At I2L, we know the New Partner transition is one of the most pivotal—and vulnerable—moments in an accountant’s career. It’s not just a title shift; it’s a mindset change, a leadership leap, and a new strategic role in shaping the future of the firm. 

As the accounting profession experiences rapid change, and emerging leaders step into the New Partner role, we are seeing more opportunities to change the way things are done.

Last month, we shared the six pillars of New Partner Transition Success that we identified through our first-ever Intend2Lead New Partner Experience Survey. We created this survey to gather data about the top leadership challenges, surprises, hurdles, and changes New Partners are taking on during this critical transition. We want to better understand this evolution, in order to shape future resources and support for both firms and New Partners.

This month, we’re exploring three questions around how the accounting profession can better support our New Partners during this crucial time.

Q: 🤔 Are firms doing enough to support New Partners?
A: 😀 The intention is often there—but the impact doesn’t always follow.

Many firms genuinely want to support New Partners as they step into one of the most pivotal transitions of their careers. 🤝But our 2025 Intend2Lead New Partner Experience Survey revealed that despite well-meaning efforts, a disconnect remains between what firms intend to provide and what New Partners actually experience. ⚖️ Gaps in communication, mentorship, and development persist. 🚧

What we’ve learned through this research—and through years of coaching and working with firms in this critical New Partner space—is that support during this time must be both strategic and human-centered.

To bridge this intention–impact gap, we identified six critical levers that consistently influence successful transitions:

✅ Goal Setting – Clear, individualized targets help New Partners define success and stay aligned.
✅ Feedback – Regular, specific, and supportive feedback builds confidence and direction.
✅ Compensation Transparency – Understanding the structure early prevents confusion and fosters trust.
✅ Training – Development should continue beyond the promotion, focusing on strategic and relational skills.
✅ Executive Coaching – Personalized support helps navigate complexity and unlock leadership capacity.
✅ Mentorship – Trusted relationships provide guidance, insight, and a sense of belonging.

When firms intentionally activate these levers, the shift from intention to impact becomes real. 💥 New Partners feel seen, supported, and empowered to lead with clarity and confidence—benefiting not only themselves, but the firm as a whole.

We’ll be sharing more about each of these levers in the coming months, including practical actions your firm can take to close the gap and elevate new leadership from the inside out. 🚀

Q: 🤔 What can New Partners do if their firm doesn’t offer formal support?

A: 😀 Plenty.

Even when formal support structures aren’t in place, New Partners don’t have to go it alone. In fact, our 2025 Intend2Lead New Partner Experience Survey reveals that some of the most meaningful growth happens when individuals take ownership of their development. 🌱 Growth, after all, is a two-way street. 🔁

Proactive New Partners can build their own foundation for success—starting with mentorship. Whether it’s someone within your firm or a trusted advisor from outside, having a mentor to offer insight, encouragement, and perspective is invaluable. A strong mentorship relationship can accelerate clarity, sharpen judgment, and foster a much-needed sense of belonging. 🧭

Investing in coaching or training—even if it’s not provided by your firm—can also be transformative. 🎯 External development resources help you step out of the day-to-day and focus on your leadership mindset, communication skills, and personal vision. Don’t be afraid to ask your firm to sponsor these efforts; many will, if asked.

Equally important is setting your own goals. 📝 Even if your firm doesn’t require it, clarify what success looks like for you. Identify your priorities, create focus, and track progress. This will not only fuel your motivation—it will anchor your leadership presence.

And finally, ask the hard questions before and after becoming a Partner. Ask about compensation, expectations, support, and what’s truly valued at your firm. The answers will shape how you enter into this transition, how you lead from it, and how you thrive in it. 🌟

Our research shows that when New Partners actively shape their own journey, they build confidence, effectiveness, and influence more quickly. And when that self-led approach is supported by external guidance, the impact is even greater.

🚀Leadership doesn’t begin with a promotion—it begins with intention. Take the lead in your own evolution, and you’ll be ready to shape what’s next.

Q: 🤔 Why is the New Partner transition often the most overlooked phase of leadership development?
A: 😀 Because it’s assumed the hard part is over.

By the time someone makes Partner, they’ve usually proven themselves through years of dedication, technical excellence, and consistent delivery. The assumption? They’re ready. But the reality is more complex.

The transition to Partner is not just a change in title—it’s a fundamental shift in identity, mindset, and strategic responsibility. 🌱 New Partners must now think like owners, influence beyond their technical expertise, and help shape the future of the firm. It’s one of the most defining—and vulnerable—moments in their professional journey.

And yet, it’s often the least supported. 🚫

Our 2025 Intend2Lead New Partner Experience Survey reveals that while firms are investing in leadership at other levels, this critical phase is frequently under-resourced. 📉 Many New Partners enter this next chapter without structured feedback, clear expectations, or a sense of belonging in their new peer group. They’re expected to leap, without being sure where the net is. 🪂

💡 But when firms recognize this transition as a unique leadership development opportunity—and act accordingly—it transforms the trajectory of both the individual and the organization. From intentional goal-setting and honest feedback, to access to mentorship, coaching, and transparent conversations around compensation, these investments create more confident, effective leaders. 💪

Equally important, they foster trust. 🤝

Supporting New Partners isn’t about hand-holding, it’s about elevating performance and strengthening the fabric of the firm. It’s about turning leadership potential into sustained, strategic impact. 🚀

When this moment is embraced, rather than overlooked, firms don’t just retain top talent—they cultivate future visionaries.

Making Partner isn’t the finish line. It’s just the beginning. ✨

See you in the DOP,