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2015 RECRUITER & CAREER COACH DIRECTORY A RESOURCE FOR FIRMS AND INDIVIDUALS

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Page 1: 2015 RECRUITER & CAREER COACH · PDF fileWelcome to the MNCPA’s 2015 Recruiter & Career Coach Directory. ... Compare companies to search for the resources you need 6 Recruiter directory

2015

RECRUITER & CAREER COACH DIRECTORYA RESOURCE FOR FIRMS AND INDIVIDUALS

Page 2: 2015 RECRUITER & CAREER COACH · PDF fileWelcome to the MNCPA’s 2015 Recruiter & Career Coach Directory. ... Compare companies to search for the resources you need 6 Recruiter directory

2 | MNCPA RECRUITER & CAREER COACH DIRECTORY 2015

Dear members,

Welcome to the MNCPA’s 2015 Recruiter & Career Coach Directory. This is your career resource for finding staffing and recruiting agencies specializing in filling financial and accounting positions, and career coaches who understand the needs of firms and companies looking to hire CPAs.

We heard great things from you after publishing our first directory. Last year, you told us that the Recruiter & Career Coach Directory was a unique and innovative tool for your employees and executives. In appreciation of your feedback, we updated the 2015 directory to be an even better resource for your organization and career.

This year’s directory lists career coaches, staffing companies and independent corporate recruiters who understand the accounting and financial profession. We also included articles on leadership development, mentorship and tips to consider when looking to work with a recruiter. As you page through the directory, you’ll find resources that can help enhance your career and foster your employees’ professional growth.

We hope the new directory is a valuable career resource for you in 2015. We wish you the best as you grow in your career and guide tomorrow’s leaders.

Sincerely,

Betsy K. AdrianMNCPA president

Table of Contents3 5 tips before calling a recruiter

By Joe Reardon, managing director, finance and accounting, Versique

4 Recruiter directory comparison chart Compare companies to search for the resources you need

6 Recruiter directory company listings Find key contacts and details about each company

9 4 simple steps to give co-workers a boost Great leaders help others succeed

By Margaret Smith, CEO of UXL Consulting

10 Mentoring: Why does it have to be so difficult By Carol Grannis and Cindy Mather, founders, Leading Edge Coaching and Development

Advertisers5 MNCPA Career Resources7 Cultivating Careers8 Oggi Professional Services11 Sanderson, Dale & Boe LLC12 Robert Half

For more information about the MNCPA Recruiter & Career Coach Directory, please contact Leslie Mueller, MNCPA business development specialist, at 952-885-5520, or [email protected].

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MNCPA RECRUITER & CAREER COACH DIRECTORY 2015 | 3

Whether you’re an employer looking for assistance with a hiring need, or an employee looking to make a career move, the following tips should help make that call more impactful.

If you’re an employer1. If you’re an HR representative, understand we are not your

competition. We serve as your ambassador in the workplace and we need to work together.

2. We are subject matter experts and expect to be used as a valuable resource throughout the entire hiring process.

3. Evaluate “why” you want to engage a search firm and expect a return on investment in the relationship.

4. You’re buying a relationship with network connections and a process — ask for testimonials.

5. Your objective should be to start the foundation of building a long-term relationship.

If you’re an employee1. Engage a relationship with a recruiter before you need one.

A good recruiter will have your “career back” and should intimately understand your preferences for your next career move, as well as for the long term.

2. You have to be fully transparent and honest. The basis for any successful relationship is found in trust and full disclosure.

3. Know exactly what you want: role, company size/ownership, industry, culture and management style, list of target companies, etc.

4. If you’re returning a call from a recruiter, you want to know if the search is retained or contingent. This can be a strong indicator as to the seriousness of the engagement.

5. Understand that a recruiter’s job is not to find you a job. Be prepared to use a recruiter as a resource and tool during your search efforts. n

Joe Reardon leads Versique’s finance and accounting executive search division and brings more than 12 years of successful search experience, as well as 20-plus years of industry leadership experience, including roles such as controller and CFO.

5 tips before calling a recruiterBy Joe Reardon, managing director, finance and accounting, Versique

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4 | MNCPA RECRUITER & CAREER COACH DIRECTORY 2015

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Ambrion Inc. x x x x x x x x x x

Baker Tilly Search & Staffing, LLC x x x x x x x x x

Certes Financial Pros and SNI Companies x x x x x x x x x

Chandler Group Executive Search x x x x

Cultivating Careers x x x

Executive Coaching Insight, Inc. x x

Experis x x x x

GleasonDale x x x

Hunter Hamilton x x x x x x x x x

Jeane Thorne Inc. x x x x x x x

Kelly Financial Resources x x x x x x x x x x x

Kforce x x x x x x x x x

Leading Edge Coaching & Development x x

Oggi Professional Services x x x x x x x x x x x x

Robert Half x x x x x x x x x x x x x x x x

Salo, LLC x x x x x x x x x

Sanderson, Dale & Boe LLC x x x x x x x

Skywater Search Partners x x x x x x

Steven Douglas Associates x x x x x x

Veritae Group, LLC x x x x

Versique Search & Consulting x x x x x x x

MNCPA RECRUITER & CAREER COACH DIRECTORY

All listings in this directory are paid listings. Each company provided its own information.

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COMPANY Reta

ined

SOX

Tax

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Ambrion Inc. x x

Baker Tilly Search & Staffing, LLC x x

Certes Financial Pros and SNI Companies x x x

Chandler Group Executive Search x

Cultivating Careers

Executive Coaching Insight, Inc.

Experis x

GleasonDale x

Hunter Hamilton

Jeane Thorne Inc.

Kelly Financial Resources x x

Kforce x

Leading Edge Coaching & Development

Oggi Professional Services x x x

Robert Half

Salo, LLC x x

Sanderson, Dale & Boe LLC x x x

Skywater Search Partners x x

Steven Douglas Associates x

Veritae Group, LLC x

Versique Search & Consulting x

MNCPACAREER RESOURCES

As a professional, you’re always looking for tools and resources to help advance your career. Whether you’re starting out, or you’ve been at it for years, the MNCPA has career resources that will help you take your career to the next level.

Accounting Employer Directory — Are you interested in a particular company or firm? Use the Accounting Employer Directory to gain useful information, including what makes each company unique. www.mncpa.org/employers

Employers — Keep your company front and center so job seekers research your business. Listings are free for businesses and firms with at least one MNCPA member.

Classified ads — See who’s hiring CPAs in Minnesota. Members have priority access to job postings.www.mncpa.org/ads

LinkedIn — Professional reputations are built and connections are made online as well as in person. Join the MNCPA LinkedIn Group and establish yourself as an industry leader when you participate in discussions. www.mncpa.org/linkedin

MNCPA ConnectSometimes the best information comes from your peers. Turn to MNCPA members-only online communities to exchange information, share best practices and build your reputation.www.mncpa.org/connect

Temporary Work — Are you in the market for a temporary project? Maybe you’ve got some spare time or would like to expand your experience in an area. The Temporary Work Program connects you to employers looking to fill a temporary position. www.mncpa.org/tempwork

Employers — list a temporary position available at your firm or company and search for available candidates.

MNCPA RECRUITER & CAREER COACH DIRECTORY 2015 | 5

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6 | MNCPA RECRUITER & CAREER COACH DIRECTORY 2015

Ambrion Inc.Brian Carlson1660 S. Hwy 100, Ste. 329Minneapolis, MN 55416952-278-1800; Fax: [email protected]

We are an accounting and finance search firm offering both long-term and short-term solutions and consulting. We have three divisions for any accounting staffing situation: Executive Search — for direct-hire opportunities, Staff Augmentation — for contract staffing, and Consulting — providing a full range of project capabilities, including outsourcing.

Baker Tilly Search & Staffing, LLCGal Noyman225 S. 6th St., Ste. 2300Minneapolis, MN [email protected]/services/recruiting-solutions

Baker Tilly Search & Staffing provides accounting and finance staffing and recruiting solutions to businesses, and helps candidates find rewarding positions. In 2014, we were recognized as one of Inavero, Inc.’s Best of Staffing ® Talent Award winners. This award identifies Baker Tilly Search & Staffing as a top staffing firm.

Certes Financial Pros and SNI CompaniesDarren Benoit5500 Wayzata Blvd., Ste. 910Golden Valley, MN 55416952-345-4140; Fax: [email protected]

Our career contractors bring years of relevant accounting and finance experience along with expert-level insight on a project, contract and direct-hire basis. We specialize in accounting, finance, IT and office support professionals. Our talent network is deeply rooted in the local market while also offering national reach, giving you access to top-tier talent while reducing search times.

Chandler Group Executive SearchCynthia Chandler4165 Shoreline Dr., Ste. 220Spring Park, MN 55384952-471-3000; Fax: 952-471-3021www.chandgroup.com

Established in 2001, Chandler Group is a retained executive search firm that maintains a single focus: the success of our clients and candidates. We are committed to the highest standards of integrity, excellence and performance in dealing with both client companies and candidates.

Cultivating CareersKaren Kodzik821 Raymond, Ste. 130St. Paul, MN 55114651-387-2676karen@cultivatingcareers.comwww.cultivatingcareers.com

Cultivating Careers provides customized career counseling and advice for professionals at different points in their careers. Whether you are facing difficult career decisions while working, looking to enhance or advance your existing career, want to evaluate other career options completely or even consider becoming an entrepreneur, you will receive the coaching and guidance to set goals and execute a plan that will lead you to a more rewarding career.

Executive Coaching Insight, Inc.Barbara Adams3800 American Blvd. W., Ste. 1500Bloomington, MN 55431952-292-7783; Fax: [email protected]

Our mantra is providing insightful career and leadership strategies to C-level individuals, executives and high potentials by helping them grow as influential leaders and, when in a job search, to think more strategically for a better and faster outcome.

ExperisSvea Meyer3600 Minnesota Dr., Ste. 850Edina, MN [email protected]/finance

Experis has built a reputation for results-driven, innovative solutions that help companies create a competitive advantage. We custom tailor our services to fit your needs — from professional talent resourcing to complete project solutions. Our professionals apply innovative practices in audit, technology, tax and financial operations. The combination of relevant work experience and expert training allows Experis to provide unparalleled service.

GleasonDaleBob Dale1270 Northland Dr., Ste. 158Mendota Heights, MN [email protected]

GleasonDale is a finance and accounting search firm that partners with companies to find outstanding talent, and assists financial professionals in maximizing their career potential. Whether you are looking to add a key player to your team or pursuing a new and challenging career opportunity, we can help!

Hunter HamiltonNicole Maher651 Nicollet Mall, Ste. 525Minneapolis, MN 55402612-373-5767nicole.maher@hunterhamiltonpr.comwww.hunterhamiltonpr.com

Hunter Hamilton provides resources for projects on a contract basis, as well as identifying key personnel through our executive search services. In addition to consulting and executive search for senior-level hires, we also provide interim staffing for paraprofessional and non-degreed support positions.

MNCPA RECRUITER & CAREER COACH DIRECTORY LISTINGS All listings in this directory are paid listings. Each company provided its own information.

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MNCPA RECRUITER & CAREER COACH DIRECTORY 2015 | 7

Jeane Thorne Inc.Susie Dircks2701 University Ave. SE, Ste. 200Minneapolis, MN 55414612-904-2930; Fax: [email protected]

We provide solutions for challenges in staffing and employment, while enabling our clients to meet their business objectives with outstanding talent.

Kelly Financial ResourcesScott Gramstad1650 W. 82nd St., Ste. 750Bloomington, MN 55431612-338-5176; Fax: [email protected]

Founded in 1946, Kelly Services Inc. is the longest-tenured placement firm in the world. Kelly Financial Resources (KFR) focuses exclusively on workforce solutions within corporate accounting and corporate finance. KFR provides our customers with talent at all levels of the corporate accounting and finance function, but our core business focus is staff-level AP, AR, payroll, accountant and financial analyst positions. We employ more than 7,000 accounting/finance professionals annually.

KforceAaron Stratman7760 France Ave. S., Ste. 660Bloomington, MN 55435952-835-5100; Fax: [email protected]

Kforce Finance & Accounting Staffing specializes in placing highly-skilled financial professionals at organizations that are looking for a customized staffing solution. We provide our candidates access to a wide range of opportunities within our client base, varying from contingent to consulting to direct-hire at companies as diverse as small privately held to some of the largest multinationals.

MNCPA RECRUITER & CAREER COACH DIRECTORY LISTINGS

Leading Edge Coaching & DevelopmentCarol Grannis3300 Crestmoor BayWoodbury, MN 55125612-839-1438carol.grannis@leadingedgecoaches.comwww.leadingedgecoaches.com

Since 2003, company founders Carol Grannis and Cindy Maher have brought hundreds of memorable leadership learning experiences to companies around the globe. Their innovative approach, combining cutting-edge leadership practices, engagement and research, and management techniques along with an infectious brand of humor and enthusiasm, are sure to bring results — every time!

Oggi Professional ServicesSean Keating5775 Wayzata Blvd., Ste. 520Minneapolis, MN [email protected]

Passion. Integrity. Results. This isn’t just Oggi’s motto, it’s our promise to you. Oggi is the full-service professional staffing firm with a specialized focus in Twin Cities accounting and finance. Our Oggi professionals provide consulting and direct-hire recruiting results that support your goals, not ours.

Robert HalfJennifer Carlson8500 Normandale Lake Blvd., Ste. 1010Bloomington, MN 55437952-831-7240; Fax: [email protected]

Robert Half is the global leader in financial staffing. Its Accountemps, Robert Half Finance & Accounting and Robert Half Management Resources divisions specialize in placing temporary, project consultants and full-time professionals in the fields of accounting, finance and business systems. There are more than 400 Robert Half locations worldwide, including six in the Twin Cities metro.

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Receive the helpyou need to clarify your objective, build a communicationplan, develop aneffective resume, learn networkingand interviewingskills, and masterthe techniques needed to navigate the job market.If you’re: faced with difficult career decisions looking to enhance or advance your career interested in evaluating other career optionsCULTIVATING CAREERS can help.

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8 | MNCPA RECRUITER & CAREER COACH DIRECTORY 2015

CONTINUED LISTINGS All listings in this directory are paid listings. Each company provided its own information.

Salo, LLCAnn Ruschy20 S. 13th St., Ste. 200Minneapolis, MN [email protected]

Salo, LLC is the leader in driving business outcomes in finance, accounting and human resources by placing senior-level professionals on a project or interim basis, as well as finance and accounting search services. NumberWorks, a Salo affiliate, specializes in staff-level finance and accounting talent. Our award-winning firm has offices in Chicago and Minneapolis. Let’s connect.

Sanderson, Dale & Boe LLCLaura DalePO Box 41971Minneapolis, MN [email protected]

Sanderson, Dale & Boe has extensive experience filling positions in audit, tax, accounting, finance, IT audit and HR. Candidates praise our “mentoring” approach. Clients get our full attention. Whether you are an employer or a candidate, we provide a great experience.

Skywater Search PartnersTony Fornetti601 Carlson Pkwy., Ste. 150Hopkins, MN 55305952-767-1135tfornetti@skywatersearch.comwww.skywatersearch.com

SkyWater Search Partners is a Minnesota-based professional placement firm specializing in accounting and finance (formerly known as McKinley Finance), sales and marketing, consumer products, IT and engineering. Our accounting and finance practice has a successful history of placing CPAs in entry-level accounting roles to chief financial officer positions. Start with your short list.

Steven Douglas AssociatesKaren Melby9637 Anderson Lakes Pkwy., Ste. 306Minneapolis, MN 55344952-941-0100; Fax: [email protected]

We provide experienced talent to our clients on a project or interim basis in the areas of finance and accounting, audit, compliance, IT and human resources. Our project professionals are of the highest caliber, experienced, hands-on and strategic. They become intellectual capital for our clients — a resource that grows in value over time.

Veritae Group, LLCSally Mainquist3315 Roosevelt Rd., Ste. 100ASt. Cloud, MN [email protected]

Sally Mainquist and Kris Larson launched Veritae Group to provide interim accounting and finance leadership to companies in St. Cloud, the Twin Cities and surrounding area. Veritae provides interim CFOs, controllers and project executives to organizations in transition or in need of executive resources. Veritae: “Truth” Veritae Way: Work Hard, Be Nice, Earn Trust.

Versique Search & ConsultingJoe Reardon6465 Wayzata Blvd., Ste. 970Minneapolis, MN 55426952-767-7025; Fax: [email protected]

Versique’s team has a combined 350+ years of search and consulting experience. The firm has filled thousands of positions and its network of connections is one of the strongest in Minnesota. Specialty practice areas include: finance/accounting, HR, IT, sales, marketing, engineering/operations, and CPG (consumer packaged goods).

KEEPCALM

AND

ON

www.oggipro.com 612.333.oggi (6444)

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MNCPA RECRUITER & CAREER COACH DIRECTORY 2015 | 9

In our hyper-competitive, scramble-to-the-top world, it may seem counterintuitive to look out for others. Won’t they rob us of our success? Don’t we have enough to focus on without worrying about the well-being of others? The truth is, great leaders do not thrive without the help of others.

You might think you have all the answers and are capable of running an office (or leading a team or running a campaign, etc.) all by yourself, but most of us reach a point where we rely heavily on our co-workers or outside experts to solve a problem or lend support. You depend on a network of people and that’s why it pays to seek positive interactions with others and give a helping hand whenever the opportunity presents itself.

The great leaders I’ve encountered throughout my career have earned respect and confidence from their peers because they lift others up instead of tearing them down. It takes an ambitious person to want to climb to the top of the ladder, but it takes a caring person to get there the right way and stay there.

So how can you help others succeed? Here are four simple steps:

1. Recognize othersWhether you honor a particular co-worker at a meeting or team event, or send a simple hand-written thank-you card, do not underestimate the power of recognizing others. Your recognition will demonstrate that 1) You are paying attention to your co-worker’s efforts and that 2) You genuinely care about their achievements.

4 simple steps to give co-workers a boostGreat leaders help others succeedBy Margaret Smith, CEO of UXL Consulting, and author of “The Ten-Minute Leadership Challenge”

2. Let voices be heardNot everyone in the office is vocal, even if they have strong opinions. Practice your observation skills; notice when others are keeping quiet and ask them for their input. This may be as simple as saying during a meeting, “And what do you think about the new advertising campaign, Martin? Are there any modifications you would make?” If calling people out isn’t your style, consider talking to the silent co-worker privately and lending them support.

3. Recommend others Pay attention to the people around you and become familiar with their unique skill sets. That way, when you hear about an opportunity that fits their capabilities, you can recommend them to others with confidence. Alternatively, if you are drowning in projects and are having trouble keeping your head above water, consider recommending a co-worker to your boss to take on some of your projects.

4. Offer constructive criticismIf a co-worker is consistently doing something that hampers his or her potential career progress (missing deadlines, addressing clients too informally, etc.), consider helping them with friendly criticism. The trick to giving constructive feedback is to talk in a way that does not embarrass or offend your co-worker. Remember to make specific observations and only offer one or two specific suggestions on how that person might remedy their issue. Above all, make it clear you are an ally and are there to offer support.

Remember, you are part of a team and should want everyone to succeed. By lifting others up and giving others an opportunity to contribute, you are sending the message that you care about your organization, not just your personal successes. And that kind of positive attitude gets noticed. So be one of those great leaders. Optimize those around you, capitalize on all of the skills of your team and co-workers, and acknowledge the contributions they make and give them the boost they need to be energized to give more. n

Margaret Smith , founder of UXL Consulting, is a career coach, speaker and Insights Discovery practitioner. As a retired 3M director, she has spent nearly 35 years in business management and leadership development. She specializes in one-on-one coaching, job coaching and energized speaking, and also offers personalized transitional career coaching, including interview preparations,

résumé writing, cover letter writing and personal skill assessments. Margaret is also an adjunct professor at the University of St. Catherine. You can reach her at [email protected] or 651-226-8997.

MNCPA RECRUITER & CAREER COACH DIRECTORY 2015 | 9

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10 | MNCPA RECRUITER & CAREER COACH DIRECTORY 2015

Mentoring: Why does it have to be so difficult?By Carol Grannis and Cindy Maher, founders, Leading Edge Coaching and Development

In our 25 years of working within leadership and organizational development, here is the $10 million question we most often hear: What is the most effective way to develop our leaders so that they can be successful in their roles?

There are actually five valuable strategies, but for this article, we are going to focus on just one: mentoring.

What differentiates a mentor from a coach?There is a big difference between mentoring and coaching someone. To mentor someone is to help them by offering advice. Mentors say things like, “I had that experience, too, and here is what I did.” Or, “Have you tried …”

A coach is someone who holds back on sharing ideas and offers powerful questions to let the person figure out the idea/answer for themselves.

Great managers know how to do both of these things well; they know there is a powerful outcome when you hold back and offer the person some space to think about their own ideas.

How not to mentorWe have seen wonderful mentoring programs over the years and we have seen, well, not so wonderful programs. Here’s what not to do:

• Don’t organize a mentoring program and make your experienced leaders become mentors if they don’t want to do it. Mentors need to have a love for teaching, developing and taking the time to connect.

• Don’t organize a mentoring program without having some learning for your mentors. You need to teach your mentors how to listen and how to coach. They need to learn the difference between coaching and mentoring and they need to be good listeners. One of the big complaints we have heard from mentees that found no value in the program is that they were paired with someone that canceled meetings and didn’t listen to them to get to know them.

• Don’t organize a mentoring program without having some learning for your mentees. They need just as much understanding about listening and about their role of coming to the mentoring meetings with prepared questions or a problem. Many mentees think they just need to show up and the magical learning happens. Nope. They are not passive.

How do leaders develop?The Corporate Leadership Council completed a study in which they asked 8,000 leaders across six major industries how their leaders develop. The surveyors wanted to know what these leaders considered the best strategies for leadership development.

Here were the top five strategies identified as being the most effective:

Top strategy Best move for you: Provide your leaders with …

1. Implement and customize leadership development plans.

Individual development plans that focus on strengths and weaknesses. And, just a couple here — don’t overwhelm them with too many things.

2. Work with a coach or a mentor. Read on, my friends …

3. Facilitate peer interaction. A great deal of interaction with peers to discuss leadership issues they are facing. Think of it like a knitting circle with no knitting.

4. Infuse jobs with decision-making power. A great deal of decision-making authority by providing a challenging assignment/job rotation. This also means stop micromanaging and controlling them.

5. Train leaders in people management. People-management skills courses taught by outside consultants.

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MNCPA RECRUITER & CAREER COACH DIRECTORY 2015 | 11 MNCPA RECRUITER & CAREER COACH DIRECTORY 2015 | 11

Nancy Sanderson 763-536-2272 • [email protected]

Laura Dale CPA (inactive) 651-994-9939 • [email protected]

SandersonDB.com

• Generalists with heavy focus on Accounting, Finance, Audit, Tax & HR• Mid to executive level• Great resource for candidates from public accounting• Candidates praise our caring, “mentoring” approach• Clients trust we will deliver

• Don’t have the mentoring program without offering a start/stop time. Mentoring relationships that go on with no timing offer too much opportunity for parties to skip out on sessions and they lose momentum. Six-to-nine-month programs are great, with an expectation of meeting at least one time per month.

How mentoring worksThe best mentoring program we have ever seen came from a leader named Les. Les has a gift of managing others. He loves to see people learn, grow and get promoted. He wanted to connect his younger engineers with more experienced engineers in his company, Stratasys.

He was intentional every step of the way. He recruited mentors who also loved developing others, and he solicited help from his HR team (and us) to teach and guide the mentors and mentees in their specific roles. He kept close eye on how the relationships were going, and he tied the mentoring goals with the person’s work goals. This was brilliant and it paid off.

We love the idea of mentoring. It’s kind of like how one loves the idea of gardening. Each spring, you may ponder what you should put in your garden for the year. You go shopping and pick out all the great vegetable seeds and little plants. You imagine eating an amazing healthy salad around July or August. But, then something happens — you forget to water, weed and prune. Then the herbs have these flowers on them and the lettuce is bitter.

You get the idea.

For any wonderful outcome, you need some planning. n

Carol Grannis and Cindy Maher are co-founders and managing partners of Leading Edge Coaching and Development. You can reach Carol at 612-839-1438. You can reach Cindy at 860-965-4662.

Mentors say things like, “I had that experience, too, and here is what I did.” Or, “Have you tried …”

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© 2014 Robert Half International Inc. An Equal Opportunity Employer M/F/D/V. 0914-9015

My payroll clerk is sick – where can I fi nd a replacement NOW?

How do I recruit the best employees?

What should I pay a senior-level Financial Analyst in Minnesota?

What if I move, will my salary drop?

Minneapolis • St. Paul • BloomingtonBurnsville • Minnetonka

1.800.803.8367

roberthalf.com

YOU ASK. WE ANSWER.

For insight into fi nancial salaries, trends and hiring from the industry’s leading staffing firm, visit the Robert Half Salary Center: roberthalf.com/salarycenter.