It can be a helpless feeling for a lot of banks in your situation: NIM below 3.5 and has been for years with no sign of sustainable improvement unless rates drive the increase. Most likely, you’re in a situation where you’re using old “bank lingo” such as “we have good people” and “we have good service” that essentially means nothing because everyone says the same thing. You’re feeling the effects of this in your low NIM because sophisticated buyers aren’t buying it and at most may give you ten to 25 basis points more on the loan side with those platitudes. What is required to turn this around is true differentiation that matters to the customer. That can’t be overstated. You need differentiation that is tied to a sales system whereby the customer will tell you what it’s worth to them. Most banks don’t have the concrete strategies necessary to lift them out of the commodity basement in the customers’ minds. The good news is, we have those proven strategies for you to charge premium pricing that your team can be confident about communicating.

Having NIM above 3.5 is a good start, but it’s precarious because you’re still not able to command premium pricing and have customers’ AGREE that it’s worth it. Most likely, you’re in a situation where you’re using old “bank lingo” such as “we have good people” and “we have good service” that essentially means nothing because everyone says the same thing. You’re feeling the effects of this because sophisticated, A+ quality buyers aren’t buying it and at most may give you ten to 25 basis points more on the loan side with those platitudes. What is required to turn this around is true differentiation that matters to the customer. That can’t be overstated. You need differentiation that is tied to a sales system whereby the customer will tell you what it’s worth to them. Most banks don’t have the concrete strategies necessary to lift them out of the commodity basement in the customers’ minds. The good news is, we have those proven strategies for you to charge premium pricing that your team can be confident about communicating.

A NIM over 4.0 is good, but without the ability to confidently command premium pricing, you’re losing out on the most desirable loan terms. You may be in a situation where you’re using old “bank lingo” such as “we have good people” and “we have good service” that essentially means nothing because everyone says the same thing. You’re feeling the effects of this because sophisticated, A+ quality buyers aren’t buying it and at most may give you ten to 25 basis points more on the loan side with those platitudes. What is required to turn this around is true differentiation that matters to the customer. That can’t be overstated. You need differentiation that is tied to a sales system whereby the customer will tell you what it’s worth to them. Most banks don’t have the concrete strategies necessary to lift them out of the commodity basement in the customers’ minds. The good news is, we have those proven strategies for you to charge premium pricing that your team can be confident about communicating.

Excellent! That’s the dream: having clients tell you you’re worth more and they would never consider any alternatives or desperate consolidators’ pitches. Our clients routinely get the same results and responses from their clients. Let’s compare notes. There may still be some ways we can be of service to you.

strategic planning...

That’s a tough situation when co-workers spread a negative energy. It can feel a bit helpless, especially when these same team members are excellent at what they do and “letting them go” isn’t always the easiest or best option. To be fair, sometimes their negative energy isn’t always “who they are” but a response to their environment.

Never has the outside environment created more challenging times to stay positive individually, let alone manage a great culture, including recruiters, knocking on people’s doors and the stress and strain of what’s going on outside the workplace. It’s deteriorating the joy, the resiliency and the confidence of your people.

You combine that with the need to increase their performance and things really start to unravel. The way most people interpret “increase the performance” is more work, longer hours. So, they are harder on themselves and burnout is just around the corner. Your team is in for a refreshing load off their shoulders when they find out that high performance is actually a whole lot less work when they discover how to stop pushing a rope up a hill. A great culture goes far beyond a happy place to work to one that makes a significant impact on the community and the customers they reach and teach. They also pay for themselves because everyone knows exactly how they tie to profit for the company. Business Week did some research that showed that 9 out of 10 employees believe they perform in the top 10% which proves that in their minds, performance = “work hard.”

There is a better way and we’re excited to share that with you. A resilient, joyful, purposeful culture that rocks makes everything better. It lays the foundation for every other system to be implemented without resistance.

That’s a fantastic place to be: having the kind of culture that is individually dynamic and everyone is pulling their own weight without the typical gossip and backbiting that can happen. The question then becomes, “how does my team respond to invitations to “better perform?” Also, how do they respond to external environmental challenges and how does that affect the internal culture?

Never has the outside environment created more challenging times to stay positive individually, let alone manage a great culture, including recruiters, knocking on people’s doors and the stress and strain of what’s going on outside the workplace. It’s deteriorating the joy, the resiliency and the confidence of your people.

You combine that with the need to increase their performance and things really start to unravel. The way most people interpret “increase the performance” is more work, longer hours. So, they are harder on themselves and burnout is just around the corner. Your team is in for a refreshing load off their shoulders when they find out that high performance is actually a whole lot less work when they discover how to stop pushing a rope up a hill. A great culture goes far beyond a happy place to work to one that makes a significant impact on the community and the customers they reach and teach. They also pay for themselves because everyone knows exactly how they tie to profit for the company. Business Week did some research that showed that 9 out of 10 employees believe they perform in the top 10% which proves that in their minds, performance = “work hard.”

There is a better way and we’re excited to share that with you. A resilient, joyful, purposeful culture that rocks makes everything better. It lays the foundation for every other system to be implemented without resistance.

That’s a great start, having good people that bring their “higher selves” to work each day. That shows you they are always willing and are committed to the success of the bank. However, sometimes even with that commitment, it’s difficult over time when they don’t see results or when their environment starts chipping away at their resolve.

Never has the outside environment created more challenging times to stay positive individually, let alone manage a great culture, including recruiters, knocking on people’s doors and the stress and strain of what’s going on outside the workplace. It’s deteriorating the joy, the resiliency and the confidence of your people.

You combine that with the need to increase their performance and things really start to unravel. The way most people interpret “increase the performance” is more work, longer hours. So, they are harder on themselves and burnout is just around the corner. Your team is in for a refreshing load off their shoulders when they find out that high performance is actually a whole lot less work when they discover how to stop pushing a rope up a hill. A great culture goes far beyond a happy place to work to one that makes a significant impact on the community and the customers they reach and teach. They also pay for themselves because everyone knows exactly how they tie to profit for the company. Business Week did some research that showed that 9 out of 10 employees believe they perform in the top 10% which proves that in their minds, performance = “work hard.”

There is a better way and we’re excited to share that with you. A resilient, joyful, purposeful culture that rocks makes everything better. It lays the foundation for every other system to be implemented without resistance.

Wow, congratulations! Sounds like your bank is comprised of culture experts that are in tune with what it takes to take the overall bank performance to a whole new level. Since your culture seems to be ideal, there may be other systems your bank may stand in need of improving.

Cross sales