Healthy Dissension: Eliminate Toxic Disagreement Before It Erodes Your Culture
Toxic disagreement is silently eroding your culture. Discover how top bank leaders turn conflict into performance—without the damage.
I hear it time and time again
The overwhelming majority of bankers I talk to when I speak at banking conferences feel that their banks don’t get any real value out of their strategic planning process and the sad reality is—they’re right.
Because of this, strategic planning is often treated as a yearly burden that has to be endured every year. Most bankers play along with absolutely no hope of ever seeing the plan correctly implemented and executed.
This doesn’t just happen in bad banks. It happens to good banks with great employees. This tells us that failed strategic plans are a result of a flawed planning process.
For the past 25 years, I’ve helped thousands of bank executives through their strategic planning process. Over this period of time, I’ve identified 7 key mistakes that most banks make when it comes to creating a strategic plan.
In today’s video, you’ll discover three of the seven mistakes to avoid when creating your strategic plan this year. Stayed tuned next week for part two of this video for the remaining four mistakes that most banks make.
Before tuning in for part two next week, take a minute now, to listen to the Strategic Planning Blueprint—a free audio toolkit for creating a plan you’ll execute, where everyone in the bank knows how they contribute to the bigger goals (profit) and each is accountable for their part.
After listening to this 30-minute audio, you will discover:
Toxic disagreement is silently eroding your culture. Discover how top bank leaders turn conflict into performance—without the damage.
Most banks tolerate toxic behaviors longer than they should. Discover how “culture ghosts” sabotage performance—and how to eliminate them for good.
Gossip and blame quietly destroy performance in many banks. Discover how leaders eliminate workplace drama and create a culture where top performers thrive.
Most executives assume pay motivates employees most. Research shows the real driver is daily progress—and leaders who define it unlock higher performance.
Most banks reward activity. High-performing banks reward profitable activity. Discover how behavioral economics reshapes execution and margin.
Most banks say they want accountability. Few build it. Discover how to create mutual accountability that strengthens culture and improves performance.
Most bank employees believe they’re top performers. Discover how to align every role to measurable profitability and eliminate hidden performance drag.
Most banks pretend that culture can be delegated. Wrong. Elite banks weaponize culture as their profit engine. Here’s the system CEOs can’t ignore.
Premium pricing isn’t a tactic—it’s a mindset. When belief is missing, margin and legacy are at risk.
Banks don’t lose margin because of the market. They lose it because of belief systems that keep them competing on price.