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Team vs. family | Accounting Today

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My nine-year-old daughter likes to play a game with me called: “Will you still love me, if?” I’m not sure how many more years we can play this game, but for now it’s pretty innocent. For instance, my daughter will ask me if I’ll still love her if she doesn’t do her homework or clean up her room or play nicely with her younger sister. As always, my response is: “Yes, I’ll still love you more than anything because I’m your dad.” It’s unconditional. We’re family.

I bring this up because in the intense war for talent in our industry, more and more firms are calling themselves a family. I think this can be dangerous. Maybe for some firms this is an intentional decision, and “family” is the word they want to use. But trust me, the specific words you use for firmwide communication matter a great deal.  As long as you understand the implications, great. So, let’s talk about what that means.

There are three important ways that work teams may be different from your family: 

The distinction comes down to purpose, expectations and commitment.

1. Purpose

The purpose of a family is to provide emotional support and unconditional love to kin. 

The purpose of a team is to accomplish an objective. If you’re the Kansas City Chiefs or Dallas Cowboys, the purpose of the team is to win football games. If you are a professional services firm, the purpose of the team is to provide exceptional professional advice to your clients so they can make better financial decisions. It’s not about providing people with unconditional love or making them feel good about themselves. 

2. Expectations

Expectations of a family: It doesn’t matter what family members do or say, the expectation is that they will always be loved. As a family member, you can always feel free to be yourself without judgment from your parents and siblings.

Expectations of a team: When you join a team, you will be (or should be) given clear expectations about what it takes to stay on the team. The expectations are more regimented. Each team member must be accountable. Each team member must honor deadlines and hit deliverables that help the team accomplish its purpose. Families generally don’t ask underperformers to leave, but teams do.

3. Commitment

Family commitment is unconditional. There is nothing my daughter can do to cause me to deny her unconditional love. I’ll always be her dad. It’s a lifelong commitment. 

Team commitment is more transitory. Sometimes you join a team for a certain reason. For instance, when starting your career, you may join a firm or team as an intern to gain a certain kind of work experience. It doesn’t mean you have to stay there for your entire life — it’s not your family. As you go through your career, you’ll find that certain firms, certain places and certain teams are good for you at a certain stage in your life. But then you reach a point that you may need to find a different team as you evolve.

If the purpose of your current team doesn’t align with what you’re trying to do, you don’t have to remain committed to staying with them. That’s why teams sometimes let go of their team members, and that’s why team members sometimes leave their teams. Their purposes are no longer aligned. If you’re clear about your purpose, you’re going to attract the right people, and you’re going to “graduate” the people who are no longer the right fit for your team. 

Language sets the tone

When you’re thinking about the language that you use at your firm, it’s important for every single person to know they’re part of a team. The team has a specific purpose that it’s trying to accomplish. That purpose should be clear to everyone on the team. Everyone from senior leadership to admin staff should have specific expectations about how they’re supposed to contribute to the team and help it achieve its strategic purpose. It doesn’t center around making everyone on the team feel good, although many people on well-run “championship” teams do feel inspired. It’s about meeting expectations.

For more about the importance of nuanced language, see my recent article Are you selling toothfish or sea bass?

In many workplaces, teammates develop relationships just like they do on sports teams. They become great friends and sometimes start to feel like family. The challenge is that people sometimes end up on a team to which they are no longer aligned, but they feel obligated to stay on a team out of loyalty. Or sometimes the team feels obligated to keep a team member on the payroll because they’re getting the concept of team and family confused. 

Work is not your family

If a teammate calls you on a Sunday when you’re out with your family, do you take the call and keep your family waiting? Do you invite them to come over to the house all the time? No, you probably don’t. That person is not part of your actual family. You shouldn’t take their call like you would from a family member late at night. There need to be boundaries, and failing to establish those boundaries can be detrimental to your team, and your family.

You need to have those important conversations and ask, “Are we aligned in our purpose? Do we have clear expectations? Are we committed to the growth of the firm? Are we aligned with committed expectations and purpose?”

Again, the purpose of a family is to nurture each other and provide emotional support and unconditional love. There’s no time limit on that. It’s forever. The purpose of a team is to accomplish its stated objectives by having the right people in the right seats at the right stages of their career. Teams must constantly reassess their lineup and depth chart.

If you feel you are aligned with your team’s purpose and are clear on the expectations, then it makes sense to stay if you feel you are growing. Otherwise, you need to think about moving to another team where you feel there’s better alignment between your respective goals and purpose. You are, after all, a free agent. Families don’t have free agents.

How are you keeping your team aligned with your firm’s expectations and purpose? I’d love to hear from you.

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Accounting

Mandatory ESG Reporting Standards Demand Standardized Non-Financial Audit Trails

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Mandatory ESG Reporting Standards Demand Standardized Non-Financial Audit Trails

Corporate accounting departments face an expanded regulatory mandate as mandatory sustainability and Environmental, Social, and Governance (ESG) reporting frameworks take full effect internationally. Governed by the European Union’s Corporate Sustainability Reporting Directive (CSRD) and the International Sustainability Standards Board (ISSB) IFRS S1 and S2 standards, enterprise financial controllers are now legally required to track, verify, and report non-financial data with the same internal controls and auditability as traditional financial statements.

The expansion shifts ESG compliance

This regulatory expansion shifts ESG compliance from marketing departments to corporate accounting offices. Financial managers are now responsible for gathering, consolidating, and verifying carbon emissions metrics, supply chain labor conditions, water usage, and climate risk exposures across multi-tiered corporate structures. These non-financial metrics must be integrated into standardized general ledgers to withstand rigorous third-party audit assurance processes.

To comply with these rigorous reporting mandates, accounting software providers have added dedicated ESG modules designed to aggregate data from IoT sensors, utility platforms, and vendor management systems. Controllers are implementing internal control frameworks—modeled after traditional COSO frameworks—to ensure the completeness, accuracy, and consistency of sustainability disclosures, protecting organizations against greenwashing penalties and litigation risks.

The transition requires significant cross-functional collaboration between accounting teams, legal counsel, and operational directors. Accounting professionals are expanding their technical expertise beyond financial ledgers to master carbon accounting methodologies, lifecycle assessment standards, and non-financial data governance protocols, fundamentally expanding the role of the modern corporate accountant.

Why This Information Matters
Mandatory ESG disclosures require companies to treat environmental and social metrics as audited financial records. Executives, accountants, and board members must institute formal tracking and assurance processes to satisfy legal mandates, maintain investor confidence, and mitigate regulatory non-compliance risks.

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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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