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Breaking through partner resistance | Accounting Today

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Firm leaders experience frustration when their partners and managers resist strategic initiatives. However, by understanding what resistance really means, leaders will be able to work through it.

When leaders of accounting firms learn that my background is in human behavior and motivation, they often smile and acknowledge how much of their work requires an understanding of psychology. Our discussions frequently drift to the human dynamics they have to navigate with clients, colleagues and staff.

One recurring issue that surfaces is the difficulty leaders have in aligning their partner-teams with strategic initiatives. Despite thorough preparation, discussions and research, certain partners sometimes struggle to take action. How can a group of highly intelligent and capable professionals fail to recognize the importance of a significant initiative and act on it? 

Attempts to negotiate or persuade individuals to shift their perspectives often prove ineffective. While some leaders may assume the authority to mandate compliance, more effective approaches exist to foster alignment. Understanding the psychological foundation of resistance can help leaders navigate these challenges more effectively.

The psychology of resistance

When asked, most people will acknowledge that they aren’t averse to change. Some will admit that they embrace change and enjoy the challenges that are presented. But these same individuals are often found pushing against a new initiative that takes them out of their comfort zone. So which is it—do they like change or not?

This answer isn’t so simple. First, change has two faces. The first is initiated change. When we are involved in a change effort from the beginning, we have had a chance to think about it, discuss it, maybe even try it out. We feel more comfortable because we have a sense of control. And we become frustrated when others can’t see the wisdom of the idea we are proposing.

On the other hand, imposed change is something that someone else wants us to accept. Often, it isn’t so much the initiative itself, but more so, that we feel out of control in terms of the severity, pace or scope of what is expected. When we don’t have control, our threat sensor goes into overload, screaming that we must resist. 

Our resistance is protective. We gravitate toward whatever feels safe and certain. While the definition of safety and certainty varies from person to person, the underlying principle is universal. We remember experiences of success when we adhere to what we believe to be true and failure when we disregard our better judgment. We have learned what works and what doesn’t, which informs us about how to respond in unfamiliar situations. These beliefs direct our actions and reactions, protecting us from bad results.

Understanding beliefs

Consider a scenario in which a partner-team is discussing a strategic initiative to position the firm in a new market. During the conversation, team members may think: “While this initiative seems valuable, it goes against what feels right to me, and I am reluctant to accept it. My concerns may seem trivial to others, but it feels unsafe and uncertain.” People seldom choose voluntary discomfort easily.

Rather than be overtly obstinate, their resistance may be framed in a logical way. A person’s beliefs will appear rational and well-intentioned, making them difficult to recognize as barriers. 

Below are some common examples of how partners’ beliefs can obstruct progress:

While I’m having a hard time accepting this initiative, I’ll support it as long as…

  1. “…we will continue doing what has worked before. If not, I’m not in favor.”

    • Belief: The status quo is the best path forward.
    • Reasoning: Established practices are familiar, shared and have led to past success. Why change now?
  2. “…we don’t have to endure discomfort or inconvenience. If not, I vote no.”

    • Belief: Actions should remain within “reasonable” limits of time, money and effort.
    • Reasoning: My work is already challenging; adding further strain seems unnecessary.
  3. “…we will proceed only when every detail is planned and accounted for. If not, we aren’t on the same page.”

    • Belief: Initiatives must be meticulously mapped out before beginning anything.
    • Reasoning: Past experiences of premature action have resulted in wasted resources, delays and setbacks.
  4. “…we must have unanimous agreement before moving forward. If not, it won’t work for me.”

    • Belief: Full consensus is required for success.
    • Reasoning: If everyone isn’t onboard, it won’t work. 
  5. “…we avoid making high-stakes decisions without guarantees. If not, I can’t go along with it.”

    • Belief: Uncertainty poses a risk to safety and stability.
    • Reasoning: Waiting for validation elsewhere will minimize potential failure.
  6. “…we have a fallback plan in case this initiative fails. If not, you can count me out.”

    • Belief: Strategies should allow for easy reversal.
    • Reasoning: Committing fully without certainty is too risky.
  7. “…authority and control structures must remain intact. If not, it’s a deal breaker.”

    • Belief: Existing power dynamics should be preserved.
    • Reasoning: Restructuring could disrupt established leadership effectiveness.

Addressing resistance

These interfering beliefs, sometimes unspoken, significantly impact an individual’s ability to embrace change efforts. Leaders should not be discouraged by resistance; instead, they should recognize that overcoming these beliefs is part of the alignment process.

There are some ways to break through resistant beliefs. One essential strategy is priming resistors by openly discussing with the team the pain points that exist under the current circumstances — ineffective, inefficient, unwieldy, counter-productive, costly, etc. When people feel heard about their concerns, people are more willing to entertain a different way. Until then, they will resist change and will continue to make the current circumstances tolerable.

Another approach is to face a particular belief directly. For example, if there is evidence that the “risk without guarantees” belief is present (No. 5 above), questions could be asked: “What would be the risks of delaying action? Is the risk of staying where we are greater than the risk of adopting this initiative? If this change is inevitable, how does delaying action reduce risk later on? What is the risk of continuing with [pain points] and does it put our people, clients and the firm at risk?” 

A third approach is to engage a particular partner who is struggling with their sense of safety.  Begin by establishing a clear understanding of the belief by affirming the concern. Engage in an empathetic discussion about their uneasy feeling about the proposed initiative. Putting the discomfort into words is a way of making their apprehensions less spooky and feel more in control. Remember that resistance is a protective reaction to what feels unsafe.

“John, I agree that this initiative is a bold effort that is unknown to us. And we agree that the risks you identified are real. It seems to be particularly unsettling to you. Can you elaborate more, not on the logic you already presented, but on what worries you the most?”

Allow John to express his position, keeping him focused on his apprehensions and away from the risks of “what if’s” and “what could’s.” When he feels sufficiently heard by you (by restating his objection), ask the penetrating question, “If there was something that would reduce your discomfort, what would it be?” 

Clearly, this is where the situation becomes very fluid and could go in a number of directions, but it is a good beginning to penetrate the angst that is influencing the belief. Only be careful of pushing people too hard on their beliefs because it will only reinforce their anxiety and they will dig in, actively or passively.

The next time your partner-team discusses a change initiative, listen to the language they use. Pay attention to seemingly supportive statements that have underlying reservations. By identifying and addressing these hidden beliefs, leaders can accelerate meaningful alignment and drive strategic success.

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Accounting

SEC’s Semiannual Reporting Proposal Faces Investor Pushback: What CFOs Need to Know

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U.S. Securities and Exchange Commission (SEC)

A proposal from the U.S. Securities and Exchange Commission to potentially shift some public companies away from quarterly financial reporting toward a semiannual model is drawing significant pushback from investors, even as it continues moving through the regulatory process. The debate has direct implications for corporate finance teams, auditors, and the broader transparency of U.S. capital markets.

What the SEC Proposed

According to a summary published by accounting advisory firm Cohen & Co., the SEC issued a proposed rule on May 19, 2026, aimed at simplifying financial reporting requirements for many U.S. public companies. The proposal would potentially reduce the frequency of certain mandatory disclosures from quarterly to semiannual, a structural change that has not been made to core U.S. reporting requirements in decades.

The proposal follows an extended debate within U.S. policy circles, with proponents arguing that reduced reporting frequency could lower compliance costs and free up management time for longer-term strategic planning rather than quarter-to-quarter results management.

Why Investors Are Pushing Back

Comment letters submitted in response to the proposal have been extensive, and according to Cohen & Co.’s review of the public record, investors “appear to be largely opposed” to the shift, viewing frequent interim reporting as a core benefit of U.S. capital markets relative to other jurisdictions.

Accounting and law firms have taken a more measured position, generally urging any changes to remain aligned with the Financial Accounting Standards Board (FASB), whose existing disclosure requirements and guidance are built around a quarterly reporting cadence. A shift to semiannual reporting without corresponding changes to FASB guidance could create friction between SEC filing requirements and GAAP-based disclosure expectations.

Lessons From the U.K. Experience

The debate is not without precedent. The United Kingdom moved away from mandatory quarterly reporting for listed companies in 2014, returning to a semiannual disclosure requirement. According to Cohen & Co.’s analysis, that experience offers a cautionary data point: there was no measurable increase in capital expenditure or R&D investment following the change, while analyst coverage of affected companies declined as reliable interim information became less available — a particular risk for smaller and newly public companies that rely on analyst coverage to maintain investor visibility.

Practical Implications for Finance Teams

Beyond the debate over disclosure philosophy, the proposal carries practical complications. Many companies have debt covenants and credit agreements structured around quarterly financial delivery; a shift to semiannual reporting could require renegotiating those terms. Reduced reporting frequency would also extend the “window of market silence” between disclosures, a factor that governance and investor-relations teams would need to manage carefully to avoid information asymmetry.

Separately, and unrelated to the reporting-frequency debate, the SEC and FASB have continued finalizing more routine updates this year. New Accounting Standards Updates are taking effect for December 31, 2026, fiscal year-ends covering income tax disclosures, credit loss measurement, induced debt conversions, and stock compensation, according to Eide Bailly’s review of 2026 ASU activity. Additional guidance on paid-in-kind dividends and environmental credits is also on the near-term horizon.

What to Watch Next

The semiannual reporting proposal remains in the comment and review phase, and no final rule has been adopted as of this writing. Finance leaders should monitor the SEC’s regulatory agenda for further movement, while treating the current quarterly reporting requirement as the operative standard until any final rule is issued and an effective date is set.

Given the extent of investor opposition documented in the comment file, a full shift to mandatory semiannual reporting appears more likely to result in either a scaled-back compromise or continued study rather than swift adoption — though the SEC’s ultimate direction remains uncertain.

 

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Accounting

AI-Driven Automation and Continuous Accounting Frameworks

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The accounting profession is undergoing a fundamental structural transition as enterprise finance departments shift from periodic month-end closes toward automated continuous accounting models. By integrating specialized machine learning algorithms directly into enterprise resource planning (ERP) platforms, chief accounting officers are transforming financial reporting from a retrospective exercise into a real-time operational asset.

The Shift from Periodic Close to Continuous Financial Reporting
Traditional accounting workflows heavily relied on manual data reconciliation, spreadsheet calculations, and multi-week closing cycles at the end of each fiscal period. In contrast, continuous accounting frameworks utilize automated software agents to process, validate, and post transactional data in real time as business activities occur.

Automated bank reconciliation tools cross-reference incoming bank feeds, invoice records, and purchase orders automatically. By resolving transactional variances instantly throughout the month, corporate accounting teams eliminate the traditional workload spikes associated with quarterly and annual closes.

Machine Learning in Audit Trails and Anomaly Detection
Advanced natural language processing (NLP) and machine learning tools are redefining internal audit and financial control environments. Automated systems analyze 100% of general ledger entries, identifying anomalous transactions, duplicate payments, and unauthorized journal entries in real time.

Rather than relying on random statistical sampling, corporate internal auditors can focus their attention on high-risk flags automatically surfaced by algorithmic monitoring platforms. This continuous risk assessment strengthens internal controls over financial reporting (ICFR) and significantly reduces fraud risk.

Evolving Roles for Accounting Professionals
As routine data entry and manual reconciliation tasks become fully automated, the skill set required for accounting professionals is shifting toward data analysis, system design, and strategic business advisory.
– Systems Governance: Accountants are increasingly responsible for monitoring algorithmic accuracy and managing data integration pipelines.
– Business Partnership: Finance professionals leverage real-time financial dashboards to advise operational leaders on margin management and working capital allocation.
– Regulatory Compliance Management: Accounting teams utilize automated platforms to ensure compliance with dynamic tax codes and international accounting standards.

Core Implementation Recommendations
1. Deploy Automated Reconciliation Tools: Integrate continuous transaction processing modules into existing enterprise ERP architectures.
2. Establish Algorithmic Governance Controls: Implement strict internal testing protocols to ensure automated accounting rules comply with GAAP/IFRS standards.
3. Reskill Accounting Teams: Invest in training finance staff on data analytics, workflow automation, and predictive financial modeling.

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Accounting

Global ESG Reporting Standards and Double Materiality Compliance

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Corporate accounting departments face expanding reporting expectations as international sustainability disclosure standards achieve regulatory enforcement across major global jurisdictions. Chief Accounting Officers (CAOs) and corporate controllers are establishing rigorous internal accounting controls to treat Environmental, Social, and Governance (ESG) metrics with the same data precision, auditability, and governance as traditional financial statements.

Regulatory Harmonization Under Global Sustainability Frameworks
The implementation of standardized sustainability reporting frameworks—notably rules established by international sustainability accounting boards—has created unified expectations for public and large private enterprises. Corporations must report standardized metrics covering greenhouse gas emissions (Scope 1, 2, and material Scope 3), energy utilization, workforce demographics, and supply chain governance.

In Europe and other participating international jurisdictions, double materiality principles are mandatory. Under double materiality, organizations must report both how external sustainability risks impact corporate financial performance, and how internal corporate operations affect surrounding environmental and social structures.

Integrating Sustainability Metrics into Core ERP Systems
To provide auditable non-financial data, enterprise organizations are integrating specialized carbon accounting and ESG management platforms directly into core ERP systems. Automated data collectors capture energy utility invoices, logistics fuel consumption metrics, and vendor compliance records in real time.

Establishing automated, traceable data pipelines ensures that non-financial reporting is supported by clear audit trails. This structured approach allows external financial auditors to provide reasonable assurance on sustainability disclosures during annual corporate reporting cycles.

Financial Impacts and Capital Market Disclosure
Accurate ESG reporting directly influences corporate cost of capital and institutional credit ratings. Commercial lenders and institutional asset managers systematically incorporate sustainability metrics into risk pricing models. Companies that demonstrate transparent, verifiable progress in operational energy efficiency and climate risk mitigation benefit from expanded access to green bond markets and lower debt pricing.

Action Steps for Accounting Leadership
1. Implement Double Materiality Frameworks: Conduct comprehensive assessments to identify material financial and operational sustainability metrics.
2. Build Auditable Non-Financial Data Pipelines: Automate ESG data collection within core accounting software to ensure data integrity.
3. Align Sustainability with Annual Financial Filings: Prepare non-financial disclosures concurrently with financial statements to satisfy regulatory audit expectations.

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