Editor's Note: Excelling in Challenging Times

The next generation of internal auditors are looking for opportunities to grow and mentors who can help them reach their professional goals.

Comments Views

​It's hard to believe we are already publishing the October issue of Internal Auditor — and still working from our homes. In this year of sudden disruption, I'm excited to share some positive news by continuing our annual tradition of presenting the up-and-coming stars of the internal audit profession. You can meet Internal Auditor's 2020 Emerging Leaders beginning here.

These leaders stand out because they have a passion for the profession, and they understand what it takes to advance their careers. This year, we take a deeper look into just what that is. In a package of articles, we consider the hiring process and the benefits of mentoring. 

Successful internal auditors are intentional in their search for employment. They look for organizations in which they can grow and advance — that means choosing an organization that understands the importance of internal auditing. According to former Emerging Leaders Seth Peterson (2013) and Alex Rusate (2017), internal auditors should consider three areas: the prospective organization's culture, its governance structure, and how the audit function operates (e.g., does it conform to the International Standards for the Professional Practice of Internal Auditing?). Peterson and Rusate consider the hiring process from both the job candidate's and the hiring manager's perspectives in "Recruiting the Next Generation of Internal Auditors."

Once on board at an organization, participating in mentorships is a great way for internal auditors to learn and grow. Many of this year's Emerging Leaders serve as mentors. "Mentoring is critical in the ever-changing environment of technology and internal audit," says 2020 Emerging Leader Michelle Brown. In fact, mentorships can be a win for both the employee and the employer. As Christine Janesko writes in "Mentorships That Work," "Research shows that mentoring relationships can improve communication and leadership skills and help with employee retention and engagement."

In late 2019, The IIA's volunteer Emerging Leaders Task Force launched a successful pilot mentorship program for internal auditors. It paired 10 emerging professionals with 10 senior internal audit leaders from throughout the U.S. Nancy Haig, chair of The IIA's North American Board, participated as a mentor in the program. She shares her experience and the experience of others in "A Mentoring Program for Audit Professionals." Many of the mentees who participated in the pilot are past Emerging Leaders.

Internal Auditor's Emerging Leaders, past and present, continue to impress and inspire us with all they are accomplishing. A big congratulations to the 2020 Emerging Leaders. We can't wait to see what you do next.

Anne Millage
Internal Auditor is pleased to provide you an opportunity to share your thoughts about the articles posted on this site. Some comments may be reprinted elsewhere, online or offline. We encourage lively, open discussion and only ask that you refrain from personal comments and remarks that are off topic. Internal Auditor reserves the right to remove comments.

About the Author

 

 

Anne MillageAnne Millage<p> Anne Millage is editor in chi​ef of <em>Internal Auditor</em> magazine and editorial director at The IIA.​​​</p>https://iaonline.theiia.org/authors/Pages/Anne-Millage.aspx

 

Comment on this article

comments powered by Disqus
  • FastPath-October-2020-Premium-1
  • AuditBoard-October-2020-Premium-2
  • CIALS-October-2020-Premium-3