In this article, we explore why FP&A training often fails to deliver ROI and how long-term development ecosystems can transform talent into a strategic advantage.
Carl Seidman
Carl Seidman is a trusted and disciplined advisor specializing in financial strategy and business transformation. He has dedicated his career to guiding healthy companies through strategic growth and aiding stagnant, under-performing, and distressed companies through turnaround or revitalization.
He is a highly sought-after keynote speaker and trainer in the field of FP&A, business modeling, and Millennial career development.
Carl is a CPA and possesses other professional credentials in insolvency and restructuring, valuation, fraud, and financial forensics.
Author's Articles
FP&A can be pivotal in helping educate non-financial managers and facilitating a better understanding of financial implications. The responsibility of FP&A is to provide insights into operations that ultimately do have financial implications. Similarly, operations should seek out the counsel of FP&A.
The question many organisations currently have and will have in the future is: “how do we bridge from where we are today to where we want to be tomorrow?” The key lies in the integration of agile planning and Predictive Analytics.
Getting a good compensation model is a key to attracting and retaining the best talent. But how can companies design the right bonus scheme — so they motivate professionals while protecting profitability? Let's explore the issues.
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