I ran across an article – Why Smart Bosses Treat Their Employees Like Dogs – comparing dog obedience training to the way that business owners should treat their employees and I found it very intriguing. I spend considerable time training my German Shepherds and they are too big not to have manners! I hadn’t thought about it before but there are many valuable lessons that can be learned from dog training. Here are a few of them:

• Be consistent – teach and ask things to be done the same way every time, inconsistency is confusing
• Always reward good behavior – by figuring out what motivates each individual
• Love matters – gifts and rewards can be intangible, in some cases they are more effective
• Practice makes perfect – learning new behaviors and/or skills may take several practice runs
• We learn by doing – people just like dogs often times learn best by doing, not just being told or shown how
• Keep a positive attitude – bad attitudes and moods are distracting as well as uninspiring to dogs and people
• Sometimes you have to get tough – failing to confront the situation does not do any favors, it may even end up costing more in the long run or create a bigger problem to deal with
• Correct mistakes immediately – rewarding for the wrong behavior only encourages and reinforces it turning it into a habit
• Get professional help – when all else fails, call in a professional to help

Would you normally wake up and want to go to work? Most people would probably answer NO to this question, especially during tax season.

Tax season is a stressful time for employees of CPA firms. Does it make a difference if there is a good company culture to help alleviate some of the stress? The workplace should not be something an employee dreads. While work may be difficult, the culture should not. On the contrary, a positive and fulfilling work culture should be designed to alleviate stress not increase it.

How do you create a positive and fulfilling company culture? The most important and first step in the process, starts by hiring people who fit your company’s goals and vision. Tony Hsieh, CEO of Zappos, one of the strongest advocates of company culture, states “when you hire people, they represent your company even outside of work, and if you have a positive opinion about this person most likely you’ll view their company in a positive light.”

It’s key to be flexible to change. These days employees are looking for more flexibility in the workplace than ever before. More companies are recognizing how important the work+life issue is for everyone, not just women and parents. Studies have shown that flexible schedules decreased employee “burn out” and have helped retain valuable employees that may otherwise leave.

Most importantly, build a culture where everyone is part of a team. This is a big one! If you feel valued and part of a team, you contribute to the overall success of the company. You may have a specific job function; however, you are joined with other members of the company to accomplish the overall goals of the company.

When you’re part of a company that has achieved a good culture, you may just wake up and answer that question, YES I do want to go to work!

The American Institute of CPA’s has long recognized the problem of the late receipt of Form K-1’s for many taxpayers and their return preparers. On February 28, 2013, legislation was introduced in the 113th Congress that was suggested by the AICPA to address this.

As drafted the original tax return due dates would change as follows:

• Form 1065 would be due on March 15
• Form 1120S would be due on March 31
• Forms 1040, 1041, and 1120 would be due on April 15
• Foreign Trusts with a U.S. Owner Form 3520-A and FBAR Form TD F 90-22.1 would be due April 15

Additionally, the extended due dates would change as follows:

• Forms 1065, 1120S, 1120 and 1040 would still retain a 6 month extension
• Form 1041 would be extended 5.5 months to September 30
• Form TD F 90-22.1 and Form 3520-A would be extended 6 months to October 15 (and for the TD F90-22.1, the Secretary of Treasury could waive penalties for first time failure to file an FBAR extension request)
• Exempt Organizations Forms 990 (series), 4720, 5227, and 8870 would be allowed a 6 month extension to November 15
• Employee Benefit Plans Form 5500 would be allowed a 3.5 months extension to November 15
• Form 3520 would be allowed to be extended separately from the owner’s tax return

These changes would be effective for the 2014 tax years and the 2015 tax filing season.

More information on this topic at:  AICPA.org

It has been known for quite some time that women make up most of the purchasing decision power in households but their increasing presence in the workforce is becoming nearly as significant. According to a recent post by XYZ University, these are a few of their interesting statistics:

• Women hold the majority of jobs in the US including 51.4% of managerial and professional roles.
• In all but three of the largest US cities, women aged 30 and under earn an average of 8% more than men their age.
• Women ages 18 to 34 are more likely than men of the same age to say a high-paying career is important to them.
• Women are more educated than men. Some 60% of masters’ degrees go to women, and for every two men who earn bachelors’ degrees this year, three women will do the same.
  
• Single women are twice as likely as single men to buy homes.
• 23% of working wives now out-earn their husbands.
  A Time Magazine article projects that within the next generation, the majority of working wives will do so.

Even from only 10 years ago, these are huge changes and these trends do not show any indication of reversing. This impacts today’s businesses in two major areas: employees and customers.

Having more female employees brings new skills as well as challenges to the table. Many studies have shown that women tend to have a management style that is more consensual and inclusive which can be an advantage with today’s increasing social and crowd sourcing business methods. Also with more women working, maternity leave and child care, for example, will become bigger issues that companies must face and deal with. Further with more women in leadership roles, more men will take on more responsibilities at home leaving them less willing to sacrifice family for work.

As more women take on leadership roles and more men take on larger family roles, the change in these gender roles may change who has been the dominant purchasing power of households. Additionally, the upwardly mobile urban single woman may become a significant customer in areas of serious investments such as homes and travel.

I am excited to share what I have learned from participating in the 2012 Leadership Reno Sparks Program. I have really enjoyed the experience and learned so much about our community.

Leadership Reno-Sparks is a year-long program consisting of 12 workshops throughout the year where the participants are exposed to different segments of our community – such as the role of government, law enforcement, education, health care, media, art, history and the economy. Each workshop broadened my perspective on the Reno/Sparks area by giving me exposure to community issues and access to community leaders. I felt that I walked away from every session having learned something new.

In addition to the workshops, the class develops a community project. The class is responsible for both fundraising and the physical completion of the project within a specified time frame. This year’s project was a renovation of the Sparks Senior Citizen Center. Getting 37 people to agree on something is an interesting and challenging but rewarding process! The project was completed in late August of this year, and the results were nothing short of amazing.

If you are new to the Reno area or just want to learn more about our community, Leadership Reno Sparks is a truly worthwhile and enjoyable program. Besides learning so much about our community, you will learn about others who are aspiring leaders within their respective professions or companies and gain wonderful, long lasting relationships!

For more information on this worthwhile program, please contact the Reno-Sparks-Northern Nevada Chamber of Commerce at thechambernv.org or (775) 636-9550.

As a member of the class of 2012 Leadership Reno/Sparks, I invite you to join us for a fund-raising event benefitting the Sparks Senior Center.

Come join us for a great opportunity to appreciate the offerings of two of Reno’s most popular riverfront businesses while supporting the community.

Each year, as part of the program, the Leadership Reno Sparks class adopts a project in support of community members in need. The 2012’s class project is to make physical improvements to the Sparks Senior Citizens Center. The class is providing the planning and physical labor for the remodel and is hosting a fundraiser to help cover the costs. Come enjoy the summer weather on the riverfront and enjoy the delicious offerings of Campo and the Ole Bridge Pub. The cost is $30, and you will enjoy appetizers, specialty drinks and cocktails, a silent auction, and raffle prizes.

                   Thursday, June 28th 5:00pm to 8:00pm

Leadership Reno Sparks is an annual program offered by the Reno-Sparks-Northern Nevada Chamber of Commerce. It is one of three programs offered by the Chamber to help foster and develop leaders in our community.

The mission of Leadership Reno Sparks is to “identity and develop current and future leaders though a comprehensive program designed to increase knowledge and awareness of the issues and challenges facing this community.” The program prides itself on the quality and diversity of its members who are committed to improving our community through education, awareness, and involvement.