2017 Spring Spectrum_ incl Conv 4 pager UPDATED

SPRING 2017BRIDGING THE OPPORTUNITY GAP FOR PEOPLE OF COLOR IN THE ACCOUNTING, FINANCE, AND BUSINESS PROFESSIONS 8 Acknowledgement, Accountability, Aptitude18 GOING GLOBAL 22 FITNESS: I NEED TO LIVE IT 26 VISION2020



CONTENTS3 NABA National Board of Directors5 Message from the Chairman7 Message from the President & CEO8 Dare to Lead12 Leadership Essentials14 21st Century Leadership Intelligence16 Lead Through A Financial Legacy18 Going Global: Afghanistan or Bust!20 Proud New CPA Offers Advice22 If I Say It, I Need to Live It26 Vision 2020: A Bold New Vision Inside Out29 Uso Sayer – NABA Member for Life31 NABA Lifetime Members

7474 Greenway Center Drive Suite 1120 • Greenbelt, MD 20770 Phone: 301.474.NABA • Fax: 301.474.3114 • www.nabainc.orgMission NABA Staff Editorial ServicesTo address the professionalneeds of its members and Jina Etienne, CPA, CGMA Publisherbuild leaders who shape thefuture of the accounting and President & CEO Jina Etienne, CPA, CGMAfinance professions, withunfaltering commitment Lauren Yost, SPHR, SHRM-SCP Editor in Chiefto inspire the same in theirsuccessors. Chief Operating Officer Darell Scott, MBASTAY CONNECTED! Kim R. Wilson Managing EditorJoin NABA’s Social Networks: Chief Programs Officer Elaine W. Smith Shon McGhee Writers Controller Kimberly Ellison-Taylor Maya Francis Lauren Burke Magi Graziano Okorie Ramsey Director, Business Development Holly Reid Elaine Smith Lynette Perry Ruth E. Thaler-Carter Lauren Yost Manager, Membership Operations Proofreader Darell Scott, MBA Lindsay N. Smith Manager, Communications Graphics Crystal Briscoe Yondee Designs, LLC Executive Services Administrator Tracy Posey Office Manager4 SPECTRUM | SPRING 2017

BOARD OF DIRECTORSSteven L. Harris, CPA Earl Fagan, CPA Jina Etienne, CPA, CGMA Chairman of the Board Vice Chairman of the Board President & CEODaniel E. Worrell, MPA, CFE, CRMA Ryan Galloway, CPA, CGMA Treasurer Secretary REGIONAL PRESIDENTSJeannine K. Brown, MBA Angel M. Johnson Johnny Jefferson Rosalind Danner Southern Region President Central Region President Western Region President Eastern Region President NATIONAL DIRECTORSClaire Babineaux-Fontenot Joy Jacobs Herschel Frierson National Director National Director National Director SPRING 2017 | SPECTRUM 3

© 2017 Ernst & Young LLP. All Rights Reserved. | 1701-2164686 NABA | ED None Will you wait for the future to happen, or take a hand in shaping it? At EY, inclusiveness is the way we leverage our differences to achieve better business results, creating an environment where all of our people know they are valued. We believe that when differences are celebrated, talented people from all backgrounds have the chance to develop, advance and make more meaningful contributions to our culture and our clients. We are proud to work with the innovators and game changers of today to create new legacies for the world. Through a career at EY, you will become a builder of your legacy — for our clients, our communities and yourself. Join our talent community: tinyurl.com/NABA2017 or contact Tonika Hammonds at [email protected] or Tina Thompkins at [email protected]. 4 SPECTRUM | SPRING 2017

MESSAGE FROM THE CHAIRMANDear Friends:On Your Mark, Get Set, Lead! The theme of the 2017 National Convention, as well as this issue ofSpectrum, is Dare to Lead. This year, we dare our members to push past any stopping points andposition themselves for the next level of leadership and success.To help members accept this challenge, this issue of Spectrum includes valuable information onleadership.In her article, Dare to Lead, AICPA Chairman Kimberly Ellison-Taylor reveals the ingredients of her “Winning with Your ‘A’Game” framework – Acknowledgement, Accountability and Aptitude.In the article “21st Century Leadership Intelligence,” writer Magi Graziano notes that today’s leaders face many challenges,including leading multi-generational work forces and fierce competition for talent. She explains that leadership intelligencerelies on one’s ability to grow, learn, and master new ways to lead people, and that self-awareness, executive brain functionand response agility are keys to boosting this ability.On a more personal level, Holly Reid, an award-winning author, speaker and financial coach, challenges us to close thewealth gap within our families and our immediate communities to leave a lasting financial legacy.Finally, NABA’s Executive Leadership Development Institute is geared toward helping executives become leaders. In thearticle, “Leadership Essentials,” Michael T. McDermott, who is conducting this year’s ELDI, explains the relationship betweenleaders and those that they lead, key behaviors of an effective leader, how to inspire people to give their best service, andhow managers can become leaders.NABA has a remarkable legacy of engaging its members to become leaders on the local, regional and national levels. Andthose leaders help create new leaders, by fulfilling our motto, Lifting As We Climb.Steven L. Harris, CPAChairman of the Board SPRING 2017 | SPECTRUM 5

Because potential livesin every community.The future of technology lives in your neighborhood. We’refocused on ensuring that Microsoft will be the best placeto work.And we are there to support organizations and programsthat provide access to technology so people everywhere canreach their full potential.For opportunities to join our talent community, connect withus at [email protected] 6 SPECTRUM | SPRING 2017

MESSAGE FROM THE PRESIDENT & CEODear Friends:If there is ever a time when we need to seek out ways to be bold, to be brave, to think out of the box,and to step up as leaders, it is now. The tone and tenor of our national conversation has becomeincreasingly challenging. The daily media is a constant reminder that, as a society, we continue to beaffected by public leaders who are arrogant, self-promoting, dogmatic and inflexible. At the sametime, we see indicators of less tolerance, less collaboration, and less engagement. Combine all thiswith“less diverse”and we could see a real reverse of social progress. At times like this, we need to cometogether to reaffirm our values, nurture our relationships, deepen our commitment to our growth and development, andcontinue to push for equality in every aspect of our personal and professional lives.Dare to Lead, the theme of our 2017 National Convention, is about more than learning new skills and competenciesto move up the ladder. It is also about learning how to navigate a world where the pace of change is accelerating, theregulatory environment is becoming more complex, and where the workforce is becoming more diverse every day. As aminority in a profession that is still predominantly white, our challenge is to learn how to be more authentic. We need toget to the point where we can be our true selves at work.The evidence is clear – diversity makes us smarter, enhances creativity, improves the bottom line, and results in a happier,more connected workforce. In fact, some studies go so far as to suggest that simply being exposed to diversity can changethe way a person thinks. This means that each of us has the potential to lead in this space. With some insights, data, andcontext, each of us has an opportunity to add value to our work environments and enrich our corporate cultures just bybeing ourselves.True leadership sometimes requires you to put yourself out there, to step into the unknown, or to be the first to do or saysomething. To move the needle on diversity and inclusion, we each need to better understand how to individually (andcollectively) Dare to Lead across the profession.Jina Etienne, CPA, CGMAPresident & CEO SPRING 2017 | SPECTRUM 7

By Kimberly Ellison-Taylor, CPA, CGMA, Chairman of the Board of the AICPA and global accounting strategy director for Oracle, a multinational computer technology corporation.The theme of NABA’s 2017 National Convention— “Dare to Lead”— is alignedwith my own personal recipe for success, the ingredients of which includeAcknowledgement, Accountability and Aptitude. These ingredients, instilled in meas advice from my parents, have formed the foundation of my “Winning with Your‘A’ Game” framework. This recipe has worked for my career, and I hope that it willresonate with you as well.8 SPECTRUM | SPRING 2017

ACKNOWLEDGEMENT me,“You can do better.”If I got a 95, he would say,“You can do better.” When I got a 100, he said, “You can do better.”Acknowledge and appreciate the hard work and sacrifice Really, Dad? I was at a complete loss as to what to do.of those who came before you. We don’t achieve success When I graduated from my high school as valedictorian,alone — it truly does take a village — and it’s important my dad finally said, “I’m proud of you.” Believe me when Ito recognize that the lessons and best practices we learn say that this was a big deal for me; one I will never forget.from others guide our personal and professional steps in I learned to not rest on my accomplishments of yesterdayintegral ways. I grew up respecting my elders, and that has and to understand that knowledge is not destiny, it is aremained central to every interaction I’ve had throughout journey on which we should pursue all opportunities tomy life. Who knew that this life lesson would benefit “level the playing field”— formal classes, books, webcasts,me in such significant ways? Over the years, members articles, credentials— whatever it takes. I am in a constantof my expanded network (men and women across state of learning, and I’m not afraid to admit I don’t knowraces, religions and geographic locations) were there something or to ask questions. I can learn from anyone,to encourage me, support me and recommend me for anywhere. Recognizing the many things I don’t knowamazing opportunities. They were what are now known definitely helps me avoid the “big head” my parentsas mentors, coaches, advocates and sponsors. These warned me about.“Kimberly champions” did their part, and I needed to domine. I had to “Dare to Lead” and step out on faith and There are many A’s in my ‘A Game’ framework, but aconfidence in my capabilities. I gratefully acknowledge really key one is Ask. Over my career, I have asked forthem and always do my best to pay it forward. opportunities to reach, stretch and grow. A “closed mouth doesn’t get fed,” I heard my mom say, and it is absolutely A C C O U N TA B I L I T Y true. But as you grow, it is important have a great Attitude — a willingness to learn and accept feedback and to beAccountability fuels a strong work ethic and strong self- authentic yet appropriate for the environment.assessment to make course correction. Growing up, myparents would tell me that I shouldn’t expect to be given I am proud to say that this recipe has yielded amazinganything that I didn’t work for. If it does happen, it’s a bonus results for me. Today, I am the chairman of the Board of thebut certainly is not the norm. When mistakes happen, and American Institute of CPAs, a past chair for the Marylandthey most certainly will, it doesn’t mean you stop taking Association of CPAs and a proud Lifetime Member ofchances and stepping forward. When disappointments NABA in the Baltimore Chapter. I didn’t get to this positionoccurred in my career, like initially failing the CPA exam, it by myself. My parents and members of my network allwas important for me to not make excuses. I didn’t change dared me to lead and be a role model for others. In turn, Imy goal because it was hard. I didn’t give up on my dream dare you to:because it was going to take longer than planned. InsteadI heeded the advice of those who passed the exam and • Step forward and raise your hand.made foundational changes. I changed employment,resigned from a community service leadership position, • Seek new and sometimes uncomfortableattended an in-person review course, attended thereview course boot camp, and told my family and friends experiences.to expect to not see me. The next time I took the exam, Ipassed! So I was accountable for my failure and took a lead • Meet new people — both those who are like yourole in my journey to become a CPA. and those who are not. APTITUDE • Stay focused on your dreams without excuses.Aptitude is the notion that we are all “a work in progress.”I can still hear my parents telling me that “education • Keep trying when disappointments occur.levels the playing field.” They dared me to be as smart aspossible and to not rest on my laurels—to keep learning • Pursue credentials like the Certified Publicand always strive to be the best. It wasn’t until I was anadult that I understood my dad’s approach to teaching me Accountant or Chartered Global Managementto do my best. Growing up, if I got a 90 in a class, he’d tell Accountant. To use the phrase I grew up with, “I triple double dare you” to step forward and lead. You can do it! Dare to Lead! ▲ SPRING 2017 | SPECTRUM 9

L \"I always leave the NABA convention with a new checklist of professional and personal goals, being in the company of so many motivated, high achieving black professionals is encouraging\" - Alisa Richardson, Missouri City, TX EACH YEAR, NABA WELCOMES THOUSANDS OF MEMBERS, AFFILIATES AND GUESTS ALONG WITH MORE THAN 50 CORPORATE PARTNERS FROM AROUND THE COUNTRY FOR FIVE DAYS OF PROFESSIONAL DEVELOPMENT, NETWORKING, SOCIAL ENGAGEMENT AND COMMUNITY SERVICE. THE CONVENTION IS AN OPPORTUNITY TO CREATE AND ENHANCE RELATIONSHIPS WITH INDUSTRY PEERS AND IDENTIFY PROSPECTIVE TALENT. PROACTIVELY DEMONSTRATE YOUR COMMITMENT TO YOUR CAREER AND INCLUSION BY TAKING ADVANTAGE OF THESE OPPORTUNITIES AND MORE! CONVENTION HIGHLIGHTS JUNE 6-7 2017 I LEADERSHIP DEVELOPMENT INSTITUTES JUNE 6-9, 2017 ICPA EXAMINATION REVIEW JUNE 7, 2017 | OPENING GENERAL SESSION JUNE 7, 2017 IOPENING RECEPTION JUNE 7-9, 2017 ICPE TECHNICAL SESSIONS JUNE 7-9, 2017 ISTUDENT SESSIONS JUNE 8, 2017 ICELEBRATION OF SCHOLARS LUNCHEON JUNE 8, 2017 ICAREER EXPO JUNE 9, 2017 IWOMEN OF NABA NETWORK SESSIONS JUNE 9, 2017 IAWARDS DINNER AND GALA JUNE 10, 2017 INABA DAY OF SERVICE10 SPECTRUM | SPRING 2017 \"LiftingAs We Climb \"

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LEADERSHIP ESSENTIALS:Passion for the “What” andCompassion for the “Who” By Elaine W. SmithAs the presenter at NABA’s Executive Leadership SPECTRUM: What is leadership?Development Institute (ELDI), Michael T. McDermott McDermott: Leadership is really about producingknows more than a thing or two about leadership. development and change in an organization to helpMcDermott is the associate academic director of the make the firm or company more competitive or to help itExecutive Leadership Program at the McDonough School accommodate its growth.of Business at Georgetown University, and has served SPECTRUM: What is the relationship between ain four global companies where he led enterprise-wide leader and those that they lead?teams in organizational effectiveness, HR strategy, and McDermott: The basic relationship is one of mutualleadership development. In an interview with Spectrum, trust. While many people think of leadership as a positionMcDermott offers his thoughts and insight on leadership. of power, it is really a position of dependency. As a leader, you’re only as effective as the people that will follow you. And what that really means is that you depend on them to follow and to execute and to support your leadership. The people who you are leading also have to trust that you have a vision or an idea that is taking them somewhere or establishing a direction that in the long run will benefit them individually and collectively.12 SPECTRUM | SPRING 2017

SPECTRUM: What do you believe are the key SPECTRUM: Should or can a manager or supervisorbehaviors of an effective leader and what behaviors be a leader?impact the ability to lead? McDermott: I think they can. I also believe personallyMcDermott: The fundamental behavior of a leader is that anybody can be a leader and at times we are allsomething that I’ll call their core values and ethics. They leaders. A leader is someone who has a passion for theare the values and ethics that they bring to work in how what (whatever they are leading or doing), they havethey treat people, how they treat communities, how they compassion for the “who” ( they have compassiontreat the organization. Behaviors that impact the ability for the people they are doing it with) and they haveto lead include being able to clearly and effectively the courage and the confidence to take action on thatcommunicate, to behave consistent with stated values, passion and compassion. A lot of people have passionbeing open and honest with people, and being available and compassion, but stand by and complain or don’t doto them. anything and watch the world pass them by. The leaderSPECTRUM: Leadership takes a lot of energy. How has the confidence and the courage to step out and trydoes one stay motivated to lead? to do something. For example, I work with girls and onMcDermott: I think you stay motivated because you find women’s leadership roles. In this definition of a leader,leadership and all of its opportunities and challenges it means that the little girl on the playground who putsrewarding, and hopefully fun and engaging. But if her arm around someone who’s being bullied and says:you don’t find it that, it can quickly lead to a lack of “Why don’t you come over here and play with us?”That’smotivation and possibly burnout. I also think you have to a leader, because she’s showing compassion, and she hasbe committed to and aligned with your mission, believe the courage to stand up to everybody and move awayin your mission and really be dedicated and devoted to from the crowd. I think that anybody can be a leader inthe mission that either you individually are promoting or their lifetime and in any given situation.the company is pursuing or your team is pursuing. SPECTRUM: Are there particular challenges toSPECTRUM: How do you inspire people to give their leadership in the accounting and finance profession?best service? McDermott: There are great challenges to leadership inMcDermott: You inspire them by showing them and this profession because its members are often very criticalenergizing them to overcome political, bureaucratic, or advisors to decisions that people are going to make andresource barriers and major obstacles so that the work they’re also critical producers of information that peoplein and of itself that you are doing becomes a source are going to consume. So I see them as people whoof motivation and pride and gives them a sense of must have great passion for what they do, but also greataccomplishment and a sense that they are working with courage and confidence to stand up and do the righta team and working to accomplish something that is thing. They also must follow the values around justice andbigger than themselves or something that they could honesty and fairness in what they do and how they do it.not individually accomplish. In today’s world there is a great emphasis on short-termSPECTRUM: How do managers to become leaders? gains and short-term profits, so I think that people in thisMcDermott: One of the first things to do is to get clear on profession, more than many, face ethical challenges everythe difference between a manager and a leader. We often day – what they report, how they report, how they trainconfuse them in organizations and they are two very people and how they actually represent their knowledgedifferent roles. A manager’s job is really around creating and their vision of what’s going on.a degree of effectiveness, efficiency, predictability and SPECTRUM: What will participants of 2017 ELDI learn?order to produce consistent results and to continuously McDermott: They’re going to learn a little bit about somekeep the engine running and to be on budget. of the things that are different in the generations. They’llLeadership, on the other hand, is much more about l earn about an ethical-based decision-making processestablishing a direction and future vision, motivating and using the three universal ethics of autonomy, non-and inspiring people to align and buy into that vision, maleficence and beneficence in terms of thinking aboutbut not so much with the implementation of it. It’s individual decisions and organizational decisions. Ireally about aligning the people and their emotions and also want them to understand the difference betweenfeelings towards a goal, and then letting the managers or a manager and a leader and deciding who is who andperformers figure out how to get to that goal. what we are looking for from our people. If we expect management from our leaders, we often think the leader is failing; if we expect leadership from our managers, we often think the manager is failing. So there are two different sets of expectations from each with different approaches and different outcomes. ▲ SPRING 2017 | SPECTRUM 13

21ST CENTURY By: Magi GrazianoLeadership Intelligence Being an effective leader of people in today’s world seems to be much more complicated than in years past. In the previous century, for the vast majority, work was approached as a means for survival. The level of employee engagement did not dictate how long they stayed in the role. That’s different today, however.Working class people are always on the look out for more stimulating and rewarding work, as well as inspiring work environments where they can make a difference and grow themselves and their careers.Global workforce surveys report that highly qualified, Leadership Intelligence relies on your ability to grow,motivated people choose to work for companies that build learn and master new ways to lead people, and there area strong, inspiring culture and that monitor and address three tenets to consider when boosting it: Self-awareness,both workplace culture and climate issues as they arise. If Executive Brain Function, and Response Agility.recruitment and retention of highly qualified, motivatedpeople is one your organization’s initiatives, leadership 1. SELF–AWARENESSintelligence ought to be another. They go hand in hand. Self-awareness begins with the curiosity and courage toLeaders in the early 21st century face unprecedented hear what works and does not work about your leadershipchallenges. They must be able to lead three completely and the culture that exists in the organization. Once youdifferent generations of people, all with different operating become aware of your competitive talent advantages andcontexts and outlooks on what work is all about. Today’s your talent barriers from the eyes of your people, you areleaders must not only understand their competitors for equipped to take powerful action. Self-awareness allowscustomers, they must also understand their competitors you to leverage your talent and intervene when and wherefor talent. Twenty-first century leaders must have well- necessary to remove those personality ticks that are in thehoned human awareness acumen and call on it moment- way of your true leadership potential.by-moment to inspire, enroll and engage their employees.These leaders must understand the systemic impacts Culture and climate awareness opens the door for you toof their company ‘climate’ and be willing to look deeper see what is really going on and intervene in the culturalto understand cultural norms that are impeding agility norms and barriers that are in the way of employeeand innovation. They must have the finesse to weave engagement, innovation, and synchronicity. When youthe day-to-day task work into the big picture and inspire are curious and courageous, you begin to ask the toughtheir people to give it their all for the sake of the mission. questions and hear the tough answers. When you do this,Today’s leaders need to understand people at their core you begin to see what blind spots may be hidden fromlike never before. your view and you learn what you do that sabotages or impedes your leadership effectiveness.14 SPECTRUM | SPRING 2017

Self-Awareness is the doorway to emotional intelligence 3. RESPONSE AGILITYand it gives you access to real improvement as well aspersonal and professional development. Self-Awareness Response Agility is the ability to respond in an appropriate,is not always easy. In almost every case with every human controlled manner—regardless of the current stress orbeing, there are aspects of personality or behavior that breakdown the leader is facing. Being agile with responsehave a negative impact on others. With an authentic look in and reaction is key to effective leadership. Flat line reactionthe mirror, an aware leader can begin to take responsibility is not appropriate for all situations. Screaming and yellingfor that negative impact. Being aware of our negative is not appropriate for any situation. Anger and frustrationbehaviors alone, is insufficient. Taking responsibility for might be needed at times, and curiosity and collaborationthe impact of those behaviors, asking for forgiveness may be needed at other times.and and working to shift those limiting ways of being iswhere Leadership Intelligence begins. Once a leader has Agility in your response means that you have trainedmastered self-awareness, they optimize their ability to yourself to think before reacting. Effective leaders askleverage situational awareness. Situational awareness is themselves, “What is needed now?”This has everything tofundamental to assessing, evaluating, and intervening if do with situational awareness and appropriate reaction.need be, in the ebbs and flows of the climate and culture of When stress hits the fan at work, a leader who has atheir organization. handle on how they respond, and can coach others in this manner, is a leader who is positively contributing2. EXECUTIVE BRAIN to a healthy company climate and culture. ResponseFUNCTION Agility takes discipline, awareness, new habit formation, and commitment. It is a core component of LeadershipOptimizing your Executive Brain function is a secret Intelligence.weapon of Leadership Intelligence. The PFC, prefrontalcortex, is where the executive brain operates; it is like the Being a mission-driven leader who inspires people tocontrols in a cockpit. This is the part of the brain where give their best in service of a compelling vision is a keystrategic thinking, collaboration, reasoning, and creativity element of today’s most successful leaders. They knowcome from. The problem is most leaders learn over time that most people they hire are not coming to work simplyto depend and lean on one hemisphere and become for a paycheck. These leaders have a keen awarenesscomplacent in allowing that hemisphere to run the show. that many people they hire are coming to work to fulfillThis limits the airplane’s ability to navigate through storms their individual purpose in a way that supports theand soar to new heights. organizational purpose. Today’s highly effective leaders utilize their people intelligence to tie work responsibilitiesThe left hemisphere of the brain is where our organization, and tasks to the overall strategy of the business. Thesecategorizing, reasoning, and strategizing come from. It is leaders understand the difference between climate andin the right hemisphere where brainstorming, innovation, culture and have the aptitude to know how and when tocollaboration, and relationship abilities are housed. When intervene in both.a leader is aware of their goals and visions as well as incontrol of their thoughts, responses, and well-being—and Learning the fundamentals of how people operate andthe leader leverages both hemispheres of their executive how to inspire them is the easy part. Mastering thosebrain through right/left hemisphere integration—their skills is Leadership Intelligence. Turning your leadershipleadership intelligence and effectiveness skyrockets. When intelligence into your competitive talent advantage isa leader is utilizing all of their capacities, they see things the number one way to positively affect recruitment andthey might not see and are more equipped to respond to retention of the best people. ▲climate and culture barriers and infringements.Magi Graziano, as seen on NBC, is the CEO of Conscious Hiring® and Development, a speaker, employeerecruitment and engagement expert, and author of The Wealth of Talent. Through her expansive knowledgeand captivating presentations, Magi provides her customers with actionable, practical ideas to maximizetheir effectiveness and ability to create high-performing teams. With more than 20 years’ experience as a topproducer in the Recruitment and Search industry, she empowers and enables leaders to bringtransformational thinking to the day-to-day operation. For more information on Magi, please visitwww.KeenAlignment.com. SPRING 2017 | SPECTRUM 15

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DARE TO LEADThrough a Lasting Financial Legacy ByHollyReid,CPAIn our vigilant efforts to break glass ceilings, build can favorably impact not just your immediate family,entrepreneurial ventures and make significant contributions but those who come after you.in our professional careers, we may amass impressive 4. Get Properly Insured. Life Insurance is a tool longaccolades, attain desired leadership roles and begin to used to pass wealth from generation to generation,achieve the financial success that our hard work deserves. yet many minorities are under-insured. As legacyRecognition, influence and financial gain are well- builders, look to utilize the income tax-free benefits ofdeserved achievements, but should not distract us from life insurance by making your children (or designatedcreating a lasting legacy to financially benefit our families heirs) the beneficiaries. When the time comes, the lifeand communities for generations to come. insurance benefits will transfer 100% income tax-free.We all want to be remembered and feel that we’vecontributed something to the world. For many, what “Success without a successor is failure.”propels us to our personally defined level of success issimply the desire to leave a legacy. As we mature and grow - John Maxwellin our careers, our desires to be successful shift to a desireto be significant – to leave a lasting mark or impression 5. Create Your Will & Testament. According to a 2015on the world. For some, this can be the motivation behind estate-planning survey by Harris Poll, 64% of Americansyour rise up the corporate ranks or in becoming a thought don’t have a will. However, having an updated willleader in your field, but take a moment and ask yourself: gives you the ability to make gifts that will allow yourWhat do you want to be known for? What lasting legacy legacy to live on. Partner with your financial advisor towill your efforts today produce for the future? establish a recurring gift and consider an endowmentNo matter what stage you are in your career, consider the at your alma mater, a scholarship fund with NABA, orfollowing building blocks to help create your legacy for assign a charitable organization as the beneficiary of aloved ones and to the organizations and charities that are qualified account.most important to you:1. Visualize Your End Goal. Your first step is to dream Commit to establishing a financial legacy worth leaving and begin to incorporate these legacy building blocks and determine what your legacy will be. Consider into your personal financial goals. Don’t be the person your values, dreams, and goals for your family's future. remembered for the GoFundMe account your family What generates passion and energy for you? What initiated to cover your funeral expenses. Be the person challenges do you foresee? Give your end goal the whose proactive financial plans outlive their final breath roots it needs to flourish by establishing a written plan by starting these conversations with your family, financial with logical steps and a timeline for completion. advisor or estate planning attorney. NABA has a long line of trailblazers who have made2. Identify Your Successor. This is especially important significant contributions, and now it’s your turn to if you don’t have immediate family or children of your determine what kind of legacy you’ll leave for future own. Just as businesses have a succession plan for its generations. As we “Dare to Lead,” seize the opportunity leadership team, so should you. Who will carry the to close the wealth gap within our families and immediate torch when you are no longer working? Determine communities. As NABA’s ranks increase and grow, so who will take control of your business or personal should the number of trusts and endowments in our midst. affairs when the time comes. Through the lens of a Through your actions, you can offer financial security and lasting legacy, an achievement is only achieved if it the chance to make a difference in the lives of others. continues after we are gone. Holly D. Reid, CPA, is an award-winning author, speaker and financial coach. Her passion for personal finance3. Avoid Waste and Redirect Frivolous Spending. Enjoy led her to pen her first book, Teach Your Child to Fish, the fruits of your labor, but understand the trade-off. Do targeted to parents to highlight the importance of money you want to be known for your never-ending collection management and to provide the tools to give future of red bottom heels or the $1 million trust you left to generations a head start. To connect and learn more, visit your son or daughter? Is the accumulation of material www.TheMasterPlaybook.com ▲ possessions more important than your granddaughter’s or godson’s college education? Your deliberate efforts SPRING 2017 | SPECTRUM 17 to make wise spending and investment choices today

GLOG O IBN GALSteven Haughton: Afghanistan or Bust! By Ruth E. Thaler-CarterA love of travel and frustration with his The job “fit right into my background, expertise, andprevious job led NABA member Steven experience,” Haughton said, as “a CPA who didn’t mindHaughton to an international position having to travel, or reassignment to other countries, withas a senior inspection manager with experience working with defense and security issues.”tAooffgtimhheapn$lei1smt1a3en.n1.”tbriellcioonntowAsthtbfhhrgeujeiehcccUahSttni.poiSvi“esn.petcharpiaaonrslvoopiRgvdIrenreeoacsrsvmopsiidnegsincsehittddnrtouerpcteGionendnee“(nSrWatItGloahAfnRiogld)re,etaattnemaHHupeadutaiigtnchcgteopnt’esdfirits—tiisi7tnne0p“ttdngoeoeiparsosnaveirptueariciomtdtmeineoianteninawtnataglihplotgheawe…tyrmoSeaIprvsGaeupeltnAeblot,tvRsrheptiiewdnuloyctnassh.liaisuttaWmiydsoneitienntonhhsgsii—josaulrlepumabasprrespeuycvdbattwihoiouatiaoucsthnearks.Haughton spent the first 10-plus years of 10 years to retire from the government,his career with Mitchell Titus, , the nation’s opportunity with the I figured doing what I love, seeing thelargest minority-controlled accounting United Nations, I found world, and making more money was afirm, where 60 percent of his job involved good way to go out, especially since thetravel, and another year-plus as an government and corporate America wereinternational auditor with CBS. He worked SIGAR or SIGAR found not knocking on the doors looking forin auditing for 25 years before becoming me,” he said. “I jumped black men in leadership positions.”ooaotasaPfiotunnonrpfrdddaslaSpiucigniIogtGecoepcrhoh,AetvrtupoeReabbdnpcnnafcuuiiootrhctreiworukeeatcunsuamlbtltdseontteeoonritcmtnt/hgaythCteraiemrFanwieu,”arOvgeaidhcetftjhtiielefotnidovainbtsnaiirghaets.ng”iaieidteldcihlnsuiU.aae.f“.snnloI“,iHoUWdrijtub,ene.Smhutedl.riddodlypeCNgoeienaceakadwgpitttdiatiiaofettertotohnymdortl,,shp, eItifnoosgpuuapnttcoodhrtgSthueIGanteAaictonRyhpaplloenrtguSattuiorrtnpnaeadiictngteraoieyntmDjqegoouep—biiplfnreea.“o”tadrectlmluttolUhaePwaDpe.tntSilraaeorate.esmk;fsnpsepaehspeandee.rardoseryisoenHrilocaotnge,ahntnlialsyaevtnenowdea-encwdplelwyeupentmerwooelitdeitrpoekcyakeatdr-sdFhkstaiyoeicircno,naoacrldndeegrlubeaidcglgetarialivhaecntntienaaoDdAuUrctnieanwesf.tapSnfe,oaolA.caibefrrearHgstwlenmomfhacCreouoaebeoedngmiaanvkuwichstessntstttoitiohaveoooernneeksrrffHis “willingness to travel and broad knowledge of law Threat training and a second week of training to becomeenforcement, governmental accounting, auditing, and familiar with Afghanistan, its people and cultures, and getcontracting” landed him the job, he recalled. “As I told my ready for working in an war zone.”soon-to-be boss, if I can grow up in New York City andget threatened at the Capitol, I can handle working in a One drawback to working out the country for SIGAR iscountry at war.” that Haughton’s family is not eligible to accompany him18 SPECTRUM | SPRING 2017

in Afghanistan, although they have visited him while with the embassy, and have not been injured or witnessedthe United Nations peacekeeping mission in Lebanon. any injuries to my colleagues. I check on my friends andWhile Haughton took some basic Dari classes in family more than they check on me.”Afghanistan, the required language is English “and when Haughton thinks that professionals in accounting andwe go out (in the community), we have translators.” His finance should explore career opportunities abroadprevious experiences made adapting to the transition because they provide more job options, and “meetingfairly smooth. “I’ve enjoyed traveling to almost 40 people and visiting people from all over the worldstates, as well as working in Brazil, Canada, Colombia, gives you a broader perspective on life.” The traveland Australia in the early years, so you can say I’m a opportunities have been especially valuable: “We getknowledgeable traveler for work and leisure,” he said. “I three to five paid trips, up to 65 days out of Afghanistanhave learned to adapt to any kind of environment. I only each year, and another paid trip with three to six weekshad to learn the do’s and don’ts when living at an embassy between years.”under ambassadors and regional security officers and at Haughton would like NABA to do more to informU.S. or Coalition posts under military commands.” members of international opportunities. “Get the wordSIGAR and working at a U.S. Embassy is somewhat out about this opportunity,” he suggested. “I’ve had thecomplex, Haughton said. “There are about 2,000 U.S. opportunity to work with and develop three youngcivilians at the U.S. Embassy in Kabul and connecting professionals in Kabul. They were able to gain permanentCoalition forces at the military HQ, split evenly between positions with promotions and start their careers with nogovernment employees and contractors, plus a large college debt and with money to buy homes. Now that ismilitary presence. I would guess blacks make up about the way to start a career.”10 percent of the U.S. civilians. At SIGAR, we have about That reflects Haughton’s long-time commitment to200 employees, including 30 to 35 in Afghanistan. We mentoring. “I’ve always enjoyed developing new andrepresent about 10 percent of SIGAR total and about junior auditors, a trait I developed as the first of many20 percent of Kabul staff, with another 20 percent college graduates hired at Mitchell, Titus, and Co., whererepresenting other minorities.” I became responsible for recruiting, including throughHaughton’s responsibilities are wide-ranging. “I am in NABA, and on-the-job development of new recruits.”charge of 14 to 20 inspections of Afghan military, police, International accounting has been fulfilling for Haughton:and other ministry facilities constructed or renovated “Auditing in Afghanistan and Lebanon has given mewith U.S. reconstruction funds at any one time,” he said. “I great exposure to people of all nationalities, travel tolead a staff of eight U.S., five Afghan, and 10 local partners some great places, and [the ability to earn] more moneymade up of engineers, auditors, analysts, and translators.” than I was [previously] making.” ▲Working with SIGAR has been valuable in several ways,Haughton said. “I have benefited both personally andprofessionally from becoming more knowledgeableabout international accounting and auditing standards,and from meeting and working with great people fromall over the world with similar interests. I’ve learned thatauditing in such an environment, where people rotateevery six months to a year (SIGAR staff average twoyears per tour, and I’m almost at five years service inKabul), is very challenging but rewarding when wesave U.S. funds—and my tax dollars.”The additional income helped ensure that hisdaughter could complete her bachelor’s andmaster’s degrees with minimal debt, and thathe could eliminate most, and soon all debtand save for retirement.The environment has its risks, but is lessdangerous than many colleagues assume.“We see more attacks in the U.S. andother countries than here in Afghanistan,especially to our people.” Haughton said.“I was here during the 2011 attack andhave spent almost five years in total at SPRING 2017 | SPECTRUM 19

Proud New CPAOFFERS ADVICEby Maya FrancisKelvin Anthony is no stranger to the world of accounting.His godmother planted seeds of interest early on, whichled to ongoing participation in NABA’s Accounting CareerAwareness Program in the Dallas-FortWorth area, facilitatedby Odell Brown, who Anthony also cites as an importantmentor.“Growing up I was always really good at math and I liked “Before you start grad school, map out a schedule andnumbers,” Anthony says. “I knew I wanted to be in the timeline of when you plan to start working and when youcorporate and business arenas, and with the exposure from want to take the exams. Set aside time to knock out at leastmy godmother, it really piqued my interest [in accounting].” two parts while you’re in school, so that in the summerAnthony’s talent and dedication were so pronounced that before you start working, you’re not cramming to take four parts in three months. Don’t get discouraged, the examshis high school created an Accounting II course for him are hard; just because you don’t pass the first time, it’s okay.so that he could continue coursework in accounting field.He leveraged that as an opportunity to teach his peers It’s normal. Stay positive. As long as you get your license, no matter what your scores are, you’re going be a CPA at thewhen he could, a practice he continues to this day. “Try to end of the day. And if this is a profession you’re pursuing,be a value-add wherever you go. If that’s learning a skill,or understanding how to work a system or some other you need the license.”nuance, be a value-add so that you might “Earning the CPA also gives Now in his second year at EY, Anthonybe able to teach someone else down the credits his management for theirline,”he says. flexibility in helping him succeed.Pursuing the CPA designation was a you confidence; you feel like “Management gave me time off tomust as he continued his studies at the study days leading up to my exams. They respected my time and wasUniversity of North Carolina at Chapel you’re on the same level as always there to encourage me.”Hill with a master’s degree in accounting.lgpsAtbsihctkoaunahaesattrtonshtliaosonwstlloinshgtowomyatutootihlemddr“ewttgehha“noCaikwhntsiPenienghfAilg’piettlahwedtnoc,em”otdohhluaemienenlwdvspooCa’estvluPeycseAtftsthiem.njiao“uniIssoefsdohsntlmooratfinymetnm.i’ldtntSecleoaintlki.gh”rkoeenrieHntaeotpdgoeart,assingoatrhtlehessobeparyre.”soctuat ffhfroaamvt ethtahmIe’mbeefiijleutremsaxmtrentroacmysnirno.e”dgretaonidmnmtttLatoooehiccetaclewbrotossneooueopskrnmlaemkatbt.n”eioiynln,ewsgbefh.tauluofIran’tdminnmcrdttihgasia,otnehrAinrlytlfyntutnhtmrothoyiunfowiyrngenbgl.yaot“uhsIvtshowaeIia’ntmowosewufsosyilssltdrolakphulroaootennervulgtpddest,“I do not recommend waiting to pass the exam while Anthony notes that “[earning the CPA] also gives youworking, even though it is feasible with hard work and confidence; you feel like you’re on the same level as otherdetermination,” Anthony says retrospectively. “However, staff at the firm and also you have a bit more respect fromit is a very difficult process in general, but taking on the the execs.”task while trying to perform in your first years on the job But the key to distinguishing one’s self in the field, he says,and joining life as a new professional is even tougher. is in staying true to who you are. “Bring your whole self toCompleting the CPA before working or during your first work. Don’t allow other people to dictate your experience atyear of work allows you to give all your attention and focus the firm. Step up and raise your hand to do an assignmentto your job, learning and growing professionally.” or meet an executive. Have confidence and swagger. TheBecause hindsight is 20/20, Anthony has advice for other only way you can differentiate yourself is to tackle tasks thatyoung professionals pursuing a CPA, noting how key it is other people don’t want and don’t want to do. Show a lot ofto choose master’s degree programs that focus on the CPA effort. Have a lot of energy. Be a person that other peopleand with programming that will help students to obtain a like to be around because it’s a team-oriented industry.”▲license even after they have matriculated.20 SPECTRUM | SPRING 2017

Diverseperspectivesare a recipefor innovation.We value the impact of aninclusive and diverse culture.At KPMG, we believe our people must be as diverseas the clients and communities we serve and thattheir unique backgrounds, experiences, and talentsare essential to our success. We’re proud that at everylevel of our firm, our professionals take ownership ofcreating a diverse and inclusive culture.We appreciate our alliance with NABA, and value ourshared commitment to develop next generation leaders.Learn more at KPMG.com/us/careers.Anticipate tomorrow. Deliver today.©2017 KPMG LLP, a Delaware limited liability peanrttintye.rSsohmipeanodf tthheesUe.rSv.icmesemorboefrfefirrimngosfptrhoevKidPeMd GbynKetPwMoGrkLoLfPinadreepneontdpeenrtmmisesmibbleefrofrirSimtPssRaaIuNfdfiGiltiac2tlei0ed1nw7tsito|hr KSaPfPfMiEliaGCteTInsR.teNUrnDMaPtPioSn62a5l17237Cooperative (“KPMG International”), a Swiss

IF I SAY IT,I NEED TO LIVE IT By Okorie Ramsey I value my fitness and good health, commitment to good health and physical fitness, going to but that wasn’t always so. From the gym three times a week and monitoring my diet. childhood, my father encouraged me to play basketball and baseball; Around that same time, I left a career in public accounting however, I quickly learned I was not and joined Kaiser Permanente as a regional director of particularly gifted in either sport. SOX (Sarbanes-Oxley) & Financial Governance. As a public I found my stride in tennis and accountant, I worked six days a week. I decided I was ready swimming, and as a young adult, I for a change of environment to align my personal passion“ran the lake” in Oakland and worked out regularly at for good health with my career.the gym. I chose to work at Kaiser Permanente because of itsIn my twenties, I moved to Chicago to be with my then- mission to provide high quality, affordable health carefiancée Tracy. My workouts became irregular; I didn’t really services, and to improve the health of our members andfall out of shape, but I wasn’t prioritizing my health and the communities we serve.well-being as I should. The combination of mission, leadership, andIn my thirties, I realized I needed to make better choices organizational commitment to Total Healthregarding my health. Family is important to me, and I – Mind, Body, and Spirit – aligned perfectlywanted to ensure that I’m around for Tracy, now my wife of with my personal values.20 years, my children Alex and Avery, and the generationbeyond. Then, when I turned 40, I made a personal22 SPECTRUM | SPRING 2017

I found executives across Kaiser Permanente who looked Being present for my family, servinglike me, and also found support for my commitment the community, working out, keeping ato community and youth development through my clear mind, eating well; and leading withaffiliation with various organizations, including NABA; courage, compassion, and convictionthe Accounting Career Awareness Program; LIFE Courses, help me to excel and be the best I can be.Inc.; the California Society of CPAs; and the AmericanInstitute of CPAs. If you want to start your journey to total health, here is my advice:As an executive in an organization that leads in TotalHealth, I believe it’s imperative to model good health. I 1 Determine what will motivatetake pride in sponsoring and participating in activities and sustain you – and then do it.such as employee-supported walks around Lake Merrittto benefit community groups like the American Heart Whatever you do, be consistent. 2Association; and in supporting our employees in healthand wellness initiatives, including stretch breaks, lunch- 3 Take time for yourself.hour walks, Instant Recess® activity breaks (to get usmoving and having fun), dragon boat races, and other Find a good partner – for 4health-focused activities. support and workouts.“A culture of health in the workplace depends on 5 Start slow and build.leaders modeling healthy behaviors, and on supervisorsencouraging their teams to take care of their physical and Okorie Ramseymental health,” says Kathy Gerwig, Kaiser Permanente’s Okorie Ramsey is vice president, finance compliance officervice president of Employee Safety, Health and Wellness. & SOX for Kaiser Permanente.“Okorie’s personal commitment is a great example ofauthentic leadership.” SPRING 2017 | SPECTRUM 23Kaiser Permanente is dedicated to Total Health for itsmembers and employees. “Go KP” and the “SummerGames Physical ActivityTeam Challenge”are two programsthat support a culture of health for the workforce. KaiserPermanente also believes good health is a team sport, andeligible employees are encouraged to participate in anincentive plan in which they can collectively earn financialrewards for improving their health.One of my guiding principles is “if I say it, I need to liveit.” I believe in being present, being a leader, and beinghealthy – for myself and my family, and for the people Ihave the privilege of leading. These days, I enjoy tennisand swimming as much as I did in my youth, and I’m proudthat the commitment I made six years ago to visiting thegym three times a week is still going strong.Kaiser Permanente has a strong focus on work/life balance,but stress sometimes builds in the workplace. Personally,I find a good workout relieves stress and clears my mind.Time on the treadmill, lifting weights, and completingfloor exercises are effective ways to decrease stress. I alsobelieve it’s important to simply be still. In those moments,it’s great to be alone with my thoughts. Aligning mymind, body, and spirit positively impacts how I show upat work, how I lead, how I am perceived, and how I feel. Iam a work in progress, enjoying life’s journey as I continueto evolve. ▲





A Bold New Vision – INSIDE OUTThis is the second in a series of three articles on Vision2020 By Lauren YostIn the last two years, NABA, together with our corporate That is 3.5%, or more than 62,000 fewer seats than whatpartners and local chapters, awarded nearly a quarter you might expect an equitable black representation toof a million dollars in academic scholarships to black be in the accounting profession.students pursuing a career in accounting. Over the life of Equally troubling, those BLS statistics, while objective andthe association, we have collectively awarded more than reliable for what they are, fall short of telling the whole$11 million. Ask any NABA student member“Why NABA?” story – both quantitatively and qualitatively. No currentand they will quickly tell you about the mentoring, the substantive research or data is out there, specific to blacksconnections, the internships, the scholarships and the in the accounting profession. This is an opportunity foropportunities from which they have benefited, only NABA to provide the medium for those studies, validateBecause Of NABA. the measures for the statistics and use the data to provideIn 2016, blacks made up 11.9% of the employment- the architecture for change. Just taking the BLS statisticseligible U.S. population, yet filled only 8.5% of the at face value, however, the dedicated focus to get moreaccounting and audit positions, according to the 2016 students into the accounting pipeline is no surprise.Bureau of Labor Statistics (BLS) report for EmployedPersons by Detailed Occupation.As compelling as those BLS stats are, there are some other BLS statistics we can’t afford to ignore:From 2015 to 2016, 1979 2015the number of blacks In 2016, blacks From1979 to 2015 the black/white wage gapemployed in accounting, made up only for men has grown from 22.2% to 31.0%; fortax preparation, women, the wage gap has grown from 6.0%bookkeeping, 3.4%and payroll to 19% over that same time period. of managementservices 1% executives in businessdroppedby 1.0%. and finance professions. 31% 19% 22.2% 6%While we are making progress increasing the number of blacks entering the profession, we need to enhance the support,equity and advancement opportunities they receive once they make it in the door.One of the major thrusts of Vision2020 is the result of the recognition that we have both the opportunity and obligationto speak to these systemic workplace issues. NABA is uniquely positioned to help address these problems from the inside26 SPECTRUM | SPRING 2017

out by working directly with our corporate partners to is positioned to create a valuable feedback loop forprovide resources, tools, training and intel that can start companies struggling with unclear cultural issues thatmeaningful conversations to move the needle. lead to higher turnover for women and minorities.If there’s one thing I’ve learned from my 20+ years in With feedback directly from our members working inhuman resources, it's that the people with the game- these companies, NABA can develop programs, toolkitschanging information are rarely willing to share it with and other resources designed expressly for firms andthe people who could take action until it’s too late. I have companies to help them drive positive change in a moreconducted countless exit interviews with employees targeted, meaningful way. These tools, resources andwho (now that they are walking out the door) finally programs would help them directly address some of theshare significant frustrations they had with the culture, diversity gaps in their workplaces with more transparencytheir peers or their boss — most, if not all, of which were and authenticity, and give a voice to challenges too oftencompletely correctable if they had only said something left unspoken.when the issue first occurred (and believed they would One of the things that attracted me to NABA was thebe heard). opportunity to make a difference in this specific area – toThe accounting profession isn’t the only profession help employers see and solve these problems from thestruggling to find and keep top talent. Increasingly, inside, before it’s too late – before that rising star walksorganizations are recognizing that a key to creating into HR with a resignation because of a culture that maya workplace that can attract and retain top talent is be blind, unaware of or indifferent to its negative impacthaving a strong commitment to diversity and inclusion. on their black employees.Still, many employers are not there yet. According to a In the coming year, corporate partners can expectsurvey conducted by the Society for Human Resource to see more in this area, first in the form of researchManagement (SHRM) -- Workplace Diversity Practices: and engagement, then in new diversity, inclusion, HRHow Has Diversity and Inclusion Changed Over Time? -- tools and resources, which will ultimately result in newonly 15% of employers reported having staff dedicated programing specifically for our corporate partners. NABAto diversity and inclusion. This is actually down from has always had a priority of growing the accountingthe 21% reported in SHRM’s 2005 survey. This may be pipeline through increased student programming. Nowa disappointing fact, but it is also a rich opportunity we seek to match those efforts by serving the needs offor NABA. Based on the statistics mentioned earlier, our corporate partners in a way that ultimately benefitsemployers will need to use new, innovative and not only members, but all diverse professionals acrossnontraditional approaches to close this gap (which their organizations. ▲appears to be growing rather than closing) for blackaccounting and finance professionals throughout their Lauren Yost, SPHR, SHRM-SCP, is ChieffIrms, companies, associations and organizations. That’s Operating Officer of the Nationalwhere NABA comes in. Association of Black Accountants, Inc.NABA’s vision is to provide more direct help for ourcorporate partners to stand out against companies SPRING 2017 | SPECTRUM 27competing for top black accounting and financetalent. As an ear and advocate for our members, NABA

My brand: A “collaborative leader” f luent in two different cultures Natasha Granholm, Partner. My dad is black and my mom is Mexican. Being biracial and experiencing both cultures growing up has helped me communicate well with others. When you demonstrate that you understand the importance of collaborating, you differentiate yourself as a leader. So I’ve always worked hard at consistently delivering high-quality work and developing good relationships with clients and colleagues. I believe role models come in all shapes, sizes and colors. I also believe that seeing diversity in the top ranks of PwC sends a strong message: if you can see it, you can be it. To learn more about my personal brand and how strongly we feel about diversity, go to pwc.com/diversity © 2016 PricewaterhouseCoopers LLP, a Delaware limited liability partnership. All rights reserved. We are proud to be an Affirmative Action and Equal Opportunity Employer.28 SPECTRUM | SPRING 2017

PROFILEUSO SAYERSNABA Member for Life ByElaineW.SmithUso Sayers, senior manager, Business Advisory Services, Uso Sayers, senior manager,Johnson Lambert, LLP, is one of NABA’s youngest LifetimeMembers, joining this exclusive group just three years Business Advisory Services, Johnsonafter getting her first job after graduate school. Lambert, L LP, is one of NABA’s youngestUso got introduced to NABA while in graduate schoolat Pace University pursuing a master of business Lifetime Members, joining this exclusiveadministration, information systems and financialmanagement. A marketing assignment required her group just three years after gettingto market herself by joining an organization andnetworking with people. “I was walking the hall trying to her first job after graduate school.find an organization to join and the people at the NABAmeeting were quite inviting,” said USO. “There were two She worked hard for NABA and her hard work wasrecent graduates who talked about how NABA helped recognized by our corporate partners. She was awarded athem. I was really impressed and got active.” Uso first winter internship, in an area of PwC that normally does notbecame chair of a committee, joined the Board the next accept interns. She has always been focused on what sheyear, and became president the following year. could do to uplift NABA, not what NABA could do for her.Uso also explained that NABA was the reason she got When Uso first learned about NABA Lifetime Members,to work at PwC after completing graduate school. she immediately decided that she would become one.“Recruiters at a pre-conference workshop reviewed my “I love this organization. NABA is the reason I got a jobresume, were impressed that I had an undergraduate with PwC. Coming from Guyana (where she earned herdegree in accounting and a master’s degree in financial undergraduate degree), there was no way I was going tomanagement and information systems, and pre-qualified get a job there.”Uso said she used NABA’s installment planme to interview at the Student Regional Conference,”Uso to register to become a Lifetime Member immediatelysaid. “The interview was a breeze. A lot of my preparation after starting at PwC, and was inducted as a Lifetimecame from the people I met at NABA who had helped Member three years later.and groomed me to be ready.” Uso says she fulfills NABA’s motto, Lifting As We Climb,USO has been a student leader, chapter leader, regional by serving as a mentor to college students and youngleader, national leader and institutional knowledge professionals and volunteering at various events. Oneresource, according to a recommendation letter from of her biggest contributions will be joining the nationalVeda Stanley, which helped her be selected as the 2015 board this year. But perhaps Veda Stanley says it best:NABA Outstanding Member of the Year. Stanley also said: “Her love for NABA is boundless. Her talents are part of the tangibles that lead to our success. Her commitmentUso’s early involvement with NABA is a testament to our inspires others to join, get involved and help NABA excel.motto. After her national convention experience, she then She exemplifies NABA’s motto by her commitment to thegot engaged with her local student chapter, serving as vice- students of NABA. . . .” ▲president and president. SPRING 2017 | SPECTRUM 29

We’retsotgroenthgeerr.We believe there’s even greater power in working together. Join us at the:Because when we combine our unique abilities as a team, our Women of NABA Network Management Sessionstrength multiplies. Every day across 36 countries, our team Thursday, June 23 | 9:00 a.m. – 10:45 a.m.members collaborate using their collective skills to better serve featuring Dr. Ella L.J. Edmondson Bell,our company and customers. renowned author of Career GPS: Strategies for Women Navigating the New Corporate Landscape,Join our team to learn, grow, and excel in your career. brought to you by Wells Fargo Advisors.Visit wellsfargo.com/careers to apply or stop by theWells Fargo Career booth to talk with us in person.Relevant military experience is considered for veterans and transitioning service men andwomen. Wells Fargo is an Affirmative Action and Equal Opportunity Employer, Minority/Female/Disabled/Veteran/Gender Identity/Sexual Orientation.© 2017 Wells Fargo & Company. All rights reserved. Member FDIC. IHA-4181502

We are Pleased to Recognize NABA’sLifetime MembersDwayna Adams Sandra Davis Yvonne Herron Daniel Moore Gwendolyn SkillernClifton Addison Charles Davis Jeffery Hill Gairy Moore Patricia smallsEnitan Adesanya Tamieka Davis Daniel Hobson Lebone Moses Graylin SmithAmani Ahmed Frederick Davis Pamela Hogans Dana Moss William SmithWilliam Aiken Shaun Davis Bavan Holloway Rosheila Motley Mark SmithAbdool Akhran Tanya Davis V. Reginald Hopkins Fred Moultrie Margo SmithRonnie Alexander Chantel Day Paul Horace Grace Mullings Isaac SmithRenee Allain-Stockton Samantha DeCambre Harvey Hoskins Avery Munnings Walter SmithMarvin Allmond Shariah Dixon-Turner Lisa Howze Angela Murphy Graylin SmithAntoinette Amoureux Sekou Reve Doss Willie Mae Hughey Yves Mutombo Catherine Smith-SpearsLloyd Anderson Marvin Dozier Albert Hunt Adam Myers Janice SparksAnthony Anderson Kenneth Drummond Angel Ingram Edwin Neal Thad StandleyAdrian Anderson Robert Dunlap Dee-Ah Iris-Outerbridge Leslie Netter Veda StanleyLee Anderson Angela Dunlap Arlene Isaacs-Lowe Benjamin Newhouse Avril StephensRoger Arrieux Jonell Dunston Vincent James Adaeze Nwachuku Cecil SterrodIris Atkinson-Kirkland Betty DuVerger Clarence James Nora O’Garro Lionel StevensAngela Avant Kathy-Ann Edwards Curtis James Chris Okafor Shamella StewartLarry Bailey Cordelia Ekwueme Johnny Jefferson Joe Okeke Dmitri StocktonAlfred Ball Candice Elliott Edwin Jenkins Avril Okeke Ebony StubbsDeidra Barksdale Gregory Ellison Norman Jenkins Florence Onochie Lemar SwinneyR. Everett Bassie Kimberly Ellison-Taylor J. Frank Johnson Eugene Padgett Floran SylerDarrell Baxter Patrick English Gregory Johnson Dorothy Page-Proctor James TalleyRalph Bazilio Andrante Etheridge Patricia Johnson Frank Parker Rolanda TateRonald Benjamin Charmain Eubanks-Thomas Michael Johnson Michael Parkins Jeff TateEarl Biggett Vernon Evans Gwen Johnson Keeca Parks Micheal TaylorMelvin Blake Beverly Everson-Jones Robert Johnson Harold Parnell Ronald TaylorAllen Boston Earl Fagan James Johnson Greg Parris Sheila Taylor-ClarkWilliam Boswell Felicia Farrar Mark Keener Kimberly Parris Francis ThomasKen Bouyer Nicole Felix Anthony Kendall Leslie Patterson Allen ThomasGloria Bracy Cecil Flamer Bridget Kinard Ramona Pearson Ralph ThomasAdrian Bracy Erby Foster Anthony King L. Matthew Perry Valerie ThomasMonica Brame Carlyle Fraser LaToya Lacey Phillip Pierce Curtis TomlinLatarsha Brazle Genevia Fulbright Marjorie LaRue Tillman Pink Manuel TorresOdell Brown Tony Fuller Wayne Lee Pamela Pinkett Emmanuel TuffuorJames Brown Douglas Gaines Brittani Lee Mario Poole Lucy TurnageTyrone Browne Vernice Gamble Shelley Lee Hing Jenice Prather-Kinsey Raymond VicksLinda Bryant Fred Gamble James Lewis Starr Purdue Adrian VieiraMaxine Buckles Yosief Ghirmai W. Delores Lewis Okorie Ramsey Lamont WaddellCharles Burch Bertram Gibson Wendy Lewis Moire Rasmussen Andre WadeWilliam Byrd Hubert Glover Eddie Lightsey LaNita Ray Ronald WalkerWillie Carrington Robin Gordon Leona Locke-Dotson Jesse Rhodes Emma WalkerDeborah Carter Norman Graves Clarence Lockett Harry Richards George WallaceCharles Carter John Green Joe Lowry Avis Riley Lydia WashingtonRuby Cato Verna Greer Betty Maple J. Edward Robinson Chester WatsonRichard Caturano Derric Gregory Phillip Mark Troy Robinson Timothy WatsonMillicent Chancellor Kim Griffin-Hunter Lawrence Mathews Frank Ross Anne WhiteMarvin Chiddick Austin Groom Roderick Mayo Michael Ross Donald WhitePaula Cholmondeley Linda Guyden Yolanda McBride Janine Rouson Gwendolyn Wiggins-WalcottSheila Clark Bennie Hadnott Milford McGuirt Michelle Royster Maria WileyWilliam Coleman Brenda Hammond James McIntyre April Royster Humphrey WilliamsBrenda Coleman Ann-Marie Hammond Tina McIntyre Greta Russell Roger WilliamsRonald Coleman Thomas Hampton Barbara McKinzie Deatrice Russell-Tyner Chrisalle WilliamsMalcomb Coley Donna Hankins Jimmy McMillian Ray Sanders L. Anne WilliamsGregory Collins B. Harrell Richard McNamee Uso Sayers James WilliamsCharlotte Comer Calvin Harris Thomas McRae Patricia Scipio George WillieAnita Conner Steven Harris Hassan Miah Carolyn Scott Veronda WillisKenneth Cooke David Harrison George Miles Victoria Seay John WilsonDonna Cooper Tiffany Harrison Kevin Miller Johnny Session Carol WilsonRaymond Cooper David Harrison Mark Miller Dave Sewell Michael WinstonDeborah Cowan Angela Haskell Judson Mitchell Tadeo Silva Daniel WorrellCharles Daniel Roland Hendricks Bert Mitchell Brainard Simpson Ida YarbroughRosalind Danner She-lia Henry Faye Mitchell Moore Carl Simpson SPRING 2017 | SPECTRUM 31

#mylifebeyondnumbersJUST BE YOUInclusion and diversity promotes innovation, enhances opportunities for our people and createsa positive client experience. We are proud to be NABA’s 2016 Corporate Diversity Award Winner.@LifeatDHG Life at DHG @LifeatDHG Dixon Hughes Goodman LLPdhgllp.com careers.dhgllp.com womenforward.comAssurance | Tax | Advisory

Great minds Auditthink audit. The PCAOB seeks auditors for inspections and other regulatory activities. We reward excellence. Visit our Careers page to find exciting opportunities: www.pcaobus.org/CareersMission. Impact. Team. The PCAOB is an equal opportunity employer and provides a professional work environment, free of discrimination and harassment.

SAVE DATESTHEFUTURE CONVENTIONS 2018 RATES ORLANDO, FL (TRIPLE EARLY JUNE 6 -SEPT 30) Base Package Items Member Non-Member Add-On Items Member Non-Member $1,180 ALDI Session AS ADD-ON to reg pkg $400 $550 Full Professional Registration Package $950 $375 MLDI Session AS ADD-ON to reg pkg $400 $550 $900 ELDI Session AS ADD-ON to reg pkg $550 $7002018 Full Student Registration Package $325 $850 Opening Reception - Additional tickets $195 $195JUNE 13-17, ORLANDO - FL Annual Awards Dinner & Gala - $245 $245 Faculty $775 $1,200 Additional ticketsOrlando Marriott World Center Senior Professional (65+) $750 Lifetime $725 LDI Sessions ONLY $1,200 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

Join Your Peers in the Profession REGISTER TODAY! NEW ORLEANS, LA | JUNE 6-10, 2017DaTrOeLEAD2017 NABA NATIONAL CONVENTION & EXPO REGISTER TODAY!

EVENT HIGHLIGHTS DaTrOeLEAD2017 NABA NATIONAL CONVENTION & EXPOLeadership Development InstituteLuncheons & Reception A MESSAGE FROMOpening General Session andKeynote Address: THE NABA PRESIDENT & CEOKimberly Ellison-Taylor, Chair, AICPABoard of Directors and Brett Briggs, Join your NABA peers atExecutive Vice President and Chief the 46th Annual NationalFinancial Officer, Walmart Convention & Expo inWomen of NABA Luncheon (Invite Only) New Orleans, LA onCareer Expo • June 8 June 6 to June 10,2017.C-Suite Power Breakfast(Executive Invite Only) Since 1969, NABA has served2017 Celebration of Scholars Luncheon its members, the profession and the community withFeaturing – Author and Motivational distinction and integrity. Throughout the year, NABASpeaker Dr. Calvin Mackie chapters deliver top rated programs provide professionalUnmasked: If You Dare development, leadership training and recruitmentAnnual Awards Gala & After Party opportunities, as well as networking and social events forNABA Day of Service • June 10 nearly 6,000 professional and student members across the United States. The experience continues each yearEDUCATION & LEADERSHIP when we welcome more than 2,000 members and over 70 corporate partners at NABA’s annual convention.Executive Leadership DevelopmentInstitute (ELDI) • June 6-7 Together with our sponsors and speakers, our ConventionManagement Leadership Committee has worked hard to bring you a numberDevelopment Institute (MLDI) • June 6-7 of exciting activities and events to make your 2017Aspiring Leadership Development convention experience great! Here you can see just a fewInstitute (ALDI) • June 6-7 highlights - I invite you to join us in June to unmask theCPE Technical Sessions • June 7-9 rest of what NABA’s National Convention has to offer.Student Program Sessions • June 7-9Women of NABA Network See you in New Orleans!Sessions • June 7-9CPA Examination Review • June 10 Jina Etienne, CPA, CGMA President & CEO nabainc.org/convention #NABAConv17

SCHEDULE AT A GLANCETUESDAY, JUNE 6 THURSDAY, JUNE 87:30 am – 5:00 pm Registration 7:30 am – 1:00 pm Registration9:00 am – 2:00 pm 8:00 am – 5:30 pm Cyber Café8:30 am – 5:00 pm CPA Examination Review 8:00 am - 10:30 am C-Suite Power Breakfast (Executive Invite Only)8:30 am – 5:00 pm Leadership Development Institute 8:30 am – 1:00 pm CPA Examination Review (Executive Track) Day-1 9:00 am – 9:50 am CPE Technical Sessions8:30 am – 5:00 pm 9:00 am – 10:45 am Student Program Sessions Leadership Development Institute 10:00 am – 10:50 am CPE Technical Sessions9:00 am – 12:00 pm (Management Track) Day-1 11:00 am – 1:00 pm12:00 pm – 1:15 pm 1:15 pm – 1:30 pm Celebration of Scholars Luncheon Leadership Development Institute 1:30 pm – 6:30 pm Expo Hall Ribbon Cutting3:30 pm – 6:00 pm (Aspiring Leaders Track) Day-1 Career EXPO/NABA Networking 7:00 pm-9:00 pm Lounge6:00 pm – 7:00 pm Chapter Leadership Workshop Hospitality Suites LDI & Leadership Luncheon (BOD/CAB/Chapter Leaders/LDI Participants) Meeting of the Board of Directors (Open to NABA Board Members Only) Leadership Development Institute Reception FRIDAY, JUNE 9 7:30 am – 12:00 pm Registration 8:00 am – 3:00 pm Cyber Café 9:00 am – 5:00 pm CPA Examination ReviewWEDNESDAY, JUNE 7 9:00 am – 10:40 am CPE Technical Sessions 9:00 am – 10:45 am Women of NABA Network Sessions7:30 am – 6:00 pm Registration8:00 am – 5:30 pm Cyber Café 9:00 am – 10:45 am Student Program Sessions8:30 am – 3:00 pm Leadership Institute Tracks 11:00 am – 12:00 pm Student Program Sessions (MLDI, ALDI) Day-29:00 am – 3:30 pm CPA Examination Review 11:00 am – 12:40 pm CPE Technical Session8:30 am – 3:30 pm 11:00 am – 1:00 pm9:00 am – 10:15 am Leadership Institute Tracks (ELDI) Women of NABA Luncheon10:45 am – 12:25 pm CPE Technical Sessions 1:00 pm – 1:50 pm (Invite Only)11:00 am – 3:30 pm CPE Technical Sessions 1:00 pm – 2:00 pm CPE Technical Sessions NABA Student Welcome and 2:15 pm – 3:55 pm Student Program Sessions12:00 pm – 1:15 pm Orientation 2:30 pm – 3:30 pm CPE Technical Sessions1:00 pm – 3:30 pm LDI Luncheon (LDI Participants) 5:00 pm – 6:00 pm Student Program Sessions12:50 pm – 2:05 pm Student Opening Session VIP Reception and Lifetime Pinning2:30 pm – 3:45 pm CPE Technical Sessions 6:30 pm – 9:00 pm Ceremony (Invite Only)4:00 pm – 6:00 pm CPE Technical Sessions Annual Dinner and Gala: Unmasked Opening General Session and6:00 pm – 8:00 pm Keynote Address 9:00 pm – 12:00 am The After Party: Moonlight Magic8:30 pm – 10:30 pm Corporate Hospitality Suites Over Orlando Opening Reception SATURDAY, JUNE 10 8:30 am – 11:00 pm NABA Day of ServiceBy Invitation Only NABA Student Only Event Additional Registration Costs

SEE YOU IN NEW ORLEANS! 2016 Celebration of Scholars2017 NATIONAL CONVENTION REGISTRATION RATESDates 4/1/17 - 5/31/17 On-SiteMember $1,175 $1,325Non-Member $1,475 $1,625Student - Member $425 $525Student - Non-Member $475 $585Faculty/Senior (65+) - Member $820 $900Faculty/Senior (65+) - Non-Member $910 $1035Lifetime $800 $900