The #1 Reason Bank Acquisitions Fail

Think you’re ready for an acquisition? Think you’ve got a bullet-proof plan?

Imagine if you take a “bring-it-on-and-make-it-happen-no-matter-what” bank culture where people are passionate about what they do, and combine it with a group with a “sit-behind-our-desks-until-we-need-Preparation-H, whine-and-complain-about-the-economy-and-being-too-busy” group. How’s that going to work? Without a “come to Jesus, we see the light” intervention, the likelihood of being able to save many of those people is slim.

And what a costly loss that is.

Nothing trumps culture. Culture means you don’t have middle management breakdown, because they know how to lead.

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Study Shows 70% of Your Employees Are “Checked-Out” At Work (and it’s costing you!)


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.

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So What’s Your Story?

“Homework? Ah, yes, I did my homework, but it didn’t quite make it here. Why? Well, my dog ate the homework. We took him to the vet to get the homework back, but the surgery took so long I was late to school, and I think I’ll have to leave school early because my dog died and I imagine it will take weeks before I can get over the sadness enough to concentrate in school.”

Kids come up with the wildest stories to explain why they are late, why they didn’t finish homework and why they can’t come to school.

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Best Practices for Leadership: Part Two

Last week we discussed the difference between leadership and management. Below are five specific best practices utilized by high-performing leaders within the industry. (more…)

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Best Practices for Leadership: Part One

Before we get to the five best practices for leaders, there is a fundamental difference you must understand.

Leaders and managers serve different functions within a healthy organization.

Both roles must inspire and instill accountability but there is a profound difference between management and leadership.

Managers use command and control techniques. They measure. They plan. They set goals. They do.

Leaders, on the other hand, are more about being than doing. It’s more WHO they are than what they do that inspires the “better angels of our nature,” as Abraham Lincoln said.

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Calling it Tight: Running a Tight Ship

Someone’s late for a meeting. Nobody calls the person on it. Next week, three people are late. That’s no coincidence. Eventually, there won’t be a meeting in the entire organization that starts within 15 minutes of the scheduled time. (more…)

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Creating a Movement in Your Organization [Video]

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.

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Who Motivates the Motivator?

Passion is the driving force behind motivation. Your job as a leader is to exude that passion for your team. Stay in the spirit of celebration. Be as if. (more…)

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Praise to Change Behavior

Remember the pizza company that rewarded its employees for on-time delivery? If the pizza wasn’t delivered in 30 minutes, the customer received it for free. (more…)

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Motivating Employees During Tough Times

In today’s turbulent economic market, even the strongest and most powerful corporate icons are challenged to find ways to improve their efficiencies. As they require more work from fewer numbers of people, their top priority is to have effective leaders and motivators who can propel their group to greatness. Unfortunately, many young managers and leaders have never seen a tight economy, or at a minimum, have only a faint memory of what it can be like. It’s during these times that leadership skills are put to the test because employee motivation becomes more difficult as the resources for motivating are pulled at the same time.

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