On the latest MOVE Like This, host Bonnie spoke with Alice Grey Harrison of AGH Consulting about the people side of firm transformation. With more than three decades of experience in strategic communications and change management for the accounting sector, Alice Grey helps firms manage M&A, private equity, leadership transitions, and system rollouts by focusing on how people experience change. Her message was clear: culture, when connected to mission, vision, and values, is a growth engine. When employees understand how their daily work advances firm goals, they invest “discretionary energy,” fueling productivity and innovation.
Alice Grey emphasized that clarity and consistency are essential. Leaders must decide what kind of firm they are, whether people-first, growth-first, or something else, and then manage to that standard. Values only matter when translated into observable behaviors, and leaders must model them or risk eroding trust. Communication, too, must be intentional: always start with the “why” and repeat it, and keep talking even when there’s “nothing new.” Silence, she warned, invites rumors and fear.
She also offered practical tools leaders can use now, such as tailoring internal messages by audience, using AI to anticipate concerns, and choosing the communication medium that best fits each leader. On DEI, she urged firms not to retreat but to anchor in their stated values, reminding listeners that belonging is essential to teamwork and retention. Her closing advice was to treat communication as a core strategy rather than an afterthought. In her words, when leaders build shared understanding, performance inevitably follows.
Key Takeaways:
- Define a Purpose and Hire to It: Decide whether you are people-first or growth-first, then align recruiting, rewards, and management to that choice so you attract (and keep) the right talent.
- Make “One Firm” Real: Standardize methodologies, systems, and roles, especially post-M&A, to eliminate silos and unlock scale, capacity, and profitable growth.
- Translate Values into Behaviors: Turn generic ideals into clear standards (e.g., “acknowledge emails within 24 hours”) so everyone knows what good looks like day to day.
- Lead With the Why Every Time: Anchor every change message in the rationale and repeat it consistently to sustain alignment and reduce resistance.
- Communicate Even When There’s “Nothing New”: Set a cadence, share milestones, and state the next update date to prevent rumor-driven narratives.
- Tailor Messages by Persona: Segment internal audiences by role and career stage, use the medium that fits the messenger, and pre-empt objections with FAQs.
- Anchor DEI in Belonging and Values: In a volatile climate, focus on the firm’s stated values and the operational need for belonging to maintain trust and team performance.
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