IPA Spotlight On … Daniel Young, Schenck

Name: Daniel Young

Title: President

Firm: Appleton, Wis.-based Schenck (FY16 net revenue of $80.5 million)

Daniel Young

Accomplishments:

  • Managing shareholder of the Green Bay, Wis., office for 10 years before being elected president in 2018
  • Completed four three-year terms on Schenck’s board of directors and was named vice chair in 2015
  • Named director of industry teams in 2013, providing leadership and strategic direction for the firm’s nine industry teams
  • 2016 recipient of the University of Wisconsin-Green Bay Distinguished Alumni Award

With a few months under your belt as president, what’s the one thing that’s surprised you the most about the role? 

As a longtime Schenck board member, and with experience as board vice chair and partner-in-charge in the Green Bay office, I was aware of most opportunities within the firm and the direction we were going. I also knew the people in the firm, which is an advantage an external candidate wouldn’t have had. However, what I hadn’t given much thought to was how my day-to-day relationships would change as I transitioned most of the clients for which I had lead responsibility to other Schenck team members. While I miss the client interaction, I am finding it really rewarding to further grow relationships with our internal team. I look forward to meeting more clients in all our markets and hearing how we can continue to support their growth and success and deliver on our Schenck Way for client service.

You’ve said one of your goals is to work on people initiatives. How does the firm work to prepare the next generation of leaders?

Our firm has wildly important goals (WIGs) and one is to build team member expertise using the 70:20:10 model. This guides how people learn: 70% percent on the job, 20% in structured coaching and 10% in formal training. Each WIG contains leading activities that we measure to ensure we are achieving the goal. In addition, we listen to our people. We survey our team members to monitor internal engagement and identify areas of opportunity. We share what we’ve learned in local meetings and communicate action plans.

We also offer programs that support our team members. Our Total Rewards Guiding Principles help us make consistent decisions related to compensation, benefits and creating a life-friendly work environment. Schenck’s Growth & Development program helps team members create a career plan that allows them opportunities to build their skills.

What are your growth goals for Schenck, and do those goals involve organic growth, merging in smaller firms, or both? Any plans to expand beyond Wisconsin?

Our first WIG is about firm growth, and we’re looking to increase our organic growth by a certain percentage by Sept. 30, 2019. As with our other WIGs, we have battles and leading activities that are monitored using scorecards. Under our growth WIG, we have a goal related to targeted acquisitions, which helps us identify and pursue good targets. As far as plans, we’ve always intended to expand our reach, possibly in the Madison market within Wisconsin and the northern Illinois and Twin Cities markets outside the state.

When your first year is over, how will you measure your own success?

One of the things I was asked to do as president was to execute our firm-wide strategies. I will first look to the scorecards to see how well we’ve done. In addition, I have a detailed accountability plan that was created in conjunction with our board of directors. It provides a framework of support that allows me to focus on certain activities that help uphold the vision and strategy of the firm, and I will measure my success against that. When these are done well, success will be found in the value we bring our clients and the growth of team members that builds the future of the firm.

Final thoughts?

At Schenck, we’re committed to making a difference for our clients, people and communities. Our own growth has better positioned us to support our clients. We believe that doing things right and doing them well is what will create opportunities that drive success for our people, our clients, our communities and ultimately our firm. I’m excited to be on this journey and look forward to seeing what the future holds.

Do you know someone else who would make a good Spotlight? Contact Christina Camara.