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TTG|Align provides advisory in critical areas of talent management, including talent attraction, leadership development, engagement & retention, and succession planning.
In recent years, the financial services industry has been disrupted by changing economic landscapes, widespread consolidation, and game-changing financial technology. Dollars must be spent wisely, as optimized returns and lower efficiency ratios are paramount. In almost every situation, the true key to profitability and sustainability begins and ends with a better understanding of the current and future talent pool, particularly in the area of core competencies. |
Financial institutions have the power to stay relevant |
Succession Planning
Over 70% of financial institutions have not effectively addressed the issue of succession, with most facing an aging talent base and large gaps in competencies at junior levels. All organizations turn over sooner or later at all levels and need to have succession plans in place, to avoid disruptions or takeovers.
Leadership Development
Fortifying the bank's bench is a critical initiative. By identifying future leaders' development needs, longer-term strategies can be executed and the next generation of bank executives can be cultivated.
Talent Attraction
To compete effectively, banks must win the battle for talent. With millennials more interested in technology than community banking, the talent pool is smaller than ever and the competition fiercer.
Engagement and Retention
Engaged employees are the backbone of your organization. They are your culture carriers and future leaders. They drive productivity, net income, gross profit and lowered efficiency ratios. Best of all, they stick around.
Over 70% of financial institutions have not effectively addressed the issue of succession, with most facing an aging talent base and large gaps in competencies at junior levels. All organizations turn over sooner or later at all levels and need to have succession plans in place, to avoid disruptions or takeovers.
- We begin by specifying which roles in your organization require such plans, based on your strategy and culture. These plans outline process, timeframes, competencies, succession targets, and transition procedures.
Leadership Development
Fortifying the bank's bench is a critical initiative. By identifying future leaders' development needs, longer-term strategies can be executed and the next generation of bank executives can be cultivated.
- By assessing your high-potentials' competencies and linking them to strategic objectives, we are able to create more personalized growth plans that include training, mentorship and planned leadership experiences.
Talent Attraction
To compete effectively, banks must win the battle for talent. With millennials more interested in technology than community banking, the talent pool is smaller than ever and the competition fiercer.
- We help you to develop a recruitment strategy informed by best practices that addresses your workforce planning issues, including an employment brand that resonates with entry-level talent to senior executives.
Engagement and Retention
Engaged employees are the backbone of your organization. They are your culture carriers and future leaders. They drive productivity, net income, gross profit and lowered efficiency ratios. Best of all, they stick around.
- We examine your incumbents' socialization, communication, communication, training and development, work/life balance and reward. Where there are issues, we make recommendations based on best practices.
