The Leading Edge - Spring 2010 - PKF - 12

PAnnell Kerr ForsTer of TexAs, P.C.
Certified Public Accountants & Professional Advisors

Cubester® Chat: A Cubester’s journey to career development
By Dawn Hodges, CPA, and Jeff Koenig, CPA

any working professionals do not view their careers as destinations and may even have a certain image when they think of a basic 9-to-5 job. Traits, such as ambition and drive, allow us to celebrate the ultimate journey that career ascension proves to be. Young professionals must use their surrounding business and social environments to affirmatively take charge of their careers. Last winter’s Cubester® Chat discussed how to make ourselves more marketable and valuable to our companies. Yet, to many employees who are just a few years removed from the classroom, the concept of professional development and networking is viewed as a burdensome task. The truth is straightforward: If we don’t become actively involved in our own career development, we may never find the professional achievement we’re seeking. Like any new voyage, a clear path must be laid out before the journey can begin. Cubesters may find it more beneficial to break down the professional empowerment process into two phases: inside the office and out in the marketplace. “Are you just a fan or are you on the team,” asks Del Walker, CPA, a Tax director at PKF Texas who is entering his 24th year as a tax professional. Having been promoted all the way up the ranks of public accounting, Walker makes the sports analogy relevant. “Team members are invested in their jobs and careers every day,” he explains, “while fans are only there for the good times.” Most young professionals examine their careers in short intervals. Walker urges young workers to look as far as five years down the road to evaluate their professional lives to allow an employee to become better equipped to handle the highs and lows of everyday work. This kind of planning also forces a Cubester to look to promotion and personal development instead of just another job. Most senior-level executives credit their promotions to preparation. For example, you must be prepared to do the job of the person at the next level before you can be promoted.

As a result, Cubesters should find ways to perform those jobs before being asked. “Find an opportunity for them to do work above their level,” Walker says. “Being invested in your career allows you to help yourself and others around you.” The economic environment, obviously, plays a key role in the timing of promotions. In booming economies, employers can afford to promote an employee who isn’t quite ready in hopes that he or she can develop “on the job.” Tough economic conditions don’t allow employers to take that risk. Therefore, it is more important than ever for Cubesters to market themselves within their firms. To borrow Walker’s imagery, it’s time to get out of the stands and onto the field. Young professionals also must become accustomed to networking and building relationship resumes outside the office, yet the types and purposes of networking vary immensely. For example, a young employee of a professional service firm may network to build a business relationship that may lead to direct revenues for his or her firm. Conversely, an employee in a major corporation may network to get more involved in charitable organizations or community outreach events. No matter the type, effective networking can give a Cubester the skills needed to advance his or her career. Raissa Evans, Practice Growth senior manager at PKF Texas, explains that young professionals often have a difficult time getting started in the networking process. “It’s easier to follow through on your networking initiatives if you set reasonable goals,” she advises. “For example, if you attend a networking event, follow up with the contacts who are the best fit for what you’re trying to accomplish, either personally or professionally.” Evans also finds that the sheer number of organizations available to young professionals today makes it easier to get involved. Cubesters have the option of building relationships with people from all sorts of organizations, from young professional

groups, to religious clubs and even team sports. In addition, Evans believes young employees are promoted based more on what they can do, not on what they’ve done. Getting involved in networking organizations and events shows management a young person’s self enrichment and growth potential. Attitude and commitment are found in all aspects of career development. The key, perhaps, is bringing these attributes into everyday work. Every young professional wants to move up the career ladder. Internal involvement creates the framework, while external networking adds variety and skill sets. Successfully getting control of a career is the first step in turning your journey into a reality. e Jeff Koenig, CPA, and Dawn Hodges, CPA, are senior Tax associates at PKF Texas. They can be contacted at (713) 860-1400, or jkoenig@ pkftexas.com and dhodges@pkftexas.com.

VOLUME 10 • ISSUE 3 • SprIng 2010

The Leading Edge - Spring 2010 - PKF

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