Explore our leadership development services

Wipfli’s Leadership Essentials training program provides flexible leadership development designed for your company’s unique needs.

This multifaceted journey equips leaders with the skills and confidence to build high-performing teams, align with strategic goals and deliver measurable ROI. Whether you’re preparing emerging leaders or strengthening experienced managers, Leadership Essentials provides a common foundation for leadership across your organization.

Effective collaboration is critical for success. A highly functioning team can exceed expectations, while inadequate teamwork can leave your organization running in place.

Wipfli takes a data-based approach to your team development. We use scientifically validated assessments to understand individual and group dynamics and examine how your team functions regarding trust, conflict resolution, commitment, accountability and performance.

Based on your results, we create customized, interactive team-building and problem-solving exercises to address the specific dynamics of your team.

With our program, your employees develop an increased awareness of self and others and learn how to work together effectively, helping you create high-performing teams.

To transform your organization, you need leadership that transcends.

Wipfli’s leadership coaching services help high performers, new leaders in transition and executives who aren’t reaching their full potential excel by addressing specific skill deficits and focusing on the key aspects of leading others.

Our process

Through a three-step process — discover, conquer resistance, transcend — we help leaders understand themselves, challenge limiting beliefs and embrace growth.

Discover: We help leaders understand how they operate, identifying their core values, beliefs and strengths, as well as the behaviors acting as obstacles to their success.
Conquer resistance: We challenge individuals’ beliefs and assumptions about their leadership and recruit a team that can support their development.
Transcend: We help leaders find their edge and leverage it so that they can transcend their limitations, and we enable them to foster an ongoing, relentless curiosity through a growth mindset.

Our approach

We offer two coaching options to match your organization’s needs:

Rise: Wipfli’s Rise is an accessible, 90-day approach to help your most critical leaders reach the next level in their growth. If your organization is in the process of transformation or innovation, this approach can help your leadership rapidly realize their capacity to own and drive change.
Transform: Wipfli’s Transform approach provides leaders with long-term support to help them develop the skills they need to better guide your organization. During this six-to-12 month approach, we support them with personalized, one-on-one coaching to help them develop critical leadership skills, such as EQ and executive presence.

For both approaches, our coaches apply proven assessment tools — including 360-degree evaluations, EQ-i 2.0 and Predictive Index — and in-depth guidance to help your leadership transcend and create a lasting impact.

Talent is one of your most vital resources. And in a tough labor market, acquiring and allocating it effectively becomes even more critical.

Talent assessment tools can help ensure your organization is hiring people who fit your culture and giving them roles where they can thrive. Let Wipfli help you make data-driven decisions about your people with these assessments:

Predictive Index

Solve your people problems faster with Wipfli and Predictive Index (PI).

Wipfli is a certified partner of PI, a talent optimization platform that has helped thousands of organizations for more than 65 years. We help you take advantage of PI’s assessments and data-driven strategies so that you’re not just hiring the right people but also designing better teams.

Together, we’ll help you combine your people strategy with your business strategy so that talent stays engaged and capable of giving you their best performance.

EQ-i 2.0

Better support your organization’s current and future talent development needs.

Wipfli can help your organization facilitate the emotional quotient inventory (EQ-i) assessment process and evaluate your results so that you can improve your people strategy. Using EQ-i, we can help your people create effective development plans and increase leadership readiness by identifying individuals with the leadership qualities your organization needs.

360-degree evaluations

Wipfli can help your leadership gain a new perspective with 360-degree evaluations.

The 360-degree review focuses on gathering feedback from a variety of sources, helping the recipients better understand how others perceive them and identify areas where they can improve their leadership.

Wipfli can help you facilitate 360-degree evaluations so that you can build more effective plans for developing your people. With our 360-degree evaluation support, you can find new ways to increase employee productivity and engagement and ultimately enhance your organizational performance.

Case study

LMC Industries, Inc.

Modernizing, adding and connecting systems sends productivity soaring

Read the full story

10%

increase in value-added dollars per employee

Testimonial

Wipfli knows and understands us and has built trust with our factory floor to our board. They’ve looked at hundreds of companies that look like us and know how to drive our productivity and profitability.

Keith Suellentrop

President, LMC Industries, Inc.

AI-ready leaders

Equip your leadership with the skills they need for practical, value-driven AI adoption.

Insights and resources

ARTICLE
AI in senior living: How organizations can use AI to scale smarter
AI is changing how businesses and organizations operate across sectors — and healthcare is no different. But while senior living leaders are curious about AI’s potential, many are unsure of how to use its capabilities to drive growth and help their organization scale. However, the biggest roadblock to AI-driven growth isn’t the technology itself, but mindset. Keep reading to learn more about how to solve that, plus how you can get more effective AI adoption within your senior living organization. What are the challenges keeping senior living organizations from embracing AI? Faced with challenges like rising costs and Medicaid cuts that are already taking effect, many senior living organizations could benefit from finding efficiencies through AI. But this has proven easier said than done, in part because embracing AI demands a mindset shift. AI is a change management problem While integrating AI into your senior living organization does require implementing new tools and upskilling your team, it’s also largely an exercise in change management. Your team is used to operating one way, which can make building and sustaining the momentum you need to rebuild your systems or processes to take advantage of AI or automation tools feel a little bit like pushing a boulder up a hill. According to a survey of Wipfli clients, 91% of businesses or organizations report that non-technical obstacles are the biggest blockers to better leveraging new technologies like AI. Meanwhile, only 19% of executives actually feel comfortable leading an AI-transformation effort. In other words, because AI is still such a new and rapidly developing technology, organizations and leaders don’t feel comfortable with it. And that discomfort can make it harder to create results. Haphazard AI use can actually slow adoption and create chaos Is your senior living organization currently using AI? If your first instinct is to answer no, there’s a very good chance you’re wrong, because some of your individual team members are almost certainly using AI tools, regardless of whether they have buy-in from leadership. However, this risks creating a wild west scenario, where AI gets implemented piecemeal or haphazardly and without any overarching AI strategy. In this situation, you won’t have any governance standards, policies or processes to help ensure consistency and can even risk HIPAA violations by exposing PHI to AI tools that don’t meet compliance requirements. Plus, such haphazard efforts will often flounder, blunting momentum for a more organized AI implementation plan. How can AI help senior living organizations scale and grow? AI can accelerate workflows and enable better decision-making through improved data analytics . Examples of how it can help your senior living organization scale and grow include: Reduced administrative burden and improved staff efficiency Many organizations have worker shortages, creating large workloads for the staff they do have. AI solutions for senior living centers can automate repetitive administrative activities such as scheduling, documentation, billing support and referral management, allowing employees to spend more time focused on residents and higher-value work. Generate better insights from organizational data Senior living organizations have large amounts of operational, financial and clinical data. AI can help analyze that information to identify trends, reveal inefficiencies and provide leaders with insights to make more informed decisions about future investments that can spur growth. Enhanced resident experiences AI can help organizations better analyze resident preferences, behaviors and care needs. These insights can result in more personalized services and higher-quality resident experiences. The happier your residents and their families are, the more your reputation will benefit and the easier it will be to differentiate yourself in a competitive market. What are the risks of using AI in senior living? While AI can deliver meaningful benefits, it does come with the following risks: Data privacy and compliance risks Senior living organizations manage sensitive resident information, making data protection a critical concern. If employees use AI tools without proper safeguards, protected health information (PHI) could be compromised, jeopardizing your organization’s HIPAA compliance. Inaccurate or misleading outputs AI systems can produce inaccurate or incomplete information. While AI can be a valuable support tool, organizations should establish processes for human review and oversight, particularly when outputs could influence resident care, operational decisions or regulatory compliance. Inconsistent usage across the organization Without a coordinated strategy, employees will likely use different AI tools for different reasons. This can create inconsistencies in workflows, increase security risks and make it difficult to measure the effectiveness of AI initiatives across the organization. Lack of governance Even promising AI initiatives can struggle if organizations fail to establish clear policies, training programs and accountability measures. Effective governance helps ensure AI is used responsibly, consistently and in ways that support organizational goals. How can senior living organizations implement AI responsibly? For senior living leaders looking to develop an effective, organization-wide approach to AI, the process matters. Specifically, you want to determine where you want to go, how you’re going to get there and what tools you’ll need to succeed. 1. Establish direction by identifying specific problems you want to solve A good AI strategy doesn’t mean buying your team a ChatGPT Pro subscription. Instead, identify specific problems within your organization where AI could make a difference. For example, if your organization is struggling to find skilled healthcare workers to fill key roles, consider whether AI could allow you to deploy your existing team more effectively by automating certain lower-level tasks so your staff can focus on more patient-centric work. Or can AI analyze data from your EHR to identify patient health trends you can use to improve care? Here, it can be good to lean on an advisory firm to help assess your current systems and processes and find gaps that AI could fill. You can also do this entirely in-house, so long as you keep the focus on looking for problems to solve. 2. Design your AI implementation strategy Once you’ve identified how you want to use AI to help grow your organization, you need to build a framework for implementation. This means designing an organization-wide AI strategy to help put new solutions into place. This includes laying out specific steps in the implementation process, identifying leaders or change champions to actually spearhead the rollout and establishing KPIs. It’s also essential to evaluate your existing data sources and prepare them for use by AI tools, a process that can include establishing a centralized data repository or warehouse. During this effort, you’ll need to consistently communicate with your whole team about why change is happening here and how they can help, as well as consider what training or upskilling opportunities you’ll need to provide. 3. Deliver by implementing specific tools that fit your strategy At this point, you can start implementing AI tools to address growth objectives you’ve chosen to target. However, this isn’t just a one-and-done event but an ongoing process that involves both choosing the right tools and embracing the human, change-management side of the equation. Your advisor can help you decide which AI solutions make sense for your needs, as the market has brought forth a dizzying array of options. Within your organization, communication remains essential, as you need to not just establish momentum, but maintain it. How can leaders prepare for AI? An effective AI strategy typically starts at the top, with commitment from leadership. So how should leaders prepare to oversee this effort with an eye towards more effective change management? Here are key leadership pillars to consider: Self-awareness: Before you ask your team to change by implementing AI, are you prepared to do the same? AI literacy: Your leadership team and organization need a shared understanding of what AI actually is and how you’ll be using it. Change leadership: Don’t just throw change at your team, but implement thoughtfully through planning, clear communication and celebrating wins or milestones. Effective use of resources: Throughout your AI implementation process, consider what work is being done, who will perform it, when it should happen and why it matters. Coaching and upskilling: Create training or coaching opportunities for your whole team to adapt to the changes within your organization. How Wipfli can help We advise senior living organizations on how to strengthen performance, deliver a high-quality experience, navigate change and grow. Let’s talk about your goals and explore how innovative solutions like AI can help you reach them. Start a conversation or listen to a podcast interview with the authors of this article to learn more about AI for senior living. Let’s strengthen your organization Read more How independent life plan communities can thrive while maintaining their independence Senior living providers are missing out on valuable revenue opportunities. Here’s how to change that. How financial and demographic shifts are impacting the senior living industry
ARTICLE
Capital allocation strategy: A guide to help CFOs establish funding priorities
For many businesses, capital allocation strategy is no longer just about where the organization wants to grow. It’s increasingly about whether the business has the cash flow visibility, operational readiness and execution capacity required to support growth effectively. That shift is changing how finance leaders approach capital allocation planning, investment sequencing and long-term financial performance heading into the next fiscal year. Keep reading to learn more. What is capital allocation strategy? Capital allocation strategy is the process of deciding how to best deploy your business’s financial resources to achieve growth and profitability. This involves reviewing your business’s strategic goals and deciding when and where to spend money to achieve them. Capital allocation strategy is led at the C-suite level, often with input from the board. CEOs, CFOs and other top executives are typically part of capital allocation conversations. Why does capital allocation strategy matter? Capital allocation strategy matters because effectively deploying your business’s financial resources is essential to growth and profitability. Even the most successful businesses can’t afford to burn through capital aimlessly, so implementing a focused capital strategy that aligns with your strategic goals helps ensure that your spending drives those goals forward. Capital allocation strategy is changing as decisions become more operationally connected In many organizations, challenges or pressures first appear operationally long before financial reporting clearly reflects the issue. In response, leaders are taking a more adaptive, flexible approach to allocating capital. Finance leaders are now basing capital allocation on a broader set of criteria Historically, capital allocation processes often focused heavily on projected return, growth potential and budget availability. Today, finance leaders are evaluating a broader set of operational and financial questions that help determine whether investments can realistically deliver long-term ROI. Does this investment strengthen the organization’s core business strengths or competitive position? Will this investment improve operational efficiency or execution capacity? Will it reduce friction or introduce additional complexity? Does the organization have the capacity to support implementation successfully? Will it improve measurable financial outcomes such as EBITDA, cash flow or margin performance? Does leadership have sufficient visibility to evaluate performance and ROI effectively? Why CFOs are prioritizing visibility, scalability and cash flow management In many organizations, growth initiatives expanded faster than the surrounding processes, capacity, reporting structures and operational workflows could mature around them. Over time, that creates fragmented reporting, inconsistent visibility and growing execution pressure across finance and operations teams. As a result, CFOs are placing greater emphasis on capital allocation planning tied directly to: Working capital visibility Forecasting accuracy Operational scalability (link to strategy and operations consulting) Cash flow management Margin improvement Technology utilization Workforce flexibility Measurable EBITDA levers That shift is making capital allocation strategy far more operationally integrated than in previous planning cycles. Why leaders should reevaluate spending that creates drag Many organizations are reevaluating investments that increase activity without improving visibility, decision-making or long-term operational performance. Here are key actions: Reassess certain expenditures that may be unnecessary Consider whether all your current expenditures are still necessary. We frequently see leadership teams reassessing: Underutilized technology platforms Duplicate systems and vendors Manual reporting processes Initiatives with unclear ownership Investments that expand staffing pressure without improving scalability Programs that continue simply because they already exist Individually, these issues may appear manageable. Collectively, they create operational drag and bottlenecks that limit flexibility and consume leadership attention. Ask hard questions to determine whether spending is necessary Overcoming operational drag is one reason capital allocation strategy conversations are increasingly tied to operational efficiency and performance improvement efforts across the organization. In pursuit of that effort, finance leaders are asking harder questions about: Where investment should continue When to continue investing — and when to divest, consolidate or exit Which initiatives should pause or be moved to long-term Where outside expertise may improve flexibility Which operational burdens can be outsourced Consider whether some finance infrastructure may be unnecessary Many organizations are also reevaluating whether existing finance infrastructure is creating unnecessary complexity. In some cases, disparate systems and inconsistent reporting environments make it difficult for leadership teams to evaluate performance confidently or prioritize investments effectively. That’s driving increased focus on forecasting visibility, reporting modernization and financial planning and analysis capabilities that improve decision-making across the business. Visibility is becoming more valuable than speed Many leadership teams still want to move quickly. But increasingly, CFOs are recognizing that accelerating decisions without improving visibility often creates more operational strain later. And many leadership teams are recognizing that faster decisions are not helpful if the underlying reporting environment is inconsistent or difficult to trust. That’s driving greater investment in: Financial planning and analysis Forecasting and reporting modernization Scenario planning capabilities Cash flow visibility ERP optimization Working capital management Operational reporting consistency Without strong visibility, organizations often struggle to identify: Where cash flow pressure may already be building Which initiatives are improving financial performance Where profitability trends may be deteriorating Which investments should accelerate Which initiatives should pause or consolidate And where operational bottlenecks may limit future growth This is especially important as organizations face increasing pressure to justify capital allocation decisions with measurable operational and financial outcomes. Selective investment is replacing broad expansion Many organizations are still investing confidently. But increasingly, leaders are prioritizing investments tied to measurable operational value, stronger forecasting visibility and improved execution capacity. Key CFO capital allocation priorities We continue to see organizations prioritize: Automation tied to measurable efficiency gains Strategic outsourcing to increase scalability Financial visibility and forecasting improvements Working capital optimization Margin improvement initiatives Tax strategies that improve after-tax performance Selective modernization with clear operational outcomes Targeted acquisitions aligned to execution capacity Where CFOs are reining in spending At the same time, many are slowing or reevaluating initiatives that: Add operational complexity without improving visibility Require significant organizational change without clear ownership Create unclear or difficult-to-measure returns Expand strain across already overloaded teams That shift reflects a broader evolution in how finance leaders approach capital allocation and long-term planning. Growth remains a priority. But increasingly, leadership teams are evaluating whether the organization can realistically absorb additional complexity before accelerating investment further. Why an effective capital allocation strategy requires operational clarity The strongest capital allocation strategies are no longer driven solely by projected growth opportunities. They are increasingly shaped by cash flow visibility, operational readiness and execution capacity across the business. That’s changing how leadership teams approach: Investment prioritization Financial scenario planning Working capital management EBITDA improvement Technology modernization Workforce planning Long-term operational scalability Organizations navigating this environment most effectively are not necessarily the ones moving the fastest. They are the ones creating the clearest connection between financial performance, operational execution and long-term value creation. Capital allocation best practices As you develop your capital allocation strategy, keep certain best practices in mind. These include: Balance growth and operational capability: Capital should drive growth but be sure to invest in the operational infrastructure needed to support that growth as well. Reevaluate existing spending: Consider whether your current investments still align with or support your strategic goals. Prioritize visibility: Financial and operational visibility is essential to determining whether your investments are paying off or should be reconsidered. Avoid unnecessary complexity: Unfocused or unnecessarily complex systems, processes or initiatives create drag on your business as a whole. Read more AI ROI: How to get more business value from your AI spending When to hire a fractional CFO: Key signs your business is ready for strategic financial leadership Strategic management vs. strategic planning: a short guide
ARTICLE
Succession planning gives financial institutions a strategic edge. Here’s how to strengthen yours.
Most financial institutions recognize the importance of succession planning. However, in today’s rapidly changing business environment, where technology and consumer demands are constantly evolving, a static documented plan alone is no longer enough. Institutions that treat succession planning as an ongoing strategic process rather than an annual exercise are better positioned to strengthen leadership pipelines, adapt to change and execute their long-term vision. A proactive approach to succession planning can also strengthen organizational resilience, support strategic priorities and position financial institutions for long-term success. Let’s explore more about that, plus how to get started with a proactive succession approach. How does reactive succession planning harm financial institutions? Passive, reactive succession planning actively makes it more difficult for financial institutions to achieve their strategic goals. Institutions that put succession planning on the back burner risk not only a last-minute scramble after an unexpected exit, but a workforce that’s unprepared for tomorrow. Poor succession planning often leads to: Talent and knowledge gaps: Deprioritizing succession planning exposes you to the risk that your workforce can’t adapt to tomorrow’s challenges because it doesn’t have the necessary skills and training. Individuals holding critical roles also often possess regulatory knowledge, customer relationships, expertise and awareness of institutional history that is difficult to replace. Business continuity risks: Succession planning involves identifying mission-critical roles and building a bench to fill them. Without an active succession plan, you risk operational disruptions and general uncertainty should an essential role become empty, even temporarily. Reactive hirings: Financial institutions often start succession planning only after someone in a critical role starts preparing to depart. This leaves you at the mercy of a last-minute scramble for talent where you’re forced to settle for whoever’s available rather than prioritizing fit. Falling employee morale: Reactive hiring can also lead to uncertainty around leadership continuity. This can harm morale and lead to an unfortunate ripple effect where one departure triggers others. Strategic misalignment: If you don’t actively develop future leaders, you may struggle to meet tomorrow’s strategic needs by keeping up with changes in customer expectations, workforce demographics, regulation and technology. However, making succession planning a more active process helps turn these weak spots into organizational strengths. How does succession planning give your financial institution a strategic advantage? Active succession planning is a key tool that financial institutions can use to connect talent development with strategic goals. Engaging in succession planning as an ongoing process rather than an occasional event creates growth opportunities within your team, builds a talent bench for critical roles and helps ensure that your talent will meet your strategic needs for years to come. Better retention and employee experience If you have an active succession planning process, your employees are more likely to stick around and enjoy their jobs. This is because succession planning gives your team a clearer sense of how they fit into your overall organization — and how they can move upwards. Don’t just plan for executive roles, either. Positions like teller, while lower-level, are nonetheless essential to the success of your institution and should be considered in your planning as well. This approach makes succession planning more exciting for your whole team, not just your future leaders. Clear and actionable career paths Good succession planning creates clear, actionable careers for people working within your organization. This gives talented team members the opportunity to progress their careers and also helps them understand how to align their development with your institution’s future plans. Develop institutional knowledge, skills and abilities Creating an internal talent bench helps preserve your institutional knowledge, which plays a key role in keeping your operations running smoothly. You’ll also be able to draw on a higher level of in-house capabilities, making it easier to promote internally. Create cross-functional exposure across silos Aspects of succession planning like coaching, mentorship and stretch assignments help your top talent learn to think about your institution more holistically. When that talent moves into higher roles, they’ll do so with a clearer understanding of how your various functions and departments work together, and how their decisions will impact your institution as a whole. Build a deep, capable talent bench to maintain business continuity Finally, active succession planning means you are prepared for unexpected departures in critical roles. If your CEO suddenly decides to take up windsurfing in Tahiti, you’ll be much more likely to have capable talent ready to step in on either an interim or a permanent basis to maintain continuity and help ensure your strategic priorities remain on track. Here’s how financial institution leaders can implement a proactive succession planning strategy Proactive succession planning involves identifying your mission-critical roles and actively preparing internal talent to fill them. To be most effective, succession planning should align with your overall strategic goals, so your team is ready for tomorrow as well as today. Here’s how financial institutions can start implementing an active succession planning strategy: 1. Get support from your board Nobody wants to ask when the CEO plans to retire. It can be an uncomfortable conversation, but that discomfort risks leaving your institution vulnerable should that retirement come with less of a runway than expected. Lean on your board to help facilitate conversations around succession planning with key leaders. Board members are often better positioned to raise the issue than day-to-day employees and should understand that taking a hand here is part of their fiduciary duty to the long-term health of your institution. 2. Identify critical roles Identify the essential, mission-critical roles inside your institution — roles where an unexpected departure would cause genuine disruption. These are typically roles essential to serving customers, managing risk, executing strategy or maintaining operations. Don’t assume that a lower visibility role is less important here, as people working in those roles may possess valuable institutional knowledge or customer relationships. For example, if only one person on your IT team knows how to keep your aging servers running, you could be in a lot of trouble if that person leaves. 3. Align with your long-term strategic planning Consider how talent fits into your long-term strategic planning. Specifically, what roles will you need to fill over the next five years or so? How are your most critical roles likely to change during that time frame? Think of succession planning as a tool to deliver a workforce that fits into your long-term strategic needs and an opportunity to focus your talent investments. 4. Integrate succession planning into your performance management process Make succession planning an integrated element of your existing talent processes — like recruiting, performance management and talent reviews — rather than a standalone effort. This helps you identify and develop a pipeline of emerging leaders and other high-performers and also makes it harder to fall back into a passive succession approach. 5. Account for change management Succession planning is a key tool to align your workforce with the changing needs of your institution. Develop talent with an eye towards promoting people who can weather change, especially during an era when it’s happening so rapidly. 6. Don’t overlook your unique strengths Is being closely tied to your local community a core part of your financial institution’s appeal? What about your culture, specialized expertise or customer service? Take these types of unique strengths into account when succession planning, especially because institutions that rely on a particular strength to stand out in the market may find promoting from within helps maintain that differentiator over time. 7. Begin well ahead of time Proactive succession planning allows you to take your time, avoiding a last-minute scramble and reducing your risk of rushing a promotion or making an offer that doesn’t work out (which can be expensive and damage your strategic progress). By giving your institution a longer runway, you’ll also find it easier to maintain business continuity and act with confidence even if the unexpected happens. Read more Can traditional banking avoid losing Gen Z to fintech? Financial institutions need proactive general ledger certification Ransomware attacks on financial institutions: What to do