Case Studies

Case 9: Reducing Training Costs

A mid-size CPA firm budgeted an aggressive amount of money and resources for training and preparing accountants to become Managers and eventually Principals. An expensive training program had been initiated without regard to assessed needs. The significant investment generated considerably less than expected results, and employee dissatisfaction with the training experience was critical. Confused, the Principals requested advice on a better approach.

The firm’s leadership development strategy was addressed by first assessing the Principals to evaluate their strengths and limitations and to establish a benchmark of their competencies and attributes. Select accountants were administered the Hallmarks of Excellence^® in Leadership, and the results were mapped to the Principal benchmark to determine strengths and limitations.

To realize the company's goals, a multi-phase leadership development strategy was implemented to equip the accountants to reach Manager and Principal status better prepared in less time and at a noticeable lower cost per person.