Stop Babysitting Your Staff and Start Leading a Real Practice
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You didn’t start your practice to become a manager. You started it to serve clients, earn more, and do work you’re proud of. But as your client list grows and your to-do list doubles, one truth becomes clear: you can’t do it alone.
Whether you’ve got one assistant or a lean team of five, your ability to lead people—not just manage work—will make or break your next stage of growth. Leadership isn’t about big offices or buzzwords. It’s about getting the best out of your team, building a reputation for consistency, and freeing yourself up to focus on the high-value work only you can do.
If you’re still spending your days chasing staff for updates, rewriting work you delegated, or working late because “no one else can do it right,” this article is for you.
Why Leadership Matters in a Small Accounting Practice
In big firms, leadership can hide behind job titles and boardrooms. But in independent practices, leadership is visible in every email sent to a client, every invoice delivered on time, and every team member who feels confident and capable.
The truth? Your leadership style is your practice culture. If your team feels supported, trained, and trusted, clients will feel it too. And in an industry where client loyalty often hinges on reliable service and fast response times, that’s not a “nice to have”—it’s money in the bank.
Strong leadership means:
Less rework and fewer mistakes
Higher team morale and lower turnover
Happier clients who get consistent service, no matter who’s doing the work
In short: better leadership means fewer fires to put out, and more time to focus on growth, advisory, and billing for value—not time.
From Technician to Practice Leader: The Shift That Changes Everything
Most accountants in practice started out as technicians. You knew the work, so you built the business around yourself. But eventually, you become the bottleneck. You’re the only one who knows the clients. You’re the only one who reviews the numbers. You’re the only one who follows up on tasks.
To lead a successful, scalable practice, you need to make the shift from technician to leader. That doesn’t mean giving up control—it means putting the right systems and people in place so you can focus on the work that pays more and drains less.
Start by asking:
What do I have to do myself?
What can I delegate with the right structure and training?
What is costing me the most time that doesn’t require my expertise?
Practical Team Management That Actually Works in a Small Practice
You don’t need HR manuals and fancy job titles. You need clarity, consistency, and a bit of courage. Here’s what makes the biggest difference:
1. Clarity of Roles and Expectations
Every team member must know:
What they’re responsible for
What “done right” looks like
Who they report to and when
Confusion kills productivity. Clear, written roles—even if they’re basic—will make onboarding faster and accountability easier.
2. Regular Check-Ins
Weekly 15-minute team check-ins work wonders. Cover:
What’s done
What’s stuck
What’s coming up
This avoids silent mistakes, missed deadlines, and duplicated work. It also shows your team that you're present and available—without micromanaging.
3. Feedback That Builds, Not Breaks
Don’t wait until something goes wrong. Give feedback when it matters:
“I really liked how you handled that VAT query—clients trust us when we’re that clear.”
“Next time, double-check the supporting docs before uploading—let’s keep that quality up.”
Use the SBI method: Situation–Behaviour–Impact. “When you submitted the bank rec without reviewing it (Situation), the balances were off by R18k (Behaviour), which meant we couldn’t finalise the client file on time (Impact).”
4. Use Simple Systems to Track Work
Tools like Trello, Asana, or even a shared spreadsheet can track:
Deadlines
Who’s doing what
Workflow status
The goal isn’t complexity—it’s visibility. You need to see where the bottlenecks are and your team needs to know what’s expected.
What Leadership Actually Looks Like in Practice
It’s not motivational posters and “vision statements.” It’s:
Following through on your word
Giving staff your attention (not just corrections)
Creating a place where people feel safe asking questions and taking responsibility
Good leadership says: “I’ve got your back. Let’s fix this together.”
Weak leadership says: “Why didn’t you get this right?”
Your Style Needs to Fit the Situation
Not every team member needs the same leadership style. New hires may need more direction. Experienced staff may need space and trust.
Adopt situational leadership:
Directive when onboarding someone new
Coaching when someone’s learning a new skill
Supportive when someone needs confidence
Delegating when someone has earned your trust
This balance builds a strong, independent team over time.
Culture Is Your Competitive Edge
Think you can’t compete with bigger firms? Think again. Culture is where small firms win.
Build a practice where:
Staff feel valued and included
Learning is encouraged
Effort is recognised—not just outcomes
In South Africa, where talent retention is tough, culture becomes your anchor. It costs nothing to say “thanks for pulling that all-nighter,” but it could mean the difference between a loyal team and a revolving door.
Create small rituals:
Celebrate month-end close with cake or coffee
Share client praise in the group chat
Let juniors shadow you on advisory calls
It’s not fluff—it’s smart business. Happy teams serve better. Better service keeps clients. Retained clients grow your bottom line.
Conflict? Don’t Avoid It—Lead Through It
Every team hits rough patches. Staff miss deadlines. Clients complain. Someone’s attitude slides.
You’re the leader—it’s your job to handle it.
Use calm, direct language. Focus on facts, not feelings. Listen before reacting. And always document the conversation.
Handled well, conflict builds stronger working relationships and clarity. Avoided, it rots your culture from the inside.
Leading in a Remote or Hybrid World
If you use remote bookkeepers or outsource some services, leadership becomes even more intentional.
Use SOPs (Standard Operating Procedures) for common tasks
Do regular video check-ins, not just WhatsApps
Give remote staff visibility and recognition in team wins
Out of sight shouldn’t mean out of mind. A remote team that feels included is more productive and more loyal.
Leadership Is the New Differentiator in Accounting
The future belongs to firms who get this right.
Your ability to lead—not just your technical expertise—will determine:
Whether clients trust your team, not just you
Whether staff stick around long enough to grow with you
Whether you get to grow your advisory work, or stay stuck in compliance chaos
If you want to charge more, do less admin, and build a business that runs without you—leadership is the skill that unlocks it all.
Your Next Step? Start Leading on Purpose
Ask yourself:
What kind of leader do I want to be?
Where am I getting in my team’s way?
What one leadership habit can I practise this month?
Because when your leadership gets better, your practice gets better. And when your practice runs better, your life runs better.
Your team is your greatest asset. Lead them well, and your practice will repay you tenfold.
Join CIBA for a Leadership and Team Management CPD Here
Still managing instead of leading?
If you’re chasing updates, redoing work, or stuck in the day-to-day, it’s time to shift gears. Leadership isn’t about titles—it’s about getting the best out of your team so you can grow your practice and focus on high-value work.
Join us on 12 May at 14:00 for a practical session on Leadership and Team Management. Learn how to spot the gaps in your team (and yourself), work better with different leadership styles, and turn people problems into growth opportunities.
✅ 3 CPD units | Free for CIBA Channel 2 subscribers | R345 incl. VAT everyone else
🎯 Designed for anyone in finance
📌 This one’s about working smarter—not just harder.
🔗 Register here now
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