In the various CAE roundtables we’ve done in Australia, one of the constant themes is that there often is a large experience gap between the head of internal audit and their direct reports.

This is often not deliberate, but is a result of different skillsets required to execute the plan and lead the function.  The skills and experiences for today’s leading CAEs are hard to come by, which can result in a glass ceiling for rising stars, and a chasm for succession planning.

Sometimes it’s appropriate to put external support around your rising stars, for example:

• One of your rising stars is in their first CAE role and you want to make sure they’ve got a sounding board to help them through the process as they make their mark
• One of the deputies is ready to take the next step and they could use advice from someone who’s ‘been there, done that, but isn’t my boss’
• You want to accellerate a high-potential team member by giving them access to a different set of perspectives

How we help

Todd Davies deliberately seeks out and works with rising stars – both in advisory arrangements and also in formal and informal mentoring. Having TDA as backup allows rising stars to test ideas, innovate and take risks in a calculated way – with the experience behind them to help them spot the defining moments along the way, and navigate these for best outcomes.

Todd has worked with many over the years including many of the CAEs who have become leaders in listed companies in their early 30s.  We have supported them in these roles in various capacities, including helping them ready themselves to take these roles first time. As a recent ‘rising star CAE’ Todd is able to help rising stars chart their course with great empathy and relevance.*

An example of what we do – The Audit Committee Chat

Before meeting with their Audit Committee Chair and presenting to the Audit Committee, some rising stars will have a trial run with Todd.

Todd will run through their pack, stress test it and ask the difficult questions ahead of the meeting as part of their preparation.  He’ll also give advice on what the audit committee members are probably thinking about, and what their angle is on the papers presented, as well as what they need to cover off from a board perspective in addition to their specific audit committee remit.

Briefing and debriefing afterwards also allows discussion of some of the subtle cues given by the directors, and for the young CAE to handle themselves in a manner far beyond their years.

A resource for aspiring CAEs

The Davies Report aims to fill the void on leadership matters for progressive CAEs.  It is also written with rising stars in mind to help them think beyond the audit plan and engage in some of the issues that leading CAEs think about.

If you’re an aspiring CAE, why not subscribe free of charge from the front page of our website?

Let’s work together

Working with rising stars is the highlight of our working day.

If you are the next CAE or have the next CAE sitting in your team, we’d love to work with you to help them on their journey.

Why not give Todd a call?  (02) 9043 1719

* Todd was appointed CAE of an Australian top 50 while in his early 30s and his work is still referenced as a case study of how to use internal audit to drive change. While he won’t disclose his age on this site, he will say that he is Gen X and it’s been less than 5 years since he left that role.  He’s also working on setting the path for a new generation of audit committee members in NSW.