This lesson examines the importance of talent development, succession planning, and building a high-performing treasury team .

7.1. The Treasury Talent Challenge

Even as technology advances, talent remains treasury’s most valuable and most constrained resource . Despite strong overall employment levels, treasury continues to face a shortage of qualified talent . Roles are increasingly difficult to fill, even as the function’s scope widens and knowledge demands become more specialised .

7.2. Developing and Retaining Talent

EY’s survey findings show that 26% of treasurers and CFOs view talent development—particularly the building of finance expertise through best-in-class treasury knowledge—as a top lever for creating value . Treasury departments that successfully bridge the talent gap—by empowering staff, modernising systems, and fostering a culture of growth—will be far better positioned to deliver strategic value . A strategic approach to workforce development includes:

  • Comprehensive Onboarding Programmes: Integrating new team members effectively .

  • Continuous Learning: Providing ongoing training and development opportunities .

  • Career-Path Clarity: Defining clear progression routes for treasury professionals .

  • Technology that Enhances Effectiveness: Implementing systems that empower rather than hinder employees .

7.3. Leadership and Succession

Effective treasury leadership blends technical expertise with strategic thinking . The ACT emphasises that the Diploma is for those aspiring to reach the most senior, strategic treasury roles . This includes “succession planning” and managing the impact of generational shifts as experienced practitioners retire .

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