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Alan Johnson, President of the International Federation of Accountants (IFAC), joins Count Me In to talk with Loreal Jiles, IMA Director of Research, about the importance of taking action to improve diversity, equity, and inclusion (DE&I) in the accounting profession. On the heels of an IMA and CalCPA-sponsored research study supported by IFAC and 13 other organizations, Loreal shares relevant findings from the research study and Alan recounts personal experiences and offers actionable insights on steps accounting and finance professionals can take to play leading roles in DE&I improvement. Download and listen in for inspiration to act now!Contact Alan Johnson: https://www.linkedin.com/in/alan-johnson-a96601a8/Contact Loreal Jiles: https://www.linkedin.com/in/loreal-jiles-804648a1/IMA's Diversity and Inclusion Commitment and Resources: https://www.imanet.org/about-ima/diversity-and-inclusionFULL EPISODE TRANSCRIPTMitch: (00:00) Welcome back to Count Me In. IMA’s podcast about all things affecting the accounting and finance world. I'm your host Mitch Roshong and today I am previewing another special bonus episode. You will hear from IFAC President, Alan Johnson, as he speaks with IMA's Loreal Jiles about diversity, equity and inclusion. In their conversation, to the two discuss what accountants can do to promote and support diverse, inclusive, and equitable workplaces, and ultimately do a better job as a profession to attract, retain, and promote diverse talent. Keep listening as we tune into their insightful dialogue now.   Loreal: (00:40) Hello everyone. I am Loreal Jiles and I am Director of Research for Digital Technology and Finance Transformation at the Institute of Management Accountants. Today, I am joined by an accomplished executive in the accounting and finance profession, Alan Johnson, who is currently President of IFAC, the International Federation of Accountants. Throughout his career spending about four decades. Alan has worked in Africa, Europe, and Latin America in a host of finance roles, including chief financial officer, chief audit executive, and several other board roles and executive roles. We joined today in discussion of the important topic of diversity equity and inclusion in the accounting profession. And for the purposes of this discussion, when we refer to the accounting profession or the accounting and finance profession, we are collectively speaking of the public accounting segment as may be familiar to those in the US those typically working in CPA firms and audit tax or advisory capacity, or the management accounting segment, accounting and finance professionals working within business or other organizations. And so for the last few months or so, the Institute of Management Accountants and the California society of CPAs to gather with global research partner IFAC, and a host of other research partners and contributors have just concluded a look into DE&I in our profession. We discussed, and focused on three aspects of diversity, race and ethnicity, gender and persons who identify as LGBTQIA. We began with the US and this is part of the larger multi-part series that will ultimately be global, and what we found in the US was the presence of something we've termed the diversity gap. Much greater diversity across the profession, but considerable under-representation of diverse talent among senior leadership levels. For every 10 of our professions, most senior leaders, eight of them are men., nine are white and few identify as LGBTQ. We surveyed over about 3000 US accounting professionals and found that diverse talent believes aren't advancing because of inequity and exclusion that still persists and it's diverse talent, unfortunately, is leaving companies, and in some instances, the profession because of a lack of D&I. So not like to invite you, Alan, if you could help us shed a bit of light when the importance of this topic, please tell us why is DE&I an issue that should matter to the accounting profession.   Alan: (03:24) So, good afternoon, everyone and good afternoon Loreal and thank you very much for inviting me to this podcast. First of all, I just to let your listeners know that, the accountancy profession is a profession. It's a global profession of 3 million professional accountants around the world, and we support businesses. We support, which are both large and small. We support the public sector and we support indeed many organizations across the world. And, you know, at the core of what we do, we act in the public interest. Therefore, we must operate clearly with integrity and we should operate to the highest standards of ethics in line with our professional code of ethics, which I hope you're all familiar with. I think we would all agree that decisions, the best decisions that are made are those that are rigorous on analysis, robust in debate, and that the decisions are made putting the public interest or the interest of all stakeholders ahead of the personal interests. And it's also, I hope we recognize that our profession clearly is a people-centered profession, that is people at the heart of organizations. So it is obvious that we need to ensure that we have a diverse, inclusive, profession that clearly respects everyone's views. And that is why it matters to our profession. It actually also matters to all other professions, but, you know, in our case, we are purely a people centered profession and therefore ethics, which ethics equality. And, and I would actually say that, diversity equality and inclusivity or inclusiveness is actually also, you could argue is an ethical issue. And as ethics is at the heart of what we do and how we operate it is of course, pretty obvious. I hope that DE&I is so important to our profession.   Loreal: (05:26) Absolutely. Thanks so much for that, Alan. If we shift gears a bit more building on the importance of this for our profession, what can, and should individual accountants do to promote and support diverse, inclusive, and equitable workplaces?   Alan: (05:45) Well, as I've said, you know, all professions should, in fact, all aspects of society should be promoting inclusivity, diversity and equity, that goes saying. But I would love to start by saying one thing, which pleased me, what, on Wednesday morning, when I read the press, the president Biden had signed for executive actions on Tuesday, aiming to increase racial equality across the nation. I was very pleased to read that, but on the other hand, I was also saddened that it needs a presidential executive action to address the issue of racial inequality. Honestly, in societies today, it should not need a presidential act of that kind, but if it needs it it's been done and I applaud your new president, and I hope that everybody takes note of the importance of this. But let's go back to our profession in terms of promoting D&I. First of all, I would say it starts with leadership. Leaders have to demand that their organizations embrace diversity, equality and inclusivity everywhere. But just by saying it doesn't mean it gets done. So it's about leading by example, our professional leaders need also to make appointments that reflect society, which means more diverse, more inclusive and more equitable. Cause these are the basic principles of humanity. They then need to hold their own teams accountable to ensure that they live up to those values. They need to set targets, they need to set objectives, and they need to measure that the organizations are moving in the right direction ...

Contact Brian Suthoff: https://www.linkedin.com/in/suthoff/Visit Tally Street: https://tallystreet.com/Get a Free Retention Report! https://tallystreet.com/retention/FULL EPISODE TRANSCRIPTAdam: (00:05) Welcome back to Count Me In, IMA's podcast about all things affecting the accounting and finance world. Once again, this is your host Adam Larson, and I'm pleased to bring you another engaging episode of our series as Iintroduced to you episode 109, and our featured guest, Brian Suthoff. Brian is the CEO and Co-Founder of Tally Street, a company that helps small to mid-sized businesses keep and grow customers through actionable insights automatically generated from various sales data. In his conversation with Mitch, Brian discusses, how big data translates to great opportunities and explains why management accountants are best fit for driving this growth in these businesses. We'll hear more as we transition over to the rest of the episode now. Mitch: (00:52) So Brian, before we kick things off, why don't you tell me a little bit about yourself and give us some background on Tally Street and exactly what you do. Brian: (01:00) Yeah, great. Thanks, and thanks for having me. So Tally Street is focused on helping small and mid-sized businesses who want to grow and get paid, generate more value from the financial data or the accounting data that the businesses are already managing. The inspiration for Tally Street really came from a couple prior experiences of my own. Most of my background has been in big data and analytics, but then about four years ago, I started a liquor distributorship in Boston. Very traditional small business, just me and a couple other people. And, you know, we were successful in growing that business across Massachusetts, but very quickly ran to the point where we had, you know, a couple hundred customers and couldn't keep them all in our heads, and we're basically missing having access to the kinds of customer analytics and insights that I was used to having and more tech focused businesses. So as we looked at ways to try to solve that problem, what we found is that accounting and finance teams are really sitting on a wealth of customer data inside that accounting system. That's really being untapped in most small and mid-sized businesses. So that's really, our goal is to help managerial accountants generate the insights, the customer insights and information that large businesses have had for a long time, but to do that at kind of a scale and a cost that's appropriate for small businesses, so they can make better decisions and be more profitable and successful. Mitch: (02:32) So I know for us, you know, our accounting and finance listeners, our members, a big focus for us is using this data and making some kind of actionable insight, you know, something where we can make more strategic business decisions, but again, we're targeting accounting and finance professionals. Now you don't necessarily have that background in accounting. You come from the big data side of things. So, you know, how have you been able to kind of adapt with that target audience and then, you know, what kind of opportunities do you recognize with this diverse background? Brian: (03:04) Yeah, learned a lot over the last couple of years, as I've been speaking to more accountants and financial professionals and just catching up always on the industry and changes on the industry, and one thing I noticed in the recent issue of the Strategic Finance magazine is they had a great article on data visualization. And, you know, I think the reason that article is published is plenty of people have said, you know, everybody's an analyst these days, right? And roles are changing, and managerial accounts role is also changing from being mostly a record keeper or compliance cop to now also providing those insights and helping the businesses make better decisions. But the problem that a lot of these businesses have, and what I've seen is that they don't have the kind of the data lakes, the big data sets, the pristine sets of data that large enterprises tend to spend a lot of money managing, but they do have, or the best set of data they do have is their accounting system. And that's where we think that managerial accountants can, can really win, right. Is they're sitting on the best data set, that typically exists in most small and mid-sized businesses. So it's an area where they can start to apply those, analytic skills, presentation skills, using the data they already have, and they're already familiar with and generate a lot of additional value for the organization. If you just think about what's in that accounting system, the sales transactions, payment transactions, it has  what every customer bought the price they paid when they bought how often they purchased, how much money they've spent, just a wealth of information that can be shared across the organization and in a number of visualizations, but also putting it into other systems like CRMs that sales and marketing teams use. Mitch: (04:58) And then ultimately, what is the opportunity that would come out of this once they start tapping into this data? What are some of the examples or some of the outcomes that you've seen typically? Brian: (05:09) Yeah, great question. There are, there are examples across the entire organization. I tend to think of things, you know, they start with generating revenue, of course, but move on to managing costs, forecasting, customer behavior, forecasting, cashflow, understanding customer profitability, you know, just to take an example on the revenue side, again, that, you know, the accounting platform, whatever it is, has records of every sales transaction, which is connected to a customer and exactly what they bought and the kind of smart software that exists today, and what we're building at Tally Street can analyze all that data and start to group those customers based on, on those patterns, those buying patterns. So for example, you could look at customers who they've been around for a long time. They buy quite frequently and they spend a lot of money. So they have high lifetime value, which is a key metric that you often hear. Those are kind of your champions, and then on the other end of the spectrum you might have the ones who were just never a good fit to start with. maybe they only bought once. They didn't spend that much. They didn't, you...

Contact Gary Piscatelli: https://www.linkedin.com/in/gary-piscatelli-5a64766/Hunter Douglas: https://www.hunterdouglas.com/FULL EPISODE TRANSCRIPTAdam: (00:00) Welcome back to Count Me In IMA's podcast about all things affecting the accounting and finance world. I'm your host, Adam Larson, and this is episode 108 of our series. Today’s conversation features Gary Piscatelli, Senior Vice President and CFO of Hunter Douglas North America. Hunter Douglas is the worldwide leader in custom window treatments as well as a major manufacturer of architectural products. Gary joins us to talk about business transformation and what kind of leadership is necessary to successfully complete a business transformation. Now let's jump into the conversation. Mitch: (00:44) What does business transformation really mean for today's business leaders? Gary: (00:49) You know, it's an interesting one. You probably ask, you know, 10 people, you get 10 different answers, but for me, it's pretty simple. It's getting better at delivering on your strategic objectives, you know, or whatever they may be. You know, in some companies they're, you know, financially focused, it could be sales, it could be profit, it could be market share. It could be market position. It could be long term  stability, customer acquisition, quality, product innovation, et cetera. Whatever those goals are, it's finding ways to accelerate, achieving those goals. It's as simple as that. Mitch: (01:28) That's a very clean cut definition and something much simpler than I've heard in the past, but definitely makes sense, and definitely the goal of a whole business transformation is improvement and acceleration. So, you know, when business leaders look to make these improvements and they hope to improve the organization, is there a  type of culture that is really needed for a successful business transformation, and in that culture, in implementing this, are there certain challenges that a business leader needs to be aware of as they're going through the process? Gary: (01:58) Yeah. I mean, certainly some cultures are, you know, more conducive to accepting change than others, but you can't control the culture.. Certainly, you know, when you're starting to make a change and culture change takes a long, long time. So you have to really work within that culture, but there, there is something even more important than culture when it comes to change and that's leadership, and you know, without, you know, buy-in from leadership, even if it's just a CEO, but you need someone with decision-making authority, but then it, you know, has the ability to control that change to buy in, and if you don't have that, it doesn't really matter what culture you have. And, you know, I find leadership to be 100% accountable for results, including change. And it doesn't really matter what that culture is. You know, and there's some common things, to driving change, regardless of the culture. And the first thing is, Hey, no one wants to be changed. You know, if I asked you, you know, Hey Mitch, do you want me to change you? You know, you would say no, and you know, I would answer it the same way. So you have to go into it knowing that no one wants to be changed. Everyone thinks everyone else needs to change typically as well. So what you have to do is you have to find a way to talk to people at a level that they want to be talked to, and everyone would like their problem solved. Everyone wants their life to get better, right? So the first thing you have to identify is what are the things that are really wrong in an organization that you can get some alignment around.  The people would generally agree that yeah, you know what, that's a problem. We need to make that better. You don't even have to have, have a solution. You just have to identify a problem, right, and try and get alignment that people would say, yeah, I want that to be changed at that point in time, everyone's probably pointing the finger at everyone else. I think it's someone else's fault. It doesn't matter. That's okay. Even first step is get recognition of a problem. The second thing is to try and get people to fundamentally it without pointing fingers too much as to what do we think the root cause of that problem is? Right? So we can actually start to develop solutions around, change around how we fix it. And the third piece is, you know, even if you get people to say, Hey, we have a problem and we have a problem. You know, we definitely want to get better at X, Y, and Z, and we even know how to do that. You know what I've found? And I was kinda shocked. you know, I think it was probably that my third big change, I had a room of people, all finance leaders, and I spent 20 minutes talking about what needed to be different. Everyone in the room nodded their head, complete alignment. So then I said, who's with me and no one was with me and I just didn't get it. I'm like, why, why won't these guys? Why don't these guys have just told me, they'll have a problem. They're all senior leaders in a company. You know, they they're responsible as far as I'm concerned for driving improvement, but they're not interested. And that's when I figured, well, gee, I've got to have in advance figured out what's in it for them. Right, So I've also had to figure out how can I talk to them so they're going to get on board. Right. And, you know, everyone is motivated by different things, right? Some people are motivated by money. You know, some people are motivated by job security. Some people are motivated, motivated by, you know, career progression. Right, so, and you can't just come up with one solution, right, because everyone's got different factors, they're going to drive their ability to get on board because change comes with risks and they're in risk and work. Right. You know, it's not easy to change, right. So people are like, why should I, you know, spend a lot of time working on this when I'm, I'm happy, you know, doing my job as it is today and getting paid as I am today and what's in it for me? So you really have to think through those things, at least with, you know, a handful of leaders so they understand, you know, why it's going to be good for them. At the same time, what you can do is, you know, outside of that change, you can start to change your incentive program because you know, pay does motivate people. So, you know, even ahead of that change, you may want to restructure whether it's short-term incentives, long-term incentives, even your annual review process. So that, to the extent people get on board, they're going to get rewarded and that's something I've, I've done in the last two places I've worked, you know, ahead of the change was to change the incentive program. So at least the compensation elements somewhat addressed, you know, getting on board and compensating people for delivering. And that's why I go back to transformation is about accelerating achievement of business results, right? So you should be doing it because it's going to make the company better. From there, there's more, you know, the other mistake people make is, you know, especially a lot of, a lot of financially driven changes there's associated cost reduction and people make too big a deal out of cost reduction, especially around people. And if you try and sell a change that says, Hey, it's going to result in 25 or 30% of the people losing their jobs, and you then want people to work really hard to make changes so that they won't have a job that's hard to do. So, you know, as I've kind of moved through changes in my career, especially the last one that I worked on at the company, right now, we didn't even address that beca...

Contact Neil Baier: https://www.linkedin.com/in/neilbeerbaier/IMA Launches Global Ad Campaign to Highlight How CMAs Make a Difference in Business:https://www.imanet.org/about-ima/news-and-media-relations/press-releases/2020/9/14/ima-launches-global-ad-campaign-to-highlight-how-cmas-make-a-difference-in-businessWatch IMA’s “The CMA makes all the difference” television commercials on YouTube: https://www.youtube.com/watch?v=Q9TUx2zNJuk&list=PL_PvlGddtOgFQUwJV7pWyXJoBox5f33Or&index=1

Contact Clive Webb: https://www.linkedin.com/in/clive-webb/ACCA and IMA "The CFO of the Future": https://www.imanet.org/insights-and-trends/business-leadership-and-ethics/the-changing-role-of-the-cfoFULL EPISODE TRANSCRIPT:Mitch: (00:00) Welcome to Count Me In IMA's podcast about all things affecting the accounting and finance world. I'm your host Mitch Roshong and I'm here to kick off episode 107 of our series. The role of the CFO has evolved and in turn  the skills required of aspiring CFOs have changed too. In this episode, Clive Webb Senior Insights Manager at ACCA shares his perspective on what today's CFO is responsible for, what skills are needed, how the pandemic impacted the role and the best ways to prepare for becoming a CFO. Keep listening as we transition over to the conversation now. Adam: (00:46) So Clive, how was the role of the CFO changing.? Clive: (00:49) Well,Adam. I think that's actually quite an interesting question its is, right. I think for a lot of CFOs, the role it is broadening, perhaps you could even say dramatically broadening, and its focus and how it is perceived are changing quite substantially. And what I mean by that is that certainly from the research work that IMA and ACCA did together, we felt that the role of the CFO was either increasing or significantly increasing. And in our survey about 72% of the respondents felt that the role was broadening out, and I'll talk about that in a second. But actually quite crucially, and one of the things that was quite strong in the report, we also asked a small selection of CEO's their perception. And if you asked the same question to them, you've got about 82%. So one of the things that we repeatedly saw through the report was if you're going to demand and supply side difference between the CEOs, who really expected the CFO's to go even further than perhaps they thought that they were going, and I think that broadening of the role is characterized by a broader set of stakeholders, a broader set of capitals, a broader set of responsibilities that all fall within the CFO's domain. Adam: (02:30) That makes sense, so then what do you consider to be included in the role CFO? Clive: (02:36) So I think the heart of the role remains the traditional financial acumen and financial skill. And as one of the interviewees put it, if the CFO doesn't get that right, then that's the end of that CFO, you know. So that stewardship, guardianship, asset safeguarding, traditional finance, recording, acumen, all those sorts of things, risk management, internal control, they are at the heart of the role.and very much still at the heart of the role. However, the CFO, I think you can counter itin two ways. Now the first of which is thou the, the right hand, the conscience of the CEO. So where the CEO particularly is looking more towards, sales, towards business growth, towards strategic opportunities, the CFO, yes is looking towards those, but also is the voice of dare I say, sanity. The voice of check the constructive right hand in that process. So not only do you need a view of the financial capital, the liquidity, the organization, which we've seen through the pandemic, it is absolutely vitally important. But if we think broader, it is a role that now embraces  strategy. It still has that risk and control side, but that risk and control side itself is changing. And technology and data are playing fundamental parts. A lot of CFOs increasingly talk about scenario modeling and growth optimization as the future, and to do that, you need good technology and that good technology has to be embedded in data and that data has to align to the business strategy. They are therefore leaders in the organization, and as we've seen supply chains become increasingly challenge due to the pandemic they need to be on top of that agenda and also the customer centric agenda as well. And any of these broaden out into broader sense of what your stakeholders may be, how you think about the different capitals if you use the Integrated Reporting Councils Framework of six capitals. A lot of our interviewees thought the CFO increasingly needs to take view and manage stakeholder relationships at senior level across all of those capitals. So your investors are different. You are the ultimate consultant in business sense, and you've got to have a mind of transactions, M&A,  growth or divestiture, which, you know, the pandemic is going to place, an increasing focus on as well. So that's what I mean, it's a very much a broader role. Adam: (05:52) Yeah, it's definitely a lot broader and you've briefly mentioned the pandemic and we're still in this pandemic and for the foreseeable future and the vaccines and all those things put aside, how has the pandemic impacted the role of the CFO? Clive: (06:06) I'll go back to a couple of comments, I think from some of our interviewees, and one of them who actually was a CEO, but a former CFO of a finance institution said, yeah, the role of the CFO has been tested by the pandemic, and it's the reliance on the CFO. That's going to become more important to give those perspectives, to give that ability to see further, and it's becoming an agile role is another one put it that there's no place for perfectionism, but there is a place for being able to be agile and to drive the business forward with a sense of confidence and, and therefore understanding the various leavers that are pulled. So in those two contexts, I think what we're seeing and back to my point about the right hand of the CEO is the CFO increases become a very important role in helping organizations understand what the art of the possible is, what the various scenarios that may play out will lead to, and therefore how basically the organization can survive. And I think the pandemic has reinforced the role of the CFO in very much making that happen. Adam: (07:33) In the report, there's a six hypotheses and do these six hypotheses, illustrate the changes happening now for many CFOs? Clive: (07:43) Yeah. But that's ri...

Contact Loreal Jiles: https://www.linkedin.com/in/loreal-jiles-804648a1/FULL EPISODE TRANSCRIPTAdam: (00:00) Welcome back to Count Me In, IMA's podcast about all things affecting the accounting and finance world. I'm your host, Adam Larson, and today I'll be kicking off episode 106 for you. As our series continues to grow and evolve, we try to target new topics and areas of interest for our listeners. In this episode, Loreal Jiles, IMA's Director of Research for Digital Technology and Finance Transformation joins us to talk about the popular topic of agile. In our conversation with Mitch, she talks about how management accountants can take an agile approach to finance transformation. To learn more about agile, scrum and project management, keep listening as we head over to their conversation now. Mitch: (00:50) So it seems like one of the trending things people are talking about these days is agile. Can you tell us a little bit exactly about what is agile and where did it originate? Loreal: (01:00) Sure, sure. So, while I'd say agile approaches to delivery date as far back as the 1950s. In the 1950s Toyota, kind of undertook this transformational introduction of lean manufacturing, and it hadn't really been done in that manner before. And so I'd say way as far back as the 1950s, it had been in use in general, but I'd say agile didn't really pick up speed for software development until maybe the nineties or so the 1990s. And so prior to the nineties software development was, was delivered largely in alignment with something they call the Waterfall Model. And so we'll talk about that in a few minutes, but, what agile is specifically agile methodology as a software development life cycle, and it focuses on iterative incremental delivery, and that delivery happens by self-organizing and usually cross-functional teams. So it's a people centric, results oriented approach to software development. And again, it's become recently popular and has been, I'd say proven adaptable for business teams, delivering products and projects as well. So it started to kind of broadly from a manufacturing perspective, it grew in popularity from a software development perspective, and now what people are seeing is that the same attributes and values that, that agile have, are applicable widely in a host of project management settings. And that can be for any type of project or any type of product as it's typically characterized. And I'd say the only other thing I'd call out as we talk about what agile really is, is there's this concept of being agile and demonstrating agility. And then there's another specific agile methodology, which is used for software development or project management. So, so we could talk through through both of those as we keep going here, but I'm just really excited to be talking through what agile is and then start kind of breaking down some of those barriers. Mitch: (03:12) Yeah, absolutely. So let's talk a little bit about applicability to our listeners now. So accounting and finance professionals, what does an agile finance function look like and what role, or what role is really, does add agility play for finance transformation? Loreal: (03:29) Yes. So everyone's aware of finances going through probably the largest transformation in its history, and that's not limited to just the digital technology aspects that we've traditionally focused on, but it's also about how the finance function delivers value more efficiently supports strategic decisions of the businesses that they operate in. And so, as we think about agile finance functions, they're creating value by, I'd say employing scalable, efficient operations. They usually have transparent and accessible data and metrics. There's frequent inspection of, of the work product that's being produced and that's to ensure fit for purpose insights. The agile finance functions are also quick and, and responsible. They demonstrate quick and responsible adaptation to change, and so this concept of failing fast is really prevalent and agile finance functions, and I think lastly, I'd say they're empowered, and capable multidisciplinary teams. And so often we see teams operating in silos and that's not customary of an agile finance function. So there's much more collaborative environment where multiple people may weigh in on, on a certain decision, but it's structured such that there is increased transparency and, and everyone is working together for the same objectives. And so when you pair kind of those attributes with advancing technologies, position, finances, kind of position to streamline their day-to-day tasks, and then accelerate project delivery, and so when we think about agile functions, they're typically well-versed in, in one or more branches of agile methodology as well,and that can be anything from Kanban, all the way to the most increasingly popular scrum. Mitch: (05:27) Well, you just read my mind because I know I've done a little bit of research on agile and anytime you look at agile methodologies, often you come across scrum. So what exactly is scrum? Loreal: (05:38) Yeah, so scrum is a process framework, and that framework has been used to manage work on complex products easily since the early 1990s and probably a bit before that. So scrum is not a process. It's not a technique or, or a method. The way that it's characterized by its founders is scrum is a framework, and it's a framework within which you can employ various processes and techniques to, to get the outcome that's needed. So scrum is a framework within which people can address complex adaptive problems while productively and creatively delivering products of the highest possible value. and so when we think about what the scrum framework consists of, there are scrum teams and their associated roles. there are scrum events. And so those are different, meetings or sessions that you'd need to have or ceremonies, they call them, in some instances, scrum artifacts are the, there could be things like a backlog where you've got a list of all the things that needs to be delivered for a product, and then there are some rules that, that kind of govern each of those aspects of scrum. Each component within the framework serves a specific purpose and it's essential to scrums success and usage. And so the one other thing that I'll call out is when, when agile became popular back in the nineties, there a group I'd say maybe a decade later of 17 people wrote something called the agile manifesto and that agile manifesto kind of outlined the p...

Contact Roland Abi Najem: https://www.linkedin.com/in/rolandabinajem/Roland Abi Najem's Website: https://www.rolandabinajem.com/FULL EPISODE TRANSCRIPT:Mitch: (00:00) Welcome back for episode 105 of Count Me In, IMA’s  podcast about all things affecting the accounting and finance world. I'm your host Mitch Roshong, and today's episode features cybersecurity and digital transformation expert Roland Abi Najem. Roland is founder and CEO of Revotips, Expert Tech Consultants, and Solutions. In this episode, my co-host Rouba dives into better understand the evolution of cybersecurity, including the risk areas and how finance and accounting professionals can better enhance digital safety measures across their organizations. Keep listening as we head over to the conversation now. Rouba: (00:46) You’re a cyber security expert in the region, you have been one for many years. What does the work that you do entail? Roland: (00:57) Well, basically it's the most important thing to me on a personal level I should work on is, being up to date on daily basis. And I really mean it on daily basis because sometimes if you, for me, on a personal level, I have at least for example, a minimum three to four hours readings per day. And, I have to stay up to date with all technology related issues about, all type of, technology, the less the news and cyber attack happened, worldwide and so on. So because we always learn from case study happened worldwide. Moreover, I have to say after this was all a governance issue about new laws, new regulations, because also those, rules and regulation of, being up to date, also kind of on daily basis. And, we have, let's say GDPR in Europe, perhaps a hundred rules and regulation here in the region. So we must follow those guidance as there'll be, for example, in GDPR, if you don't follow the guidance and regulation, you'll have fin, 10 million euros and so on. Moreover when it comes to cybersecurity, it's not only about the technical know-how of each person, what, what any company will look for when they are working with a certain cybersecurity company or consult them, they will look first for personal know-how. They will look first for, as a company reputation and a brand name and the look for the person or the petition of each individual who's going to work in cybersecurity because, you know, when you are working on cybersecurity, sometimes when I'm doing, let's say a penetration testing and so on. So, you might have access to very confidential data and so on. So for other companies, they will need to make sure that they have full trust in the company and each individual working on the project. Plus we all know that, working in the GCC region, is really challenging because you are working like, with, a different type of culture and society. Within in one company was in one country is so working with a different culture, different society, different mentality, you are working in different industries like, government, all I'm guys, banking, staffed up everything. So, you need to be, aligned with all types of cultures and societies in order to understand the needs and the requirements and how they think and how they perceive things. So actually it's kind of hectic to be combined and I'll combine all those together and to stay up to date with them. But actually this is what makes, let's say the thing different, and, this is what gives me added value, in this industry. Rouba: (03:43) No, that's quite a task that you have on hand. When we look at the, the Middle East and Africa cybersecurity market, I mean, it's witnessed some tremendous growth over the last, few years, more than a decade even, and it's projected to grow even further from an estimated 15.6 billion in 2020 to 29.9 billion in 2025. And the compound annual growth rate is 13.8, which is exponential. And this is based on the post COVID scenario forecast. Now, the lion's share really goes to Saudi Arabia and the UAE, and some parts of Africa when you look at these figures, but what are some of the most notable initiatives that are taking place in the region? Roland: (04:24) Well, this is a very important question based on what you said on the growth of, everything regarding to, cyber security in terms of spending, nowadays, lots of, government issues and rules and regulations. They are forcing by law each company, especially when I talk about big companies that have billions of dollars, to have at least three cyber security providers, because we all know that when it comes to security, is that is no, let's say a one plus one equals two. It's not that simple. So you need to have the different providers see different companies that are working in cybersecurity for you, because we all know there is nothing called 100% security and no company can be 100% secure of the time. If you are currently secured, you are secured, let's say up to 70, 80% maximum and so on. So there are still gaps. That's why I asked to have multiple companies under 10 providers. And this is what makes the industry, let's say, growing up so fast because for each company needs at least three companies for cybersecurity. This is number one. Number two, a few days back in the UAE is a consult ministers form, a concept for cybersecurity, which is, which shows clearly important nowadays for everything we got in cybersecurity, because let's say sometimes now we're on, we're talking about what, what we're talking about, the Cyber War, not the normal wars, is that like a World War One and World War Two. So I'll talk about the Cyber War and we all know that everything is happening between, uh, let's say, North Korea and Iran and Saudi Arabia and USA and so on, and we're not talking about a cyber war. It doesn't come with only with what you call it say about, only a just hacking and cyber attacks and so on. It's all sometimes about data. And we all know, for example, what's happened between Donald Trump and the big fight. And most of the big parts of it was political and part of it was economic, but the biggest part is about the data. Where am I going to store  the data and how we are going to, to store it somewhere. So I'm not sure the initiative is, in Saudi Arabia, they have what we call the National Security Authorities, where you can, for example, if you are under attack or do you have, now you can claim directly online and they will support you, and in many ways. Here in Kuwait, since I'm based in Kuwait, we have, two laws, you have the Image alone, and we have a Cyber law, every since cyber crime law, and so on. So, the biggest challenge, and, here, I think is, how we can join all those laws with international laws in order to, to be aware of all the laws and regulations worldwide in order to try to make for everyone. Because let me give you an example, let's say in the UAE or the Kuwait or whatever, they have lots of Eu...

Contact Ed Lam: https://www.linkedin.com/in/edward-lam-9b97258/FULL EPISODE TRANSCRIPTAdam: (00:05) Welcome back to Count Me In, IMA's podcast about all things affecting the accounting and finance world. I'm your host, Adam Larson, and this is episode 104 of our series. Today's conversation features Ed Lam, the Chief Accounting Officer at Exeter Finance. Ed is an accounting and finance professional who has seen many changes to the profession over the years. In this episode, he talks with Mitch about his thoughts on the future of work and how he envisions the role of the finance leader, evolving even more. From change management and continuous improvement to leadership and organizational culture development, Ed offers great perspective on what is needed to gain buy-in and succeed. Keep listening as we head over to the conversation now. Mitch: (00:55) So Ed to the kick off this conversation, can you tell us a little bit about how your job has changed in the last three to five years and then taking it a step further? You know, what do you anticipate kind of happening even more in the next three to five years for the future of work? Ed: (01:09) Yeah. you know, I'll basically, define the last three to five years in three phases. It's basically a stabilized standardized and optimized. So when I first came in, I think we had a, basically an under-resourced accounting group, without the right technology and, you know, basically, inconsistent processing. So the first two years was just looking under rocks and finding and identifying and addressing any risks and any, any errors in our process. So it took a little while, a lot of hard work, but I think we were always looking to kind of develop a stable and repeatable process and that just has to be built, over, over time. And, as a transition from fighting fires into having more reliable processes. So that was basically about year three heading into year four. But then starting, back in early 2019, we started to look for the opportunities to start optimizing processes and bringing on new technologies. So, you know, I think the optimized stage has been the most fun, just because you start seeing a lot more buy-in from the organization now that we built the trust and credibility, we need to basically, stack on, improvements in how we do things. So that's the, you know, for the last five years, just an evolution, it's been ongoing. We still have a ways to go, but we can definitely see the opportunities from there. So when we talk about the future, the next three to five years, I'd say over the coming years, my role, in directly managing my operations is going to continue to diminish actually. And that's the due to the strength of my staff and having efficient processes in place. So, you know, the focus then she has really a way from day to do day to day doing and managing, and just really a lot more on those continuous coaching and development. I've had to learn to embrace that a little bit, because it's a different aspect of being a hands-on manager. But it's actually a little more meaningful than, what I started doing, which was basically, giving bad news to my CFO whenever we found a mistake. Mitch: (03:32) That's really interesting. you know, you talked about optimizing and some of the changes to your role, obviously expectations of you the organization in general, but how have you been able to kind of change your management skills? Like you were just kind of talking about, but in a way so that everybody you're working with understands what the necessary changes are for the organization to truly optimize its processes and move forward? Ed: (03:56) Yeah, I think changing the management skills comes down to, you know, you go from, individual contributor skills, you know, and just being a subject matter expert in areas and basically telling people, you know, what the right answer is to basically focusing more on, encouraging communication and collaboration, and specifically outside of the department, because that's been a shift, you start off early on just looking inward and saying like, how can we, ensure that we put out a good product for our customers? But once you've done that, then basically the collaboration is a means of allowing you to influence the larger organization. So it does take a lot of time to build, those strong relationships with other groups, and that has to be encouraged. It's not just me talking to my counterparts and other divisions, but it's encouraging, all of the staff that part of the role is to not just give output to other groups, but to also communicate and understand, you know, why they need the things that they asked for. So, you know, again, taking the time to increase collaboration, encouraging that within, my org, and then supporting it and staying engaged with any change management initiatives. I mean, it's a way of basically, you know, evangelizing for transformation, right? So, you know, we're actually lucky to have a change governance committee at Exeter and that's something we can engage in where, anytime there's a change that impacts more than one division, it does need to get brought up through an intake process with change governance. So we stayed very engaged in that group, and it does involve executives and that's pretty important as well. So, you know, a lot of, how, I changed my management skills is just taking, any of those intake forms that has the potential for impacting my group or other groups that are aligned or adjacent to mine, and basically sharing that information in a meaningful way. Mitch: (06:02) That's great. I know any, conversation that we've had around the future of work and the changing profession, the word influence always comes up. So for you to bring that up again, you know, it's, it's right on target with what we're hearing, but I really liked the encouraging communication collaboration. That's something that I think will really stick, and truly shows the shift right, in the roles of the profession, the individual, is no longer just that contributor, like you said. So I think, some people who are maybe not as familiar with some of these changes, you know, they might have a little difficulty straying from the traditional, you know, finance and accounting work. And then the day to day that you were talking about the management style, how do you go about getting the buy-in from these different stakeholders in your department or these cross-functional teams across the organization that you're working with? What role do you get the team, you know, how do you get your team to really buy into this kind of new initiative? Ed: (06:59) Yeah, that's a, that's a great question. And, you know, one thing that you hear a lot of success begets more success, right? So, I think part of this is just attacking incremental improvements early on, and they can be very, very incremental. They could be small improvements, but you celebrate those accomplishments, and then also behind that consistently discussing what's next on our roadmap. We're gonna discuss roadmap from a little bit, but just the possibilities, and then periodically visioning kind of like the optimal state. So, let me give you an example. when I first started with Exter, our close process took more than seven days, and sometimes just to address like an issue or, you know, something that was broken, it could be up to 10 days to close the books. So, you know, with some of the technology that we've introduced, including a new general ledger and an account, sorry, loan sub-ledger, with a lot of the process improvements we put in place, including a close checklist and some management workflow, and the, obviously a lot of staff development we've been able to bring the accounting close down to...

IMA Diversity & Inclusion: https://www.imanet.org/about-ima/diversity-and-inclusionD&I Toolkit Press Release: https://www.imanet.org/about-ima/news-and-media-relations/press-releases/2020/6/3/ima-unveils-diversity-and-inclusion-toolkitThe D&I Toolkit: https://www.imanet.org/-/media/1cb71380a29540f2af5aad35e04f2930.ashx?la=enContact Karmin Bailey: https://www.linkedin.com/in/karmin-bailey-0a849346/

Contact Matthias Tillmann: https://www.linkedin.com/in/matthias-tillmann-58997a53/Trivago: https://www.trivago.com/FULL EPISODE TRANSCRIPTAdam: (00:00) Welcome back to Count Me In, IMA's podcast about all things affecting the accounting and finance world. I'm your host, Adam Larson. And I'm here with episode 103 of our series. Today's expert guest is Matthias Tillmann, CFO of Trivago. In this episode, he speaks with Mitch about how COVID-19 crisis impacted the travel industry and speaks to the various crisis management plans he implemented to maintain operations. For an interesting discussion around business continuity, technology, enablement, and finance in the travel industry, keep listening as we head over to the conversation now. Mitch: (00:42) The COVID-19 crisis disrupted the global travel and hospitality industry immensely, and I know it affected everything from air travel to hotel accommodations. So in your line of business, what were the immediate steps that you took to ensure business continuity at Trivago? Matthias: (01:01) Yeah, that is right, the COVID crisis had a huge impact on our business. And let me start with giving you an idea of the magnitude of that effect, and just for context, we are an accommodation  meta search platform. So comparing price of hotels, apartments, vacation rentals, and other accommodations on this, so we're not active in the air space, for example. So while we run and operate over 50 countries, only a minor part of our business is in Asia and we have no presence in China. So when the virus first broke out there, we got an idea of what this could mean to our business, but we did not see it immediately in our numbers. That quickly changed when infection started to spread in Italy, end of February. Within a couple of days we lost all of our revenue in that country, and as the virus spread throughout, Europe first and then Americas, our revenue declined more than 95% year over year by end of March. So why, I'm  telling you this, we did not have much time to react. Our cost structure pre COVID was roughly 80% variable, which is predominantly marketing and 20% fixed costs. So  to preserve our cash, we first focused on cutting our marketing spend and on the performance marketing side, you can do that immediately as you just lower your bids  or stop campaigns altogether. On the other hand, on the brand marketing side, it is a bit more tricky. So we usually have part of our budget committed with certain TV channels, and you also need to brief the channels and commit budgets a bit in advance to go through clearing and secure the desired ad products, et cetera. So we started right away to cancel commitments and negotiated to post campaigns. And that was very important. As every dollar on TV advertisement obviously would have been wasted and might've had a negative effect as during a global pandemic countries and countries being in lockdowns. The last thing you want to do is to promote travel. So after we had taken care off of the 80% of our costs, we started to analyze our overhead structure as well. We are based in Germany. So as an immediate action, we utilized short labor, a government aid scheme where people work reduced hours and the government subsidized the salaries. This bought us some time to think about the implication of the pandemic, not only for us, but for the overall industry for the next couple of years and then we spoke to other industry participants to get different perspectives and try to understand how the action would impact the dynamics and all that occurred. And based on that, we formed a hypothesis around different phases of recovery. And by doing that, it became apparent that we cannot manage, through the spirit by just putting people on short labor, but we needed to restructure the business. That means reducing complexity, streamlining operations, and certainly also letting some of our talents go.As a consequence we closed or sold our remote offices and moved to everybody to our headquarter in Dusseldorf. And we reduced our headcount. but on the other hand, brought back everyone from, from short labor. And then lastly, I would mention that on the B2B side, we proactively reached out to our partners and implemented payment plans for those being in a difficult financial situation. And, that was very important because, at that moment we had a high amount of outstanding accounts receivable, but as we acted as a partner of trust and we collected almost all of the receivables, by the end of the second quarter, and as a result of all these measures, we did not burn any cash over six months period since the outbreak of the virus. Mitch: (04:59) So it sounds like you had to, you had to take a lot of steps upfront, but I'm just curious if you had any crisis management plans or any of these ideas in place prior to actually having the change the business. Matthias: (05:13) Yeah. We have operated in a very dynamic environment over many years and despite our global footprint and, a well known brand, we are still a small company, thus we always had to adapt change and innovate in order to be able to compete with large global companies. And this, I believe has fostered a very agile culture. So we always had to prepare for big changes and learn to stay flexible and adapt fast. So when the crisis hit, it did not take us long to adapt, and also, we also have a relatively simple business, with key leavers and product marketplace and marketing, and the biggest short-term, is clearly marketing. I mentioned it before. however, during, even during normal times, our marketing channels can be very volatile. And so we constantly reassess what we are doing there, and we always keep the flexibility to adjust quickly. So in a way we are at any time prepared for different scenarios, on the fixed cost side, our largest cost category by far is personnel and related costs. And, we are investing in people, thus we constantly have to evaluate how to allocate this precious resource. And when the crisis hit, we had to reassess our investment and projects outside of our core. And based on that, we came up with a restructionplan. So in a nutshell, I think we almost always operate, in an environment where we do have, a plan for all kinds of different scenarios and didn't need a specific one for this crisis. Mitch: (06:54) Well, that's great. And I know, you know, you've mentioned talent a few times now, already in this conversation, and I'd like to kind of talk about that a little bit further. You know, obviously you had urgent financial needs going into this crisis and you certainly had to adapt the business, but how did you really balance that with your desire to maintain the top talent in your organization and also, you know, address the concerns of the talent and the organization? Matthias: (07:18) Yeah, absolutely. So our first reaction was to focus on preserving our cash. and that means that we, cut all unnecessary costs and, came up with a reconstruction plan, as I mentioned, and have all partners with flexible payment terms. Internally we were very open-ended and transparent about this. So for example, we established weekly all hands Q&A's where we as management gave updates on our view of the industry, the implications for us and how we need to react. And the feedback from our talents was very positive on that, and I believe that the transparency about how we are approaching the crisis increased the acceptance of our measures. And, just to remind you that we had to take some very difficult decisions, like the headcount reduction. On the other hand, we clearly communicated as well that we will continue to invest in key...