information with crucial players in the business.

3. Learn How to Use Accounting Software
If you haven’t t already, you should research different types of accounting software that would help you record and track crucial financial information. Finding the right software could help you be more efficient and, perhaps, more accurate. It could also help you produce valuable reports, thus encouraging your position as Profit Center Expert. Intuit’s QuickBooks Pro is the leading software used by small businesses. If your employer hasn’t yet purchased accounting software, you should suggest they do. And if possible, see if your employer will pay for software training.

4. Acquire Tax Knowledge
Accounting and tax services are no longer expected to be performed by the same person. Accountants don’t necessarily offer tax services and tax preparers don’t necessarily offer accounting services. But you increase your value when you can offer both. By acquiring tax knowledge you accomplish two things: one, you have more to offer your employer, and two; you can become a freelance tax preparer in your spare time.

Universal Accounting Center Can Help You Tap Your Potential
Universal Accounting Center (UAC) can help you accomplish all of the above, and it won’t take you years to do it. Learn more about training to become a Professional Tax Preparer, a QuickBooks Specialist, and a Profit Center Expert. In fact, UAC is currently offering a year-end special where all three training packages are bundled together for one low price. Increase your value as an employee and learn more today!

Personal priorities: Determine what’s important

Gen-Xers learning the realities of the workplace

By Dawn Sagario — The Des Moines Register

Amy Ward is 32 and married, with four cats and one dog.

But no kids.

In former jobs, being sans child meant her commitments outside of work were often considered less important than those of co-workers who had kids.

When deciding who would be available to work a weekend, Ward said children’s baseball games, school conferences or doctors appointments trumped having dinner with her husband.

She said it was those kinds of judgment calls that fostered work environments that squelched her desire to express what was important to her.

A special date night with her husband would not be respected as much as a child’s baseball game, Ward said.

“It’s really hard to object because you remember how important it was for your parents to go to your baseball game. And you think, ‘Well, I guess I could reschedule my date night with my husband.’ It’s hard to speak up.”

In contrast, her current employer has been supportive of her personal priorities, Ward said. That’s included her employer making arrangements so she could observe Jewish holidays.

“The thing that impressed me with this company so much is that no one judges what is important to you,” said Ward, human resource manager at Sogeti USA in Des Moines, Iowa. “Whether it’s some people have a husband or wife, some people are taking care of parents, some people are living on their own — it’s all what matters to you.”

Experts say more employers are establishing work-life initiatives to address the broadening scope of needs for an increasingly diverse work force. For some, that may not involve parenting, but does include caring for elder parents or relatives, going to school or participating in church and community activities.

The common thread heard among experts and workers was that regardless of an individual’s lifestyle, it’s imperative to acknowledge his or her personal priorities. When that’s lacking, resentment and conflict can build up at work among co-workers and toward management.

Recent statistics suggest that 40 percent of America’s full-time work force is composed of single adults.

Mary Young, a workplace researcher in Boston, said work-life programs will need to be redefined as the work force ages. People are delaying marriage and having children, and living and working longer.

“A shrinking percentage of one’s adulthood will be spent being a parent, or married or partnered,” said Young, who in the late 1990s analyzed the quickly growing number of single and nonparent workers.

Young said she foresees elder care benefits in workplaces as the new hot topic on the horizon.

Experts also agree that bosses and workers still clash daily over what are considered “legitimate” reasons for taking off work, for example.

One study from the University of Tulsa found that a majority of single workers without children — 62 percent — felt they were treated differently at work than married people or parents.

That double standard included: Single workers were expected to put in longer hours, volunteer for additional work and do work not expected of those with spouses and children, the survey showed. Single people also felt their personal concerns were under-appreciated and free-time undervalued. They were also perceived as not having important responsibilities outside of work.

There was no real strong backlash against family-friendly policies, like on-site child care or flex schedules for parents, explained Wendy Casper, an assistant professor of psychology at the University of Tulsa, and researcher involved in the survey of 37 singles.

“There’s more of a subtle phenomenon — like ‘What about me?’” Casper said. None of the singles reported overt types of discrimination in pay or promotion.

“Changing attitudes at the manager level would trickle down to how flexible schedules and other policies would be implemented,” she said.

Experts say employers are implementing a variety of other resources and referral services, in addition to child or elder care issues — everything from legal and financial services, to information on boarding for pets and pet insurance and party planning.

“Those companies realize that everybody — regardless of where they are in their cycle of life — are struggling with quality time in their life,” said Linda Roundtree, co-president of the Alliance for Work-Life Progress, based in Scottsdale, Ariz.

Roundtree said 57 percent of business school graduates said that attaining a balance between personal life and career was their primary career goal, according to a study in 2000 by PricewaterhouseCoopers.

Experts also say the interaction between bosses and underlings is shaped by similar experience: The boss who has kids is more likely to be empathetic to an employee-parent who needs to leave to take care of a sick child.

“For people who are child-free, I think having a supervisor who understands those issues — when that person asks to leave early to watch a baseball game, or go to a class for school or participate in a community activity or meet some friends — that this is just as important as a parent seeing their child’s play,” Roundtree said.

The company culture and managers are integral in recognizing that everyone’s life is important, she said. Having a bid or rotation for who works on certain holidays, discussing time off and personal priorities with the work team, having floating holidays and expressing your feelings to your supervisor are ways that everyone’s needs can be met.

Rob Beeston uses his vacation and sick time when he’s had to tend to his 5- and 7-year-old kids.

In a past job, and before he had his own children, Beeston remembers being irritated at seeing his boss take off to pick up his kids when they were sick.

Beeston said now that as inconvenient as it may be — for himself and others at work — there are times when emergencies pop up or things just need to get done.

“As far as the time works out, it works out pretty evenly,” said Beeston of his work hours. The 36-year-old is married and a Web developer for Polk County, Iowa.

Attorney Jennifer Jaskolka-Brown said having a child hasn’t afforded her additional consideration in her job, but has allowed her more flexibility. She comes into work at 5:30 a.m. and leaves at 3:30 p.m. to pick up her 11-month-old son. Having a computer at home lets her get additional work done on Sunday mornings and during her child’s nap time. Her workload increases when it’s a trial week.

“I’m very cognizant of the demands of my profession,” said Jaskolka-Brown, 30, who practices in areas of litigation with Sullivan and Ward PC in Des Moines. “But I’ve been fortunate that my employers have been supportive to the demands of my family life. I do believe that everyone should be afforded the opportunity to have a flexible work schedule, regardless of whether they have children or are caring for an elderly or disabled relative.”

Career Alternatives

It is an unfortunate fact that the best-paying jobs typically are anything but 40-hours per week. Management jobs tend to be the most demanding on one’s time. Once you earn a salary, the expectation is not normally that you will be in the office eight hours and then go home. Nights and weekends often get sacrificed.

If your personal life is more important to you than climbing the ladder to the top, but you want more income than what you bring in now, what is the answer? The Professional Bookkeeper (PB) program shows you how to work a few extra hours per week to increase your spending cash significantly. What’s more important, you set your own hours and can even work from home. If earning $30 to $60 per hour with a source of additional income that you work around your schedule (rather than the other way around) is appealing, click on the link below to learn more.

Learn How to Make Great Hourly Income Part-Time

“I can’t understand why people are frightened of new ideas. I’m frightened of the old ones.” - John Cage

In 2003, the Washington Post ran a story on the value of employees who take risks and share ideas for company improvement and growth. Randall Thacker, a 30-year old MBA student intern became an idea person for Morris Associates, Inc., a career management and outsourcing firm in the District of Columbia. Originally hired to explore growth options, Thacker’s ideas have gotten him noticed by the company president who says Thacker, “I’ll listen to a lot of what he thinks.”

Wouldn’t you like to be an employee whose boss listen s to a lot of what you think? It doesn’t take a rocket scientist to determine that an employee who captures his boss’s attention is valued. And while most employees have ideas, some more outlandish than others, that’s not all it takes to become an idea person. Here are five tips for coming up with good ideas and presenting them in just the right way to get your boss’s attention.

1. Take Risks

“Risk-taking is the essence of innovation.” - Herman Kahn

To become the idea person you must take risks. Sharing your brilliant ideas with management can be an intimidating and even frightening task. But if you’ve done your homework, and believe your idea can positively impact your organization, the risk is minimal compared to the potential reward.

2. Educate Yourself

Once you’ve decided to become an idea person, you’ll be surprised at how quickly you’ll begin coming up with ideas. But just wanting to come up with ideas isn’t always enough. You;ve got to educate yourself.

Read Widely - Everything from academic journals to pop-culture magazines can expose you to fresh ideas that can positively impact your organization

Attend Conferences - This will expose you to hot topics and new trends. You may find that your greatest aspiration is in listening to others share their great ideas.

3. Listen and Observe

“We have two ears and one mouth so that we can listen twice as much as we speak.” - Epictetus

We’ve all been in meetings with the self-proclaimed “idea person” who does all the talking and none of the listening. Inspiration often comes with the exchange of ideas, and that requires one to listen and observe. What are some issues that need special attention? Is there a current problem that needs a solution? What division needs the most help? You can’t come up with any answers until you’ve heard the questions. You can’t provide any solutions until you’ve seen the problems. And don’t be afraid of other idea people - they can be your greatest source of insight.

4. Identify Idea-Shapers, Those Who Can Help Tailor An Idea For Your Organization

You may have an award-winning idea in your back pocket, but it does no good if not catered to your organization’s needs. In order to fime-tune even the best idea, you shoul look to idea-shapers within your organization. Senior employees, or even management-savvy individuals can often help you tailor your idea and your presentation of that idea to your boss and his/her interests.

5. Determine The Best Approach For “Idea Delivery”

Sometimes politics determine how well an idea is received. Does management expect senior officials to deliver the “ideas,” or does it appreciate input from all employees? You should also consider the best nethod for idea-delivery. Should it be presented in an email or memo, a powerpoint presentation in staff meeting or possibly a private meeting with your boss. The more you listen and observe, the better prepared you’ll be to give your idea the packaging it deserves.

Don’t be afraid to share your ideas. Randall Thacker, the intern showcased in the Washington Post, said, “You’ve got to be willing to take the risk that not all your ideas are going to be accepted. If you’re not honest with yourself, you’re useless.” you’ll find that some won’t be well-received, but as Robert H Schuller once said, ” Success is a matter of not quitting and failure is a matter of giving up too soon.” Even if one idea of every ten that you share produces positive results, you’re contributing to the success of your organization. And that alone make any employee valuable.

If you are searching for more to ingratiate yourself into your company mix, consider the education you will receive with Universal’s Professional Bookkeeper’s Program. Gain the knowledge of how it all works in the industry so you can better address those challenges that arise in your department. Check us out by clicking here.

There’s no “I” in Teamwork: How to be a Great Team Player

These days, the corporate team is a popular approach in working on projects or preparing for business events. In order to succeed in this environment, you need to be a good team player. Otherwise, you might find yourself on the bench or fouled out. Here are some do’s and don’t on playing for the team, and winning.

Do:

Be friendly

• Oscar the Grouch may have friends on Sesame Street, but let’s be serious, no one wants the Office Grouch on their team.
• Build good relationships with your teammates.

Communicate

• Without effective communication, even the most brilliant team will fail. Listen to your teammates and contribute when appropriate.
• Never become the Loneranger; always get the “go-ahead” before moving forward on crucial tasks.
• Be ready to accept and give feedback.
• Read and respond to all team correspondence.

Be open

• Sometimes ideas don’t sound plausible simply because you didn’t think of them first. Listen to your teammates, and don’t be quick to criticize. Give everyone a chance to contribute.
• When testing out a teammate’s plan, be supportive, only giving constructive criticism when appropriate.
• Encourage brainstorming and free-thinking. And don’t shoot down ideas simply because they’re unusual or unconventional.
• Learn from past mistakes, and listen to teammates’ concerns. One concern may represent a larger flaw that could be avoided with a little foresight.

Contribute

• Volunteer, especially when your skills and experience match the task.
• Attend all meetings (try not to be late) and respond to team correspondence when appropriate.
• Work towards not only your success, but the success of your teammates.
• Give compliments when deserved.

Be responsible

• Fulfill all your obligations.
• Go above and beyond what is required of you. This sets you apart as a dependable teammate who can be trusted with any task.

Don’t:

Watch theaction

• No one enjoys working with someone who sits back to watch the team work tirelessly, rarely contributing except to criticize.

Be a know-it-all

• No one likes a smarty-pants. It’s good to contribute your thoughts and ideas, but your teammates will roll their eyes once you begin to have all the answers. Be willing to sit back and give others the chance to shine.
• Don’t say “I told ya so…” Even if you voiced concerns over a teammate’s ideas, never come back to say you thought a plan would fail once it actually does.

Whine or complain

• Whining and complaining only generates negative energy. You also create a reputation as a wet blanket, and colleagues won’t want to work with you again.
• Never complain about others. And gossip about teammates will always come back to haunt you.

Steal thunder

• Never take responsibility for a teammate’s work. That does no one any good, especially you.

Working as a team is often the best way to generate great ideas and have access to the necessary skill-set to carry them out. Sometimes being a team player means you have to put yourself second in order to earn more points in the end. Whatever the effort it requires, you will be a better employer in the end if you learn how to work well with others.

How UAC Can Help You Contribute More to a Team
In the Universal Business Model, accounting, marketing, and production are the three functions that must work well together to ensure success. Without teamwork among these functions, businesses fail.

Accountants and bookkeepers are invaluable players on any business team; they have access to financial data that can inform crucial decisions and make the entire company more profitable.

If you’re interested in becoming an accountant or bookkeeper, but don’t want to spend years studying at a university, come visit Universal Accounting Center, where you can be trained in accounting for the small business in as little as 16 days. The U.S. Bureau of Labor Statistics estimates that by 2008 accounting jobs will increase by 20%! With more and more accounting positions available each day, you’ll be working towards not only a valuable job, but job security as well.

Universal Accounting Center’s Professional Bookkeeper Program trains students on accounting for the small business. With over 25 years of experience training students in small business accounting, UAC has a solid track record. Our graduates have a lot to say about how UAC’s Professional Bookkeeper Program has helped them succeed. Come visit Universal today, and see what the Professional Bookkeeper Program could do for you.

Revving Up For a Job Search?

Here Are 5 Things You Should Do Before You Start

You dying to get that dream job? Everyone wants to find that perfect position that will give them the satisfaction both personally and on a professional level. You know what we’re talking about – it’s that job description you hope to find in the classifieds surrounded by an odd glow. And when you call to learn more you hear angels singing the hallelujah chorus in the background. But be honest with yourself. You probably won’t trade your current accounting or bookkeeping job in for something much better until you make a few changes. Wouldn’t you be willing to invest a little time and energy in yourself before starting the job search, especially if it could mean getting a better job with better salary? And it may not require as much as you think.

Search Your Soul
Cheesy, we know, but you should really ask yourself what you want to be doing with your life before you get another job that further anchors you to a profession. And if you’re not certain what your “life calling” is, take some self-assessments to determine your interests and personality traits and what occupations with which they best align. Perhaps you’re in the right profession but not the right position. You’re doing payroll when you want to be an accounting manager. We’re not saying that taking a test is the panacea to your career problems, but we are saying that taking the time to answer some questions about yourself may be what it takes to help you determine the direction you’d like to go.

Revise Your Resume
Of course you’ll have to update your resume. It’s always interesting to return to your resume after you’ve been employed for awhile; some may even wonder how they got hired with that resume in the first place. Research what makes a good resume and then make your resume a shining example. It’s generally in working on a resume that you recognize gaps: training and certification that you may lack or perhaps you haven’t adequately focused on the skills and experience you do have.

Remember it is the resume that will get you into the door. Find the right balance of being eye catching without being amateurish in presentation of your skills. Someone going through the interview process may only take 16 seconds or less on your resume, make sure you properly use the bulletpoints, the bolding, and the phraseology that will catch their eye and give them a reason to invest more time to digest your resume.

Research Companies and Organizations You May Want to Work for
Why let job openings dictate where you choose to apply? Be proactive and find organizations that appeal to you. You choose where you want to work and then, with diligence and persistence keep inquiring about your ideal position. What characteristics do they have? How will your employment there benefit your career? How may it work as a stepping stone to something even more spectacular?

Chart your own course; do the research that will help you find companies you would be happy to work for and then start your job campaign. The greater portion of positions in companies are filled by those who know someone, and never get into the “Help Wanted” ads in the newspaper. You may be surprised at what you find and how companies differ from one another in philosophy, benefits, salary, and other comparables. You may also be surprised at the advantage your research gives you come your job interview.

Cast Your Net
Now’s the time to look at your contacts and use networking to your advantage. If you haven’t put much time and energy into networking now’s the time to start. In fact, start yesterday! Look to associations you may be a part of, or chambers of commerce you joined, or the group you see at the gym. Networking is everywhere and you need to be looking for those opportunities to be able to make that crucial connection.

Recognize that just about every encounter is an opportunity to share what you do and possibly hand out your business card. Let close friends and family know that you’re thinking about a change and see what you might hear back. Perhaps in your networking you’ve met people who work for companies you’re interested in. See if you can find out more. Just be careful; if word gets back to your current employer that you’re unhappy and looking elsewhere, it will make a job transition difficult.

Enroll in a Training Program
You’d be surprised at how a few advanced courses, some specialized training, or a professional designation can bolster your resume and make you a very appealing applicant. Involvement in professional development shows that you’re serious about your profession and are ready and willing to run ahead of the competition. It also lets potential employers know that your skills have been proven in a rigorous educational environment.

UAC’s Professional Bookkeeper Program Can Help You Prepare
If you’re interested in a program that can get you more attention when you apply for jobs, Universal Accounting Center’s PB Program is for you. It will teach you the day-to-day accounting and bookkeeping needs of small business, enabling you to earn the Professional Bookkeeper Designation. This program will teach you the skills that enable you to skip over entry level positions and get right to those job opportunities that might take someone with traditional accounting training years to secure. And the professional designation looks nice on a resume. Take the time to get the job you really want. Enroll today!

Employees Can Expect Higher Raises, Says CareerJournal.com

PRINCETON, N.J — Workers in the U.S. can expect a 3.7 percent pay raise in 2005 — the second straight year of increased raises for employees after a three-year decline — according to a report on CareerJournal.com, The Wall Street Journal’s executive career site.

The 2005 expected increase is slightly higher than the 3.6 percent average raise in 2004, according to data compiled by Salary.com. Average salary increases bottomed out at a five-year low of 3.4 percent in 2003, after hitting a five-year high of 4.4 percent in 2001. A 3.7 percent pay raise would mean that an average worker earning $34,000 a year can expect to see an additional $24.19 per week. Those with a salary of $100,000 can expect an increase of $71.15 per week.

“We are in the early stages of an upswing,” says Tony Lee, publisher, CareerJournal.com. “The projected salary increases for this year are a ray of sunshine following several years of salary freezes and layoffs.”

CareerJournal.com offers these tips on how you can earn more as the job market improves:

• Keep track of your successes to present to your boss.
• Document your fair-market value by researching free salary data on sites such as CareerJournal.com.
• Learn the art of salary negotiation-the better you are at negotiating, the better your chances of being successful.
• Ask what needs to happen for you to earn a raise in the future, and try to get a commitment in writing.
• “Having another job offer also is a great tool in negotiating a raise with your current employer, but be prepared to leave if your employer doesn’t meet your terms,” Mr. Lee adds.

Focused Education Is Key to Getting the Best Raises

In the accounting and bookkeeping fields, you need a way to stand out from the crowd to move up to a better job. The training that is taught in the Professional Bookkeeper (PB) program gives you that edge over other applicants. The PB designation proves to employers that you have the real-world skills needed to get right to work with minimal training.

Learn More About the Professional Bookkeeper (PB) Program