The future that Stacie Kwaiser has in mind is distinctly collaborative.
Since becoming CEO of Troy, Michigan-based Top 50 Firm Rehmann last year, Kwaiser has made a point of incorporating the perspectives of her fellow leaders from across the firm. For one, she formed a CEO Associate Advisory Council that is kicking off this year and comprises several staff and senior managers from across the firm who meet quarterly to "talk about perceptions of the profession, perceptions of the firm, how we continue to move successfully through challenges, not only now, but in the future," she said.
Council members will have two-year terms because the firm "wants to continue to hear different voices," Kwaiser said, adding that the recent, inaugural meeting was very promising.
"What came out of the initial meeting is they're understanding of challenges we as leaders talk about all the time, and have the same concerns that are talked about in the leadership team, as department heads, the executive team meetings — the same concerns of the talent pipeline, technology," she said. "I was excited about their confidence as we continue to navigate them, and the passion for continuing to maintain a strong people-focused culture, even though there's been a dramatic shift in how and when we work, in flexible work arrangements, working remotely. It was a great meeting."
The meetings are also presided over by Rehmann's manager of retention and engagement, Mike Staniszewski. "We build a rough agenda and we really want it to take shape based on their engagement," Kwaiser said. "He and I work closely in developing this council as well as creating the agenda and flow. We truly hear the voices of team members, input from department service-line leaders and geographic leaders."
Along with developing these meetings, Staniszewski's role, which was established two years ago, includes overseeing an annual associate engagement survey.
"The feedback from associates is really seriously designing what we feel is the optimum associate experience now and where we need to be in the next five years," Kwaiser said.
Those next years will be guided by a new strategic plan the firm will be rolling out over the summer, focused on three areas: technology, clients and workforce. The plan will be supported by the leaders Kwaiser installed after becoming CEO, including a chief HR officer and chief growth officer on the executive leadership team.
Her vision and her strategy for the future were what helped then-chief operating officer Kwaiser get elected by Rehmann's partners to succeed previous CEO Randy Rupp, who retired after eight years at the helm. "It was rewarding, with my passion for the firm," she shared. "In 26 years, I had the opportunity to grow with the firm and be part of so much change over those years, and to ultimately receive the support of the partners to lead us into the future."
Great opportunity
The CEO Associate Advisory Council is not the only group Kwaiser has spearheaded. She helped establish and then chaired the firm's Women's Initiative Council and holds a position on its Diversity, Equity and Inclusion Advisory Council.
"Almost 20 years ago I took on the challenge of increasing the number of female leaders and retaining female leaders at the firm," Kwaiser explained. "I was part of it first as a participant when we established the Women's Initiative Council almost 20 years ago. I've gone from being a lucky recipient of that engagement and training, all the way up to being chair of WIN up until two years ago, then transitioned from chairing the WIN Council to now sponsoring our diversity, equity and inclusion focus."
In addition to WIN, Kwaiser also credits Rehmann's mentorship programs in helping the firm recruit and retain women and people of diverse backgrounds — as well as being key in her own retention and ascension. She joined the firm in 1996 as an audit senior before growing into various leadership roles on the audit side of the practice, then a regional leadership role, before assuming the role of COO in 2016.
"We all have, as leaders, the opportunity to sponsor and help women push beyond whatever internal boundary," she said. "I would say I was similar; I had leaders as I grew in my career that saw more potential in me than maybe I saw in myself. In terms of confidence, it was great to have mentors and supervisors challenge me — mentors and sponsors both formal and informal."
These relationships, of course, are important for all members of the firm, Kwaiser stressed. "Sponsorship and mentoring is important for women, and it's important for all," she said. "The value of a sponsorship and mentorship program is learning what's out there, where you can grow in your career, first in a technical role and then in a supervisory role."
Kwaiser had developed her own leadership skills, and enthusiasm, prior to her CEO appointment. "I've always had a passion for helping others succeed," she said. "As I grow in my career, my opportunity to help others expanded. Obviously in an audit role, I focused on helping clients succeed, as well as developing team members and helping teams grow. As I grew in leadership roles, from audit to regional to firmwide, I continued to see the ability to help others succeed. I'm excited for the opportunity for leading the firm, and a great team."
Kwaiser is also focused on being a leader in the larger profession, helping solve the current pipeline crisis beyond the walls of Rehmann — where she is proud to report a retention rate of 88%.
"At the end of the day, it's on all of us currently in the profession to tell the story of what makes this a great profession, to overcome a lot of the negative perceptions and realities," she said. "It's no doubt a deadline-driven profession, with the deadline of taxes and audit, but there are things we can do differently, plan to use technology to minimize the challenges of busy season. At the end of the day, it's important for us to tell the story of great opportunity in this profession. I had no idea what I was embarking on when I started a career as a CPA, in terms of helping others succeed, traveling with clients as well as leaders, being able to navigate a career path and raise a family. Honestly, being in this profession allows more flexibility than many other professions. It's incumbent upon current professionals to spread that story."
