I believe that we all have a secret desire to create legendary results.
In this episode, I’ll show you how to have your best year ever. We will discuss a step-by-step blueprint we’ve been honored to assist hundreds of banks to achieve and maintain top 5% performance in key metrics, such as Net Interest Margin (NIM), growth, Return on Assets (ROA), Return on Equity (ROE), and Efficiency Ratio. This system has been proven to double the profits of over 70% of the stock banks that have adopted it within three years.
Many of us dream of working in an environment that energizes us and is surrounded by competence.
In this episode, I’ll discuss how you can improve your organization’s culture—the leading predictor of future growth and profitability—in just a matter of days.
Regardless of your current culture situation, the following four-step approach can help you dramatically improve it in just a few weeks.
Step 1: Plan a proven transformation that wins over 95 percent in a day. While this may sound impossible, numerous organizations have successfully transformed their teams to a “bring it on”
In this episode, let’s master the service culture.
Let’s look at four unconventional strategies to propel your customer service from good to “WOW,” creating a service culture so extraordinary that people can’t help but talk about it and refer their friends.
Whether you think your bank’s customer service is already top-notch, struggles with consistency across branches, or suffers from embarrassing service failures, these ingenious techniques will shake things up, catapult your results, and establish an exceptional, sustainable service culture.
Strategy 1: Break the mold. Traditional service training programs can’t singlehandedly spark a customer service revolution.
A formidable organizational culture score is the foremost predictor of future growth and profitability, as demonstrated by hundreds of organizational development studies. In this episode, let’s delve into a system that, almost invariably, has assisted our clients in elevating their culture scores every…single…year to create a workplace where people can authentically say, “Thank God It’s Monday!”
Believe your culture is already exceptional but wish to maintain its progress and safeguard it against potential threats, stay with me.
If, on the other hand, you are dispirited because your attempts to enhance culture have not yet manifested in remarkable performance and employee ownership,
I believe there are days when a workplace can feel more like an “adult daycare” than an office.
In this first episode, I’ll show you the formula that has transformed many crazy workplaces into places that authentically earned their designations as “best places to work.”
Not just great cultures but performance cultures where everyone ties to profit daily, weekly, monthly and quarterly.
If you’re the kind of leader…
Who feels you have a good culture, but there are just a few people who “stir the pot” and bring in their drama.
I believe visibility of what matters DRIVES the changes that matter.
In this episode, I will show you how you can create results that matter—those that impact profitability through visibility systems.
If you’re the kind of leader who has every employee already aware of exactly what high performance looks like and you have complete visibility on how every employee is doing on the important things that matter, stay tuned because I’ll share with you another, higher level of performance enhancement.
If instead, you don’t really know how every employee is performing every week AND if the ones who look busiest aren’t really the ones that drive profit,
Studies show that 70% of your employees are checked out at work… and it’s costing you!
Have you seen the 2013 Gallup State of the American Workplace Report? It’s one of the clearest reports yet on the vital importance of having an engaged workplace culture. Among the findings were these shocking numbers:
- Employees who are disengaged: 70%
- Employees who are engaged: 30%
Of the 70 percent of American employees who are disengaged, 20 percent are described as “actively disengaged”—they essentially hate their jobs. This leaves fewer than one in three employees to push the rope uphill with very little help from the rest.
A lot of bad things happen around acquisitions. If you’re being acquired, it’s rarely pretty. And if you’re the one acquiring, the Wharton School of Business says your chance of failure is greater than 83 percent. And even if you don’t go down in flames in the opening round, the real heartaches continue for two years after the acquisition as two dark forces are inevitably unleashed:
The “us vs. them” conversations, including the need to make somebody else wrong, and
The bickering about whose system to follow, because no one has really sorted out the best practices.
Here is a short three-minute video that presents an example of creating a movement. It’s not about the leader, it’s about the first follower. The first follower enrolls the second which in turn begins a movement or momentum.
While the video is taken by an amateur, I think you’ll get the concept and how it would apply to your organization.
It’s party time… that time you’ve been waiting for to pick off the top loan customers key deposits from the weak banks around you that are floundering. You don’t need to buy them IF you know how to pull in all the business with ease. To do that, you must shatter the myths that will keep you in a state of inertia: