Accounting firm EisnerAmper sought to increase employee engagement year-over-year as measured by its annual employee engagement survey and, by extension, improve team dynamics. It specifically targeted peer relationship scores and a billable hours target across participating teams to directly link improved team dynamics with enhanced productivity and client service delivery.
Program Details
EisnerAmper’s Me to We to Lead program aims to help the firm achieve those goals. This 90-minute session leverages TypeFinder and DISC personality assessments, team dynamics analysis, and practical application exercises specific to professional services environments to bridge the gap between self-awareness and practical leadership application. Participants apply personality insights to analyze actual team compositions, identifying specific collaboration opportunities and potential conflict areas.
The program follows a strategic three-phase journey:
- ME (30 minutes of leadership self-assessment learning using Head, Heart, Briefcase, and Leadership Presence framework)
- ME TO WE (30 minutes analyzing team composition and learning to lead different personality types)
- WE TO LEAD (25 minutes creating targeted leadership development plans)
Certified internal facilitators deliver in-person sessions across multiple locations, accommodating 10 to 40 participants to ensure personalized attention and meaningful peer interaction. Each participant creates a personalized “leadership playbook” with specific strategies for working with different personality types on their actual teams.
At the 30-day check-in, direct supervisors conduct conversations with attendees to review learning application, assess action plan progress, and address implementation challenges. For the 90-day team assessment, participants complete team effectiveness surveys measuring collaboration improvements and identifying additional development needs. And quarterly Leadership Roundtables feature group sessions with program alumni to share best practices, troubleshoot challenges, and reinforce key concepts through peer learning.
The firm takes a multi-tiered approach to evaluation, including immediate reaction surveys (Level 1), pre-/post-knowledge assessments (Level 2), behavioral observation completed by supervisors (Level 3), and engagement survey correlation analysis (Level 4).
Results
Direct supervisors completed standardized behavior observation at 60 and 120 days post-training, validating specific behavioral changes: Leaders confirmed participants demonstrated improved ability to adapt communication style based on team member personalities; improved conflict resolution; and actively applied team composition insights to project assignments.
Participants demonstrated significant engagement improvements:
- Peer relationships increased 1.2 points year-over-year.
- Overall engagement improved by 0.4 point.
- Organizational fit increased 0.4 point.
- Management support improved by 0.4 point.
On the productivity side, billable hours achievement increased from 83 percent in 2024 to 92 percent in 2025.
