How do you protect your bank from the new “I Quit Culture” known as the Great Resignation of 2021?
And how do you combat the upcoming exodus caused by headhunters calling your best team members weekly with outrageous offers—promising the moon, including upfront money and significantly higher salaries?
The research shows that we’ve never seen a time quite like this—you are more vulnerable than ever before to losing your best people.
Statistics Say: Take Bank Employee Turnover Seriously!
The Microsoft Work Trends Index found that 26% of workers plan to leave their current jobs over the next two months,
I believe that when middle managers are able to master management, result breakthroughs are profound and sustainable.
In this episode, I’m going to share with you how to break through what I call the “middle management breakdown”—the block that keeps executives’ dreams from becoming the reality of the front line’s execution.
If you worry that your managers act more like “individual contributors” and don’t do nearly enough to maximize the results of their team members, I’m going to give you some solid executable ideas to get some traction for your managers.
If you feel like your managers are proficient,
I believe that progress begets progress and success begets success.
In this episode, I’ll show you how you can create a series of successes that opens the way for even more impactful ones.
If you stay up at night thinking about how to drive through a stubborn performance barrier, listening to this episode will give you some solid steps to finally achieve that breakthrough.
If your people are progressing, and you know it isn’t driven by competitive or economic changes but rather solid performance improvements, you’ve come to the right place. I’m going to show you how to build on those performance breakthroughs to get even more impact.
Click HERE to get your copy of “Thank God It’s Monday!”
A young woman came to me after a Kick-Off session recently and said, with tears in her eyes, “I took this job because I had to. Now, after tonight, I WANT to be here.” What changed? She simply saw that the expectations were higher and the dysfunctional behaviors were called just that, and now they all had permission not to allow any of those behaviors ever again.
It is hard to work around self-consumed people. When they see people bash other departments,
You create a strategic plan, promise the board that you will deliver, and then communicate it to your team. You think you’ve covered all of the bases, but the first month in, the sickening reality hits—you’re already off base.
Sure, the economy is tough. And yes, the competition is doing crazy things.
But your board does not want to hear it, and you know that your days of peaceful existence as an executive are coming to an end…unless you get your management team to perform to the expectations—and they get all of THEIR people to perform.
If you want to excel, you must excel at the implementation of every policy and procedure you roll out. Here is a 10-step template to make ensure each implementation rocks.