In this episode of MOVE Like This
, Bonnie talks with Lisa Fitzgerald, Chief Human Resources Officer at Eide Bailly, about how firms can better attract, develop, and retain talent in a rapidly changing profession. A key focus is the growing impact of AI, not just on productivity, but on how the profession is perceived by future talent. While firms are beginning to see efficiencies, Lisa emphasizes the need to balance adoption with strong recruiting, training, and development to ensure AI doesn’t unintentionally shrink the pipeline.
The conversation also explores how leadership and career paths are evolving. At Eide Bailly, tools like performance roundtables, competency models, and coaching programs help identify potential more equitably and support ongoing development. Lisa challenges the idea of a single, linear career path, highlighting the importance of flexibility and programs like internal rotations that allow employees to build new skills without leaving the firm.
Ultimately, the discussion comes back to belonging. Whether through employee resource groups, feedback loops, or day-to-day leadership behaviors, firms that retain talent are those that listen, follow through, and embed inclusion into how they operate, not as a side initiative, but as part of the culture.
Key Takeaways:
- Prepare for AI Without Panic: Firms must thoughtfully integrate AI while maintaining high-touch recruiting, training, and development to avoid disrupting the future talent pipeline.
- Redefine Leadership for Today’s Workforce: Effective leaders create connection and belonging, recognizing that human-centered leadership is no longer optional in a post-pandemic profession.
- Reduce Bias Through Shared Perspective: Using tools like performance roundtables and competency models helps firms see employees more fully and identify leadership potential more equitably.
- Make Development Intentional and Ongoing: Coaching and structured development conversations give employees the space to grow, reflect, and stay engaged over the long term.
- Abandon One-Size-Fits-All Career Paths: Flexible work arrangements and non-linear career options allow firms to retain talent through different seasons of life.
- Embed Belonging Into the Culture: Employee resource groups and feedback loops work best when inclusion is woven into everyday practices, not treated as a side initiative.