In IT Audit, it’s easy to get caught up in the grind—testing controls, client conversations, drafting reports, meeting deadlines. But if there’s one thing I’ve learned, it’s that the real game-changer isn’t just technical skills or checklists. It’s people. A motivated team delivers more than quality—they bring energy, innovation, and resilience. And leading such a team takes intention.

Let me share some of the things that worked for me—and a few lessons I learned the hard way.

Start With Trust, Not Tasks

Before you assign deliverables or delegate workstreams, pause and ask: does my team feel safe? Can they raise a red flag without fear? In audit, people often hesitate to say “I don’t know” or “This looks different”—and that hesitation can be risky.

What helped me: making time for one-on-one conversations, especially during peak times. Sometimes it’s just a five-minute check-in asking, “How’s everything going—beyond the work?” It opens up space for honesty.

And yes, I’ve owned up to my mistakes too. It builds credibility faster than perfection ever could.

Give Purpose, Not Just Process

We all know what needs to be done. But do we always know why? I try to frame each engagement with a broader perspective. Why does this ITGC matter for the client? How does this affect the client if this control fails ? What is the impact of us testing all of these?

Sharing the ‘why’ changes the tone in the room. People switch from “just finishing fieldwork” to “helping a client make better decisions.”

One of my proudest moments was when a junior auditor told me, “I never knew our work was more than testing/excel, that actually helped shape client strategies until I have been in that call with the client where they shared the feedback” That was a win.

Celebrate Wins—Loudly and Often

Audit timelines are brutal. The pace is fast, and the milestones blend into each other. But appreciation shouldn’t wait until the year-end review.

I’ve learned to pause and acknowledge the team—after walkthroughs, after tough status meetings, or even when someone simplifies comes up with an idea to simplify a complex test procedure. A simple “Well done” during a call or tagging someone on a team channel does more than we think.

And yes, when budget allows, recommending people for spot awards or internal awards makes a tangible difference.

Keep Growing, Always

The tech landscape is shifting fast. Yesterday’s niche tools—like Alteryx or Power BI—are today’s baseline. If your team isn’t learning, they’re lagging.

What’s worked well? Setting learning goals during performance check-ins, yes. But also just normalizing learning as part of work—not extra.

We did internal “show-and-tell” sessions—one person walks the team through a recent tricky control or how they configured the audit tool we use or how they used Python to automate testing. That would create a ripple effect. Suddenly, everyone would want to share something.

Let Go to Help Them Grow

Delegation isn’t just about assigning tasks—it’s about trusting people with ownership. And sometimes, that means stepping back and letting someone else lead, even if you could do it faster.

When I started letting seniors run status calls or own toolkits, I noticed a shift. They showed up differently—more engaged, more accountable.

Of course, I stayed in the loop. But letting others lead parts of the engagement made them feel invested, not just involved.

Your Example Sets the Tone

This one’s simple but powerful. Your team is always watching. How you handle a delay, respond to feedback, or deal with ambiguity—it matters.

Staying transparent, staying calm during those “audit issues or close to deadline calls,” and even admitting when I don’t have all the answers—it’s helped my team stay grounded too.

Talk Careers, Not Just Ratings

If someone’s doing great work but doesn’t know what’s next, they’ll eventually move on. I’ve seen it. That’s why I try to make career conversations a regular part of team life—not just an annual checkbox.

Sometimes it’s as simple as asking, “What area do you want to explore next—SOC, analytics, controls testing?” Those small conversations add up and show your team that you’re invested in their journey, not just your deliverables.

In the end, leading a team isn’t just about results. It’s about relationships. And when those are strong, the results often exceed expectations. Here’s to building teams that stay motivated, inspired, and always growing.