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GENDER DIFFERENCES ARE ASSETS: RECOGNIZE & LEVERAGE YOUR WORKFORCE STRENGTHS
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GETTING BACK TO WHO YOU ARE: AUTHENTICITY
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MAKING YOUR RESOLUTIONS WORK
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GENDER COMMUNICATION DIFFERENCES: THE IMPACT AT WORK
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KEY CHARACTERISTICS OF INSPIRATIONAL LEADERS
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GENERATIONAL DIFFERENCES IN COMMUNICATION
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NEGOTIATING AND OVERCOMING OBJECTIONS
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DEVELOPING YOUR TEAM LEADER SKILLS
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TAX LAW AND SOCIAL JUSTICE
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HOW TO SUCCEED AS A FIRST TIME MANAGER
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Free cpe webinars
Dynamic Duos: The Often-Hidden Success Dynamics of Ally Relationships

DYNAMIC DUOS: THE OFTEN-HIDDEN SUCCESS DYNAMICS OF ALLY RELATIONSHIPS

Accounting MOVE Project special presentation: Course 1 of 4
Cost Free
CPE Credits 1.0 hour
Subject Area 1.0 - Personal Development
CE Credits 0.0 hours
Course Level Basic
Instructional Method Group Internet Based
Prerequisites None
Advanced Preparation None
Course Description

Mentor and executive sponsor relationships are foundational to retaining, developing, and advancing all professionals—especially women, minorities, and others who are under represented. But what is it that really sparks long-standing mentor or sponsor relationships, ones that deliver what each person hopes and expects from their mutual investment? Hint: The “secret sauce” is not simply sharing a common background, interests, alma mater, gender, or identity. The success factors lie in 1) crafting mutual goals for the relationship, 2) choosing a senior participant who understands the dynamics of allyship, and 3) providing context for junior participants so they can gain insights to even consider a mentoring relationship.
 
Allyship can and must be learned as a discrete skill. Currently, only 14% of employees at U.S. firms are trained to be effective allies at work, according to the 2021 LeanIn Foundation report on working women. Meanwhile, the same study confirmed what many women already know: Women are disproportionately asked to mentor other women, especially women of color. A more nuanced understanding of the leadership skills of being an ally distributes allyship responsibilities and opportunities more equitably among senior leaders—strengthening commitment, results, and respect for younger professionals to emulate.
 
Learning Objectives:


  • Recognize what characteristics are more and less relevant for successful mentor or sponsor pairs

  • List ways to shape expectations and goals for junior participants in such relationships

  • Identify how to fine-tune allyship expectations of senior leaders so they can equitably participate in allyship relationships

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Tricia Bencich

Moss Adams LLP
Associate Director
tricia.bencich@mossadams.com
(206) 652-6947

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Tricia Bencich is an essential member of Moss Adams LLP's leadership. Tricia is entrusted with maintaining employees' happiness, whether through perks, benefits, or ensuring low burnout rates.

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CPAacademy.org (Sponsor Id#: 111889) is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.nasbaregistry.org.

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About Our Presenter

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Moss Adams is a fully integrated professional services firm dedicated to assisting clients with growing, managing, and protecting prosperity.

With more than 3,400 professionals across more than 25 locations in the West and beyond, we work with many of the world’s most innovative companies and leaders. Our strength in the middle market enables us to advise clients at all intervals of development—from start-up, to rapid growth and expansion, to transition.