2017 Fall - Spectrum Magazine

FALL 2017THE OFFICIAL PUBLICATION OF THE NATIONAL ASSOCIATION OF BLACK ACCOUNTANTS, INC.6 DIVERSITY & INCLUSION: AICPA and IMA’s Role In Moving D&I ForwardBridging the gap to ensure unlimited opportunities and growthfor blacks in the accounting and related business professions.12 THE NEW CPA EXAM: 22 ALDI: 26 A VIEW FROM THE MIDDLE Shifting the Needs of the Moving NABA’s Young The Halfway Mark Profession Professionals to the Next Level of Vision2020

What happenswhen great mindsdon’t think alike?tinyurl.com/NABA2017 #BetterQuestions © 2017 EYGM Limited. All Rights Reserved. | 1701-2164686 NABA | ED None

CONTENTS3 NABA National Board of Directors5 Message from the Chairman6 Diversity Remains on Front Burner at AICPA8 IMA and NABA: Diversity Advocates in the Profession11 NABA Cares12 The New CPA Exam: Shifting the Needs of the Profession14 Ryan Galloway: Follow Your Heart and Connect the Dots to Your Dream Career 19 Jeannine Brown: NABA National Outstanding Member of the Year22 ALDI: Moving NABA’s Young Professionals to the Next Level24 Micromanagement: Neutralizing the Micromanager — the One You Work for, or the One Inside You26 Sharpen Soft Skills for Success28 A Primal Approach to Creating the Professional Life You Desire30 A View from the Middle: The Halfway Mark of Vision202036 Rosalind P. Danner – NABA Member for Life38 NABA Lifetime Members

PUBLISHER MAGAZINE HOW TO REACH USLauren Yost, SPHR, [email protected] NABA STAFF EDITORIAL:EDITOR-IN-CHIEF Lauren Yost, SPHR, SHRM-SCP [email protected] Scott, MBA Chief Operating [email protected] Kim R. Wilson ADVERTISING:EDITORIAL ADVISOR Chief Programs Officer [email protected] Murphy-Walker Shon McGhee MEMBERSHIP/[email protected] Controller CUSTOMER SERVICE:MANAGING EDITOR Lauren Burke Silva [email protected] W. Smith Director, Business DevelopmentWRITERS Lynette Perry PUBLISHED ARTICLESMaya Francis Manager, Membership Operations AND REPRINT PERMISSIONS:Jenice Prather-Kinsey Darell Scott, MBA For permission to reprintCurt Redden Manager, Communications articles please contactElaine W. Smith Crystal Briscoe [email protected] Thaler-Carter Executive Services Administrator or Darell Scott at [email protected] Yost, SPHR, SHRM-SCP Tracy Posey Office Manager ARTICLE SUBMISSIONS: For more information about submitting articles for publication in Spectrum please contact Darell Scott at [email protected] CONNECTED!Join NABA’s Social Networks: 7474 Greenway Center Drive, Suite 1120 • Greenbelt, MD 20770 Phone: 301.474.NABA • Fax: 301.474.3114 • www.nabainc.org

MISSIONThe mission of NABA, Inc. is to address the professional needs of its members and to build leaders that shapethe future of the accounting and finance profession with an unfaltering commitment to inspire the same in theirsuccessors. The Association shall unite through membership accountants, finance and business-related professionalsand students who have similar interests and ideals, are committed to professional and academic excellence, possessa sense of professional and civic responsibility, and are concerned with enhancing opportunities for minorities in theaccounting, finance and business-related professions. BOARD OF DIRECTORSSteven L. Harris, CPA , CGMA Earl Fagan, CPA Daniel E. Worrell, Ryan Galloway, MPA, CFE, CRMA CPA, CGMA Chairman of the Board Vice Chairman of the Board Treasurer Secretary REGIONAL PRESIDENTSRosalind Danner, CPA Eugene S. Hampton, II, CPA, CGFM Angel M. Johnson Nora O’GarroEastern Region President Southern Region President Central Region President Western Region President NATIONAL DIRECTORSHerschel Frierson Sherry-Ann Mohan, CPA Uso Sayers , CISA Anthony Walker, CPA National Director National Director National Director National Director FALL 2017 | SPECTRUM 3

WORLD CLASS.PERSONAL SCALE.We are competitive. Not cutthroat. MBA is we believe is our defining strength. Master of Science in Finance Master of MarketingWe’re the B-school built for the persistent. e genuine. We’re building a new typeof leader. Together.business.vanderbilt.edu

MESSAGE FROM THE CHAIRMANDear Friends:During times like this in our country, we are prompted to think about how we are moving forward bothpersonally and professionally. NABA strives to be a voice for diversity and inclusion, keeping critical issuestop of mind for companies and organizations, to drive change and help bridge the gaps.In this issue of Spectrum, we hear from the American Institute of CPAs (AICPA) and the Institute ofManagement Accountants (IMA) on how their organizations are addressing Diversity & Inclusion in theProfession through a focus Certification. In the article, Diversity Remains on Front burner at AICPA, KimDrumgo reveals their current landscape and the ongoing challenges. In the article, Diversity Advocates in the Profession,Jenice Prather-Kinsey discusses the partnership between NABA and IMA and how programs like VITA help our diverse studentssucceed.We cannot talk about change and moving forward without recognizing the NABA families affected by Hurricanes Harvey,Irma, and Maria this year.“NABA Cares: Headquarters and Chapters Work Together on Hurricane Relief”shares how we starteda GIVE campaign and the local efforts of the chapters that took charge and gave back to their community.NABA’s Aspiring Leadership Development Institute (ALDI) is designed for aspiring and newly promoted managers. In thearticle,“ALDI: Helping to Move NABA Members to the Next Level,”NABA Founder, Frank Ross emphasizes the role of mentorshipin helping one to advance in their career. “Managers need mentors. At every level of leadership, you need a mentor. You needto have sponsors, you need a counsel, you need a mentor,” he says.Finally, NABA shares its third article in the series “Vision2020: Planning, Purpose, and Progress…our Vision at the half-waymark”. Lauren Yost, Chief Operating Officer of NABA, Inc. details the achievements, efforts in progress, and new initiatives onthe horizon.On a more personal level, Ryan Galloway, NABA Board of Directors National Secretary gets up close about how he followed hisheart to his dream career. From college basketball player to Big 4 Accounting Associate to Politics to Microsoft…his path hasbeen unlike many others. “It’s not a linear path by any stretch of the imagination. There’s a constellation of dots out there thatyou can ultimately connect that will create a path that will makes sense for you”, says Galloway.As we approach this holiday season, I would like to wish our members, partners, and staff happy holidays and best of luckin the New Year. Thank you, NABA family, for a remarkable year of service and commitment. The NABA legacy of engagingits members to lead on the local, regional, and national levels continues to help create a pipeline of dynamic leaders to helpachieve our motto, Lifting As We Climb.Steven L. Harris, CPA, CGMAChairman of the Board FALL 2017 | SPECTRUM 5

DIVERSITYremains on front burner at AICPAIn an era of not only continuing but by Ruth E. Thaler-Carter, Contributing Writerseemingly increasing disharmonybetween ethnic and racial groups, the The goal of the commission is to create tools for firms to useAmerican Institute of CPAs (AICPA) is in achieving greater diversity and inclusion. “We created anleading the way for the accounting organizational assessment because we heard from firmsprofession in promoting and enacting that they don’t know where they are in their efforts. It’s a tooldiversity, inclusion and equality. to see where you are on a continuum: workplace, workforce, marketplace and community, and supplier diversity.”This is not a new effort for AICPA; it is an extension of an The value of that tool is in helping to facilitate diversity inexisting commitment to enhancing those qualities in the the profession because “you can no longer say you don’tprofession, according to Kim Drumgo, director of Diversity know what to do or how to start,” Drumgo said. “Now weand Inclusion for AICPA; vice chair of AICPA’s National have a plethora of tools.” These include free webcastsCommission on Diversity and Inclusion; and chair of the (with CPEs) on workplace bias, global issues and more,PhD Project. “The commission was created after the and the Conclusions/Solutions newsletter with up-to-datesunset of our Minority Initiative, which was in place almost information, with more than 30,000 subscribers. “We havesince the profession has been focused on diversity and really good tools and resources in place to bring aboutinclusion,”Drumgo said.“Its primary purpose was to be a awareness,”she noted.pipeline (for minorities to enter the profession) through The response from the profession to this and related AICPAscholarships, role models in classrooms.” efforts has been, Drumgo said, “very positive and hopeful.The change came when, Drumgo said, “we realized we had You can tell that people expect to hear about what we’reto focus on advancement, recruitment and retention, which doing at our events. I’m constantly being asked aboutmeant firms.” when the ‘next new thing’ is coming from the National Commission.”6 SPECTRUM | FALL 2017 Drumgo has been encouraged to see that “people were hungry for information.” As a result, she is committed to making sure there is continuing demand — and response — across the profession. The feedback from firms has been especially positive, she noted. “Some were so excited that they wanted to do everything all at once.” That creates an important opportunity to bring the rest of an organization up to speed; training and education are essential. continued on next page

What makes this process work for firms is that “we have is how we will deal with the need to return to our ownmade a proven business case” for inclusion and diversity, (group). I definitely see the value, but I’m curious about theDrumgo said. “That’s why we launched the webinars — so long term.”we could create a complete continuum. Everybody in theorganization has to carry the message.” CONTINUING CHALLENGES AND GOALSBACKING UP THE EFFORT Drumgo, and the AICPA with her, is committed to the commission and related programs to grow diversity andKey to many business initiatives is doing just that: proving inclusion in the accounting profession. Some of her workthe case. AICPA has taken this to heart by assessing and today goes back to 2015, which the AICPA conductedquantifying its programs in diversity and inclusion. “We a study of young minority professionals about thedo our own supply-and-demand report,” Drumgo said. challenges they faced, who their influencers and mentors“We actually survey schools and firms every two years.” were, how they have been helped, etc.Information comes from staff in hiring and partners in “We found, over and over again, that if you don’t have anvarious programs. early interaction with an early mentor, you don’t go into theAICPA has found that overall enrollment and hiring has profession,”she said. “For that reason, we have worked withincreased, although African-American numbers are still academic teams called Campus Champions to be pointlagging in the accounting profession. That is one reason people for questions about accounting. It’s very intentional.”that AICPA continues to work with NABA — “it is critical to As part of its focus on mentoring, AICPA sponsors accountingmoving the needle,” Drumgo said. The good news is that scholarships and hosts a leadership workshop, launchedcompanies do want to find diverse candidates: “It’s hard to 20 years ago. Confidence training and a class for currentkeep up with the pace of demand in the pipeline.” students and alumni also contribute to the programming. Looking to the future,“our goals and objectives will continueAN UNEXPECTED PERSONAL CONNECTION to be focused on firms — how to get firms involved,” Drumgo said. Plans including getting CEOs involved inDrumgo knows the value of diversity and inclusion from an AICPA’s Diversity and Inclusion Action, to leverage a pledgeunusual angle; one that shows how lengthy this road has campaign that was launched in June.“We want all CPA firmsbeen and continues to be. In 2006, she decided to change to be part of this pledge.”career paths to make that her focus. Her work in diversity Other areas of interest include continuing to provide toolsand inclusion led her to a surprising family connection:“The to grow the pipeline of minority students and candidatesfirst thing I received was a packet from my dad with his 1985 from school to the workplace.presentation on race relations.” She had never known that As Drumgo learned from her father on moving into thishe, while in the military, was assigned to improving race arena of AICPA programming and service, creating truerelations. diversity and inclusion is an elusive, longstanding goal. TheWhile she found it sad that this still has to be discussed, good news is that opportunities appear to be increasing,more than 30 years later, she is glad that the AICPA is accounting firms are buying into the initiatives, and AICPAtaking a leadership role in continuing and enhancing that and NABA are working together to create a brighter futurediscussion. “Race will continue to be a topic because it’s for the profession and its members of all backgrounds.how our country was founded — and other countries haveracial issues as well.” About the Author Freelance writer/editor Ruth E. Thaler-Carter (www.writerruth.ASSESSING THE COUNCIL APPROACH com), a regular contributor to Spectrum magazine, is a former reporter with the St. Louis Argus newspaper and DC columnistAsked for her opinion on inclusion councils, a model used for the St. Louis American, has written for the UNCF andin some corporate settings, Drumgo noted that “each National Scene magazine, and was chief of publications at D.C.culture is very different,” so that approach can work. “The General Hospital, among other projects over the years. ▲benefit is that it breaks down silos of thinking and createsan intercultural thought process,”she said.“Everyone learnsfrom each other. On the other hand, we are tribal by nature— we want to be with people like ourselves. My question FALL 2017 | SPECTRUM 7

DINivTeHrsEityPARdOvFoEcaStSeIsONIMA and NABA continue to make inroads supportingdiversification in both accounting career choices andindividuals within the profession. by Jenice Prather-Kinsey Since diversity in representation is needed in the accounting profession to achieve new ideas and growth,S upport for diversity within the accounting it’s time for accounting programs to broaden their focus field can take many forms. For members to beyond preparing graduates to pass the CPA (Certified succeed in a globally competitive world, two Public Accountant) exam. The good news: Some colleges, types of diversity are needed, at minimum: such as Penn State University and the University of Alabama diversity within fields of specialization and at Birmingham, are beginning to diversify the accounting diversity of individuals within the profession. career tracks they offer to their students. IMA supports this Two organizations in the accounting profession have progress by educating students about the alternatives to been and continue to be instrumental in diversifying both public accounting. As the leading association dedicated career choices and individuals within the profession: IMA® to developing, certifying, connecting, and supporting (Institute of Management Accountants) and the National the world’s best accountants and financial professionals Association of Black Accountants, Inc. (NABA). in business, IMA provides resources for members, whether they’re students or professionals, management orCAREER DIVERSITY government accountants, or they work for a not-for-profit or within a multinational corporation. Because most major universities have channeled students IMA student members have the opportunity to earn the into careers as public accountants—even when it has been CMA® (Certified Management Accountant) credential once documented that more than two-thirds of accounting they have fulfilled their education and work experience majors land in positions outside public accounting—many requirements. IMA also offers scholarships (more than students think of themselves as second-class if they have $30,000 awarded annually), leadership opportunities at an interest in accounting outside public accounting. Yet university student chapters (supported by professional everyone’s ideas need to be considered when completing chapters and more than 85,000 members worldwide), an audit, filing tax returns, and consulting to help a student leadership conferences, student case competitions, multinational company achieve its mission financially. So, and an honor society. it’s counterproductive for universities to push students only Both IMA membership and CMA certification offer students toward specializations in the field of public accounting. In more validation for a career in management accounting. “The Accounting Profession’s Lack of Diversity Is a Rodney With 75% of accounting and finance professionals in the Dangerfield Problem,” Leona May of Deloitte notes that United States working inside organizations, assisting “Not enough people have been exposed to the profession.” in planning, controlling, and decision making—that is, She quotes Frank Ross, Jean Wells, and Allyson Clarke of helping companies achieve value-creating operations— Howard University, who wrote, “[Y]oung people, including the opportunities are there. IMA’s Global Salary Survey underrepresented minorities, hold the profession in in the March 2017 issue of Strategic Finance found that relatively low regard, do not understand what accountants members’ median total compensation in the U.S. increased do, and do not appreciate the career opportunities the with the CMA—from $90,000 to $103,000 for members profession offers….[T]his lack of esteem is widely shared by with a bachelor’s degree and from $105,000 to $118,000 for parents and educators.” members with an advanced degree. continued on next page8 SPECTRUM | FALL 2017

INDIVIDUAL DIVERSITY The opportunities that IMA and VITA offer students wouldn’t beIMA also seeks to remedy the lack of individual available without the support ofdiversity within the profession, having recently signed businesses and professionals.a Memorandum of Understanding with NABA tosupport the advancement of inclusion in the accounting At the regional and annual conferences, students networkprofession. In Accounting, Organizations and Society, with professionals, interview for jobs, attend professionalTheresa Hammond noted that “African Americans have development seminars, and meet peers in their region.always been severely under-represented among certified Currently NABA has in every state an Accounting Careerpublic…accountants.”In August 1990, Bert N. Mitchell and Awareness Program (ACAP) designed to provide aVirginia Flintall reported that as of 1969, only 0.15% of all pipeline into college for students in high school. Further,CPAs in the U.S. were African American. Fast forward to the professional and student chapters sponsor Voluntary2010, and the Howard University Center for Accounting Income Tax Assistance (VITA) training and free incomeEducation reported that very little had changed: Only 1% tax assistance/preparation to low-income families. Bothof public accounting partners were African American. Not ACAP and VITA offer student’s opportunities for the kind ofonly does this gap in the diversity of individuals within the internship experiences that companies want to see in theiraccounting profession continue, but the AICPA (American new entry-level hires.Institute of Certified Public Accountants) has found that The opportunities that IMA and VITA offer studentsthe diversity of graduates at the bachelor’s and master’s wouldn’t be available without the support of businesseslevel is on a downward trend despite committed diversity and professionals. I invite and encourage you to supportrecruitment efforts across accounting firms. and participate in IMA and NABA professional and studentRepresenting more than 200,000 black accountants chapters as we seek to support a profession diverse inwith more than 150 campus student chapters, NABA is career opportunities and in individuals.a membership organization dedicated to bridging theopportunity gap for black professionals in accounting, About the Authorfinance, and related business professions. NABA offers Jenice Prather-Kinsey, Ph.D., is the Sallie W. Dean Scholara diverse group of students an opportunity to develop in the department of accounting and finance at theand connect through student chapter activities. Student University of Alabtma at Birmingham and is a memberchapter members might be African American, Asian, of IMA’s Birmingham Chapter. You can reach her atIndian, Jewish, white, etc., and might be financial, [email protected]. ▲government, or management accountants, or theymight work for a not-for-profit or within a multinationalcorporation. Through its professional chapters, NABAoffers four regional conferences every year (central,eastern, southern, and western) and has awarded morethan $11 million in scholarships to its student members. FALL 2017 | SPECTRUM 9

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NABA CARES:Headquarters and ChaptersWork Together on Hurricane ReliefFor years to come, the names Harvey, Irma, and Mariawill consume the memories of thousands of Americanswho were affected by what experts estimate will be thecostliest of natural disasters in U.S. history. The areas inTexas, Louisiana, Florida, Puerto Rico, and the U.S. VirginIslands devastated by these hurricanes are home to 27NABA chapters (professional and student) that servemore than 860 members, friends, and partners.The night before Hurricane Harvey was scheduledto make landfall, Eugene S. Hampton, II, CPA, CGFM,NABA Southern Region President pulled a roster of hismembers living in the expected areas of impact. He senta quick note to simply say that the NABA family was hereand happy to help in any way possible if needed. Fromthere, Lauren Yost, Chief Operating Officer, NABA, Inc.worked with Eugene to identify all NABA members inthose areas, even those not associated with his region.“NABA is family and we will lift as we climb, personallyand professionally”, says Yost.In keeping with its legacy of service, NABA Nationalquickly established a Disaster Relief Fund to receivedonations from members and others who want to helpfellow members and their families who are in need.Funds collected are designated and directed to NABAchapters in the impact zones. To date, the fund hasraised $3,025 with a goal of $5,000. To make a donation,visit NABA Disaster Relief and select the GIVE button.On the local level, the NABA Austin-Cen Texas joined forces withthe National Council of Negro Women and the Links to conduct adonation drive to collect and assemble care packages consistingof toiletry items for women, men, girls, and boys. “This wasso heart wrenching for us because we had so many relatives,friends and many of our members homeless and trying to findshelter from Houston Texas, Beaumont, and Port Arthur thatwere affected. The first thing we wanted to do was to find outhow we could help so we jumped into action,”said Sheri Marshall,NABA Chapter President. Marshall said the effort yielded 245 carepackages that went to shelters in Houston and Austin.Assistance for those affected by major disasters is available from the Federal Emergency Management Agency (FEMA). Forinformation on the types of assistance that can be obtained, visit disasterassistance.gov.Have a story to share about how you or a loved one has been affected by these disasters or about how you’ve helped?Email us at [email protected]. ▲ FALL 2017 | SPECTRUM 11

THE NEW CPA EXAMby Elaine W. SmithAs American business evolves, so Thomas continued, “So, if you are someone who had takenmust the accounting profession. and passed some of the parts—and I think a lot of the bigAnd as the accounting profession changes were in BEC—and that’s what you have left to pass,evolves, so must the CPA exam. On you will be quite anxious. You’ve got to learn some newApril 1, 2017 the AICPA launched stuff and you’re on the clock as well.”its newest version of the CPA exam, One such person who was in this predicament was Lindsaywhich is designed to“meet the N. Smith, an audit associate who started her CPA journeyshifting needs of the profession by taking the BEC section. “I chose this section to beginin protecting the public interest,” with because it was going to undergo the most changesaccording to the AICPA. after April 2017, so I wanted to pass it first. Unfortunately, I did not pass it before April, but did pass [the new version]Ralph Thomas, CEO of the New Jersey Society of CPAs in July.” Smith now has until December 2018 to pass the(NJCPA), explained that the changes were developed by the remaining three sections.AICPA Examinations team with oversight by the Board of Thomas said that one of the things that the NJCPAExaminers. “AICPA goes through this periodically to look at questioned in its comments to the AICPA on the newwhat needs to be changed to meet the needs of the current exam was the 18-month time period to pass. “We wereprofession,” said Thomas. “A couple of things that came out concerned that given today’s state of the profession andwere the need to test critical thinking skills, problem solving demands on staff that 18 months was a short period of timeskills and analytical skills. Some of the comments coming once someone started taking the exam to have to completefrom regulators questioned whether the profession’s it. We had seen anecdotally that people were losing partsskepticism was where it needed to be.” of the exam and it was because of work demands.”Thomas said that this is coupled with the fact that many people waitA cursory look at a few CPA forums revealed many to take the exam once they start working because theyaccountants expressing concern and anxiety over the believe they can manage the work load and studying forchanges. “Any time you have change, people are going the exam.to be anxious. Particularly those folks who are already inprocess and have taken parts of the exam, because now continued on next pagethey have to go back and learn new stuff that is going tobe tested,” Thomas said. “On this exam, we had a coupleof changes that I would call significant—fewer multiplechoice, more test-based simulations and an additional totalof two hours was added to the exam; so now the exam is 16hours instead of 14 hours.”12 SPECTRUM | FALL 2017

“One of our big efforts is to communicate that you should Smith says she plans to devote roughly two months oftake the exam right away after you graduate or as soon study per section before each of the remaining sectionsas you are eligible to take it, hopefully before you start of the exam. “One exception is the audit section. I wasworking, because those work demands do get in the way,” working on an audit when I began preparing for thatThomas said. “The conflict is the firm wants you to pass section. We began to have to work 11-hour days. I startedthe CPA exam, but the staff and supervisors leading the about four months out to give myself time to prepareengagement are saying,‘let’s get my job done.’” around my longer workdays.”Candidates do have to prepare differently, according to Each year, NABA members who are candidates for the CPAThomas. “This is an exam that you have to study for. Just exam have an opportunity to take advantage of the Beckerbecause you were a top student, you can’t roll out of college Review during the annual convention.and take it and expect that you are going to pass. You really With respect to pass rates, AICPA has released pass rates onhave to put some time in and we’re talking 200-300 hours the new exam and they are only slight fluctuations in thethat you really need to devote, which is why we emphasize rates compared to rates under the old exam.that you really should do this before you start working. Will the change build a better CPA? Thomas believes thatThat vacation or the backpack adventure in Europe can be ultimately it will. “Certainly, the profession is changing.done later on in life. This is such an important step in one’s The way we are auditing is going to change with all thecareer progression to have the CPA.” data analytics and big data, and as those new thingsSmith, who entered the profession after obtaining a emerge, we’ve got to make sure that accounting majorsmaster of science in accounting, but with about 10 years of coming out of schools have the right skill sets andnon-accounting work experience, admits that she did not competencies to be part of what the new profession andprepare properly when she initially took the BEC portion the new auditing model is going to be about,” he said.of the exam. She said she took a different approach when “Our hope is that these changes will result in employeesshe took the new version. “The biggest difference in my having improved competencies . . . . At the end of the daystudy plan was that I actually purchased an exam prep the changes will result in improvement of an individual’scourse. My first attempt, I only used a book and multiple critical thinking skills, problem solving and analyticalchoice questions I found online. The second time, I went abilities, tied into what the profession wants CPAs to bethrough my course’s entire study unit for BEC as though I known as: trusted advisors.” ▲had never taken it. Also, I took advantage of AICPA’s examblueprints to really focus on the subject areas that would FALL 2017 | SPECTRUM 13appear more frequently on the exam,” Smith said.

RYAN GALLOWAY, CPA, NABA NATIONAL SECRETARY: Follow Your Heart and Connect the Dots to Your Dream Careerby Elaine W. Smithhe Ryan Galloway, CPA didn’t know much about accounting when he entered Florida A&M University to major in business administration and play basketball but he did know Some look at about the fundamentals of business. His father was an entrepreneur and Galloway their careers spent countless hours after school learning about the importance of customer service in terms of and supplier logistics. So when recruiters started approaching him after he completed a “path,” but a few internships, and he told them that he was a business administration major, Ryan Galloway’s their next question often was, “What do you know how to do?” Witnessing his father’s accounting career business operate and the internship experiences taught Galloway that accounting trajectory has was a necessary skillset that could be applied in all facets of business and industry. In been nothing response, Galloway added two more accounting courses to a business administration short of an major that was already heavily focused on accounting and ultimately graduated with adventure. a bachelor’s degree in accounting. “In branding myself to look for a full-time job, I saw an exponential difference in the number of companies that were interested in me as14 SPECTRUM | FALL 2017 an accounting major,” he said. “The marketplace really does appreciate accounting as the language of business and often sees those with that skillset as an individual who can add value”. FIRST UP – PUBLIC ACCOUNTING Galloway was deliberate in choosing his first full-time j ob. “ Internships taught me a number of different things about corporate culture and work ethic, but also that I didn’t like to sit in the same place every day...I wanted to do something that was more flexible and more dynamic.” Galloway decided that going to work in the audit practice of a big four accounting firm serving many different clients and industries wo uld be a go od place to start his career, and he accepted an offer from the Baltimore Office of EY. Accepting a position at EY also gave Galloway the opportunity to participate in the company’s exclusive Your Master Plan (YMP) program, which enables approximately 75 employees entering the firm from around the country to obtain a master of accountancy at either the University of Notre Dame or the University of Virginia. Galloway chose Notre Dame in South Bend, Indiana which held the second ranked Masters in Accountancy Program in the nation. While further sharpening his accounting toolkit, attending this program also enabled Galloway to obtain the additional credit hours he needed to sit for the CPA exam and expand his network across the firm. Galloway heard about the program while on campus and inquired with the hiring partner when it was clear EY would be extending a formal offer. “I was able to get this opportunity simply because I asked for it, and the first part of my career advice applies to this situation,” he said, “I don’t proclaim to be the smartest person in world, but 90 percent of being successful professionally is showing up, being prepared, and not being afraid to strategically ask for what you want. You have to put yourself out there to seek and take advantage of opportunities you may not have known existed.” Galloway spent four years at EY where he rose to the position of senior auditor and worked for clients in industries such as healthcare, venture capital, and gaming. continued on next page

After learning a lot about those business verticals, he bill using behavioral economics – adding a tax to flavoreddetermined he had a growing interest in narrowing his tobacco to prevent young kids from using it. “I got to usescope and learning more deeply about specific industries my business background to apply it to the public sectorand how small businesses/organizations run. which was great because I was helping some of the mostGalloway’s itch for entrepreneurship needed to be important stakeholders – people in the community – andscratched, so his next move was to join S.B. & Company, that felt great to me.” The experience in the Marylanda minority-owned public accounting firm whose General Assembly, was great exposure to the legislativeprincipal, Gray Smith, was a former partner with Arthur process and a new-found niche market Galloway enjoyed,Andersen. “Entrepreneurship is a businessman’s canvas. the nexus between the public and private sector.Going to S.B. & Company gave me an opportunity and After two legislative sessions, Galloway sought anotherthe flexibility to paint a little,” said Galloway. At S.B. & impactful opportunity and turned to his NABA network,Company, Galloway helped to develop the internal audit a move that catapulted him to the highest echelonsmethodology used for banking clients and also served of public service. First, he was hired by the Center forexternal multinational and public-sector audit clients, Medicare and Medicaid Services Innovation Centerincluding the State of Maryland. “I learned a lot there. to manage the budget of a $10 billion research andFor example, at a smaller firm, you don’t have infinite development fund, created under Section 3021 of theresources similar to the big four, and requires you to Affordable Care Act, charged with reforming the U .S.be more thoughtful and strategic about conducting an health care system and creating new ways of paying foraudit. Gray was a great teacher, he made sure the staff and delivering health care.understood why an audit step was being conducted,and not simply because it was written in an audit “I was brought in to bring my privateprogram. He would ensure we understood what was the sector acumen into the way they doassociated risk and assertion being tested, to ensure the things from an accounting standpoint inappropriate test was designed. He was also like a father the government...You can leverage yourfigure for some of us. He could give you gentle love and accounting, finance, a nd b u siness s k illshe could give you tough love. And a lot of that was about for a number of different i n dustries i n ahelping us make good decisions and to think about the number of different ways,” Galloway said.outcomes and impact – not just you in the moment.” Galloway spent his first t hree y ears m anaging t he C entersTHE PRIVATE SECTOR budget execution and risk management, and then was asked to become special assistant to the CMS director,After working at S.B. & Company for two years, Ryan similar to a chief of staff. “That r ole o pened m y e yes e venwas recruited, and landed a position at Safenet, Inc., more from a national policy perspective to the great debateas an accounting manager where he worked on the around health reform and its implications on business.” Incompany’s public offering, managed the general ledger the role of special assistant, Galloway managed constituentaccounting staff, and helped streamline the financial services,White House policy processes and created financialclose process. Safenet, Inc., is a global data and models for potential new pilots.infrastructure security company, with its sights set While in the special assistant role, and with the supporton going public, but pulled its S-1 registration from of his superiors, Galloway entered and traveled backthe NASDAQ due to market timing. As a result of the and forth from Baltimore, MD to New Haven, CT, for thepulled offering, the company reorganized and no 22-month MBA for Executives Program at Yale University.longer required a public company management team, “I wanted to sharpen my management toolkit and learneliminating a number of positions, including more about the new practices in business understandingGalloways. For Galloway, this was “an inflection point.” at some point I wanted to go back into the privateHe wondered what else was out there. “I wanted to do sector,” said Galloway.something that was impactful and helped more than In the interim, when the Obama-Trump Presidentialonly shareholders.” transition was about to occur, Galloway was offered an opportunity to be detailed to the Executive Office ofPUBLIC SERVICE the President-White House Office of Ma na gement and Budget (OMB). At OMB he helped develop the President’sUsing that inflection point, Galloway reached out Fiscal Year 2018 budget for the Administration forto his NABA network, and one colleague advised Community Living and the Consumer Products Safetyhim to contact his state delegate. This led to a Commission.position as a legislative aide in the 40th LegislativeDistrict of the State of Maryland, with Delegate and continued on next pageDeputy Majority Whip, Shawn Z. Tarrant. There hewas able to learn how Maryland started to FALL 2017 | SPECTRUM 15implement the state health exchanges and was ableto assist with research to write a

“Working at OMB and in the White House Complex be. However, ensure you continue to add new toolsprovided a tremendous paradigm into executive level to your skillset with every role, and when you are nomanagement, policy, and decision that affect the entire longer learning, it’s time for a change.country”. All very helpful skills to see firsthand and 3 A loss isn’t a loss, it’s a lesson (Jay Z, 4:44). Unfavorableapply in business. “As a leader you will be required experiences often provide the best teachingto make strategic decisions with limited information opportunities–Learn from them. Ask mentors aboutand often unlimited permutations of outcomes. You their successes to hopefully emulate them, butwill be required to synthesize the information and more importantly their failures, to ensure youmake the best decision for your stakeholders, be it, learn from them.the American Public or your shareholders. 4 Lifelong learning is key given the proliferation of artificial intelligence (AI) requiring us to continueRETURN TO THE PRIVATE SECTOR to grow and develop our toolkits to prevent from becoming obsolete as human capital becomesWhen the OMB detail ended, Galloway decided to go more of a commodity. Continuing to learn is key toback into the private sector, and utilized the NABA remaining relevant in the marketplace.National Conference Career Expo in Hollywood, FL as 5 Leverage thy network: Most opportunities thatan opportunity to begin conversations with Microsoft, I’ve gotten has been via my personal and NABAwhere he is now serving as senior finance strategy network. What you know and who you know doesmanager for the company’s global sales marketing and matter. Seek out individuals you can learn from andoperations team. Galloways team manages the go-to- subtract anyone who isn’t adding….do the math!market strategy for the global sales teams, strategic 6 Obtain the CPA and become an expert. I look at theresourcing, and organization design. “It is an innovative CPA as a test of endurance. The exam is less aboutand dynamic environment that is working to accelerate being the smartest and more about dedication andthe digital transformation by allowing our stakeholders perseverance. A tip I used to pass the exam was toto achieve more in almost all industries. “Working at identify a colleague or friend also taking the exam,Microsoft and living on the west coast, allows me to grow and adopted them as an accountability partnerprofessionally by working daily with brilliant minds and to ensure I was in fact studying on a Saturday andexpands my network geographically and substantively not at a day party. Also, Athletes ofteninto the technology ethos, an industry poised to play a demonstrate their commitment by carrying alarge role in the evolution of productivity within society.” football, basketball etc.; I demonstrated mine by always carrying my flashcards in my back pocket,GALLOWAY CAREER TENETS even to the day parties. Ultimately the CPA, is a credential that indicates to the marketplace thatAt this point in his career, Galloway offers the you are an expert and is indicative that you’refollowing points of advice for professionals entering dedicated to the profession with specializeda career in accounting and finance: insights that will allow you to have greater impact. 7 Ultimatelyremembertheworkandserviceweprovide 1 Don’t be afraid to be bold and seek to the world is bigger than us and takes sacrifice.out opportunities. The artist Jay Z notes “A As such, your performance at your respectiveclosed mouth doesn’t get fed”. I’ve been blessed company/organization influences o pportunities f orwith a number of opportunities, simply because I the next NABA professional or alumnus fromasked and was prepared. I live by an adage my your school. Therefore, excel to achieve notmother always said to me, “all they can say is no”. But I only for your own personal goals, but to set aalso believe, they can say yes…. positive precedent for future generations. 2 Be intentional when planning your career, as it’s Finally, Galloway says that you have to be flexible in the way you look at your career. “It’s not a linear a marathon and not a sprint, thus you need to be path by any stretch of the imagination There’s strategic to accomplish your goals. Generally, you a constellation of dots out there that you can want to seek opportunities you are passionate ultimately connect that will create a path that will about and can learn from. The artist Big Sean notes makes sense for you.” ▲ in a song, “Make sure all your interactions, end with actions” which extrapolated onto your career reminds us of the old adage that “failing to plan, is planning to fail”. Also keep in mind you may have to spend some time in roles that you are less than thrilled about to land where you ultimately want to16 SPECTRUM | FALL 2017

NEWLEADER A NEWWIFEC O N S U LT I N G YOGA PA R T- T I M EPROFESSOR Shannon Principal, Public Sector Consulting Shannon brings her life to work every day. A new wife, a mother and a principal in public sector consulting, Shannon brings all her life experience to the work that she does. She leads by example, whether leading a public sector consulting engagement, lecturing at Georgetown or serving on our LGBT partner advisory board. Her distinct perspective enriches her work, our people and our clients. pwc.com/diversity © 2017 PricewaterhouseCoopers LLP, a Delaware limited liability partnership. All rights reserved. PwC refers to the United States member firm, and may sometimes refer to the PwC network. Each member firm is a separate legal entity. Please see www.pwc.com/structure for further details. We are proud to be an Affirmative Action and Equal Opportunity Employer. FALL 2017 | SPECTRUM 17

I am Safeguarding America’s Economic Future.Economic stability is one of the mostpressing issues facing our nation today. Aspart of the FDIC, you’ll use your nancialacumen to take an active role in securing ourbanking system and protecting consumers.America needs its brightest, most dedicatedcitizens to help stabilize the economy andstrengthen our future. Your talents truly aremission-critical.Ranked among the best places to work ingovernment, the FDIC o ers the excitementand pace of a private sector career, withthe security and bene ts of the Federalgovernment. An inclusive atmosphere andincredible support for employees are whatearned us #1 ranking in pay and bene tsand family-friendly culture in government.We have opportunities for smart, dedicatedpeople ready to serve the United States.Serve your nation and strengthen its future.Apply for a career with FDIC today.www.fdic.gov/about/jobsFDIC is an Equal Opportunity Employer.Public Trust. Personal Success.

JEANNINE BROWN:NABA NationalOutstandingMember of the Yearby Maya FrancisIt’s Jeannine Brown’s passion for “We went from people cancelling to standing-roompeople that made her a natural only and wait-listing attendees,” she recalls. “And [thechoice to be NABA’s 2017 Frank Ross atmosphere among event attendees] felt like a family,National Outstanding Member of the which you would think would be truer of a smaller group.Year. Serving within the organization But the larger group had so much intimacy becausefor more than 15 years, Brown’s there was so much excitement. If you weren’t there, youinvolvement has spanned multiple were missing something. And that was not somethingroles at the local, regional and national that was true of prior years.”levels, including Atlanta chapterpresident, Southern Region Student The impact of Brown’s leadership reached the greaterConference chair, Southern Region Atlanta community as well, with programming thatpresident, and national director. helped to increase financial literacy and expand an Emory University pipeline program for high school students.“A new bar was set [when] Jeannine took leadership,”saidJustin Butler, Southern Region immediate past president It may be her work with NABA students that is mostand former national director, of the breadth of her impressive. Since taking over the leadership of thecontributions. Southern Region Student Conference (SRSC) in 2014, attendance by students and faculty increased to fromHer impact has been palpable. Brown was instrumental under 400 to over 600. The resources raised for thein revitalizing NABA’s Atlanta chapter. With membership conference has grown by more than 35 percent with thedown and unengaging programming, Brown led efforts addition of six new corporate partners, including, Coxto rebrand the organization to audiences old and new Automotive, Proctor & Gamble, RSM and new universitiesamong members and non-members alike. Membership recruiting for their master of science programs.numbers spiked, with greater visibility and interest andcontributions from corporate partners. “We were intentional about what content we were offering the students, getting out into the schools and talking to the students, teaching and training them on interview skills,” she says. continued on next page FALL 2017 | SPECTRUM 19

JEANNINE K.BROWN’S Brown notes that NABA members give selflessly of whatRECORD OF SERVICE she calls “time, talents and treasures,” both financially and in support of NABA programming. “[Members are]NABA INC. - NATIONAL selflessly giving those things, not looking for anything in return, especially not awards. I never thought I would beFY 2016 and FY 2017 National Director – nominated or would get this award. . . . We believe in theBoard of Directors mission and the motto for the profession as well as for individuals.”FY 2016 Member,Resource Development Committee Now working as an executive coach, Brown still cites NABA’s motto, Lifting As We Climb, as one that permeatesFY 2016 Member, Membership Committee her work. “It’s a passion to help people develop their(professionals and students) best selves and to bring people along with you. I’m deeply involved in what NABA does with students [withFY 2014 Member, Arbitration Committee things like] developing content, executing the student conference.”FY 2008 National Convention,Co-Chairperson of Events “One of my favorite things to do is to open my home to young professionals. They come over and we talkFY2013 Resource Development Committee about everything from professional development to relationships and dating. NABA means so much to me.FY2012 Resource Development Committee So the motto is everything about who I am and what I believe in. Although I’m not a practitioner [in the fieldSOUTHERN REGIONAL anymore], I’m still deeply rooted this profession and I believe in it. People of color, black men and women, haveFY 2016 and FY 2017, Southern Region a space [in organizations like these] and are bringingPresident (15 professional Chapters and people along with them so that the pipeline is not41+ Student Chapters) narrowing, it’s getting wider.”FY 2015 Co-Chairperson, Southern Region In thinking more broadly about service, Brown hopesStudent Conference that more young people will be encouraged to pursue STEM careers and harness their creativity at an early age.FY 2015 Director, Student Members Services (SMS) “If we teach people how toNABA – ATLANTA accomplish things, they can empower themselves to do it andFY 2015 Chairperson, Atlanta Corporate do it faster,” she says, arguing thatAdvisory Board communities would be better served if they were taught to fish.FY 2015 Immediate Past President(Board Officer) “Teach them young. Especially black children and children and children of color. We need more womenFY 2014 President, Atlanta Chapter scientists. One of the things that I took away from the movie Hidden Figures is how amazing would it be ifFY 2013 Vice President, Operations more girls were fostered in that way? And allowed to naturally and intentionally gravitate towards that?FY 2013 Director of Professional Development [Technology] is going to be a huge part of how we& Lead on Corporate Partnership service our clients in the future. So if we harness that in girls, it would be a direct benefit to the accounting andFY 2012 Director of Professional Development finance professions.” ▲FY 2003 Co-Director of ProfessionalDevelopmentFY 2000 Director of Corporate Partnership20 SPECTRUM | FALL 2017

It’s not just a job,It’s an experienceAs one of the fastest-growing professional services firms in the world, we are looking forexceptional, world-changing talent: because it is only through the unique combination ofideas, ingenuity, curiosity, and dedication of people like you, that we can continue to drivegrowth and help our clients shape the future of their firms, their industries, and the world.Whether you are a college student, experienced professional or a seasoned executive,we invite you to experience life at Grant Thornton and shape the future with us.gt.com/careers“Grant Thornton” refers to Grant Thornton LLP, the U.S. member firm of Grant Thornton International Ltd (GTIL), and/or refers to the brand under which the independent network of GTIL member firms provide services to their clients,as the context requires. GTIL and each of its member firms are not a worldwide partnership and are not liable for one another’s acts or omissions. In the United States, visit grantthornton.com for details. © 2017 Grant Thornton LLP |All rights reserved | U.S. member firm of Grant Thornton International Ltd

ALDI: MOVING NABA’S YOUNGPROFESSIONALS TO THE NEXT LEVEL by Maya FrancisWhen Frank Ross started the National Ric Sinordo, a risk advisory seniorAssociation of Black Accountants, Inc. inhis NewYork City living room over 40 years consultant in the Atlanta office of DHG, participated in the 2016 ALDI. “Two ofago, he and his colleagues envisioned the my favorite topics were discussions on“formation of an organization to helpyounger African Americans coming into ‘Understanding Your Personal Style’ and ‘Successfully Navigating the Corporatethe profession” with a main objective to Landscape,’” He said. “I was inspired to“gain acceptance from the then Big Eightaccounting firms.” hear that you don’t necessarily have to ‘conform’to what’s considered the norm or mainstream to build a successful career…Since its inception, NABA has continued “You always have to that you should use your individualto foster leadership in its membership, uniqueness to your advantage, maintainparticularly in its young people. The authenticity and use what’s special aboutorganization’s annual Aspiring Leaders you to catapult yourself into leadership.”Development Institute (ALDI) program Ross attributes good management towas developed to fill a void in NABA’s slateof offerings.“We noticed that there was a significant strive to do your best team success. “Make sure that you select the right people to be on your team, and that the team works together. Once yougroup that was left out, and that was and then you need to have a team with the right players, youthose that were on the verge of becomingmanagers,” explains Ross. “So what we make a commitment to need to motivate [the team] and haveproposed was to develop a training everyone running in the same directionprogram that would help them transition go the long haul. It takes with the same goal in mind. You need to make sure that your team is on the samein their role from a staff position to a a while and you have wavelength about the material and whatmanagement position.” they’re doing and what they’re being asked. That’s the only way to build yourALDI, a two-day program conducted at to do that. You need team. You need to be available and readyNABA’s annual convention, is designed for your mentors and your to help anyone to needs it. You need toaspiring and newly promoted managers. sponsors. That’s critical.” make sure your team feels comfortableThe program is presented by Frank Ross enough with you when they need help toand the Howard University School of be able to ask questions.”Business Center for Accounting Education;Lee Hecht Harrison, one of the leading Even for those in management, Rossexecutive training firms in the country;and Rob Young, a partner with PwC Deals, Capital Markets emphasizes the role of mentorship in helping one to advance in their career. “Managers need mentors. At everyAccounting Service. level of leadership, you need a mentor. You need to have sponsors, you need a counsel, you need a mentor, he says.”It focuses on examining and discussing the challengesmany managers face in their companies as they prepare to “If you talk to any successful manager or senior executive,accelerate their careers. Participants are required to havefour to seven years of experience. ALDI exposes participants they’ll tell you about the importance of sponsors and mentors in their career. We cover that [in ALDI] also.to proven strategies that help them market their skills Managers need to mentor the people on their staff. Theyand abilities by building a personal brand that reflectsleadership presence. need to be sponsors for the individuals on their team also. They’ll be in situations where opportunities come up andThe experienced-based curriculum for the program is made they should be able to identify [an individual on their team],up of case studies; participants are required to complete a put their name forward, and push for that person.”management profile before they come to foster discussion.Together, managers-to-be learn how to handle difficult Setting goals and staying persistent are other actions Ross touts as essential to success.“The first thing [aspiring leaderssituations and people using real-life examples. continued on next page22 SPECTRUM | FALL 2017

need] is a commitment that you want to achieve. You want tobe successful. You’re ready to make the sacrifices necessaryto be successful. Think about [what it’s going to take] to besuccessful in public accounting or as a person in corporateAmerica? The stepping stone is becoming a CPA. Once youcome out of school, your first goal is to get certified. Getyour credentials. And then if you’re in tax or forensics ormanagement, get those necessary credentials as well. Butthe first thing is get that CPA because it is industry wide. Thesooner you get it, the better off you’re going to be, and it’sgoing to open doors you’re not going to realize.”Second, he says, is to concentrate on your performance.“You always have to strive to do your best and then youneed to make a commitment to go the long haul. It takesa while and you have to do that. You need your mentorsand your sponsors. That’s critical. You also need to becomeknown as an industry expert or in some area whether it’stax, merchandised companies, technologies or software,you need to be known as an expert in an industry, or atechnology.”Ross’s last piece of advice is reflective of the NABA motto,Lifting As We Climb.“You need to give back.You need to keepin mind that there’s more to life than just making a dollar.You need to be helping the community advance, being apositive force in areas of the community that are of mostinterest to you. That way you’re getting some satisfactionfrom your work when the pressure is on.”▲ FALL 2017 | SPECTRUM 23

MICROMANAGEMENTMICROMANAGEMENTNeutralizing the micromanager — the one you work for, or the one inside youBy Lauren YostNNeutroamlaitzteirnhgowtohutestamndinicgrthoemorgaannizaatigone, rres—ourctehs oer teoamn,ea you wobrlek, bfuot rth,eorerartehsetepos nyoeu ciannstaidkee youBy LauremnaYnoagsetr’s style can make or break its success. to minimize the impact and block the bad behaviors before they happen.A micromanager can inadvertently breed lack of engagement, low morale, and Broadly, these steps could be charac-Npoor productivity for both staff and the organization. terized as managing up, which, even o matter how outstanding the organization, resources or team, a if youbldeo, nb’ut thtahveerea amreicrsotempasnyaoguingcan take If emplomyeaensafgeeerl’sthsatyt ltehceaynarmeankoet or bdreoanke iatsnyswucacye?sOs.r worse, the boss will boss, taoremginreimatizteecthhneiqimuepsatcot amndakbelock thetrusted to do the job they were hired discard a completed work and redo the mboastdobf eyhoauvriobrosssb’sefionrteeratchteioynshappen.feaawdoAptdncerirotcguldiIlooiemosfsrrtsnoieoitaetpsrcohdrn,mrrpeasoottre.tpmoductvtlTauhooemakdhnencynipoeittsenriuaetvegmaegtdasihnxetloilyeptrfnyblseeyiyftcjetrootiaiolahrbebtnrthtonebgihivetscoainhaeienentrgtehaaioyezdtmndsrhmevdtiwdaeasempn,kymfrelftnaadoreiageaokyesnresnwiaeetnhereddl’ldgyiss--nrtehobdetreoetitfdnhorrdauggeoIyasfldd.watwnfrioOatcshaihhnmzkchtoeyaeea,liodtrelydaiwidfoaoetnahanrsuey,aniic.ntnwrdyk…gigcoeapaoeudhrytgimipii?geomsmhmenOcp-ntoaslereoygm—natwarebtbigh,dnooyeeelgorvdorwoseus,wbeneoa,sllweofmcret.hkkoveoomeenfeardtbaatnheahcoldeirhless-l,sarwenddiolwa“SglAibtvieltreehpeay1yytbtBisofeho:osorureLueuosiytorzsaaomt,odeondumodkdoalhyiiarnsd,ainmetnmgostathaonghagmkoe’frenetersearyyeMhahyntotheoascaiuurtaivrg.netrrueieaopgnscbrsgeamhtohcnusomfoapsiortqu’,erisuclcwdvreoicoansouhblmtunlieedtc--raohcanh,camategirvoaianekncnges-lifnoer-odrritvheant tehmeiprleoxypeeeriwenilcle saundddkennloywl- job.thYeowuhodolent’thiwnganhtimto- olreahveer;seylfo.u cern?”waitshksyoMuaratnind Wmeabkseteyr,oua alemado-re valu-seedemge taorepcroocnrsatsatnintalyte b—eingafdteirsmailsl,sed just wIifshthyeoudecsocurlidptgioetnsyoaubrobvoessseteom alelrshipacbolnesausltsaentttoanhdimowonrehr eorf. www.wahnadt’sotrhetrpuominpteodf cboymtphleetiirngmaapnraogj-er’s chatnogoe fhaims oirliahre,r ydoeustrmucatyivebewaoynse. of thleeadershipthoughts.com. You may feeleaccttoiorntsa,skevinenatutiamllyelythmoasneneermwphloeynees frustrated and disengaged, wonderm- icromStaenpag1e:dLoboeckauinsethyeouMr ibrorossr re-hwisitlolrystoinpditcaaktiensgthineitmiaitcirvoemoarnamgiankging MainnaggiwnhgyUypou keep coming back eachviews“eAverrey yoonue odfoyionugr apnreystshrienlgeatshesat couldbdoescsiwsioillntsa.kTehiteomveorsotroarsgsaenrtizaeddi,ffdere-ad- Autdhaeyn.tOichc,hawnagiet…inryigohutr —micyrooumlaonv-e thibseforegtihveey gyoouorut,mbuatniafgyeoru’cvaeumseadefor con-elnint ed-dirreicvteionn ebmefpolroeytehee ewmilpl losyuedediesnly aginjogbb. oYssomu adyoonr’tmwayantottboe lpeoasvsei-; youmore tchearn?a”coauskpsleMofamrtisntaWkeesbinsttehr,e a lead-seem to procrastinate — after all, just wish you could get your boss to ership conscounlttianunetdaonn dnexotwpanger of www.wh2a4t’sStPhEeCTpRoUinMt o| FfALcLo2m01p7leting a proj- change his or her destructive ways. leadershipthoughts.com. You may feelect or task in a timely manner when micromanaged because your boss re-

past (or perhaps just one big one), he stressors so you can help ease them, you get to shift the balance of theor she has not only a right, but also an rather than suffer through them. positive-to-negative feedback ratio.obligation to ensure the information is More importantly, it forces your bosscorrect. The question is: What are you Step 4: Understand Your Manager to hear his or her own voice affirmdoing to regain your boss’s trust? Taking the time to understand your “you’ve got this.” The more he or she boss’s needs and what he or she is try- says it, the more your boss will begin Rachel Radwinsky of Transforma- ing to achieve may uncover the rea- to believe it and feel more comfort-tion Associates asks, “Is it because son why he or she holds so tightly to able in pulling back.you just don’t like being managed?” certain things and expects perfectionor feel you are “above” being man- from others. Ensuring you’re pursu- Step 7: Speak Up, But Cautiouslyaged? Independent personality types, ing common goals and not working If you’ve exhausted all of the tacticspeople who have never had to man- on separate agendas will help build above and you’re still experiencingage others or people who have been trust and buy you more freedom. the acute control freak, try address-in higher positions than their current Acknowledging the pressure your ing the behavior head-on — withone could easily fall into that trap. boss is under to meet demands from respect. Avoid being confrontationalThe reality, however, is that everyone above and showing empathy will in- or using the “M-word,” but instead,in the organization has someone he spire confidence that you understand describe what your boss is doing (sec-or she is accountable to, even a CEO. what’s important to your supervisor. ond-guessing you) and tell him or herIt may not be micromanagement that’s how it makes you feel (mistrusted).bothering you, just management. Step 5: Communicate If that doesn’t seem to go anywhere, Early and Often reach out to others who report to your If your self-reflection is blem- The more work you do in the begin- boss. Odds are, you’re not the onlyish-free, the rest of these steps will ning to determine what your boss is one experiencing this behavior andprovide tools to defuse the classic mi- really looking for — not just what, getting them all on board with stepscromanager. but why — the easier it will be for two through six may help. If you are you to deliver results that meet ex- the only one experiencing your bossStep 2: Do Your Job Well pectations and for your boss to leave as a micromanager, you may want toMeeting deadlines and produc- the “how” up to you. Establish at go back and review step one.ing quality work are the strongest the onset when he or she will wantantidotes to micromanagement. check-ins and progress reports, and Obviously, the responsibility doesBuilding your boss’s trust and con- make sure you stay on top of them not rest on the shoulders of the em-fidence that you can be counted on (if not pre-empt them). Keeping your ployee to “fix” a micromanagingis paramount to loosening the leash. boss in the loop will build confidence boss, but if these steps can help im-Demonstrate consistently that there that you have everything under con- prove the relationship, it may at leastis nothing there to pick at, and the trol, and the required check-ins will fix your frequent urge to call in sicknitpicking will stop. become fewer and fewer. or update your resume. Where the responsibility does lie is squarely onStep 3: Look for Patterns Step 6: Ask How You’re Doing the shoulders of the manager whoseBeing a student of human behavior The micromanaging boss may not re- crushing style is having a negativewill help you at least recognize, if alize his or her uber-oversight equates impact on not just staff, but likely thenot predict, a micromanaging mo- to negative feedback to the employee. whole organization.ment. It’s probably not everything, Each exchange is nullifying any pos-just certain things that push your itive feedback the supervisor may be Look for the conclusion of thisboss’s buttons and incite the inter- giving. Regularly asking your boss three-part series in the January issue,ference. Make note and make them how you’re doing not only gives the which will provideLasuixrentipYossfto, SrPsHhRe, d-a priority. Or it may not be your two of you the opportunity to iden- ding the “micro” wSiHthRMou-StCwP,eisaCkhenieifngwork that’s the problem, but some- tify and address any needed course the management. Operating Officerthing else that winds your boss up corrections, but if things are on track,with doubt, and you are collateral of the Nationaldamage. Get to know your boss’s Association of Black Accountants, Inc. FALL 2017 | SPECTRUM 25

SHARPEN SOFT SKILLSFOR SUCCESSBy: Charlene RhinehartSoft skills are the bread and butter of business. If you don’tadd them to your career toolkit, you may starve – financially!Just ask a respected leader at any company how they So if you’re someone who doesn’t follow the latestTV shows,landed their position. Chances are they won’t attribute their are completely clueless about the athletic scene, and preferrise to their hard earned degree. alcohol-free beverages at events, you can rely on similarHere is the truth: education gets you in the door but personality traits, upbringing, or demographics to formyour soft skills are what enable you to soar. It’s how you a connection. The goal is to find out as much as you candifferentiate yourself from other qualified candidates in the about the other person in order to form these connections.same industry. Are you ready to learn how to turn headsin any room without showing off your irresistible, jaw- 4 Make People Feel Good Whendropping career portfolio? Here’s how: They Are Around You1 Remember Names A conversation is not all about you. Yes, you’re great and have a lot of thoughtful insights to share but an effectiveAre you bad at remembering names? Don’t worry, try this: conversation requires a two-way exchange of ideas. If yousay a person’s name at least three times within a 10-minute forget this statement, you’ll probably notice people tryingconversation. When someone makes an introduction, to avoid you at events – and you don’t want to be thatrepeat their name out loud. Relate their name to someone person.you know or comment on how unique it is. Say it again as Try to manage your “I to You” ratio in conversations. I knowyou make a statement and look them in their eyes.Then, say this seems very calculated but it’s not. It’s just about youit right before you conclude the conversation. Try it and see being conscience about the amount of information you arewhat happens. The name game is guaranteed to earn you willing to give and what you allow yourself to receive. Youbonus points in business. should give information about yourself to establish trust, but also learn how to speak to the potential that you see2 Practice Your Public Speaking Skills in another person. When you uplift others in conversations, you bring out the best in them and will make them smileHow many times do you say, “Ah, um, ya know,” during a every time they see you look in their direction.conversation? One way to guarantee that you don’t build areputable brand in business is to show up in conversations 5 Be Conscious of your Non-Verbalsounding like an insecure teenager who is getting readyto go on a first date. You have to remove those killer filler Cueswords from your vocabulary if you want to have a seat at the Body language is everything: it’s the difference betweentable – and not waste everyone’s time. having the opportunity to engage in a lengthy, thought-Start by attending a Toastmasters club meeting. provoking conversation and having someone walk away asToastmasters provides a supportive learning environment soon as they see you come their way.that gives members the opportunity to practice their public Your facial expressions, eye contact, and body positioningspeaking skills in a safe space. You’ll also become aware of determines how people perceive you. If you want to comeyour most frequently used filler words and receive tips on off as approachable, engaged, confident, and competent,how you can enhance your speaking impact. you have to be aware of the way your body language makes people feel. Start smiling more, engage people with eye3 Be Relatable contact, and keep an open posture if you want to increase your chance of networking success. Sometimes, an invitingIt’s not a secret: people want to work with people they like. smile is all you need to land a conversation that could leadYou don’t have to become best friends forever but it does to your most profitable deal yet. ▲help to have things in common to keep the conversationmoving in a positive direction.26 SPECTRUM | FALL 2017



APAPPRROI MAACL Hto Creating the Professional Life YouD E S I R EbyCurtReddenAreyoucompletelysatisfiedinyourcareerorwork? Whether There are six key elements essentialyou are just starting your career, or are more seasoned in in this process and they form theyour position, it can sometimes become a challenge to stay acronym as follows:motivated, engaged and happy all the time. It is likely youdevote a tremendous amount of time in your chosen field, 1. PURPOSE & PASSIONhow can you enjoy it more and make it truly extraordinary?You can improve in this area by clarifying and focusing on Everyone has something that drives them to do what theyyour primal needs. While some consider primal as specific do, and activities that help them connect to their naturalto stages of early man or evolutionary development, the talents.The challenge is figuring out what that is for you andLatin origins of primal (primus) is defined as essential, then using it daily in your work. Maybe you’re thinking therefundamental, and of most importance. So, what is most is no way I can find passion in my current work. If this is theimportant for you as you seek to improve your work and case, you may not be leveraging your unique talents andlife? strengths in your current role.You may not even be aware ofIn researching top performers across industries, there are what are your unique talents and strengths. Top performerscertain approaches and mindsets that separate the vast consistently tap into what they love to do. They then divemajority of people from those that reach the goals they deeper by focusing on the activities and areas where theydesire. All activities are not equal. A PRIMAL approach foryou in this context is about laser like focus on what is most continued on next pageimportant or fundamental to your future success.28 SPECTRUM | FALL 2017

have strengths. There are many great assessments to help things first. Best practices in this area include building ayou understand these strengths. The key is self-discovery scoreboard for your most important activities and projects,first, so you can then look for activities and projects in your and keeping them visible in your workspace. Gamifyingcurrent profession where you can exercise these talents this process helps you stay competitive with yourself, andso they become even stronger. You will also find yourself also helps others hold you accountable as you track yourenjoying work more because it is more rewarding to work progress.in areas you love, and have natural ability. 5. ATTITUDE & PERSEVERANCE 2. RELATIONSHIPS Attitude and Perseverance: Everyone fails and has setbacksOnce you have refined the areas in which you naturally excel, at some point. What do the most successful people dothe next step is to identify the professional relationships differently, and how can you emulate their resilience inwhere you will focus and seek improvement. Nobody is your own life? Establishing and maintaining a positive“can-successful alone. Study the top performers in your field. do” attitude, in spite of your challenges, is foundational toWhat do they do differently? How many of them do you helping you be successful. This is much deeper than simplyhave close and deep relationships? Who are those people not whining or complaining when things get tough. This isfor you? If you want to improve, you can dramatically the ability to rewire your brain to approach problems andaccelerate your learning curve, and improve your results by challenges with “what is the opportunity in this situation?”learning from those who have already achieved what you rather than fixating on the negative.want to achieve. Invest the time to seek out a mentor whocan help you, and be willing to give first. The relationships 6. LEGACY & YOUR WORKyou establish and deepen in your professional roles willpositively impact everything you do. There is tremendous value to be gained from considering how you want to be remembered by your colleagues, and 3. INTENTION & AT TENTION the impact you want to have aligned with your purpose and your work. How will you give back and help others?Intention and Attention to the most important areas of your Reflecting on your desired legacy will help you to identify thework: Not all relationships are equal, and not all activities seeds you must plant today. Fast forward to your retirementare equal. The most satisfied top performers say no to celebration and think of all the things you want people tothe good so they can say yes to the great. They do this by say about you. What was your impact, and what will carryunderstanding what key actions drive most of their results. on in your work and contributions moving forward?The 80/20 Pareto principle applies to your work most of The key to success lies in formalizing and activelythe time. If you look at your deliverables, you will likely see implementing your action plan in each of the six areas.that 20% of what you do drives 80% of your overall results. Pursuing your best days and your best work as you applyHow do you do more of the activities driving the majority of this PRIMAL approach. ▲your results? Effective goal setting processes can help youprioritize those things first, so you can increase your focus About the Authorand execution in the areas that matter most. This will help Curt Redden is a speaker, talent-development expert, andprevent that sickening feeling at the end of the week, when co-author of Going PRIMAL, A Layered Approach to Creatingyou reflect and ask, “I was so busy this week, but what did I the Life You Desire. Curt has spent more than twenty-fivereally achieve?” Focusing on the activities that will yield the years working to support and encourage employees asgreatest return on your investment is critical to improving they strive for success. He currently is the head of globalperformance. talent development for a Fortune 50 company. He is also certified by the Association for Talent Development as a 4. MEASURE master trainer and performance-improvement consultant. For more information on Curt Redden, please visit: www.Once you establish your goals, keep them in front of you at primalsuccess.com.all times. This is often where people struggle with effectivegoal achievement. You effectively craft your goals, but thenput them away. In order to win, you must keep score. Havingclearly defined goals and measuring your progress will keepyou on the path to success, and ensure you schedule those FALL 2017 | SPECTRUM 29

By Lauren YostPlanning, Purpose, and Progress …our Vision at the half-way markMost successful organizations have This is the third in a series of three articles on Vision2020some type of strategic plan. They havean idea of where they want to go and a NABA’S ROADMAPframework for how they are going to getthere. Organizations with a sophisticated In 2014, NABA partnered with Deloitte for assistancestrategy need nimble and responsive with developing a five-year strategic framework thatplans to meet the organization’s needs positioned NABA for its continued evolution into aacross multiple levels. An organization dynamic and impactful association focused on the needswhose success may be hinged on its of the profession and its members alike. NABA’s Strategicability to pivot when changes can be Plan Framework (SPF) was completed in April of 2015 andseen on the horizon need more of a adopted in June of 2015 at the Q4 Board meeting. The SPFStrategic Framework style of a plan immediately served as a guide for the association’s FY16where the Vision and the Goals are long activities and was formalized later in FY16 as Vision2020reaching and clear, but stays at the (“the Vision”) to guide the association’s priorities.30,000-foot level, enabling those chargedwith executing the plan to shift from DEFINING THE VISIONone strategy to another, try differenttactics, and keep the focus on the “what” While the association has a Mission and, over the years,(meeting the goals) versus the “how” has adopted purpose and value statements, the boldest(strategies and tactics). outcome of the SPF development process was the vision for “unlimited opportunities for blacks in the accounting and related business professions” in order to “ensure our seat at the table.” To accomplish this, five strategic priorities were identified and ultimately incorporated into four overarching goals that support the Vision. In the framework of Vision2020, those four goals are: SUSTAINABILITY, AWARENESS, ACTION, AND CONNECTION. continued on next page30 SPECTRUM | FALL 2017

OPERATIONALIZING THE PLAN SUSTAINABILITY (Operations)The four goals referenced above align with the four The PURPOSE of this goal was to address the strategicfunctional areas of NABA’s organizational structure: priorities of Organizational Effectiveness and FinancialOperations, Communications, Programs, and Membership. Sustainability (see SPF). Focusing on both internal (HQ)NABA restructured the association’s departments and and external (affiliate) infrastructure improvements, itstaff into these core areas as part of the Vision2020 also incorporates the Branding priority of aligning NABAimplementation. Strategies and tactics are developed at the Chapter, Regional and National levels. Centralizingeach year at the staff level, as the Vision and Goals remain branding and other functional activities with HQ wouldconstant over time. National HQ staff work together, across relieve NABA’s volunteer leaders from burdensomedepartmental lines to execute the strategies and tactics. administrative tasks, enabling them to focus on value-NABA also relies on our dedicated members to volunteer added, mission-focused activities.their time and skills to assist with execution. The PROGRESS made in operational areas, even when substantial, are rarely obvious to those who are not onVISION2020 – the “inside.” The evidence of this progress is more oftenPURPOSE AND PROGRESS seen through the increased attention that can now be spent in other areas, because operational efficienciesThrough the development of each goal’s objectives, have allowed time and attention to be spent on moreNABA ensured a focus on the needs of each of our primary visible activities in other areas.stakeholder groups – Pipeline, Professionals, and Partners As an example, moving from an annual membership dues– who are critical to our success as an association. The cycle to an anniversary cycle may not sound significant,formal goals and objectives of Vision2020 are available and the implementation involving multiple systemat www.nabainc.org/vision along with details about the changes and integrations was a short-term operationalactivities related to each goal. To put it in everyday terms, burden, but the long-term benefits to the members,it may be helpful to share the purpose or “intent” behind making it easier to join and renew, is evidenced byeach as well. From the start of the implementation, there the 13% growth experienced the first full year afterwas an acknowledgement that, in order to effectively implementation.deliver on the Awareness, Action, and Connection goals, Here are some of the other examples of operationala priority focus would need to be placed on Sustainability, successes from behind the scenes and what you can expectalthough considerable progress has been made in the to see in the future under the Sustainability umbrella.other areas as well. As we approach the halfway mark ofthe initial plan’s lifecycle, it is an opportune time to also continued on next pageshare the progress NABA has made in each area. FALL 2017 | SPECTRUM 31

continued ACHIEVED This speaks to the need for increased internal (memberRestructured staffing model to better support and facing) communication and awareness as much asachieve goals; implemented project management system external (public facing).to increase cross communication and efficiency; shifted The PROGRESS made in the communications area hasto rolling membership dues cycle to meet individual been substantially on the member facing side (new webmember needs and partner demand; enhanced tools, newsletters, webcasts, etc.) with several strongmembership platform to improve chapter leader access steps on the public facing side (press releases, strategicvalue; improved CPE management process procedures to partnerships, research partnerships, etc.). Below are somebetter support chapter events; increased HQ support at specific examples of successes in the Communicationsall regional student conferences; expanded convention area as well as activities on the horizon.registration platform to automate partner invoicing andspeaker session submissions; developed seven chapter ACHIEVEDleader toolkits to ease the administrative burden on Produced series of electronic communications, pressNABA volunteers. releases, and webpages focused to bring attention to professional accomplishments of NABA members; IN PROGRESS developed new NABA Partnership Guide Portfolio (printBuilding centralized website platform for chapters to and digital) to provide in-depth information about newstreamline NABA brand and reduce burden on volunteer programs and engagement opportunities; createdLeaders; creating NABA hosted document repository for custom student messaging that drove the second highestChapters to collect, retain, share information; implement attendance by students at Convention in seven years;Professional Chapter Affiliation Agreement (PCAA) to launched new Student Roadmap newsletter drivingformalize legal relationship between chapters and HQ awareness of student accomplishments, perspectivesand align organizational governance structure. and programs; designed new Monthly Entrepreneur email providing a snapshot of trending topics for ON THE SCHEDULE entrepreneurs; launched new Chapter Leader newsletterDevelop exclusive online chapter leader training – a special publication to keep NABA’s volunteer leadersprograms; simplified web-based Compliance reporting engaged and informed; partnered with the Center forfor chapters; create formal Student Chapter recognition Accounting Education (CAE) at Howard University’sprocess; develop a comprehensive NABA HQ support School of Business to survey NABA members in assessingmodel for Regional Student Conferences. the success of diversity-related efforts established over the last ten years. AWARENESS (Communications) IN PROGRESSThis aspirational goal serves the PURPOSE of positioning Developing strategy to reestablish relationship withNABA as an Advocate & Thought Leader in the diversity DOF (Division of Firms); entered in strategic partnershipand inclusion space. Starting with simply bringing more with the Institute of Management Accountants (IMA) toAwareness to NABA and our mission and finishing as a bring greater awareness to the certification; engagingpowerful voice for best practices in diversity recruiting, with university faculty to develop task force addressingretention strategies and advancement. Impact would pipeline issues.be driven and validated through published research,industry statistics, and demographic studies, ultimately ON THE SCHEDULEshifting the diversity and inclusion conversation from Develop communications and messaging templates fortheory to impact. At its most basic level, the Awareness all chapter and region communication mediums; creategoal is further reinforcement of the Branding priority and an online repository for diversity demographics andthe need for the association to communicate as “One- statistics to establish NABA’s role as a valued source ofNABA” at every level. information to the public32 SPECTRUM | FALL 2017 continued on next page

Lauren Yost, SPHR, SHRM-SCP, is Chief Operating Officer of the National Association of Black Accountants, Inc. ACTION (Programs) enhance member competencies; engage faculty to help develop best practice resources for attracting studentsThe PURPOSE of this goal is to provide year-round to University accounting programs at the undergraduatePrograms, tools and resources, preparing members and graduate levels.for leadership and advancement. The key focus isto strengthen members’ ability and confidence to CONNECTION (Membership)take Action and control of their career and individualLeadership Development. Incorporating elements of both the LeadershipThe PROGRESS made in the programs area has been Development and Branding priorities, the PURPOSEprimarily in the area new online learning that NABA of this goal is to create an essential “NABA Experience”launched earlier this year and several new live events in where members build and leverage strong professionaldevelopment for year-round programming. There has networks that not only serve to advance their career butalso been a focus on program expansion and building also advocate for the NABA mission.increased awareness for existing programming, both The largest marker for PROGRESS in the membership areaat the national and local levels. Specific examples of is through the unprecedented growth NABA’s experiencedprogram successes are detailed below as well as future the last two years. To a great degree this is a result of theinitiatives in the pipeline. successes in the Action and Awareness areas by creating member valued programs and communicating the ACHIEVED benefits of those programs to the members. All of whichEntered into partnership with AICPA to expand NABA’s was made possible by first focusing on the infrastructureACAP program; debuted new Partnership Preview Event priorities under Sustainability. There have also beenfor corporate partners which increased participation this efforts to develop targeted communications for memberyear’s event; launched new NABA e‐Learning platform to retention and reengage long-term inactive members.deliver branded webinars through partnership with BLI;developed new NABA Events communication bringing ACHIEVEDnational attention to local Chapter programming to Experienced 13.1% growth from FY16 to FY17 leading todrive higher awareness and engagement; launched record-high membership level of over 7,000 members;new Monthly Career Center email delivering career chartered 13 new Chapters; increased National Scholarshipsand job hunting tools; developed comprehensive new by 9.1%; membership emails to long-term expired membersPartnership Participation Toolkit to provide higher level resulted in over 250 reactivated members.of training and engagement for partners preparing toattend the Convention. IN PROGRESS Creating targeted outreach campaign to graduating IN PROGRESS seniors promoting NABA’s CPI program, developingLaunching new year-round programming (WONN digital platform for virtual networking across chaptersSummit, Men of NABA, Evenings in the C-Suite) to and disciplines.bring value to members and opportunities to partnersmore than once a year while decreasing dependence ON THE SCHEDULEon the annual convention; discussions with CPA exam Work with Chapters to measure effectiveness of HQpreparation providers to develop comprehensive marketing efforts for local networking events to drivelearning opportunities for members at various levels. continued growth; build additional time into Convention schedule for networking opportunities. ▲ ON THE SCHEDULEDevelop a framework for technical excellence for aspiring FALL 2017 | SPECTRUM 33leaders in accounting and finance; work with partners toidentify skill gaps that NABA can develop programs to



In today’s world, organizations must continuously FW-18006-012Ainnovate to grow. Innovation requires…Diversity of thoughtand cultures.Our commitment to diversity, innovation, and an inclusivework environment are just some of the reasons humanresource organizations, and local and national mediahave named us one of the best places to work.To start your rewarding career, visit GoCrowe.com.Christopher Mitchell, PartnerAfrican-American People Resource NetworkAudit / Tax / Advisory / Risk / PerformanceIn accordance with applicable professional standards, somefirm services may not be available to attest clients.© 2017 Crowe Horwath LLP, an independent member of Crowe Horwath Internationalcrowehorwath.com/disclosureNABA Members - Make SPRING 2017Your Voice Heard in Spectrum! BRIDGING THE OPPORTUNITY GAP FOR PEOPLE OF COLOR IN THE ACCOUNTING, FINANCE, AND BUSINESS PROFESSIONS 8 Acknowledgement, Accountability, AptitudeSpectrum is the official magazine of the National Association of SPECTRUMWINTER2016Black Accountants, Inc. (NABA) published twice a year in spring and winter. BRIDGING THE OPPORTUNITY GAP FOR BLACK PROFESSIONALS IN THE ACCOUNTING AND FINANCE INDUSTRIESIt is a full-color magazine showcasing the latest news and issues impactingthe Profession as well as feature articles written by members for members. 6 THE MAKING OF VISION2020: NABA’S NEW 3-YEAR STRATEGIC PLAN 18 GOING GLOBAL 22 FITNESS: I NEED TO LIVE IT 26 VISION2020Spectrum articles and features cover a wide variety of subjects that SPECTRUMSPRING2016affect the profession but they all connect to the mission of NABA BRIDGING THE OPPORTUNITY GAP FOR PEOPLE OF COLOR IN THE ACCOUNTING, FINANCE, AND BUSINESS PROFESSIONSwhich is to address the professional needs of its members and to buildleaders that shape the future of the accounting and finance profession 8 Certifications andwith an unfaltering commitment to inspire the same in their successors. You: KNOW THE RIGHT ONE FOR YOUR CAREER 10 MILLENNIAL GURUS – 16 RELATIONSHIPS 20 ACCOUNTING THEY CAN TEACH US MATTER TECHNOLOGY TRENDS A LOT IF WE LET THEM AND CHALLENGESLearn more about writing for Spectrum. 14 KENNETH E. COOKE, CPA: 18 MEET NABA’S 23 MAXIMIZE YOUR 25 YEARS OF SERVICE INCOMING CHAIR: CONVENTIONnabainc.org/articlesubmission TO NABA STEVEN L. HARRIS EXPERIENCE FALL 2017 | SPECTRUM 35

PROFILEROSALIND P. DANNERNABA Member for Life By Elaine W. SmithRosalind P. Danner, CPA, vice president and head of the president, and now immediate past president. I amBudget and Expense Management for New York Life, currently the Eastern Region president and a member ofsays it was her involvement with NABA that helped her the National Board of Directors.secure her current position. She says in this interviewwith Spectrum that becoming a NABA Lifetime Member SPECTRUM: How has NABA helped you in your career?is her way of “giving back to the organization.” DANNER: Through NABA, I am in the position that I amSPECTRUM: How did you get introduced to the in today. I went to a New York Chapter breakfast meetingaccounting field and why did you decide to pursue it hosted by New York Life and I ended up sitting next to theas a career? executive vice president and CFO. Through conversation, he thought that there was an opportunity for me at NewDANNER: I attended a career fair in high school where York Life. And that ‘s how I ended up here, and havethere were representatives from accounting firms. I been here for two and one-half years. In terms of NABAtook a bookkeeping class and liked it and decided that helping me in my career, that’s certainly one way. It helpswas what I wanted to do. This is one of the reasons I from a management standpoint because as a NABAthink ACAP is a great program. When young students leader you have to manage a group of volunteers andof color get involved early in looking at accounting as a these are not people who get paid for what they do forprofession, it definitely makes a difference. the organization. They do it because they want to. From a leadership perspective, it helps in terms of honing yourSPECTRUM: When and why did you join NABA and leadership skills and honing your management skills,how have you served? and influence and negotiation and all of the other things that come with managing a group of people who areDANNER: I joined NABA when I started working in public volunteers.accounting. I wasn’t aware of NABA at Upsala College,where I received my degree. We did not have a student SPECTRUM: What are your proudest career accom-chapter at the school.When I started working at one of the plishments?Big Eight firms (Arthur Andersen), I was asked to attend aNABA Scholarship and Awards Gala for the Northern New DANNER: I would say getting to the point where I wasJersey chapter, and that’s how I was introduced to NABA. responsible for my own department was really a pivotalI was active in Northern New Jersey for about three or point for me; I was head of the internal audit departmentfour years, kind of fell off after I got married, and didn’t in my previous company. It gave me not just exposureget reintroduced to NABA until probably nine years ago to senior and executive management, but also exposurewhen my company had a corporate partnership with the to the Board of Directors and the Audit Committee. SoNew York Chapter. I started volunteering – I served as the I would say that was my proudest accomplishment. Itdirector of professional development for New York, as really kind of helped me solidify the executive skills that Ithe director of institutional partnerships for New York, as needed to continue to be successful. continued on next page36 SPECTRUM | FALL 2017

SPECTRUM: What were the challenges along the way? SPECTRUM: When and why did you become a NABA Lifetime Member?DANNER: There are challenges every day. I would saythat the biggest challenges are a lot of times being the DANNER: I became a Lifetime Member about six yearsonly one. Many times in meetings I would be the only ago. I thought it was the right thing to do. I was financiallywoman or the only minority. I am in an environment, able to do it and I thought that becoming a Lifetimewhere when you don’t have that level of longevity in a Member would help me give back to the organization. Icompany, sometimes people question whether or not continue to do what I do for NABA because I believe in itsyou really know, because you haven’t spent 10 years motto and its mission. I am very interested in helping todoing the same thing at the company. So it’s a challenge. make sure that our students succeed. And I want to makeYou really have to rise to the occasion, you have to be on sure that I give the students a chance to shine and beyour toes, you have to know what you’re talking about. their best and be given all of the opportunities available.So I would say there are challenges, but nothing that I am also the ambassador in my company around helpingcan’t be overcome. Sometimes you have to take a breath with diversity recruiting under the NABA umbrella. So Ibecause you’re constantly “on”—constantly having to continue to do that, again, because I truly believe thatprove yourself. NABA prepares its students better than any organization that I’ve seen. Having just come from the Eastern Region Student Conference, the students were appreciative, they were well trained, they were well dressed, they were well educated. I couldn’t be more proud. It just gives me a sense of pride when we are able to help so many students get their first opportunity with coaching, mentoring and networking. SPECTRUM: What advice do you have for others pur- suing career longevity in accounting and finance? DANNER: Accounting/finance is kind of the starting point. I think people should continue to stay in accounting and finance if that’s what they choose to do. But I always look at it as a springboard to doing many other things. Accounting and finance gives you the rounded view that you need to look at things, but I certainly think that starting out in accounting and finance can also lend itself to other things like planning, like strategic analysis, like running a shared services organization. You stay in it because you like it and because you know that there is a career path, but it can also lead to so many other things. Choose it at the beginning of your career because you can never go wrong and you can always find other things to do where you can use that background. ▲ FALL 2017 | SPECTRUM 37

We are Pleased to Recognize NABA’sLifetime MembersDwayna Adams Rosalind Danner She-lia Henry Faye Mitchell Moore Gwendolyn SkillernClifton Addison Sandra Davis Yvonne Herron Daniel Moore Patricia smallsEnitan Adesanya Charles Davis Jeffery Hill Gairy Moore Graylin SmithAmani Ahmed Tamieka Davis Daniel Hobson Lebone Moses William SmithWilliam Aiken Frederick Davis Pamela Hogans Dana Moss Mark SmithAbdool Akhran Shaun Davis Bavan Holloway Rosheila Motley Margo SmithRonnie Alexander Tanya Davis V. Reginald Hopkins Fred Moultrie Isaac SmithRenee Allain-Stockton Chantel Day Paul Horace Grace Mullings Walter SmithMarvin Allmond Samantha DeCambre Harvey Hoskins Avery Munnings Graylin SmithAntoinette Amoureux Sekou Shariah Dixon-Turner Lisa Howze Angela Murphy Catherine Smith-SpearsLloyd Anderson Reve Doss Willie Mae Hughey Yves Mutombo Janice SparksAnthony Anderson Marvin Dozier Albert Hunt Adam Myers Thad StandleyAdrian Anderson Kenneth Drummond Angel Ingram Edwin Neal Veda StanleyLee Anderson Robert Dunlap Dee-Ah Iris-Outerbridge Leslie Netter Avril StephensRoger Arrieux Angela Dunlap Arlene Isaacs-Lowe Benjamin Newhouse Cecil SterrodIris Atkinson-Kirkland Jonell Dunston Vincent James Adaeze Nwachuku Lionel StevensAngela Avant Betty DuVerger Clarence James Nora O’Garro Shamella StewartLarry Bailey Kathy-Ann Edwards Curtis James Chris Okafor Dmitri StocktonAlfred Ball Cordelia Ekwueme Johnny Jefferson Joe Okeke C. Daniel Stubbs, Jr.Deidra Barksdale Candice Elliott Edwin Jenkins Avril Okeke Ebony StubbsR. Everett Bassie Gregory Ellison Norman Jenkins Florence Onochie Lemar SwinneyDarrell Baxter Kimberly Ellison-Taylor J. Frank Johnson Eugene Padgett Floran SylerRalph Bazilio Patrick English Gregory Johnson Dorothy Page-Proctor James TalleyRonald Benjamin Andrante Etheridge Patricia Johnson Frank Parker Rolanda TateEarl Biggett Charmain Eubanks-Thomas Michael Johnson Michael Parkins Jeff TateMelvin Blake Vernon Evans Gwen Johnson Keeca Parks Micheal TaylorPatrica Bolt Beverly Everson-Jones Robert Johnson Harold Parnell Ronald TaylorAllen Boston Earl G. Fagan, Jr. 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 James Kirkland Phillip Pierce Curtis TomlinLatarsha Brazle Genevia Fulbright LaToya Lacey Tillman Pink Manuel TorresOdell Brown Tony Fuller Marjorie LaRue Pamela Pinkett Emmanuel TuffuorJames Brown Douglas Gaines Wayne Lee Mario Poole Lucy TurnageTyrone Browne Vernice Gamble Brittani Lee Jenice Prather-Kinsey Raymond VicksLinda Bryant Fred Gamble Shelley Lee Hing Starr Purdue Adrian VieiraMaxine Buckles Yosief Ghirmai James Lewis Okorie Ramsey Lamont WaddellCharles Burch Bertram Gibson W. Delores Lewis Moire Rasmussen Andre WadeWilliam Byrd Hubert Glover Wendy Lewis LaNita Ray Ronald WalkerWillie Carrington Robin Gordon Eddie Lightsey Jesse Rhodes Emma WalkerDeborah Carter Norman Graves Leona Locke-Dotson Harry Richards George WallaceCharles Carter John Green Clarence Lockett Avis Riley Lydia WashingtonRuby Cato Verna Greer Joe Lowry J. Edward Robinson Chester WatsonRichard Caturano Derric Gregory Betty Maple Troy Robinson Timothy WatsonMillicent Chancellor Kim Griffin-Hunter Phillip Mark Frank Ross Anne WhiteMarvin Chiddick Austin Groom Lawrence Mathews Michael Ross Donald WhitePaula Cholmondeley Linda Guyden Roderick Mayo Janine Rouson Gwendolyn Wiggins-WalcottSheila Clark Bennie Hadnott Yolanda McBride Michelle Royster Maria WileyWilliam Coleman Brenda Hammond Milford McGuirt April Royster Humphrey WilliamsBrenda Coleman Ann-Marie Hammond James McIntyre Greta Russell Roger WilliamsRonald Coleman Thomas Hampton Tina McIntyre Deatrice Russell-Tyner Chrisalle WilliamsMalcomb Coley Donna Hankins Barbara McKinzie Ray Sanders L. Anne WilliamsGregory Collins B. Harrell Jimmy McMillian Uso Sayers James WilliamsCharlotte Comer Calvin Harris Richard McNamee Patricia Scipio George WillieAnita Conner Steven Harris Thomas McRae Carolyn Scott Veronda WillisKenneth Cooke David Harrison Hassan Miah Victoria Seay John WilsonDonna Cooper Tiffany Harrison George Miles Johnny Session Carol WilsonRaymond Cooper David Harrison Kevin Miller Dave Sewell Michael WinstonDeborah Cowan Angela Haskell Mark Miller Tadeo Silva Daniel WorrellCharles Daniel Roland Hendricks Judson Mitchell Brainard Simpson Ida YarbroughMaurice Danner Bert Mitchell Carl Simpson38 SPECTRUM | FALL 2017

Be a preventive health care pioneer. Your talent is that you have many talents. You drivequality. You inspire team members. And, above all, you create change for the better. Bring your talents toKaiser Permanente and see your visionary ideas make a difference to the lives of others. Be essential.Kaiser Permanente is the nation’s leading nonprofit integrated health plan and a recognized healthadvocate in the communities in which it resides. Here, our every action supports the well-being of themen, women, and children who turn to us for care — over 11 million of them in California, Colorado, theDistrict of Columbia, Georgia, Hawaii, Maryland, Oregon, Virginia, and Washington. We are seekingqualified Accounting Professionals for the following opportunities:• ACCOUNTANTS • EXECUTIVE DIRECTORS• ACCOUNTING MANAGERS • FINANCIAL ANALYSTS/CONSULTANTS• AUDITORS • FINANCE MANAGERS• DIRECTORS/SR. DIRECTORS • HEALTH DATA ANALYSTSFor more information about career opportunities with Kaiser Permanente, visit our website for acomplete list of available opportunities.EQUAL OPPORTUNITY EMPLOYER/DISABILITY/VETERAN kp.org/careers FALL 2017 | SPECTRUM 39

SAVE DATESTHEFUTURE CONVENTIONS REGISTER TODAY! www.nabainc.org/convention 2018 RATES ORLANDO, FL (DOUBLE EARLY ENDS DEC. 31) Base Package Items Member Non-Member Add-On Items Member Non-Member $1,275 ALDI Session AS ADD-ON to reg pkg $400 $550 Full Professional Registration Package $1,025 $400 MLDI Session AS ADD-ON to reg pkg $400 $550 $925 ELDI Session AS ADD-ON to reg pkg $550 $7002018 Full Student Registration Package $350 $875 Opening Reception - Additional tickets $195 $195JUNE 13-17, ORLANDO - FL Annual Awards Dinner & Gala - $245 $245 Faculty $800 $1,425 Additional ticketsOrlando Marriott World Center Senior Professional (65+) $775 Lifetime $750 LDI Sessions ONLY $1,225 2019 JUNE 19-23, LAS VEGAS - NV Cosmopolitan Las Vegas 2020 JUNE 9-13 - INDIANAPOLIS, IN JW Marriott Indianapolis and Indianapolis Convention CenterView Future NABA Conventions at www.nabainc.org/future_conventions