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Michel Valbrun Shares Tips With Firms About Asking The Right Questions While Hiring CPA




Michel Valbrun, CEO & Founder Of Valbrun Group Brings In Value Based Learning For Firms/Entrepreneurs

Michel Valbrun, a reputed CPA, helps entrepreneurs and businesses understand the importance of saving money on taxes and use it as a tool to create wealth. This has helped many of his clients create generational wealth. His multiples of experience in the corporate and accounting firms helped him start his own venture ‘Valbrun Group’ – where he opened his own accounting firm. He is sharing some tips with the firm owners and brand owners on how to ask the right questions when they hire a CPA.

Question #1

Afraid of the IRS? Not suitable then. An individual with the CPA role should be absolutely comfortable and work willing, and try to engage with the idea of handling an IRS audit.

If they are overly nervous about the IRS audits or how they work, find someone else to do the job for you. Some of the tax preparers often advised: “Don’t take this deduction, even though it’s legitimate, because it might raise a red flag and get you audited.” This is a statement that comes from a place of insecurity and unpreparedness.

Question #2

Are you ready to handle IRS communications, if necessary? Hire the best tax advisor who is highly capable to deal with an IRS auditor, not you. Michel shares, ‘I cannot emphasize this point enough. It is highly advisable that you as a business/brand owner don’t converse with the IRS directly. No means no!.’

Be it a simple request or an extensive audit, the IRS could easily flood you with too much information as you are a common man who is unaware of the depth of the knowledge they hold. Your CPA should know this depth even more than the IRS.

Question #3

Have you experienced an IRS audit before? Listen to them carefully. How was their experience with the rendezvous? Ask them a few examples if you don’t understand something. Also feel free to understand how it ended at the end. There can be 100 different scenarios in your case, however, it is necessary to understand how they react in such instances.

Losing an audit means losing a huge refund for the client. In some cases, it means a huge tax refund if the auditor won. In fact, it is better if the taxpayer was better off losing when you combine the two years of tax paid.

Question #4

Do you know how to build a relationship with an IRS auditor? This is a moment changing answer usually. CPA with good people skills can make the IRS auditor feel comfortable and really do their best to coax them. Auditors usually have a really tough job, and building rapport with them can make a big difference in the results.

Keeping proper documentation of expenses can keep the tax return in check. Always ask for a list of the documents you need to keep for emergencies. It’s critical to keep good records. Led and mentored by Michel Valbrun, most small and medium-size businesses can easily reduce their tax burden legally and ethically. To get some tax or finance saving advice from the genius himself, check out Michel’s website and save all your money to create wealth for the upcoming generations.

The idea of Bigtime Daily landed this engineer cum journalist from a multi-national company to the digital avenue. Matthew brought life to this idea and rendered all that was necessary to create an interactive and attractive platform for the readers. Apart from managing the platform, he also contributes his expertise in business niche.

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The Ultimate Guide to the Essential Social Skills in Business




Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).

Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.

In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.

According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.

There are several key components of EQ that are particularly important for success in the workplace. These include: 

Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.

Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.

Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.

Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.

Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.

A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.

Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.

And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.

In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.


Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.

Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.

Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.

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