For years, the financial industry has discussed a shrinking talent pipeline. What is becoming increasingly clear, however, is that this challenge is not simply about replacing retiring accountants or finding candidates with the right technical credentials. The real risk lies in whether organizations are developing professionals who are prepared to lead in a more complex, fast-moving business environment.
The 2025 Building a Sustainable Talent Pipeline Report from the Financial Education & Research Foundation (FERF) offers a clear diagnosis. In surveying senior financial leaders, the study identified five dimensions critical to a healthy talent pipeline:
- Technical Accounting
- Business Acumen
- Communication
- Leadership
- Advanced Reasoning
While technical accounting remains foundational, the report reinforces what many executives already experience daily – technical excellence alone is no longer sufficient for long-term organizational success.
Where the Pipeline Breaks Down
Financial leaders are increasingly relying on early- and mid-career professionals to operate beyond traditional accounting roles. These professionals are expected to influence decision-making, communicate with non-financial stakeholders, apply judgment in ambiguous situations, and lead teams through change. Yet many organizations continue to promote high performers without intentionally preparing them for these expanded expectations.
This creates a familiar yet costly pattern: professionals who are technically capable but underprepared for leadership responsibilities, leading to stalled careers, disengagement, and increased turnover. The pipeline narrows not because talent is unavailable, but because development has not kept pace with the realities of modern finance work.
FERF’s identification of leadership, communication, business acumen, and advanced reasoning as core pipeline dimensions makes an important point: the talent shortage is as much a leadership development problem as it is a workforce supply issue.
Building the Leadership Pathway – Before the Gap Widens
A sustainable solution requires earlier, more intentional leadership development – well before professionals are formally managing teams or stepping into executive roles. This is where structured leadership pathways become essential.
In response to the leadership challenges and skills gaps highlighted in the FERF study, Financial Executives International (FEI) partnered with The Leadership Hospital to create Leadership Pathways. Through a cohort-based, virtual learning journey, participants strengthen their business acumen while developing leadership, communication, and advanced reasoning capabilities. The programs blends live, facilitated sessions with asynchronous learning, creating space not only for skill development but also for reflection, peer learning, and practical application.
Taking Action Now
The Leadership Pathways offer financial leaders a concrete way to act on the insights from the FERF report while earning 24 CPE credits. Whether you are an individual professional preparing for your next step or a leader responsible for building bench strength, these programs represent an investment in both people and performance:
- The Emerging Leader Track is ideal for folks with 2-5 years of experience
- The People Leader Track is ideal for folks with 5-10 years of experience
The next cohort begins in June 2026. Now is the time to secure your spot – or sponsor members of your team – and take an intentional step toward building a stronger, more sustainable financial leadership pipeline.
Learn more & register for the Emerging Leader Program here.
Learn more & register for the People Leader Program here.