Spectrum Magazine - Winter 2016 - Digital Edition

SPECTRUMWINTER2016 BRIDGING THE OPPORTUNITY GAP FOR BLACK PROFESSIONALS IN THE ACCOUNTING AND FINANCE INDUSTRIES6 THE MAKING OF VISION2020: NABA’S NEW 3-YEAR STRATEGIC PLAN10 MILLENNIAL GURUS – 16 RELATIONSHIPS 20 ACCOUNTING THEY CAN TEACH US MATTER TECHNOLOGY TRENDS A LOT IF WE LET THEM AND CHALLENGES

Responsive designs A4 internal poster templates 05 February 2016Tap into youHow far do you want to go? Tap Into YOU!As individuals we all have passion, power and purposewithin. These help to drive our talents, ideas, and abilities.Tapping into these skills will bring a unique perspective tothe work that you do but first you must Tap into You.Copyright © 2016 Deloitte Development LLC. All rights reserved.

CONTENTS3 NABA National Board of Directors4 Message from the Chairman5 Message from the President & CEO6 The Making of Vision2020: NABA’s New 3-Year Strategic Plan10 Millennial Gurus – They Can Teach Us a Lot, If we Let Them 12 NABA Millennials Speak16 Diversity and Inclusion: From Federal Requirement to Business Imperative 16 Relationships Matter18 Students Need to Build Relationships, Too20 Accounting Technology Trends and Challenges22 NABA Members Discuss Accounting and Entrepreneurship24 Six LinkedIn Mistakes You Can Fix in Six Minutes27 Nicole Felix: NABA Member for Life28 NABA Lifetime Members

7474 Greenway Center Drive Suite 1120 • Greenbelt, MD 20770 Phone: 301.474.NABA • Fax: 301.474.3114 • www.nabainc.orgMission NABA Staff Editorial ServicesTo address the professionalneeds of its members and Jina Etienne, CPA, CGMA Publisherbuild leaders who shape thefuture of the accounting and President & CEO Jina Etienne, CPA, CGMAfinance professions, withunfaltering commitment Lauren Yost, SPHR, SHRM-SCP Editor in Chiefto inspire the same in theirsuccessors. Chief Operating Officer Darell Scott, MBA STAY CONNECTED! Kim R. Wilson Managing Editor Join NABA’s Social Networks: Chief Programs Officer Elaine W. Smith Shon McGhee Writers Controller Maya Francis Charlene Rhinehart, CPA, CFE Lauren Burke Lynette Richmann Elaine W. Smith Director, Business Development Miriam W. Tarver Dr. Jan Wells Lynette Perry Proofreader Manager, Membership Operations Lindsay N. Smith Darell Scott, MBA Graphics Manager, Communications Yondee Designs, LLC Crystal Briscoe Executive Services Administrator Tracy Posey Office Manager ≠24 SPECTRUM | WINTER 2016

BOARD OF DIRECTORSSteven L. Harris, CPA Earl Fagan, CPA Jina Etienne, CPA, CGMA Chairman of the Board Vice Chairman of the Board President & CEODaniel Worrell, MPA, CFE, CRMA Ryan Galloway, CPA, CGMA Treasurer Secretary REGIONAL PRESIDENTSJeannine K. Brown, MBA Angel Johnson Johnny Jefferson Rosalind Danner Southern Region President Central Region President Western Region President Eastern Region President NATIONAL DIRECTORSClaire Babineaux-Fontenot Joy Jacobs Herschel Frierson Roberta Y. Wright, Esq. National Director National Director National Director National Parliamentarian WINTER 2016 | SPECTRUM 3

MESSAGE FROM THECHAIRMANDear Friends:“Change will not come if we wait for some other person or some other time. We are the ones we’ve been waiting for. We arethe change that we seek.” This quote from President Barack Obama has in many ways become a key element of my inspirationto serve. Considering the recent events in our country, I think it is fitting to leverage the words of one of the greatest leadersof our era to remind us that not only do we still have lot of work ahead of us, but more importantly, we are actually the work.Change is one of the most powerful concepts to mankind. The impact, the anticipation, the excitement, the fear, the journeyand the result of change can be received in so many ways. Change can be perceived as a benefit to some and detriment toothers. I’ve had the pleasure and privilege of engaging with many of our stakeholders while traveling across the country andhave heard firsthand their perspectives on the changes made and needed within NABA. I’ve heard the passion within manyof you regarding how NABA should be engaged and positioned to respond to the changes taking place in our culture andcountry.“Is NABA relevant?” I had the opportunity to observe the answer to this question, frequently asked by members andstakeholders, while attending the Regional Student Conferences this fall. In every region, I was impressed as I observedstudents seeking opportunities to develop and prepare for transitioning to fulfilling careers. But it was the engaging dialoguetaking place in individual and group settings that provided the best evidence of NABA’s relevancy. At a time when the dividewithin our country was front and center because of events of racial injustice and an unprecedented political environment,our future leaders were seeking guidance, mentorship and reinforcement on how to stand firm in their beliefs and effectivelycommunicate their views in challenging situations.They wanted to know how to educate those with different opinions withoutcreating hostile environments. Through targeted sessions with seasoned NABA professionals, they received the tools andresources on how to navigate courageous conversations without losing their sense of pride and alienating themselves in theprocess. Through this regional effort, we were able to impact approximately 2,000 students. Can you imagine how many moreblack students are struggling with similar issues on their respective campuses and in their communities? More importantly,can you imagine the impact NABA can have in helping make the necessary change in this area on a national scale?To optimize our potential impact and ensure relevancy, NABA will have to invest in talent and technology to createprogramming to address the evolving needs of our stakeholders. We will also need to leverage the creativity of our chapterleaders who have developed some dynamic programs that can potentially be branded and launched nationally. Our focus oninnovation will ensure NABA is well positioned to take advantage of key opportunities. As we evaluate opportunities to createnew programs, we must have a commitment to the spirit of service – which is embodied in our motto, “Lifting As We Climb” --and to provide superior service. As we achieve success in ensuring relevancy, innovation, and service, the level of engagementwill increase. Engagement is enhanced when we are meeting the needs of our stakeholders and advocating for the issues andcauses that align with the strategic vision of NABA.My goal as chairman is that we R.I.S.E. – by focusing on Relevance, Innovation, Service, and Engagement. I truly believe ifwe accomplish our vision and make the necessary changes to respond to the changes taking place in our culture, countryand profession,• Our membership will RISE. • Our professional members’ roles and compensation• Our corporate partnerships will RISE. will RISE.• Our students’ GPAs, opportunities, and confidence will RISE. • Our NABA brand and image will RISE. I close with a quote from one of my favorite authors and leaders, Maya Angelou: “Bringing the gifts that my ancestors gave, I am the dream and the hope of the slave. I rise. I rise. I rise.” Steven L. Harris, CPA Chairman of the Board4 SPECTRUM | WINTER 2016

CHANGE IS MESSAGE FROM THEHARD AT FIRST, PRESIDENT & CEOMESSY IN THE MIDDLE AND Dear Friends:GORGEOUS AT They say that the only thing constant in life is change. Each of us is changing every day – in small moments of wonder that lead to insight, in response to significant events, THE END through the hard work of self-improvement and personal development, and beyond.ROBIN SHARMA When I accepted the position as President & CEO of NABA, I knew I was being asked to lead changes and improvements started by my predecessors. What I didn’t know was how much it would change me in the process.I am often asked to speak at local, regional and national events – within NABA and for other organizations. At first Italked about NABA’s goals and objectives in terms of my roles and responsibilities. Last spring, my comments shiftedto the priorities outlined in Vision2020, our 3-year strategic plan. As racial tensions grew and the election cycle becameincreasingly toxic, my comments became more personal. At this year’s regional student conferences, I shared moreof my personal background, lessons learned from personal struggles, and tried to offer words of encouragement tostudents embarking on new careers in an uncertain world. At meetings with stakeholders and corporate partners, I triedto challenge assumptions, offer new ideas for member engagement and chapter support, and share personal stories ofmembers struggling to thrive in environments that are still not very diverse.Here is just a little bit of what I heard in those conversations:• “One of the questions that we are trying to understand is what it looks like to be a black professional in our organization.”• “If we can link [NABA’s] strategy to our funding, we have opportunity to do more with NABA.”• “I believe that NABA is the biggest and strongest ethnic professional services brand out there, and the other groups are copying the model we set.”• “Our organization would like to do more than just give money, get a chicken dinner and an award. We are looking for stronger relationships and more measurable metrics.”• “Although other organizations are growing, NABA is longstanding and has a stronger network than the others.”I left those discussions feeling optimistic. I am confident that we are on the right path and that the future of our organizationis bright! I dream of a NABA that offers signature leadership development programs that address the unique needs of blackaccounting and finance professions, and differentiate our members as effective, competent, sought-after leaders in publicaccounting firms, corporations, and government agencies.As a mixed-race child born in the late sixties, I haven’t always been accepted. Even when I was accepted, I didn’t always feelincluded. As I have come to understand and overcome the challenges I faced growing up and pursuing my career, I see parallelswith the challenges we face as an organization trying to remain relevant in an ever-changing world. After 14 months at NABA, Inow believe I was called to this role because of those experiences. As it turns out, my journey of self-discovery as a biracial womanfinding her way in a predominately white and male profession is very similar to NABA’s current journey of remaining relevant in aworld that still doesn’t fully understand how to educate, hire, train, develop, nurture and grow black leaders.NABA is uniquely positioned to lead these discussions and move the needle in a meaningful way forblacks in the accounting and finance professions over the coming years. I am honored to have theopportunity to serve NABA as we work together to bridge the opportunity gap and continue “Lifting AsWe Climb” for the next 48 years and beyond.Jina Etienne, CPA, CGMAPresident & CEO WINTER 2016 | SPECTRUM 5

THE MAKING OF “ NABA’s New 3-Year Strategic Plan By Jina Etienne, CPA, CGMA President & CEO, NABA, Inc. In October 1969, only 136 of the 100,000 CPAs in the United States were black. In his paper “Staying the Course on“Diversity: Making a Commitment to Build A Stronger Accounting Profession1,” Frank Ross wrote: In 1969, not long after Mitchell published his study, I joined with eight colleagues in New York to form the National Association of Black Accountants (NABA). Our intention was to create an organization that provided networking and mentoring support for African-American accounting professionals as well as professional advice for African-American-owned businesses. To help establish NABA as a constructive voice in the accounting profession, it quickly convened a panel discussion with representatives from the American Institute of Certified Public Accountants (AICPA), the New York State Society (NYSS), the Big Eight accounting firms and African-American CPAs. The event contributed greatly to the acceptance of the NABA within the accounting profession and helped fuel growth in membership, which reached 1,100 within four years. 6 SPECTRUM | WINTER 2016

THE DIVERSITY NUMBERSToday, blacks make up 14 percent of the US population (US Census Bureau2) and 12 percent of the labor force (BLS3).However, only 6.2 percent of people employed in “Professional, Scientific and Technical Services” (EEOC, NAICS-2 Code 544)are black.The number of bachelor’s degrees awarded in accounting in the 2013-14 academic year increased by 20 percent from theprevious year (an all-time high). However, blacks make up on only 5 percent5 (overall) of the accounting student pipeline. 7% 6% 3% enrollment in graduates from accounting firm new undergraduate undergraduate hires (bachelor’s and accounting programs master’s degrees in accounting (3% from master’s programs (4% accounting)master’s programs) programs)James Suh, NASBA’S director of Continuous Improvement and Analytics, analyzed all the data collected by NASBA from2011 to 2015 and shared the sobering statistics about the CPA pipeline6:29 out of 129 32.1%accounting majors of black candidatessat for the CPA exam only made one attempt to pass the 8 29of the pass all parts of the exam CPA exam (vs. 12.1 percent of whites)The numbers tell the story – there is a lot more work to be done to achieve Frank’s vision and the goals of our foundingMembers.THE WAY FORWARD: issue from a broader perspective – our value proposition. A value proposition is a message that summarizesOne of the first questions I asked during my interview how NABA uniquely creates value – both intangibleprocess was about the strategic plan and long-term and tangible – for our members, sponsors, regulators,vision of the organization. At the time, NABA was in its’ stakeholders and broader community. We also had46th year. The search committee answered me in the to choose a framework plan: strategy for pursuing theform of this question: What does NABA need to do to 3-year plan. The final decision was to take a blendedremain relevant 46 years from now? That question really approach – to amplify our voice with an emphasis onresonated and has served as my daily touchstone since operational excellence.the day I decided to accept the position. The new strategic plan framework, completed in April,In 2014, Deloitte was engaged by the Board of Directors 2015, identified five strategic priorities:to facilitate the development of a new vision for theorganization. The project initially focused solely on the 1) Create Organizational Effectivenessissue of declining membership. However, interviews with 2) Obtain Financial Self-Sufficiencystakeholders, member surveys and visioning workshops 3) Establish Advocacy Voicerevealed that there was an opportunity to address the 4) Enhance Brand Identity and Create NABA Experience 5) Expand Programs & Strengthen Leadership WINTER 2016 | SPECTRUM 7

The framework also included a new vision statement: infrastructure changes, so much of the work has been internal and administrative. In January, we plan to shift “Ensuring our seat at the table” to shift gears and begin working on several new projects that explore our chapter support models, begin to build Unlimited opportunities and growth for blacks in out new advocacy and thought leadership platforms, accounting and related business professions. and development of new programs. If you are interested in being part of the process, I invite you to join me toWith a framework in place, my first priority as NABA’s new learn more about Vision2020. Beginning in late January,President & CEO was to develop an implementation plan. I will be hosting a series of informal Q&A webinars forI spent my first four months on the road, in meetings, members to hear about these projects, ask questionson conference calls, in brainstorming sessions and and learn how to volunteer as we go along. Registrationconducting one-on-one interviews. Those discussions is free and attendance will be limited to allow enoughand conversations were all aimed at answering three key time for Q&A. Meanwhile, a full copy of the strategicframing questions: plan is available on the Governance page of our website. Please watch for event announcements in upcoming 1) What unique value does NABA provide members? newsletters and registration information the NABA Event 2) How can we add value for our corporate partners? Calendar. 3) What operational or organizational changes are I hope you can join us! ▲ necessary to realize our goals?Thankfully, the Strategic Planning Committee (SPC) 1 Ross, Frank K., “Staying the Course on Diversity: Making aled by Shariah Dixon-Turner, Chair, had done quite a Commitment to Build a Stronger Accounting Profession,”bit of the heavy lifting. They had already identified Center for Accounting Education, Howard University Schoolpotential programming opportunities, areas to expand of Business, August 2009, http://www.howardcae.org/our relationship with our corporate partners, and staying-the-course-on-diversity-making-a-commitment-to-leadership themes that could help NABA both internally build-a-stronger-accounting-profession/(managing the day to day affairs of the association)and for its members (as new resources and programs). 2 http://www.census.gov/population/race/data/ppl-bc13.NABA has historically been a grassroots organization, htmlwith members organizing, developing and deliveringchapter-based programs in local markets with support 3 http://www.bls.gov/opub/reports/race-and-ethnicity/2015/from an administrative team in the national office. In home.htmdeveloping the implementation plan, we incorporatedthe recommendations of the SPC and built on the 4 102,151 black, out of 1,641,965 total Professionals/2,524strengths within our existing chapter network. The black, out of 115,092 total Executive/Senior Level Officialsimplementation plan was finalized last February and & managers https://www1.eeoc.gov/eeoc/statistics/approved by the Board of Directors last March, with FY17 employment/jobpat-eeo1/2014/index.cfm#centercol; Note:the first year of the 3-year plan. blacks comprise 7.6 percent of people employed in privateThe overarching objective of Vision2020 is to position industry (805,590 black professionals, out of 10,534,689NABA as more than a strong, well-connected network of total professional employees) https://www1.eeoc.gov/eeoc/friends and colleagues. We want to be seen as a thought- statistics/employment/jobpat-eeo1/2014/index.cfm#select_leader and champion for minorities in accounting and labelfinance, pursued as an indispensable resource for bestpractices, diversity recruiting, retention strategies and 5 AICPA 2015 Trends Report http://www.aicpa.org/professional advancement and offer programming to interestareas/accountingeducation/newsandpublications/develop effective, competent and capable minority downloadabledocuments/2015-trendsreport.pdfleaders in firms and industry across the profession.Vision2020 is a fast-paced strategic plan designed to 6 NABSA April 2016 State Board Report https://nasba.org/quickly update operating models, technology, and blog/2016/04/19/getting-intentional-on-diversity/staffing, while modernizing our programming, brandingand communications. Jina Etienne, CPA, CGMA isThe first half of this fiscal year has been focused on president and CEO of the National Association of Black8 SPECTRUM | WINTER 2016 Accountants, Inc. Prior to joining NABA in 2015, she was director, Taxation, for the AICPA, where she was responsible for developing guidance and resources to assist members with tax ethics and practice standards, as well as technical and tax practice management needs.

WINTER 2016 | SPECTRUM 9

Millennial GurusThey Can Teach Us a Lot, If We Let ThemBy Lynette Richmann“I am always ready to learn although I do not alwayslike being taught.” – Winston ChurchillLearning can be hard, particularly when the teacher Think about it: They grew up with technology and haddisrupts the paradigm we know. Like gurus, Millennials are information, new ideas, global perspectives and questionsthe disruptive force the business environment is looking at their fingertips…literally. Virtually anything they couldfor and each of us needs. conceive (and things they couldn’t) bombarded their worlds – their thoughts, conversations, ideas and dreams.Growing up in public accounting and consulting, I know a They began learning, thinking, and challenging morething or two about young professionals. The yearly ritual things, at an age ten or more years younger than we did.of onboarding new college hires and teaching them how They are the first generation of professionals to have robustthings were done was second nature to me. It was a given: connections around the world before they are out of highThese “kids” didn’t know much, and I needed to teach school, and this makes them the most informed, inclusive,them. While they may have achieved great grades, they globally-minded and ambitious generation yet.lacked the knowledge that only maturity and experiencecan produce.But one day, I found myself catapulted into the Millennial era.“Who are these people?”was a common question by me andmy colleagues. In fact, many of us struggled to understandand accept these youngsters, and we believed they maynever meet our benchmark. But quietly, like all gurus, theMillennials persisted and began to make an impact.Like us, Millennials have studied, learned GAAP and SECrules, and passed their CPA exams. Like us, they are solidfinance and accounting professionals who have been in theworkforce for more than 10 years now. But in many ways,the Millennials are smarter than us.10 SPECTRUM | WINTER 2016

As each year brought more Millennials into my world, it Somewhere between all the karate lessons, soccerbecame evident that they were causing me to change. matches, music camps and standardized testing, theyThey were teaching me. Indeed, all of the things that became very goal oriented. They want to accomplish greatbusiness was aspiring to be, the Millennials already were. I things and have a natural ability to find the fastest way.became more inspired and energized by them. I wanted to When balanced with their desire to advance professionally,evolve. I needed them to teach me. I valued the disruption this becomes very powerful. They know they can’t sacrificeto convention. quality for speed. So they have developed a keen eye to spot unnecessary steps, and they are not afraid to call outToday, I am blessed to lead a team of over 110 internal things that should be changed or stopped.auditors, 70% of whom are Millennials. I am impressedby them every day. Sure, they have great accounting, Innovation and reinvention, rather than convention, arefinance, operational, risk and controls skills. But that is not their rules. They want to make everything better, but willwhat impresses me most or the only reason I need them never sacrifice pragmatism for perfection, which costs tooon my team. I need them for who they are -- my gurus, much time and will not produce the ROI they desire. Theywho provide me with living examples of what the diverse aren’t just adaptable, they are agile – they have a sixthbusiness world demands today. They see possibilities first, sense to see around corners and to anticipate or createobstacles second. And they approach obstacles as things to what is next.be mastered or conquered, like levels in a video game. Aswith video games, failure is not to be feared. Failure is just Their whole life has been underpinned by rapid changes inpart of the learning process, and they simply start again. technology, and they are quick adopters. They inherently know the use cases and know that technology is theirOver the past several years, my Millennial Gurus have enabler not their goal. It is a tool they gladly embracehelped me evolve. They are direct, bold and fearless. They and invest in because they know that the rewards inwant to get things done. Based on what I see, the concept productivity, collaboration, information, and ultimatethat they are the “me” generation is false. They demand advancement will far exceed the investment.relationships and thrive on collaboration. They shareinformation and opinions freely, because they’ve grown But perhaps most impressive is that they see their placeup seeing that most data is a commodity -- it is readily in the world and act as members of a global community.available, often free, virtually limitless, and data alone is not They support social causes by giving freely of their timethe competitive advantage. They know that information and resources. I know many who have started nonprofitonly gains true value when it is leveraged and shared. enterprises to enrich communities, support disaster relief, protect the environment, and advance childrenMillennials view perspectives in the same way as and minorities. They mentor, coach and prioritize theinformation. More are generally better. “What are your recognition of others. They want to make the world better,views?” and “What I think is…” seem to start most of their they share their knowledge and they are the diverse-conversations. Sharing perspectives causes a certain minded and inclusive…like all gurus.type of synergy to occur where greater value is created.Knowing this allows them to be courageous and candid. This is what I have learned on my journey so far. If you are aNot because they see it being all about them, but because Baby Boomer or Generation X, I hope you also feel gratefulthey want to achieve constant progress for themselves and that the Millennial Gurus are here, and you are inspired toin everything they are associated with…including their follow them. If you are a Millennial, I hope you’ll be extracompanies. motivated to teach and to lead, because now more than ever, we need you to bring it. ▲Yes, they are competitive and have high expectations, butthat keeps them at the top of their game, and it pushes Lynnette Richmann is viceus to excellence. It also gives them unapologetic clarity and president, Global Audit Servicescertainty. Don’t confuse it with arrogance. It is a cool and at Walmart, Inc. During her 26-collected confidence that helps them show us “I belong year career, she has been a seniorhere.” manager, Arthur Andersen; chief compliance officer, Swedish Health Services; vice president, Risk, Compliance and Audit, Clearwire; vice president, Enterprise Risk Management, BMC Software; and advisory partner, KPMG. WINTER 2016 | SPECTRUM 11

By Elaine W. SmithMillennials SpeakMillennials officially surpassed Baby Boomers as thelargest generation in the workforce in April 2016. Not onlyare they the largest generation, they are arguably the mostresearched and the most talked about generation ever.Four NABA Millennials told Spectrum that they believemuch of what is being said is true: Millennials are havinga positive influence in the workplace, and are sharingtheir knowledge with other generations, especially withrespect to technology. They also believe that employersare learning from them and making adjustments, whichwill help them achieve their career goals. Garrick Bradley, who recently passed the CPA exam, is an analyst at Riveron Consulting in Chicago, which specializes in transaction advisory, financial advisory and business advisory in the middle market. He previously worked at Grant Thornton within its audit service line focusing on manufacturing and financial service clients. Latesha Byrd, CPA, began her career with KPMG in the audit practice and transitioned to Wells Fargo in SEC reporting, before deciding to follow her passion, which is student development and leadership. She is now a campus recruiter with Dixon Hughes Goodman, a Charlotte, NC- based CPA/advisory firm, where she works closely with firm leadership to develop recruiting strategy to bring in the right people. Robert Hurd is a senior assurance associate at RSM in Chicago, primarily serving clients in the public sector. Prior to RSM, he worked in an accounting capacity for Harrison Street Real Estate Capital, Chicago Public Schools, and Bravo Restaurants. Chinedu Iwuora, CPA, is a senior associate at Deloitte specializing in delivering audit and attestation services to both public and private clients in the financial services industry, specifically the real estate and investment management niches. 12 SPECTRUM | WINTER 2016

Spectrum: As a Millennial, what sets you apart from Iwuora: I have helped execute projects by using myother generations, and how does that difference social media savvy and teaching other generationsmake for a better workplace? on my work teams how to use these tools. I have alsoBradley: Versatility. I am willing to help my co-workers helped in recruiting and retention efforts by giving aacross several service lines to increase productivity. That Millennial perspective on recruiting methods and toolsdifference allows me to optimize our internal business we should be utilizing that resonate more with people inprocess to gain more clients, add a fresher perspective to my generation.common issues, and provide support to co-workers who Spectrum: What have you learned from members ofnormally don’t receive help. other generations?Byrd: Millennials are challenging organizations to think Bradley: You’re never too old to learn something new ondifferently, work differently and collaborate differently. projects. I recall one of my directors pulling a colleagueWe bring a new and refreshing perspective to how into her office to ask for his advice on a deal. It’s great tobusiness is done. We desire to have careers that we can see managers and directors leaning on others youngermold around our lives and our passions, not the opposite. than them to add value to clients.Our willingness to question the status-quo is what sets us Byrd: I have learned about the company culture, history,apart. Instead of accepting the norms in the workplace, leadership, and also how the company has evolved.we ask questions, which causes people to think creatively It is important to understand how the company hasand leads to innovation. grown and changed, and how that relates to the visionHurd: As a product of a single-parent household, my of the future of the organization. I have also sought tomother instilled in my siblings and me that if you want understand why and how processes are implementedsomething in life you have to work really hard for it. This and how to navigate barriers.value has carried me throughout life and enables me to Hurd: One of the biggest pieces of advice I have gainedbuild a rapport within my group/office/region at RSM. is to avoid focusing too much on the next level in yourIwuora: As a Millennial, we have been exposed to a career that you spend too little time mastering thelot of technological advances, which helps us acquire current level.and disseminate useful information from venues other Iwuora: I have learned to sometimes respect the process,generations might not have thought about. and not have a “need it now” mindset. This comes inSpectrum: Have you had an opportunity to have an handy especially when dealing with clients who love toimpact on members of other generations in your take time before making serious decisions.workplace? Spectrum: Do you think employers are trying toBradley: I have leveraged my networking skills to help accommodate the differences your generation bringsbroaden our private equity client base by conducting to the workplace?research to optimize the quantity of deal flow. Bradley: Employers are starting to offer more rotationalByrd: I have had the opportunity to bring together roles. Being able to work across different service linesgroups to rethink structure and introduce innovative allows me to gain a better experience compared tomethods to produce an improved result. I am constantly others.looking for ways to add value, looking for gaps or Byrd: Companies are now seeking feedback via surveysloopholes in processes where I can recommend and and other avenues internally to determine if employeesintroduce solutions. When it comes to technology, I have are satisfied and happy. I believe they are looking tobeen able to help my seasoned colleagues by providing improve and increase employee satisfaction, socialsupport and teaching new technical procedures and engagement and corporate responsibility.systems that we are now utilizing. Additionally, with the Hurd: I believe employers are really making an effort togrowth of social media, I have been able to share ideas accommodate the generational differences by creatingwith my team on marketing the brand via social media platforms for us to make suggestions and incorporateoutlets to improve online brand presence. new ideas.Hurd: By taking charge of the employee network group Iwuora: A lot of employers are adding flexibility, suchwithin my office, planning group happy hours and as telecommuting. There is also a greater focus onassisting with the diversity recruitment efforts, I am able corporate responsibility/community engagement andto have an impact on members of other generations by career ownership. ▲providing a new perspective to the conversations. WINTER 2016 | SPECTRUM 13

Wanted: © 2016 Ernst & Young LLP. All Rights Reserved. | 1511-1742972 MW ALPFA | ED None.builders ofa betterworking world #LegacyBuilders14 SPECTRUM | WINTER 2016

DIVERSITY AND INCLUSION:From Federal Requirement to Business Imperative By Elaine W. SmithWhen America’s workplaces began a conscious effort to of the components, but in the collective effect of all fivediversify – that is, to hire minority and women professionals aligned with key organizational goals.”– it was because they were required to do so underTitleVII ofthe Civil Rights Act of 1964.This law prohibited employment Reed believes the most important piece that companiesdiscrimination on the basis of race and color, as well as miss about diversity is that it has to be in the DNA of hownational origin, sex, and religion. Today, organizations are a company thinks, works and breathes and has to equatefocusing not only on diversity, but also inclusiveness, to to how the business makes money. “If diversity is notcreate a workforce that mirrors the communities they serve. in the DNA of an organization, diversity will fail. Period. There is no negotiation in that. It’s an evolution. Some“Diversity continues to be a key focus for organizations, companies are closer than others, but I don’t think that it isdriven by globalization and an understanding of the totally in every company’s DNA yet,” Reed says. “Diversitybenefits associated with a diverse workforce,” says Kim is not a strategy, it is a choice. It is a business imperative.Reed, managing partner and CEO, of Reed Development There is a strategy to achieve hiring mechanisms. ThereGroup, which specializes in diversity and inclusion strategy. is a strategy of how to retain talent. There is strategy to“Companies are still trying to figure out the secret sauce of develop talent. But for a company to achieve diversityhow to not only attract, but to develop, retain and deploy and inclusion successfully, it has to be connected to howdiverse talent.”An area of the diversity equation where Reed the company does business.”believes companies are struggling is career trajectory.“Mostcompanies are not deliberate in hiring diverse talent to lead Kimberly S. Reed, CEO andlines of business, have profit and loss responsibilities, and managing partner of Reedfrankly to be groomed for the C Suite. I think they are hiring Development Group, LLC (RDG),for jobs for today only. And that attributes to problems in has earned a reputation as one ofcorporate society and corporate America today.” the most dynamic speakers and trainers. For nearly fifteen years,Reed says she works with her clients to create a strategic Reed has helped executives andframework for diversity recruiting that has five components professionals develop a “Y.E.S.”– Culture Shift, Outreach, Recruiting, Retention and (You, Empower, Self) mentality. With over a decade as aManagement Infrastructure. “When these components are diversity and inclusion strategist for some of the largestoptimized to work together, they create a chain reaction companies in the world, Reed has the ability to developthat unleashes the tremendous power of the diversity innovative solutions to identifying, attracting, retainingrecruitment process. However, we help organizations and developing top diverse talent. For more information,realize that success is not so much dependent on any one visit thereeddevelopmentgroup.com. WINTER 2016 | SPECTRUM 15

matterRELATIONSHIPSBy Dr. Jan WilliamsThe rise in social networks over the last decade has drastically changed the way the world communicatesand interacts. Instead of picking up the telephone to call to say hello, schedule a meeting, share orrequest information, we use smart phones to text and post messages on LinkedIn, Facebook, Twitter,Instagram or a number of other social media platforms. But the more things change, the more they staythe same. Social media may have become the most preferred form of communication, but that’s abouthow we communicate. The why we communicate – the need to have and build strong relationships– remains the same. In the midst of ever-evolving communication platforms, we cannot neglect theintimate, face-to-face interactions that help to nurture relationships and build social capital.16 SPECTRUM | WINTER 2016

“If you want to go fast, GET INVOLVED. The best way to meet people and to establish relationships is to get involved. Getting go alone. If you want to involved in extra-curricular activities on campus, like NABA and Beta Alpha Psi, are great places to start bonding and go far, go together.” establishing relationships with your peers. It is a stress-free way to learn more about the profession and to practiceRelationships are critical to professional success. networking and communicating with others — skillsBecoming a successful professional requires more than that are essential to building relationships. Attendingjust a college degree. A college degree provides the student regional and national conferences, hosted bytechnical knowledge needed to enter the profession, organizations, such as NABA, BAP, ALPFA, etc. will alsobut becoming successful requires much more. That broaden your horizon. These are exciting ways to meet‘much more’ can be developed and enhanced through business professionals and students from other collegesrelationships. Research suggests that relationships are and provide the opportunity to travel to different cities.one of the preeminent predictors of success. An African Don’t, however, limit yourself to accounting organizations.proverb states , “If you want to go fast, go alone. If you Consider getting involved on campus, or by volunteeringwant to go far, go together.” Building relationships and in your community, church, sororities and fraternities.learning from others can not only expand horizons, but These organizations will expand your network, providealso elevate professional opportunities. As such, college leadership opportunities, and contribute to your success.is an opportune time for students to not only focuson technical knowledge but also to focus on building STAY CONNECTED. Stay connected with the people youprofessional relationships. meet. Keep in touch with them and nurture the relationships. Although social media is a great venue for informationBUILD RELATIONSHIPS WITH YOUR PROFESSORS. dissemination and discovery (not being on it could meanProfessors are awesome mentors who can help maximize being left in the dark), it should not be the only source foryour college experience. Professors are familiar with the staying connected. There is influential power in face-to-faceaccounting profession and skills needed to be successful. conversations and interactions. Staying connected withA relationship with your professor will inspire you to think professors, classmates, colleagues, former coworkers, andbeyond the classroom, encourage you to take advantage managers on social media is great. However, it is crucialof opportunities, such as scholarships, internships, and to go a step further to nurture the relationship. Make aextra-curricular activities; motivate you to move outside telephone call to say hello; extend an invitation for lunch,your comfort zone; and provide you with advice on dinner, or coffee to catch up; or send a congratulatory noteunfamiliar matters. As an undergraduate student, one in the mail when you hear good news about someone youof my accounting professors advised me to take calculus know. Look for ways to stay connected, and standing outas an elective in case I decided to go to graduate school while doing it will make a big impression — not to mentionin the future. I would have never chosen calculus on create memories along the way.my own. However, it turned out to be some of the bestadvice I received while in college and a tremendous asset Relationships are essential in life. They can be your mostwhen I pursued my Ph.D. degree a decade later. important asset and just as valuable as the technical accounting lessons learned in the classroom. The cliché,BUILD RELATIONSHIPS WITH YOUR PEERS. Take “It’s not what you know but who you know,”remains true.the time to get to know your classmates. The people As you build relationships, you learn from others (andyou attend classes with will graduate and work at their mistakes), increase your network, and exponentiallydifferent organizations. Like you, they will become future increase your opportunities for success. It is no secretprofessionals. The relationships you build in college can that a career in accounting provides a plethora ofdevelop into life-long relationships and serve as great opportunities; building strong relationships along theresources along the way. Building these relationships way will help you to seize some of those opportunities. ▲in college is also a great way to ensure a professionalnetwork when you enter the workforce. These early Dr. Jan Williams, CPA, CGMArelationships will help you to build confidence and can be is the director of the Accountingextremely instrumental in establishing a foundation for Honors Program and the Yaleparticipation, growth and networking in the profession. Gordon Chair for Distinguished Teaching at the University of Baltimore. WINTER 2016 | SPECTRUM 17

Students Should Richardson has solid advice for other studentsBegin Building with respect to building relationships:Relationships, Too Take advantage of opportunities on yourBy Miriam W. Tarver campus such as lectures from people in your field or even your professors. Sylvia Richardson, a NABA student member at North Get to know your professors, especially the Carolina Central University, has ones in your field. begun building relationships, although she says “it has not Join NABA on your campus, be an active been easy...I am nervous member, and attend the student coBnyfEelraeinneceW. . Smithwhen it comes to talking or interacting with Get to know your peers.professionals.” It’s never too early to start discovering whatNevertheless, she has begun to build her professional you are good at and improve. Learn thenetwork by taking advantage of opportunities offered on areas that you struggle with and continue tocampus. “My campus has an abundance of ways to meet develop the skills you may lack.people, including resume building workshops, career fairs,and required classes that help build students’ confidence Do not let anyone tell you that you cannot dowhen talking to people,” Richardson said. “Also, after or have something that you want. If you havelectures in my field of interest, I have made it a point to a goal, don’t let anything or anyone stand inintroduce myself and have a one-on-one conversation with your way, even you.the speaker. It gives me a chance to ask questions and geta professional mentor/contact who is doing exactly what I Remain humble, but exude confidence.want to do.” “These organizations have enabled me to developRichardson believes that professors and peers also play my leadership skills, communications skills, soft skills,an important role in building her networks.“Most college and have given me access to many opportunities. Sheprofessors have either worked in their field or have especially loves being a member of NABA.personal relationships with people in the field. The firstday of school, every semester, I introduce myself to my “It is an organization filled with people who are on theprofessor. If professors know you personally, when the same or similar path as myself. This year I attended theopportunity arises for an internship, networking event, NABA Southern Regional Conference, where I was ableor job offer, they can vouch for your character.” With to meet students from all over who are accounting orrespect to peers, Richardson said, “You never know who finance majors. I was also able to meet and interview withwill be a major influence in their field and can give you several companies for an internship. Since the conferencean opportunity in the future. You also need your peers to I have been offered two internships with Big Four firms.challenge and support you.” I know that I would not have gotten that opportunity if I had not gone to the conference and networked.”Richardson is a staunch believer in joining organizationsbecause they have been invaluable to her in building Regarding her career goals, Richardson explained thatrelationships. At NCCU, she is a member of Zeta Phi Beta she wants to graduate with honors, obtain a master’sSorority Incorporated, NABA, Sigma Alpha Pi National degree in accounting, and work for a public accountingHonor Society, and the National Pan-Hellenic Council. firm, preferably a Big 4 firm. “I want to be a leader in my field and I want to have the knowledge and experience to give back to my community.” ▲18 SPECTRUM | WINTER 2016

AuthenticityexpectedKPMG LLP believes our people must be asdiverse as the clients and communities weserve, and that their unique backgrounds,experiences, and talents are essential to oursuccess. We’re proud that, at every level of ourfirm, our professionals take ownership forcreating a diverse and inclusive culture.We appreciate our alliance with NABA, andvalue our shared commitment to developcurrent and emerging business leaders.Associate, WINTER 2016 | SPECTRUM 19Senior Talent AcquisitionVisit us at KPMG Careerskpmg.com© 2016 KPMG LLP, a Delaware limited liability partnership and the U.S. member firm of the KPMG network of independent memberfirms affiliated with KPMG International Cooperative (“KPMG International”), a Swiss entity. All rights reserved. Printed in the U.S.A.The KPMG name and logo are registered trademarks or trademarks of KPMG International. NDPPS 530253

CLOUDTECHNOLOGYContinues to Trend for Accounting Profession By Elaine W. SmithWhat are the top three trends in accounting technology today? According to long-time accounting profession technologyexpert Roman Kepczyk, they are transition to cloud-based applications, mobility, and addressing security concerns.“Firms wanting mobility, stability and better security are moving to cloud applications astheir internal resources are unable to cost competitively deliver them,”said Kepczyk. He citedhosted Microsoft Exchange/Outlook as “a good example where it is less expensive thanmaintaining your own server while providing more capacity and support.”20 SPECTRUM | WINTER 2016

With respect to mobility, he said firms that want AICPA Proposes Criteria foremployees to be capable of working from any Cybersecurity Risk Managementlocation with Internet access are finding that hostingcompanies provide better performance solutions In response to the growing number of cyber attacks,than if they attempted to implement them. “We the AICPA is proposing criteria to help businesses andexpect to continue to see ‘Uberization’ of accounting organizations report on their security risk managementapplications with vendors providing proven solutions, efforts. The “Proposed Description Criteria forincluding implementation and training, which will Management’s Description of an Entity’s Cybersecuritydisintermediate internal IT personnel.” Risk Management Program” is intended to be used by management in the design and description of itsKepczyk said that security concerns are on the rise cybersecurity risk management program and by public“as evidenced by the increase in CPA firms being accounting firms to report on management’s description.hacked. We expect to see partners begin to ask thehard questions on firm security, which will eventually “In response to growing market demand for informationlead to more outsourced IT security services and cloud about the effectiveness of an entity’s cybersecurity riskapplications. (See AICPA draft cyber security criteria to management program, the auditing profession, throughthe right.) the AICPA, is developing a common foundation through the issuance of criteria and guidance,” said Susan S.When asked about the future of cloud technology in Coffey, CPA, CGMA, AICPA executive vice president foraccounting, Kepczyk cited the results of the CPA Firm public practice. “Our primary objective is to proposeManagement Association’s 2016 technology survey, a reporting framework through which organizationswhich found that 23% of respondents had gone to can communicate useful information regarding theireither a vendor-hosted or private cloud (co-location cybersecurity risk management programs to stakeholders.”facilities) and hosted cloud providers. “So partners aretaking notice of cost savings, particularly as internal AICPA’s proposal outlines nine categories that an entityIT salaries have peaked in many firms without the must address in its cybersecurity description as follows:corresponding implementation of remote access,enhanced capabilities and stability offered by web- 1. Nature of operationsbased applications. Cloud applications work well formillennial staff who want to work at their convenience 2. Nature of information at riskand when they are most productive, so the cloud willalso help firms with recruiting and retention,” he said. 3. Cybersecurity risk management program objectivesFinally, Kepczyk believes that a key challenge forthe field of accounting technology is for internal 4. Inherent risks related to the use of technologyIT personnel to remain relevant and current whilestill providing support for existing infrastructure. 5. Cybersecurity risk governance structure“Successful IT personnel will transition to projectmanagement with respect to working with CPA staff 6. Cybersecurity risk management processto implement new applications and technologies.” ▲ 7. Cybersecurity communications and the quality RomanH.Kepczyk,CPA, isdirector of cybersecurity information of consulting for Xcentric, an Arizona-based technology consulting 8. Monitoring of the cybersecurity risk firm. His primary focus is helping firms management program throughout North America effectively use information technology and 9. Cybersecurity control activities accounting applications by optimizing their tax, audit and administrative AICPA’s proposal also references cybersecurity controlsproduction workflows. He has spent the past twenty that should be in place, and released a separateyears consulting exclusively with CPA firms. He is a former description criteria that could be used as a cybersecuritymember of the AICPA PCPS Executive Committee and control framework. Controls are needed in management’sa former chairman of the AICPA's Information Technology description to indicate how the entity detects, respondsExecutive Committee. to, mitigates and recovers from cybersecurity incidents. AICPA sought public comment on its cybersecurity risk management proposal. WINTER 2016 | SPECTRUM 21

Robert Allen, CPA Bridgett Gagné, CPA Jeff Badu, CPA NABA Members DiscussAccounting and EntrepreneurshipPassion and drive are the ties that bind individuals who By Maya Francistake the path to become entrepreneurs. Bridgett Gagné,CPA (Gagné Associates), Robert Allen, CPA (The Allen CPA consulting firm, Gagné was a senior manager with aFirm) and Jeff Badu, CPA (Badu Tax Services), each knew Washington, DC-based certified public accounting firmas young people that their professional calling was in the and was responsible for managing various accountingfield of accounting. and business consulting engagements. As the managing member of Gagné Associates, she develops and“I was always interested in math from a very young age. I implements the firm’s strategic plan and is responsibleused to cut grass and rent my bikes out and keep track of for overall management and governance of the firm.my expenses and revenues,” Florida-born Allen said with Her firm provides accounting system implementation,a chuckle. “People thought I was weird, but I’m like ‘Hey, business process improvements, audit and tax support,you need to know where your money is going.’” regulatory compliance and monitoring, and training and education.Gagné cited high school as a turning point for her. “Icouldn’t decide between accounting and engineering. I After receiving his MBA, Allen worked forwanted to do something in numbers and math. I ended PricewaterhouseCoopers in Philadelphia as an externalup going to my school counselor [who enrolled me in auditor in healthcare, nonprofit, technology and thean accounting course] and she said, ‘Try this.’ I did well financial services industry and later for Houston-basedand from that point on, I knew I was going to be an Halliburton, where he worked in the United Kingdom,accountant.” China and Canada. He founded the Allen CPA Firm, based in Houston, to help businesses and institutions become moreFor Badu, accounting opened up a world of possibilities. successful by implementing robust accounting processes,“I did a ton of research on accounting and knew that enhancing audit and compliance quality and helping themit was right for me. It provided great job security, is a exceed their goals. The Allen Firm is focused on the long-degree with a high reputation, and is the fundamental term financial well-being and success of its clients.language of business. I then found out about the CPAdesignation and knew for a fact that I had to pursue it. It Badu, a graduate from the University of Illinois at Urbana-truly provides me with unlimited opportunities.” Champaign with bachelor’s and master’s degrees in accounting, recently passed the CPA exam. PassionatePrior to starting Gagné Associates, a Washington, about financial literacy, he teaches individuals aboutD.C.-based accounting, financial management and investments, budgeting, savings and overall financial management, and publishes financial literacy articles22 SPECTRUM | WINTER 2016

on his website. In January 2017, he will formally launch think it’s important to have those relationships withhis Millennial-focused Chicago firm specializing in tax other CPA firms and not look at them as competition, butpreparation, tax planning, and tax representation for to look at them as partners to do a job that you can’t do,”individuals and businesses. Gagné says.All three entrepreneurs cite personal For others seeking to start their ownsatisfaction in helping their clients grow “You have to always business ventures, Gagné, Allen andtheir business and attribute thorough Badu advise them to be encouragedknowledge of accounting to business do quality work (and well-planned).success. Gagné, Allen, and Badu all because you neverregard relationship building as a key know where your “Start meeting people who own theirelement to long-standing partnerships other referrals will own practice and ask them for theirwith their clients. And with word-of- insights,” Badu says. “I met a few peoplemouth referrals as the primary source come from.” through NABA who own their ownof new business for their firms, they say practice and their insights steered mereputation is everything. in the right direction. Take advantage of all of your resources, includingCiting business values of timeliness and the AICPA. The AICPA has a wealth ofintegrity, Gagné notes the importance of trust in building resources and is truly beneficial to practice owners.”those partnerships. “We have to build relationships with Allen says that “if you’re going to start a business, youpeople, who are essentially opening up their lives to us. have to make sure you enjoy what you’re doing.” HeThings could be embarrassing, or if you’re someone who encourages would-be business owners to get theirhas a lot of money, [their] thought might be, ‘Could you feet wet in corporate America for first-time experience,be trying to take advantage of me?’ I think it’s important on-the-job training, and exposure. “Know what you’reto have good strong relationships.” passionate about so that you can take on different“I know taxes may seem like [just a series of ] transactions, projects and different experiences. Surround yourselfbut it’s about our relationships,” Allen said. “Last year, with mentors who can help you make those decisions.about 63 percent of our clients came from referrals. You Reading and staying up to date in your industry is veryhave to always do quality work because you never know important. You have to stay knowledgeable and be well-where your other referrals will come from.” capitalized when you’re starting up.”Badu also credits word-of-mouth referrals to the growth Gagné agrees. “There are so many aspects of accounting.of his clientele, in addition to NABA for his overall I think it’s important to find your niche. It’s really thinkingsuccess. “NABA has opened doors that I never thought about what is it that you want to do and learn the tradewould be open,” he says. Like Allen, a NABA connection from the people who do it well. When we hire, we hireled him to an opportunity with PricewaterhouseCoopers people who have had Big Four or regional experienceLLP. They, along with Gagné, credit NABA with providing and who have taken the CPA exam. [Small firms like ours]opportunities to socialize and network with peers. “I need you to come in and hit the ground running.” ▲ WINTER 2016 | SPECTRUM 23

6 Mistakes You Can Fix in 6 Minutes!By Charlene Rhinehart Are you ready to brand yourself as an industry expert and build your online credibility? Do you want to maximize your time on LinkedIn to attract prospective clients or employers? Are you ready to enhance your digital footprint so that your profile appears in top keyword search results? Since LinkedIn has become the number one business-based social networking tool — more than 400 million users today — you have an opportunity to bring eager eyes to your qualifications and connect with a universe of professionals who are looking for the skills that you possess. Here are the most important questions that you should be asking yourself: • Is your LinkedIn profile viewer-worthy? • Does your professional description provide “bait” for your target audience? • Can your page attract your chosen demographic? If you want to transform your LinkedIn profile from invisible to irresistible, you have to spend more time enhancing your brand and spend less time duplicating everything on your resume. LinkedIn is not a resume, nor is it for idle usage. It’s a social media tool you can use to build a powerful network of business connections. Are you using LinkedIn to its full potential, or are you allowing valuable opportunities to slip away? If you are ready to start your LinkedIn makeover, here are six LinkedIn mistakes that you can fix in six minutes. Charlene Rhinehart, CPA, CFE, PMP Charlene Rhinehart is a Contributing Writer at Huffington Post and Addicted2Success.com. After winning the title of Ms. Corporate America 2015 in a business pageant held in Orlando, FL, Charlene founded CEO Unlimited LLC in order to help professionals create endless opportunities in their career. She is also the founder of The Career Goddess Academy at www.careergoddessacademy.com, where she helps millennials create career success and a lifestyle they love. Charlene recently completed a six-month world tour with Up with People. She traveled to cities in the USA,Mexico, Bermuda, and Europe, where she had the chance to network with influential leaders from all over the world and deliver over100 hours of service by volunteering at community organizations and performing in a weekly two-hour show.24 SPECTRUM | WINTER 2016

Are you guilty of making any of these LinkedIn mistakes?Log in to your LinkedIn account and upgrade your profile today.1 YOUR IDENTITY IS UNAVAILABLE. 4 YOU NEGLECT THE RELATIONSHIP TAB. Are you hiding from the FBI? That’s what people Do you remember every person that you meet may assume if you neglect to add a photo to your at networking events? Will you remember the LinkedIn profile. powerful conversation that you had with them two years from now? Think about it. Would you go to a networking event dressed in your sweaty gym attire? Of course not! Why? Don’t feel bad if your memory is not up to par. The LinkedIn You want to make a good first impression. Relationship tab solves all of your memory challenges! Every time you connect with someone new on LinkedIn, you should Your LinkedIn photo is the gateway to other professional get into the habit of putting information in the \"Relationship\" opportunities. Don’t miss out on your next opportunity tab that will appear when you click on their profile. by having a mysterious identity on LinkedIn. In this section, you can add notes that’ll remind you2 YOUR URL LOOKS LIKE A FOREIGN LANGUAGE. about conversations that you had or how you met the What do those numbers at the end of your person. There are even reminders to reach out to them LinkedIn URL represent? If you don’t know, then it again in a week, a month, or on a recurring cycle. Add should not be included in your URL. anything you want to the Relationship tab. You are the only one who will see these notes. This is your chance to create a unique LinkedIn URL that can be added to your business cards and email signature. 5 YOUR RECOMMENDATIONS ARE MISSING. Your LinkedIn assigned URL appears under your profile It’s great when you present a compelling story to the picture. world about yourself, but it speaks volumes about your work when third parties recommend you. To customize your LinkedIn URL, press the \"Edit Profile\" button. Click the gear symbol next to your URL, which Validate your LinkedIn profile by receiving recommen- will take you to a separate page where a \"Your public dations. If you claim you are a high-performing financial profile URL\" box will let you change the link. analyst, it better be validated by stellar recommendations from your supervisors and peers, who mention that Most people use their first and last names as their unique expertise of yours when they recommend you on LinkedIn. URL. If you have a common name, use differentiators that would not question your professionalism. That means no Have a strategic plan for your recommendations. Approach “xXx” or “420”! different people and suggest different experiences and traits that you would like them to focus on when writing your rec-3 YOU ARE A LINKEDIN LONER. ommendation. This will help you to present a well-rounded LinkedIn is a professional NETWORK. Your goal view of your capabilities. is to use your network in order to build your professional NETWORTH. 6 YOU ARE A LINKEDIN GHOST. How often do you update your LinkedIn profile? It’s important to engage with your network. You can’t Do you comment on others’ posts? Do you share use your introverted nature or shyness as an excuse on valuable information with your network? What LinkedIn. Sorry! There are many ways to engage with your are you doing to demonstrate that you are network without directly reaching out to individuals. plugged-into what’s going on in your industry? Under the \"Connections\" tab, LinkedIn makes it easy to find Never underestimate the power of your LinkedIn profile. little ways to connect with people in your network. You can People use LinkedIn to recruit employees, identify their congratulate someone on a work anniversary, new job, or next guest speaker, and create profitable partnerships. An recent accomplishment. Take advantage of that! active profile can be your ticket to a myriad of professional opportunities! ▲ WINTER 2016 | SPECTRUM 25

My brand: A first-rate “Team Builder” and a first-generation Haitian American Stephen Nesi, Partner. Long before I started here, I was impressed that the PwC professionals who came to recruit at my college were so diverse. It made me comfortable early on. And it continues at PwC today—black professionals like me are getting involved with groups created just for us. It’s given me opportunities to network with peers and connect with partners who mentored me. The way I see it, people from different backgrounds bring different perspectives to our clients. To learn more about my personal brand and how strongly we feel about diversity, go to pwc.com/diversity © 2016 PricewaterhouseCoopers LLP, a Delaware limited liability partnership. All rights reserved. We are proud to be an Affirmative Action and Equal Opportunity Employer.26 SPECTRUM | WINTER 2016

PROFILENICOLE FELIXNABA Member for Life ByElaineW.SmithNicole Felix, an assistant director in the Americas Nicole says that the leadership skills she developed fromInclusiveness Center of Excellence at EY, made a smart NABA “have opened many doors for me. I’ve worked atmove as a high school student when she decided to four different companies in my 19-year profession andfollow the path of her cousin, former NABA member every opportunity or invitation to apply has come fromBrenda Robins, and pursue a career in accounting. Nicole my NABA network!” Nicole has been with EY for 11 years.said that Brenda had graduated from Grambling State Prior to joining EY, she was a corporate relations managerUniversity and relocated from Louisiana to California with INROADS, Inc., and a senior financial analyst in theto start her career with a Division of Firms member. “I financial services and healthcare industries. “The softadmired my cousin’s ability to graduate from college and skills I’ve picked up in NABA, from student to professional,start her career in the accounting industry, so I followed has boosted my confidence, built my character and hasin her footsteps,” said Nicole, who is the first in her given me a sense of purpose to help open doors forimmediate family to attend college. others,” she added.A California native, Nicole joined NABA in 1994 under the Opening doors for others translates into “Lifting As Weencouragement of ACAP alumni Erick Bell, and first became Climb.”Nicole, a NABA National Community Service Awardinvolved with NABA as a student at California State University recipient, says she fulfills NABA’s motto by frequently(Hayward) when then-San Francisco Board Member Robert speaking at ACAP residency weeks, Elements of SuccessDunlap enrolled her in a mentoring program. programs, Regional Student Conferences and professional chapter events about careers in business, accounting andThe rest was history: “In 1995, I participated in my first “how NABA has literally transformed my life.” She mentorsWestern Region Student Conference in Texas where I met young professionals to help them start their careers whilemy mentors, lifelong friends and current board members helping to open doors for seasoned professionals to serveof my nonprofit, LIFE Courses, Inc., Gina Wolley (past West on boards. “I am a well-respected community leaderRegion president) and Okorie Ramsey (past National and have started a nonprofit to build a pipeline of futureBoard Member),” said Nicole. “I have served NABA as entrepreneurs and business leaders,” she said.the youngest president of the San Francisco Bay Areaprofessional chapter; as the West Region representative Nicole became a NABA Lifetime Member in 2004 under(under past West Region president A. Gregory Hunt); the encouragement of former NABA President Gwendolynas a National Board Member (under the leadership of Skillern, who was chair of the Lifetime Member CommitteeNorman Jenkins and Kim Griffin-Hunter); as a West Coast at that time. “I was excited to become a Lifetime MemberRegion Student Conference founder; as the co-chair of because I wanted to give back and show my appreciation tothe West Coast Region Student Conferences; as an ACAP the organization that had invested so much in me throughcounselor, program manager and Board member for the professional and personal development, mentorship, andSan Francisco Bay Area Professional Chapter; and as the empowerment,” she said. ▲co-chair of the 2015 NABA National Convention (withCorporate Advisory Board member Angela Dunlap).” WINTER 2016 | SPECTRUM 27

We are Pleased to Recognize NABA’sLifetime MembersDwayna Adams Sandra Davis Yvonne Herron Daniel Moore Gwendolyn SkillernClifton Addison Charles Davis Jeffery Hill Gairy Moore Patricia smallsEnitan Adesanya Tamieka Davis Daniel Hobson Lebone Moses Graylin SmithAmani Ahmed Frederick Davis Pamela Hogans Dana Moss William SmithWilliam Aiken Shaun Davis Bavan Holloway Rosheila Motley Mark SmithAbdool Akhran Tanya Davis V. Reginald Hopkins Fred Moultrie Margo SmithRonnie Alexander Chantel Day Paul Horace Grace Mullings Isaac SmithRenee Allain-Stockton Samantha DeCambre Harvey Hoskins Avery Munnings Walter SmithMarvin Allmond Shariah Dixon-Turner Lisa Howze Angela Murphy Graylin SmithAntoinette Amoureux Sekou Reve Doss Willie Mae Hughey Yves Mutombo Catherine Smith-SpearsLloyd Anderson Marvin Dozier Albert Hunt Adam Myers Janice SparksAnthony Anderson Kenneth Drummond Angel Ingram Edwin Neal Thad StandleyAdrian Anderson Robert Dunlap Dee-Ah Iris-Outerbridge Leslie Netter Veda StanleyLee Anderson Angela Dunlap Arlene Isaacs-Lowe Benjamin Newhouse Avril StephensRoger Arrieux Jonell Dunston Vincent James Adaeze Nwachuku Cecil SterrodIris Atkinson-Kirkland Betty DuVerger Clarence James Nora O’Garro Lionel StevensAngela Avant Kathy-Ann Edwards Curtis James Chris Okafor Shamella StewartLarry Bailey Cordelia Ekwueme Johnny Jefferson Joe Okeke Dmitri StocktonAlfred Ball Candice Elliott Edwin Jenkins Avril Okeke Ebony StubbsDeidra Barksdale Gregory Ellison Norman Jenkins Florence Onochie Lemar SwinneyR. Everett Bassie Kimberly Ellison-Taylor J. Frank Johnson Eugene Padgett Floran SylerDarrell Baxter Patrick English Gregory Johnson Dorothy Page-Proctor James TalleyRalph Bazilio Andrante Etheridge Patricia Johnson Frank Parker Rolanda TateRonald Benjamin Charmain Eubanks-Thomas Michael Johnson Michael Parkins Jeff TateEarl Biggett Vernon Evans Gwen Johnson Keeca Parks Micheal TaylorMelvin Blake Beverly Everson-Jones Robert Johnson Harold Parnell Ronald TaylorAllen Boston Earl Fagan James Johnson Greg Parris Sheila Taylor-ClarkWilliam Boswell Felicia Farrar Mark Keener Kimberly Parris Francis ThomasKen Bouyer Nicole Felix Anthony Kendall Leslie Patterson Allen ThomasGloria Bracy Cecil Flamer Bridget Kinard Ramona Pearson Ralph ThomasAdrian Bracy Erby Foster Anthony King L. Matthew Perry Valerie ThomasMonica Brame Carlyle Fraser LaToya Lacey Phillip Pierce Curtis TomlinLatarsha Brazle Genevia Fulbright Marjorie LaRue Tillman Pink Manuel TorresOdell Brown Tony Fuller Wayne Lee Pamela Pinkett Emmanuel TuffuorJames Brown Douglas Gaines Brittani Lee Mario Poole Lucy TurnageTyrone Browne Vernice Gamble Shelley Lee Hing Jenice Prather-Kinsey Raymond VicksLinda Bryant Fred Gamble James Lewis Starr Purdue Adrian VieiraMaxine Buckles Yosief Ghirmai W. Delores Lewis Okorie Ramsey Lamont WaddellCharles Burch Bertram Gibson Wendy Lewis Moire Rasmussen Andre WadeWilliam Byrd Hubert Glover Eddie Lightsey LaNita Ray Ronald WalkerWillie Carrington Robin Gordon Leona Locke-Dotson Jesse Rhodes Emma WalkerDeborah Carter Norman Graves Clarence Lockett Harry Richards George WallaceCharles Carter John Green Joe Lowry Avis Riley Lydia WashingtonRuby Cato Verna Greer Betty Maple J. Edward Robinson Chester WatsonRichard Caturano Derric Gregory Phillip Mark Troy Robinson Timothy WatsonMillicent Chancellor Kim Griffin-Hunter Lawrence Mathews Frank Ross Anne WhiteMarvin Chiddick Austin Groom Roderick Mayo Michael Ross Donald WhitePaula Cholmondeley Linda Guyden Yolanda McBride Janine Rouson Gwendolyn Wiggins-WalcottSheila Clark Bennie Hadnott Milford McGuirt Michelle Royster Maria WileyWilliam Coleman Brenda Hammond James McIntyre April Royster Humphrey WilliamsBrenda Coleman Ann-Marie Hammond Tina McIntyre Greta Russell Roger WilliamsRonald Coleman Thomas Hampton Barbara McKinzie Deatrice Russell-Tyner Chrisalle WilliamsMalcomb Coley Donna Hankins Jimmy McMillian Ray Sanders L. Anne WilliamsGregory Collins B. Harrell Richard McNamee Uso Sayers James WilliamsCharlotte Comer Calvin Harris Thomas McRae Patricia Scipio George WillieAnita Conner Steven Harris Hassan Miah Carolyn Scott Veronda WillisKenneth Cooke David Harrison George Miles Victoria Seay John WilsonDonna Cooper Tiffany Harrison Kevin Miller Johnny Session Carol WilsonRaymond Cooper David Harrison Mark Miller Dave Sewell Michael WinstonDeborah Cowan Angela Haskell Judson Mitchell Tadeo Silva Daniel WorrellCharles Daniel Roland Hendricks Bert Mitchell Brainard Simpson Ida YarbroughRosalind Danner She-lia Henry Faye Mitchell Moore Carl Simpson28 SPECTRUM | WINTER 2016

We’restrongertogether.We believe there’s even greater power in working together. Wells Fargo proudly recognizesBecause when we combine our unique abilities as a team, our team member Paula Cropperstrength multiplies. Every day across 36 countries, our team of Wells Fargo Audit Servicesmembers collaborate using their collective skills to better serve as a 2016 Southern Regionour company and customers. Outstanding Service Award recipient.Join our team to learn, grow, and excel in your career.Visit wellsfargo.com/careers to apply or for more information.Relevant military experience is considered for veterans and transitioning service men andwomen. Wells Fargo is an Affirmative Action and Equal Opportunity Employer, Minority/Female/Disabled/Veteran/Gender Identity/Sexual Orientation.© 2016 Wells Fargo & Company. All rights reserved. Member FDIC. IHA-2934201