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Dec 3, 2015 10:00:00 AM

5 Steps to a Strong Pipeline of Bank Leaders

In 1992, the Green Bay Packers starting quarterback suffered an injury. Brett Favre stepped in and the team never missed a beat. Sixteen years later as Favre approached retirement, Aaron Rodgers took the starting position. The team continued a legacy of strong leadership.

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Topics: Leadership, Banking Climate

Apr 9, 2015 8:45:00 AM

Four Attributes of an Effective Bank Board

Recent news confirms what many banks already know – that federal regulators have intensified their scrutiny of boards. From the nation’s largest institutions to boards of small banks, topics of corporate governance and the role of directors increasingly are the targets of heightened focus.

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Topics: Leadership, Regulations, Governance

Feb 4, 2015 10:22:00 AM

How Much Does Gender Matter in Banking Executive Leadership?

American Banker recently released their list of the 25 Most Powerful Women in Banking. In connection with the release of that annual ranking, they posed the question, Does gender matter in banking?

The responses from female bank leaders were consistent. These executives agree that it most definitely does matter. Christine Pierson, EVP of the Consumer Services Division for UMB Financial, offers a good summary of the prevailing sentiments, saying, “The business case is clear that gender diversity makes a huge difference, not only in customer satisfaction measures, also in associate engagement, as well as to the bottom line. It brings us profitability.”

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Topics: Leadership, Talent

Jan 14, 2015 10:10:00 AM

Does Your Bank Culture Retain Talent?

In this last installment of our three part series about talent, we examine the heart and soul of long-term organizational success – retaining your talent pool. As we discussed in earlier segments, your bank can build competitive advantage and improve the potential for ongoing profitability by attracting and training a quality talent pool.

Recognizing that training your competitor’s work force is not a sustainable business plan, here are the four considerations that should go into building a culture of internal talent development and retention.
 

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Topics: Leadership, Recruiting, Talent

Nov 6, 2014 2:39:00 PM

How Is Your Bank Planning For Executive Retirement?

Executive attrition and the war for talent are enduring themes faced by banks. Even with a trend toward executives continuing to work later in life, and fresh memories of the financial crisis shaking people’s confidence in their ability to retire, banks are faced with figuring out how to attract, train and retain talent.  

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Topics: Leadership, Recruiting, Talent

May 28, 2014 3:21:00 PM

Is There a Correlation Between Board Engagement and High Performance?

As a Board member, am I highly engaged in my bank’s activities or am I focused on the basic requirements? As the overall banking environment continues to evolve and as regulations remain high, board members can offer insight that is very impactful.

High performing boards go beyond handling the ‘basics’ to counsel and challenge management on the bank’s vision, strategic plan, operational best practices and changes in market behavior. Boards bring the opportunity of infusing a wealth of diversity in backgrounds, experiences and leadership that can significantly enhance the growth and profitability prospects of their institution. As a Board member, am I engaging with management to add additional value to help the bank move forward and grow?

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Topics: Leadership, Board, Board Engagement, Board Members, Director

Apr 16, 2014 9:30:00 AM

Does Your Incentive Compensation Plan Achieve Its Objectives?

Incentive compensation is a critical hot topic for CEOs, boards and compensation committees. Significant time is spent each year analyzing whether existing incentive plans achieved and/or are achieving their stated objectives. The most important of which are the incentives for high performance and long-term retention.

The process of crafting a great incentive plan requires that executive management and board compensation committees maintain some discretionary control while still working together to set clear, measurable, results-driven expectations. Typically, objectives for the incentive plan include:

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Topics: Leadership, Incentive Compensation, Vesting, Performance

Mar 26, 2014 9:30:00 AM

Five Factors for Successfully Managing the Upturn

In 2008, the financial crisis did its best to dissolve the American economy. An overabundance of confidence in our financial security led to decisions that crippled the banking industry with foreclosed assets and extensive credit quality deterioration.

Six years later, wisdom gained through hindsight has helped the industry understand what caused the crisis, rebuild institutions, and put preventative measures in place. Make no mistake; banks are still burdened by ongoing margin pressure, risk and regulations. But we’ve found cautious optimism, and can see light at the end of the tunnel.

Our team has identified five key opportunities that can help banks win in the economic upturn:

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Topics: Leadership, Risk Assessment, Mergers and Acquisitions, Accounting, Bank Trends, Regulations

Mar 12, 2014 9:41:00 AM

What are…Three Best Practices for Building Representative Leadership

In Part One of our look at bank board leadership, we examined the merits and criticisms of the “Jeopardy Jerk,” Arthur Chu. He bucked the traditional game show system by board hopping with no apparent process logic. Chu deployed a perfectly allowable and extremely effective technique, yet it was criticized as a system hack because it was different, and (more to the point) other players were nearly defenseless against the strategy. 

As we think about the banking industry, “hacking the system” is a very relevant leadership strategy. 

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Topics: Leadership, Strategy, Board

Mar 5, 2014 11:16:00 AM

Is There Something to Learn from the Jeopardy Jerk?

Have you heard of Arthur Chu? Perhaps you know him better by his nickname, The Jeopardy Jerk. Debating Chu as hero or villain is currently trending on news outlets and social media. He “hacked” the Jeopardy! game show with a unique strategy of bouncing from category to category, using no apparent process logic. It keeps his opponents a step behind and uncovers coveted Daily Doubles

Judge as you will. To date, Chu has amassed $261,000 over the course of nine matches, and he isn’t finished yet. One reporter noted, “The game was never close.” What is certain is that the game will never be the same. 

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Topics: Leadership, Strategy