This Week in Leadership
29th Annual Board of Directors Study - Financial Services (2002)
What are board directors experiencing at America's financial services companies?
Our banking consultants can help you attract, develop, and retain best-in-class talent for your organization.
Adjusting to constant disruptions in the market requires an agile pipeline of leadership talent prepared to weather the storm. We work with you to assess the full spectrum of your talent-related needs.
Build end-to-end strategic solutions that align your structure, people, and business processes and workflows.
Identify the talent you need compared to the talent you have and discover how to close the gaps.
Attract and retain the right people at every level of your organization by leveraging our scientific research, practical experience, and healthcare expertise.
Unlock the potential of everyone in your organization, from executives to new hires, to thrive in today’s challenging business environment via targeted learning programs.
Create flexible, competitive total rewards strategies that attract, engage, and motivate a diverse workforce.
Build the mindset, skills, structure and culture to transform your organization.
Our AI platform pulls together market intelligence and data to provide insights and recommend actions.
There is no more powerful combination - or one more fundamental to the success of any enterprise - than the partnership between a CEO and the board.
Your performance and results are what matters. We partner with you to continually evolve and optimize to reflect the changing needs of your business. We help our banking clients address challenges like these:
Wall Street has long struggled to create more diverse and inclusive cultures. Although many financial services organizations have run campaigns to improve their hiring and engagement of diverse employees, those efforts have not created a sustainable pipeline of diverse talent. As a result, few women and people of color make up banks’ leadership ranks.
We help you adopt a systemic approach to diversity and inclusion. We work with you to build the two critical pillars of a diverse and inclusive organization. These are behavioral inclusion, where we enable leaders and employees to recognize and mitigate bias, and structural inclusion, where we reshape your talent processes to ensure these are fair and equitable. In short, we show you how to eliminate exclusionary preferential patterns and adopt equitable practices that allow you to maximize the full potential of your workforce.
Digitalization continues to revolutionize traditional banking. Whether the goal is to enhance the customer experience, reduce bottom-line costs, or grow market share and reach, digitalization plays an important part in achieving banks’ goals. But the benefits of digitalization—higher productivity, lower transaction costs, greater capital efficiency, and stronger operational resilience—require banks to develop new capabilities in existing talent and to attract, engage and retain new talent that can stay connected with consumers and businesses. Banks also need leaders who are ready to drive the transformation journey.
We work with you to establish the key supports for digital transformation. To capture new opportunities in the banking market, and thrive during disruption, you’ll need a workforce teeming with learning agility.
Our research has shown that companies with a highly agile workforce have 25% higher profit margins than its peers. Meaning, you’ll also likely need to evolve your culture. Traditionally, the industry has prized traditional values, such as limiting risk and ensuring predictability. We help you embrace disciplined risk-taking that allows you to seize the opportunities that FinTech and technology present . Finally, we develop strong employer branding to help you attract qualified talent across compatible industries and more deeply engage existing team members.
Preparing successors requires an organization to understand its internal talent pipeline and develop a thoughtful and transparent succession strategy. But fewer than a third of financial services executives (28%) believe there’s a ready-now successor to their position. And only 56% believe their organization has a comprehensive succession plan.
Our banking consultants offer actionable, research-backed insights that you understand and develop the talent you have. We create an executive Success Profile aligned with your organization’s strategy to show you whether you’ve got the talent you need for the future. Our leadership assessments will assist you as you decide how to allocate your resources: either towards learning and development for high potentials or in recruiting new prospective leaders. Then we help you implement succession strategies and planning processes, so you can map out generations of future leaders.