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Help a Young Adult Soar in Eagle U

Posted By Sandra Wiley, President, Monday, November 7, 2016
Updated: Wednesday, November 9, 2016

Application Deadline is January 31, 2017

I know it is an extremely busy time of the year, but take a few minutes to consider an initiative that will benefit a young adult in your life for the rest of their life!  Boomer Consulting is giving you the opportunity to make it happen this upcoming summer.  We are partnering with Eagle U ( to offer a full scholarship to 6 young people between the ages of 15 and 21 to attend an amazing life altering event in 2017. 

What is Eagle U?  It is a four-day fun and action packed program where participants will meet with mentors with various skills and knowledge that give them inspiration, wisdom and a new way to develop a direction in life and be successful.  At Eagle U, participants will define their goals and discover the tools to reach them.  This is your chance to help a young adult get a 7-year jump-start on their future career and really anything they want in life! 

Do you want your student to learn….

  • The formula for studying less and getting better grades.
  • The secret to beating out the competition for the best scholarships and jobs.
  • The 3 biggest career decisions — why most make them backwards and end up far from where they want to be.
  • How to be a powerful communicator in person, in writing and on stage.
  • First impressions — How to impress EVERY time in an interview, on a date or on any occasion.
  • How to answer the toughest interview questions.
  • Financial success – What to do today to be financially secure tomorrow.
  • How to find quality mentors who will help you succeed in life.
  • How to increase your confidence and self-esteem.

It only takes a few steps. 

Step 1:  Identify the people in your life that either are, or have a connection with, a young adult in high school or college who needs a boost in their confidence and a roadmap for success.  Think about your team, their children or grandchildren.  Eagle U will assist them with the following:

  • Set their life direction
  • Gain a competitive advantage
  • Succeed at Everything
  • Set their strategy
  • And more!

Camp dates and location is:

  • University of Louisville, Louisville, KY - June 26 through June 30, 2017

Step 2:  The young adult will then go to our website at and fill out the application form.  

Step 3:  A collaborative group at Boomer Consulting will review all applications and choose and notify 6 lucky scholarship recipients.

That is it!  If you have any questions, please contact Jackie Ratzing at or Sandra Wiley at  



By Sandra Wiley
Boomer Consulting, Inc.



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Attending a Conference: Go it Alone or Take Your Coworkers?

Posted By Megan Schottler, Solutions Advisor, Friday, November 4, 2016

Recently, I attended CCH Connections: User Conference 2016. During my conversations with some of the other attendees, I heard a lot of people say it was hard to strike up a conversation with individuals who were there with a group of coworkers. It’s sort of a Catch-22. On the one hand, attending a conference with colleagues is a great opportunity to bond and spend time together in a way that just doesn’t happen at work. On the other hand, it’s easy to fall into a pattern where you spend most of your time with them and miss out on making new, valuable contacts and even friends. So, which is better? Going alone, or going as a group?

Attending a conference alone

Due to budgets or workload, your employer may send only person from your office to a conference. In this case, you don’t have to worry about spending all of your time with your coworkers, but you do still need to make a plan to make the most of your time there.

Review the schedule

Before the conference, review the schedule and mark any sessions you think are a “must attend.” If you wind up with a couple empty time slots, plan to spend that time in the trade show area. Chat with the people manning the booths. They are often very social and happy to answer questions.

Seek out other “lone wolves”

If you lean toward introversion, walking into a conference hall full of people can be intimidating, to say the least. Have a plan for connecting with another person attending the conference alone. You can usually find them standing on the outskirts of the room, perhaps feigning preoccupation with their phone. Go up to them and introduce yourself. Chances are, they’ll be relieved to have someone else initiate a conversation.

Ask a lot of questions

Remember that learning is a contact sport, so ask a lot of questions. People love to talk about themselves and most enjoy being helpful. Talk to speakers, organizers, sponsors and other attendees. Ask for recommendations on books, blogs, websites or other conferences. Ask them about what they’ve learned so far or what sessions they’re looking forward to. Ask if they’ve found a place to get a decent cup of coffee nearby. Anything to break the ice and get the conversation flowing.

Attending a conference with coworkers

Being at a conference with coworkers can be a fun way to bond outside of the office, but don’t use existing relationships as a crutch and avoid meeting new people. Talk to your coworkers beforehand to come up with a plan of action to maximize the conference experience for the whole team.

Divide and conquer

Before the conference, discuss the sessions with your coworkers to make sure there’s some variety to your experience. You may want to attend a few sessions as a group, but also split up and attend different sessions at times. Plan to have dinner or lunch together later to compare notes and talk through the most valuable takeaways from your sessions.

Keep your circle open

If you do attend a session with your coworkers, be cognizant of the other people at your table. Introduce yourself to other people sitting around you and make an effort to draw them into your conversation.

Make networking a team sport

Meet up with your coworkers for dinner in the evening, but set a goal to have each of you bring someone else they met at the conference to dinner. This is an excellent way to widen your circle of contacts and deepen your relationships with the people you meet.

Remember that conferences are what you make of them. While the sessions may provide new ideas, often the most valuable takeaways come from the conversations you have with other people and the connections you make. Prioritize spending time with new people. You never know who you’ll meet. 

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How We Use Kolbe Tools

Posted By Jon Hubbard, Director of Business Development, Thursday, October 27, 2016

Work is complex. Whether we’re working with clients or co-workers, success requires drawing on a broad range of strengths and talents. We bring on new clients, hire people and build teams to get things done. Unfortunately, working with others and building teams can be challenging, for the simple reason that most people tend to like and build rapport with those who are similar to us. Yet in most cases, the best hires we can make and partners we can work with are not just like us. They have complementary skills that support us rather than a skill set that merely duplicates what we already do.

At Boomer Consulting, Inc., we use a variety of Kolbe assessments to help us understand how we get things done both individually and as a team. There are a variety of tools out there, but we obtain particular value from The Kolbe Index. The Kolbe Index doesn’t measure how smart you are or what your personality is like, it measures how you naturally do things. It identifies how you naturally behave when striving to arrive at a solution.

The point is, one problem-solving approach or instinct is not better than another. Different people solve problems differently. Failing to recognize this can be problematic for teams while understanding it helps us construct better teams and ensure that the right people are in the right role for their natural talents.

Here are a few of the Kolbe assessments we use, and how we use them.

Kolbe A Index

The Kolbe A Index measures a person’s conative strengths – actions they take resulting from natural instincts. It identifies an individual’s natural talents, the instinctive method of operation (M.O.) that enables them to be productive.

We use the Kolbe A Index for each of our team members to help them better understand their instinctive strengths. Their supervisor and teammates also consider their instinctive strengths when working with them. We also consider Kolbe when teams are being formed and/or as they are working together toward a common goal. It has also been instrumental in building teams within the firm.

Kolbe RightFit

Kolbe RightFit is a tool used to create a Range of Success for the position for which you are hiring. It helps determine the probability of whether or not a person will be successful in the position. Once the Range of Success is determined, candidates complete the Kolbe A index and are then compared to the Range. Candidates are given a grade based on how well their instincts match. RightFit can also be used to select people who match the methods of proven high-performers or candidates who can fill a critical gap on a team.

Each time we hire, we use the RightFit process. This includes not only full-time team members but also independent contractors. The only time we’ve made a bad hire was when we ignored what the tool was telling us.

Kolbe Comparisons: A to A™

The Kolbe Comparisons: A to A™ compares two Kolbe A results and generate a separate report for each individual. The report provides insight to how similar or different two people’s instincts are. This is really helpful in determining how to work best with someone. What is often confused with a personality difference is actually just a difference in instincts.

The Kolbe Index has been crucial to our growth and development as an organization. With aggressive goals and constant change, our understanding of the Kolbe Index allows us to plan and adapt in a way that would otherwise be impossible. I encourage you to learn more about the Kolbe Index by visiting


The Kolbe A™ Index, Kolbe RightFit™, and Comparisons: A to A™ are the trademarks of Kathy Kolbe and Kolbe Corp. All rights reserved. 

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Drivers of CPA Firm Turnover : Results of Boomer Consulting, Inc.’s 2016 Attrition Survey

Posted By Sandra Wiley, President, Thursday, October 20, 2016
Updated: Wednesday, October 19, 2016


One issue at the forefront of every firm leader’s mind right now is attracting and retaining top talent. Hiring and keeping talented staff leads the list of concerns for accounting firms of all sizes except for sole proprietors.

CPA firm employment is expected to continue to grow faster than the average for all industries. While high employment numbers are encouraging, there is also a downside. Professional staff turnover within CPA firms is also at its highest level in a decade, averaging 17.0% last year.

With a desire to help firms overcome turnover woes, Boomer Consulting, Inc. undertook our first ever Attrition Survey. We reached out to employees who left member firms within the last 24 months to get to the heart of why employees are leaving. Here, we present the major findings from that survey as well as actions we believe firms should take to address unwanted attrition.

Click to read more HERE!

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Trends Impacting Flexible Work Arrangements

Posted By Arianna Campbell, Consultant, Monday, October 3, 2016

The AICPA’s 2015 PCPS Issues Survey found that attracting and retaining qualified staff was the number one priority for firms of all sizes except for sole practitioners. Many firms address this priority by instituting flexible work arrangements to reward, engage, and retain employees. Yet many companies still see flex work as an accommodation rather than a business driver. Not convinced? Consider these trends impacting flexible work arrangements.

Generational Changes

In 2015, Millennials surpassed Generation X, becoming the largest share of the American workforce. Millennials are comfortable with digital technology that allows them to work anytime, anywhere and they place a high priority on taking advantage of technology to balance work and personal commitments.

Increase in Average Age of First-Time Mothers

The average age of first-time mothers continues to increase. From 2000 to 2014, the proportion of first births to women aged 30-34 rose 28% (from 16.5% to 21.1%), and first births to women aged 35 and over rose 23% (from 7.4% to 9.1%). Today’s mothers have typically invested a significant amount of time in their careers - and with their firms – by the time they have children. If they are not given the flexibility to successfully manage their personal and professional lives, the loss of their experience and knowledge is a significant blow to the firm and the industry as a whole.

Increase in Paternity Leave

Mothers aren’t the only ones looking for flexible work arrangements. Paid paternity leave is on the rise in Silicon Valley. A 2012 survey found that Facebook, Instagram, and Reddit lead major tech companies in providing 17 weeks of paid paternity leave following the birth or adoption of a child. What starts in Tech is bound to make its way to other industries – including public accounting.

Increase in Dual-Income Households

In 1960, only 25% of married couples in America with children under 18 were in dual-income households. By 2012, that number had grown to 60%. Gone are the days when one spouse supported the family financially and the other handled child care and housework. Now, with both parents working, household and childcare duties are often distributed more evenly, but parents are stressed out and struggling to balance work and family commitments. Flexible work arrangements provide the framework to accommodate the dynamics of dual-income households.

Increase in Caregivers

In addition to working full-time at fast-paced and stressful jobs, more Americans are serving as caregivers for their aging parents. There are 40.4 million unpaid caregivers of adults ages 65 and older in the US, and these are not short-term commitments. The National Alliance for Caregiving and AARP’s report Caregiving in the US 2015 found that the average length of time is four years and caregivers spend, on average, 24.4 hours a week providing care. Flexibility is needed to prevent caregivers from having to make the choice of providing care or working.

Increase in Life Expectancy

The average life expectancy in the US reached an all-time high of 78.8 years in 2012. Longer lifespans, improved health, and economic necessity mean many workers who once might have retired at 65 or earlier are less likely to do so today. They may not need or want to work full-time, but can continue to bring their wisdom, experience, and strong work ethic long after “normal” retirement age.

Increase in Diversity

Pew Research Center predicts that by 2055, the US will not have a single racial or ethnic majority. The percentage of foreign-born people in the US has increased from 5% in 1965 to 14% today. A majority of the US population growth will be linked to Asian and Hispanic immigration. Differing cultures and religions mean that employers must accommodate different employee needs for religious and cultural celebrations rather than rely on the traditional public holiday calendar.


These trends are impacting the workforce in many different demographics, making flexible work arrangements a necessity, not a luxury or reward. This is also not just for the millennials or moms. Flexible work arrangements are a critical consideration for attracting and retaining talent at all levels within the firm. A commitment to flexibility will make firms successful and future ready.

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Client Spotlight - Cody Page of Peterson Sullivan

Posted By Heather Robinson, Friday, September 23, 2016


Client Spotlight - Cody Page of Peterson Sullivan 


As COO of Peterson Sullivan, Cody Page has a broad view of how the firm runs. He saw dollars being left on the table, not because the professionals at Peterson Sullivan didn’t deliver on excellent customer service, but because the process and leverage model actually discouraged those professionals to bill their clients. As a buyer of professional services for the firm, it “drove him nuts.” After all, he knew how a good billing experience should look from a buyer’s perspective. 


To remedy the situation, Page spearheaded a Lean Billing Project, removing the back and forth of paper and levels of approvals that added days, if not weeks, to the firm’s billing process. But as with many changes, this project met with some resistance. To overcome that push-back, Page says he tries to lead every conversation with “Why.” He also works to anticipate specific checkpoints where resistance will occur and head those off quickly to generate buy-in and reduce or eliminate surprises during rollout. 


That push for a Lean business environment has paid off. Billing at Peterson Sullivan happens much quicker these days. Professionals can now prepare an invoice, solicit partner review and send it via email in minutes when necessary. The result? Significantly higher cash receipts since the project went live about a year ago. 


Not content to rest on his laurels, Page is still working to fine tune the firm’s billing policies and work on better project management training so staff can identify change orders during client engagements. His advice for young professionals is to “never try to go at anything professionally by yourself. Build your network and empower people much smarter than you to carry out your vision.” 


Get to know Cody 


Page grew up in Calgary, Alberta, Canada. His family relocated to the Bay Area and then eventually settled in Washington State. Page says he’s always had an interest in technology but recognized the need to be well-rounded because, as he puts it, “As the only boy in my family, our lineage would stop with me if I didn’t get out of the house and do more physical and social activities.” Today, Page lives in Kirkland, Washington with his wife and their five-month-old daughter. Outside of work, he enjoys getting outside and staying active with wakeboarding and golf in the summer and snowboarding in the winter.  


At the Boomer Technology Circles 2016 Summit, Page received the Bridging the Gap in Technology Award in recognition of his leadership in implementing the internal Lean Billing Project, challenging his firm to take their billing practices to the next level. Page also accepted the Bridging the Gap – Technology and Firm Management Project Award on behalf of Peterson Sullivan.

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5 Tips for Flex Employees & Their Managers

Posted By Deanna Perkins, Solutions Advisor, Thursday, September 22, 2016


Many employees seek part-time or flexible schedules based on a desire to balance their professional responsibilities and their personal lives. Whether your personal life involves family commitments, continuing your education, following a passion or a combination of all of the above, it can be difficult to juggle those competing priorities. Even if you’re able to take advantage of a flexible work schedule, it can be difficult to stay focused and productive.

The following five tips can help flexible employees, and their managers, make the most of their time on the job.

Prioritize projects with deadlines

Juggling multiple work assignments can sometimes be overwhelming. We all have the same number of hours in the day and trying to accomplish too much can lead to overload and delayed progress. Or you might be asked to switch focus in the middle of a complex project. Prioritizing assignments can be difficult.

I find the best approach is to make a to-do list and review it with your manager on a regular basis.  Managers can help provide direction for your focus and help prioritize the work on your different projects. They can also discuss deadlines for each project, keeping you motivated and giving you a better idea of how long you should be working on each project to complete them on time.


Working for a company that provides flexible work arrangements makes it possible for you to get work done when it works best for you, but communication is essential. Keep your calendar up to date and share it with coworkers so they know when they can get in touch with you or schedule a conference call. Keep your manager up-to-date as your schedule changes so you can decide if/when you need to increase or decrease hours, depending on your workload. If you are behind on email, take a few spare minutes to check them. This helps you focus on projects while you’re in work mode rather than spending your time on “housekeeping” duties while in the office.

Necessary Meetings

In our company, many associates work remotely, so occasional meetings – whether in-person or video conference – are a way for our company to keep in touch. These meetings are a great way to maintain connections between remote team members, but it can become difficult to stay on top of projects when attending meetings daily. To make the most of your time, try to attend only those meetings where you can make valuable contributions and receive important information to do your job.

Before a meeting, ask the organizer if you need to attend the entire time or whether the meeting minutes provide you with the information needed. You may be able to ask for a five to 10-minute update from the leader. When you do need to attend a meeting, try to schedule it at the beginning or end of your day. Having meetings dispersed throughout your workday can be distracting and detract from your productivity.

Laser Focus Time

Even if you are trying to condense your working hours into shorter periods of time, it is important to take short breaks while working on a project. Try an app like 30/30. This free app allows you to create tasks and allocate the time you need to complete them. You can set a timer to work for 30 minutes, focusing on one task with no distractions. When the time is up, you can give yourself a break to check Facebook, chat with coworkers, take a walk or any other activity that gets you re-energized before getting back to work. As a bonus, having those pockets of work time scheduled helps keep you focused, making you work faster trying to get more done before your break. Even if this app isn’t for you, try to take short breaks in between periods of focused work. This will eliminate burn-out and help prevent losing enthusiasm in your work.


By Deanna Perkins
Solutions Advisor
Boomer Consulting, Inc.

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The Engaged Employee – Initiative #10: Embrace and Nurture Through Learning

Posted By Heather Robinson, Tuesday, September 13, 2016

Part 10 of 10. Sandra Wiley's pod cast on The Engaged Employee –  Embrace and Nurture Through Learning

10 Initiatives for Employee Engagement

"We need and want our emerging leaders to make the choice to stay with the firm.  The key’s to making that choice are in retention and motivation.  Employee retention is creating strategies to keep the best and the brightest.  It is the ability to connect the firm needs with the passion of the individual. "

~Sandra Willey

Initiative #10 – Embrace and Nurture Through Learning – Why learning is a lifetime commitment, and how you can build this into your culture.

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Select the Right Clients (And Keep Them)

Posted By Julie Carman, Intapp, Saturday, September 10, 2016
Updated: Friday, September 9, 2016


Client risk management is the foundation for client success. It is what ensures that you’re selecting clients who are a good strategic fit for your business and sets the groundwork for long-term client satisfaction, giving you a healthy and lucrative client portfolio.

Risk management starts before you take on a new client and continues throughout the entire engagement lifecycle. Through a mix of systematized processes and technology, firms can determine if a potential client will be a valuable asset, set up the appropriate safeguards to protect against professional risks, and meet the client’s objectives and success metrics for the engagement.

First Things First, Selecting the Right Clients

A client assessment is a process by which potential clients are evaluated to determine if they are a worthwhile investment for your firm. This includes professional risks, financial suitability, strategic alignment with your firm’s long-term market strategy, resource alignment with your firm’s expertise, and terms alignment. Compliance with Anti-Money Laundering (AML) regulations and “know your customer” (KYC) guidelines through due diligence is also a critical component of client assessment.

Many firms assign a “risk rating” to potential customers, a means of formalizing the results of the client assessment according to a pre-defined set of rules. Firms may choose to employ a different set of parameters based on jurisdiction, service line, or client industry, where there may be varying regulations or risk tolerance.

Ensure Your Independence – And Protect It

The AICPA professional standards requires your firm “to be independent in accordance with the “Independence Rule” whenever your firm performs a [client engagement].” Potential threats to independence and other possible conflicts of interest should be systematically evaluated and safeguards should be put in place to reduce or eliminate conflicts of interest. Documentation around how these threats were evaluated and what safeguards were employed will provide a defensible audit trail for regulatory compliance and future reference.

Controlling access to client information via ethical screens and information barriers is an effective safeguard to preserve independence, and can also protect client confidential information to comply with regulatory rules and terms of business established during the client assessment.

Formalize Your Client Acceptance Process

Firms should establish a well-defined process for client acceptance and on-boarding that is transparent to partners, risk stakeholders, and management. Who is responsible for the ultimate decision to approve or reject new business, and what the approvals process is should be clearly documented. Once new clients are accepted, on-boarding should follow an equally well-defined process that should include the creation and tracking of engagement letters that clearly define the scope of the engagement.

Keeping Your Clients – Engagement Management and Continuance

At this point, your understanding of your clients and their needs should be well established. By systematically codifying and centrally storing your clients’ goals, success metrics and terms of engagement throughout this process, you will be better able to deliver on the commitments you have made to your clients. For instance, real-time information on how each engagement is tracking to budget will give your partners (and your clients) more visibility and enable necessary adjustments to be made.

Continuance should be reviewed periodically to ensure that your client engagements are still meeting your firm’s client assessment criteria.

The Role of Technology

These essential components of a client risk management program are bolstered by the effective use of technology to automate key steps in the process, centralize searches, increase efficiency, enhance visibility, improve data hygiene and preserve an audit trail for future reference.

Though it may seem like a massive undertaking, solutions exist that can leverage your existing infrastructure and may be implemented with minimal change management pain.

The accounting industry is in a period of rapid change. Without the right systems and processes in lace, it may be a matter of time before you find your staff overwhelmed by client demands. Is your firm equipped to manage the increasing risks?

To obtain the full version of the Intapp+Boomer Guide to Managing Client Risk, please email your request to

Jules Carman, Senior Director, Global Accounting and Consulting Segments, Intapp, @goesbyjules,


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Client Spotlight - Grant Jones of Perkins & Co: Strengthening the Human Firewall With Security Awareness Training

Posted By Heather Robinson, Friday, September 9, 2016


For Grant Jones of Perkins & Co, the realization that security issues extended far beyond securing their physical premises took hold early, when an occasional email would be sent to the wrong recipient due to autofill or firm hardware would be incapacitated due to what was thought to be a harmless download. “It didn’t take a genius to see where the momentum would eventually lead us,” Jones says.

Although security awareness has been on their radar for quite a while, firm leadership recognized that security training was not a one-time event. Recently, Jones started working with Mark Barstow, Director of Information Technology at Perkins & Co, to evaluate whether the firm had the capacity to develop an effective training and monitoring initiative on their own. Barstow identified and evaluated an outside resource that could shortcut their timeframe to success at a reasonable cost, while at the same time allowing the firm to stay an active part of the process.

Although change initiatives sometimes face resistance, Jones and Barstow had no problem generating support. “Leadership at Perkins & Co has always been diligent about our responsibility to keep our systems and, correspondingly, our clients’ information accessible only to those with a legitimate need to use it,” Jones says. Knowing many companies had already dealt with breaches, all of the firm management teams recognized they didn’t want it to happen to them.

The firm is close to wrapping up their assessment phase and will soon begin setting performance goals and planning appropriate training and follow up with the intention of having the system in place before busy season.

Get to know Grant

Jones has lived in Portland, Oregon all of his life, except for the four years he attended the University of Oregon, where he earned his accounting degree. He was first exposed to the CPA profession during a high school math class when a CPA was brought in as a guest speaker.

Jones sees the key to a firm’s success in giving their people the tools to demonstrate that the firm’s objective is to enhance the economic condition of the client in ways large and small. “The young people coming to work for us today want to know that there is purpose in what we do beyond accurately executing compliance services. They want to be a part of why we’re here. It’s up to us to help them see that.”

Outside of work, Jones enjoys cycling and has participated in three Cycle Oregon events. He and his wife Elaine visit Kauai every January where he practices his photography hobby. Jones is the proud parent of two grown children. His daughter is a Communication and Public Affairs Manager for Google, and his son works for Senator Ron Wyden (D-Oregon), focusing on education, transportation and technology issues.

Jones received the Bridging the Gap in Firm Management Award in recognition of his commitment to and passion for firm management and technology at the Boomer Technology Circles 2016 Summit. He has actively participated in the Circles since Perkins & Co joined in 2002.

The Boomer Technology Circles are technology-focused communities that bring together firm and IT leadership from peer accounting firms to share knowledge, experience and insights. For more information on The Boomer Technology Circles, visit us here.


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