Profile of a Leader

Posted by Don Woodland on Mar 10, 2016 2:16:16 PM

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Bankers enrolled in the have been identified by the senior management of Graduate School of Banking their banks as individuals capable of assuming additional managerial responsibilities in the organization, and senior management thinks that investing in the student’s professional education is a sound investment for the bank.

The policies and procedures used by banks to identify candidates for future professional development vary widely but it is possible to focus on several characteristics that future leaders share.  The candidates have significant experience in working in the bank which has given senior management the opportunity to appraise their potential for assuming greater responsibility.  About 60% of the bankers have over six years of experience and about one-fifth have over fifteen years on the job.  The age of the leaders, of course, is coordinated with their experience and almost two-thirds fall into the 30-40 age bracket.

Academic education is also an important element defining the potential leader’s profile.  Almost two-thirds hold bachelor degrees and about one-fourth hold masters degrees.

Thus, the profile of a potential leader indicates that the individual has significant experience in the financial sector, has performed his duties and responsibilities efficiently, and has the educational background upon which to build the skills necessary for future leadership.

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Tags: Leadership

How to Develop Young Bankers for Future Leadership within your Bank

Posted by Don Woodland on Mar 24, 2014 2:34:00 PM

senior exec with junior execExecutives know better than anyone in the banking world of the difficulties of implementing the new regulatory mandates, discovering new growth sectors while maintaining current revenue streams, and managing the people in the bank. Without a finger on the pulse of all of these, a bank can lose in the end.  As an executive in this ever-changing banking environment, making the time to identify and develop future top-level bankers or find your latent up-and-comers may not be the most pressing task on your day-to-day list of things that keep your bank running.  But, it should be.  

Selecting and educating the future leaders in your bank is one of the most critical responsibilities of senior bank management.  The Graduate School of Banking at Louisiana State University has for 65 years provided the professional education essential to the successful bank manager.  Oftentimes, executive leadership can identify several rising stars, but there are always latent ones too.  It may require asking your younger bankers of their interest in continued development and plans to grown in the bank.  The answers may surprise you.

"The best companies for developing leaders recognize the value of strong leadership in both the good times and the bad," says John Larrere, principal of Hay Group's leadership and talent practice.  Many of the companies with the happiest employees are the ones that see the value in developing future leaders whether through modifying current behaviors to fit into the company’s future or through preparing their high-value successors for integral placements later.  Offering career advancement programs to employees has been identified as one of the key indices to having happy and loyal employees.

Placing high potential future banking executives at the Graduate School of Banking at LSU, can prime them for the tasks and responsibilities required of leaders in your bank.  The courses are structured around real-world banking issues and taught by top industry experts.  The banking simulation will last the full three-years of their education with the school and might provide your bank with some new and undiscovered data. Data that can be implemented into the fabric of your banks operationsThe 2014 course catalog can be viewed here.

Enroll your future leaders in the 65th Session of the Graduate School of Banking at LSU.  Placing them in the 3 year program will ensure that you have developed them in fields beyond their current experience and knowledge base. The Graduate School of Banking at LSU primes your junior bankers for their professional futures at the next level in the bank.    So, make certain that they schedule out time for the 2014 session for the dates of May 25 – June 6, 2014 and get their application in to GSBLSU.   The deadline for enrollment is April 18, 2014, so there is not very much time to register.

Bankers/applicants must be officers (or employees performing officer functions) and have a minimum of three years of experience as an officer. An applicant who is not an officer but who is performing officer functions must include, with an application and non-refundable fee, a letter from the chief executive officer of the bank describing duties and responsibilities. Applicants from state and federal supervisory agencies should have a minimum of five years of experience in bank supervision and banking.

Our online application can be accessed here.

 Call upon the School for this service which is critical to your continued success.

The 65th Session of Graduate School of Banking at LSU is May 25 – June 6, 2014.

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Tags: Graduate School Options, Leadership

5 Leadership Qualities To Develop For The Future

Posted by Don Woodland on Dec 27, 2012 10:12:00 AM

Banking Industry Leaders

Like most industries today, the banking industry is experiencing seismic shifts in the consumer demands and expectations.  Customer behavior, technology, and competition are all in transition.  The most challenging part of these changes is that they are all happening at the same time.  Whether it’s the change to regulations or the swift demand in technological advancements, the banking sector is faced with huge challenges all at once.

  
The bank leaders of today and tomorrow must think through these growing challenges.  It will be the progressive and successful executive who will look at these encounters as being interconnected, as opposed to viewing them as silos. For example, innovative products in the industry may often times be developed as a result of customer expectation.  However, there are also times when similar products are developed in response to changes in the regulatory environment.  Either way, these developments and innovations create a cycle of cause and effect. 

The new leaders of the banking industry will embrace these changes and innovations with the realization and understanding of how these changes and developments are all inter-connected. 

GSBLSU has assembled the leadership qualities required for being a successful leader in the banking industry of tomorrow.  The listed traits are certainly not a list of everything it will take to be an effective top manager in the banking industry, but it is surely a good start. 

  1. Vision - Over the last several years, studies (Booz & Co 2008 and Harvard Business Review 2006) indicate that 40 percent of management don’t trust their senior leadership, don’t believe leadership has a credible plan and don’t have the confidence in leadership’s ability to carry out a plan. A leader of tomorrow will find a way to articulate their vision and gain support for this vision amongst the team.  A vision can only come alive if people are willing to voluntarily commit to this vision, normally because there is a compelling opportunity to fulfill a personnel concern. 
  2. Authentic Leadership and Values – True leaders work hard to understand and evaluate themselves. They seek honest feedback from their team and are mindful of their weaknesses.  This fosters trust, develops relationships and drives results.
  3. Ability to Adapt to Change – As we discussed above, the banking industry is changing at an extremely fast pace.  Having the strategic flexibility to adapt and change mid-course is an extremely attractive trait today.  Leaders in the banking industry need to constantly be monitoring and reviewing products and programs, new technologies, and their market positioning to make sure their particular bank is not stuck in a rut.
  4. Networking and Communicating - Effective use of informal networks to understand people’s true perceptions can help leaders of tomorrow.  A good understanding of how innovation occurs can help boost performance and reduce inefficiencies. By developing informal social circles, customer relationships and networking groups, a core understanding of the industry will be developed.
  5. Preparation and Risk Management – All too often employees fail to communicate the potential of risk due to fear of “rocking the boat”.  It is imperative that risk management is implemented by the leaders of tomorrow, so that everyone on the team is prepared for any unforeseen crisis.  An open and progressive culture and attitude towards any risk or potential crisis will help prepare the organization for any change in the industry.

With the myriad of complexities that exist in the banking field today, the aforementioned qualities are some of the many qualities that leaders will need to develop in order to lead their respective banks in the future. 

 
At GSBLSU, our experienced faculty and real day teaching philosophy helps to prepare the banking leaders of tomorrow.  In addition, the bank study projects provide and test the banking students on the necessary discipline and aptitude needed to be a leader of tomorrow. 


If you are interested in becoming a leader in the banking industry, please click here to contact us.  Or, if you know you are ready to take the first step toward becoming a top level officer in your bank, please click here to be taken to the application page.

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Tags: Leadership