THE WORK AT A GLANCE
Preparing Next-Generation Leaders for Enterprise Executive Roles
What We Did
Lotis Blue helped a Top 15 public accounting firm identify and develop six high-potential business unit leaders for future C-suite roles. Through executive assessment, 360-degree feedback, career interviews, individualized development planning, coaching, and ongoing program oversight, we created a structured leadership pipeline aligned with the firm’s strategy and future succession needs.
The Impact
The firm gained a stronger bench of enterprise-ready leaders with clearer development priorities and career paths. Within the first year, one participant advanced into a C-suite role, while the broader group made meaningful progress in leadership effectiveness, business unit performance, and contributions to firm strategy during a period of private capital investment.
INDUSTRY
Accounting
SERVICES
EXECUTIVE SUCCESSION
LEADERSHIP ASSESSMENT
EXECUTIVE DEVELOPMENT
Top 15
Public Accounting Firm
$1B+
Revenue
500+
Partners
40
Offices
01 – BUSINESS ISSUE
Building an Executive Pipeline to Support Growth and Succession
Following several years of significant growth, the firm required greater sophistication across strategy, technology, operations, and senior leadership. With private equity considerations advancing, executive leadership needed to build a deeper pipeline of C-suite-ready leaders, including potential candidates for future CEO succession.
01
Few leaders had experience leading a sufficiently broad or enterprise-level part of the firm.
02
Potential successors had distinct career histories, strengths, and development needs.
03
Leadership development needed to connect individual assessment results with firm strategy and industry trends.
04
The firm wanted a stronger bench of C-suite candidates within two to three years.
02 – OUR APPROACH
Creating Individualized Development Paths for Future Executives
Lotis Blue worked with the board, management team, and executive leadership to identify six business unit leaders with the potential to advance into enterprise roles. Each participant completed a comprehensive Hogan leadership assessment, 360-degree feedback process, and detailed career history interview.
We synthesized these findings into individual assessments and a group-level view of common development needs. Each leader then received an individualized development plan, external coaching support, and ongoing advisory focused on leadership effectiveness, enterprise contribution, and business performance.
Building on this work, we:
- Conducted detailed feedback interviews with up to 12 colleagues for each participant.
- Delivered in-depth assessment debriefs and development feedback sessions.
- Created one- to two-year development plans tailored to each leader’s experience and future potential.
- Introduced multiple external coaches and supported each participant in selecting the right fit.
6
next-generation executives identified
Up to 12
colleagues interviewed per participant
2
years of development and coaching oversight
03 – BUSINESS IMPACT
Accelerating Readiness for C-Suite Leadership and CEO Succession
The firm established a more disciplined pipeline for preparing high-potential leaders to take on broader enterprise responsibilities. Detailed assessments and development plans gave each participant a clearer understanding of the capabilities, experiences, and behavioral shifts required for future executive roles.
Ongoing coaching contributed to meaningful progress in individual leadership effectiveness and business unit performance. Within the first 12 months, one participant was selected for a C-suite role, while all six leaders played a significant role in shaping firm strategy during the deployment of private capital.
01
Identified six business unit leaders with the potential to advance into enterprise executive roles.
02
Created individualized assessments, career paths, and development plans for each participant.
03
Improved leadership effectiveness and business unit outcomes through sustained coaching.
04
Advanced one participant into a C-suite role within the first year.
