Succession planning is a crucial aspect of talent management within banks, ensuring a smooth transition of leadership roles and maintaining organizational continuity. Developing a pool of succession candidates with the necessary skills and competencies is essential for the long-term success and sustainability of financial institutions.

Succession planning in the banking industry is a strategic imperative to ensure a seamless transition of leadership roles and maintain organizational resilience. Identifying the right succession candidate requires a thorough evaluation of competencies, skills, and experience to determine their readiness to assume higher responsibilities within the organization.

A strategic review of a bank's talent distribution, skill sets, and resource allocation is essential for identifying strengths, gaps, and opportunities for investment in human capital.

Advancing in a banking career is a significant milestone that requires careful consideration, preparation, and assessment of readiness.

In the ever-evolving landscape of the banking industry, one critical decision that financial institutions must grapple with is how to fill vacant positions within their organizations. The common dilemma often revolves around whether to promote talent from within (internal recruitment) or hire external candidates to meet staffing needs.

Everyone wants to team up with a leader who is fair, equal and legal. Unfortunately, most people tend to use these three concepts synonymously, when in reality, they’re very different.

Creativity is defined as the use of imagination or original ideas.

Employee performance, conflict resolution, stress management and strategy improvements are all benefits that come from EQ training.

Author and leadership guru Ken Blanchard notes that for a manager to be perceived as a positive manager, their positive interactions must far outweigh their negative interactions.

The key to making peace with quirky progress lies in understanding non-consecutive successes.

Feelings are not facts, but they can help inform future actions when handled appropriately.

Successful leaders know that the only way to win an argument is to never have one.

Our desire to do more faster has driven us to extremes in the world of mechanical and automated processes. It’s only natural that we look to better ourselves as operators, but new research tells us that we’ve fooled ourselves with the entire concept of multi-tasking.