Items Tagged with 'BAI2013'

ARTICLES

Gladwell: Innovation Rewards Patience, Not Haste

There are two types of innovators: conceptual and experimental.
November 11, 2013
'The innovation race is not to the swift; the innovation race is to the patient,' the noted author says.
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BAI Retail Delivery 2013

Scenes from the BAI Retail Delivery Conference

A photographic look at the event in Denver.
November 8, 2013
The conference aims to offers powerful ideas and insights for the world of retail banking.
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BAI Retail Delivery 2013

Want to Collaborate More? Try 'Radical Collaboration'

But prepare to be a little uncomfortable.
November 8, 2013
It's a four-step process, says Matt Krogstad, VP and head of mobile at Bank of the West in Denver.
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BAI Retail Delivery 2013

Former Walmart CEO Assesses Banking, Rips Political Climate

The poorest consumers shouldn't bear the brunt of fees, Lee Scott says.
November 7, 2013
'One of the strangest things about financial services in the U.S. is that poorer people often pay more.'
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BAI Retail Delivery 2013

Growing Business Loans After the Recession

A five-step approach for making more small-business loans.
November 7, 2013
'Bankers spend too much time at their desks and not enough time out with their small-business accounts.'
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BAI Retail Delivery 2013

Innovation Often Happens at 'the Click Moment'

Business success can be random and serendipitous.
November 7, 2013
'The purpose of strategy is to convince ourselves to act,' says Frans Johansson, author and CEO of The Medici Group.
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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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