Toxic conflict is draining your bank’s profits—and it’s worse than you think. According to recent research, workplace conflict costs American businesses $359 billion annually in lost productivity.
And yes, your bank is part of that equation.
Endless unproductive meetings. Departmental sabotage. Silent feuds eroding trust. This isn’t a culture problem—it’s a leadership crisis rooted in low emotional intelligence and zero accountability.
Most banks reach for band-aid culture fixes like generic HR trainings or feel-good committees. But the top-performing banks—the ones dominating customer loyalty and Net Interest Margin—do the exact opposite. They build a culture of healthy dissension.
In this week’s video, we expose why most banks are losing millions due to unresolved tension—and how the best banks fix it through directness, emotional maturity, and team-wide accountability.
You’ll also hear how Nevin Grigsby and Jill Moss, of Farmers State Bank, led a bold culture transformation that skyrocketed profits and turned their bank into a Top Gun performer.
👉 Watch the full video now to discover how to remove drama from your workplace and drive bottom-line results.
Did you know toxic conflict costs American businesses an estimated three hundred and fifty nine billion dollars annually
in lost productivity?
Let’s make this real. Your bank is part of that equation. As bank executives and board members, you’ve seen it firsthand.
Endless unproductive meetings, fractured departments sabotaging each other, talent leaving because of unresolved tensions.
This isn’t just inconvenient. It’s devastatingly expensive. According to a recent workplace study, managers spend nearly
twenty percent of their time managing conflict. Think about your leadership team’s salaries,then picture one fifth of that investment
disappearing into the air spent navigating internal drama instead of driving strategic growth.
Now imagine the impact on your bank’s net interest margin, your profitability, your growth initiatives.
You simply can’t afford toxic conflict.
But here’s what won’t fix your drama problem.
Another generic culture committee or feel good initiative, off the shelf training programs created by authors
who have never managed a bank, encouraging artificial harmony, a happy bus where no one addresses
the real issues head on. None of these tackle the root cause.
Your people’s lack of emotional intelligence and accountability for their own behavior.
The best banks, the ones recognized as extraordinary performers, have cracked the code. They implement healthy dissension cultures.
Healthy dissension is open, direct conversations about critical issues without defensiveness or personal attacks,
deep commitment to emotional intelligence, people fully aware of their emotional triggers and blind spots, a relentless focus on the
bank’s performance over personal ego.
According to Harvard Business Review, organizations that foster healthy dissension outperform their peers by nearly
forty percent in profitability and in customer satisfaction.
Want real life examples from someone in the trenches? Nevin Grigsby has been on a journey to transform his culture
along with his sidekick COO, Jill. They’re doing the next Top Gun Masterclass about how they transform their culture.
And as always, they’ll be at the Best Banks in America Super Conference along with the other Top Gun CEOs
who have achieved rock star performance.
If you’re serious about leaving drama behind and driving your bank’s performance to the top quartile, you’ll need to be in the room.
Please say hello at SuperConference, won’t you?
Toxic conflict is quietly draining your profits.
Most banks reach for generic culture fixes and miss the root cause—low emotional intelligence and zero accountability. Discover how the best banks use healthy dissension to crush drama, boost performance, and lead the industry in profitability.
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