DISCOVER OUR EXPERTISE

PCI Performance Management is passionate about community banking! Our mission is to offer key insights and tools to drive executives to the next level. We approach each of our clients with fresh eyes to develop customized, unique strategies.​

Are you ready to set your business on the path to success? Let’s connect and take your organization to the next level.

Business Meeting

STRATEGIC PLANNING
DEVELOP THE BLUEPRINT

Smart bankers recognize that strategic planning is a critical activity for their bank. This is the process where senior executives, shareholders, and board members discuss the current state of affairs and lay out a road map for the future of the bank.

While regulators are increasingly demanding that community banks have a strategic plan, it serves to create a unified vision for the bank’s goals and is an excellent tool to help communicate these goals to staff. 

​The purpose of strategic planning at the board of director level is to set the overall direction for the bank over a broad time horizon. The board will examine the bank, the banking environment and the future of banking from the 30,000-foot level.  The board does not govern daily banking activities.  Their function is to set the direction for the bank and to monitor its progress.

TACTICAL PLANNING
DEVELOP THE ROADMAP

To bridge from strategy development to implementation requires the involvement of management to identify the who, what, when and how achieving the strategic goals established by the board. 

The strategic planning meeting with the board should be followed by a senior management and department head meeting that takes the board’s vision and builds tactical plans to achieve the goals that have been set.  

Specific goals for loan growth, fee income, efficiency, new products, market penetration, organizational changes, and staffing needs are addressed and developed into tactical action plans. 

From vision to tactical plans, PCI begins the process with your executive team, its board of directors and shareholders to define the 30,000-foot view of our organization’s strategy. From there, the tactical and project planning phase begins, drawing upon the insights and subject-matter expertise needed to frame up the milestones needed to achieve results.

Ready to take your vision and turn it into a reality, minus the delays and disconnects along the way?

 

Let’s start the conversation today to see how PCI’s approach can position your leadership team for success.

Business Meeting

PROJECT MANAGEMENT
IMPLEMENT WITH SUCCESS

As community banking continues to become more complex, the need for a formal project planning process becomes critical.

Most importantly, a good project plan will help defined all affected support staff to understand the expected results of the project, the timeline, and their part in the over project.

Defining key milestones, handoffs and communicating between departments is a critical component to the project planning process, as well as the impact to employee training and development to ensure successful implementation.

Ready to enhance how your leadership team approaches the project management process?

 

PCI can assist your department heads, leaders and subject matter experts in a project management process that runs smoothly and effectively bank wide. Let’s start the conversation today!

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ORGANIZATIONAL ALIGNMENT
THE RIGHT WORK ON THE RIGHT DESK

Organizational alignment is about empowering employees to make decisions. Organization alignment also provides greater clarity around decision making, handoffs between departments and teams, as well as scope of authority needed based upon responsibility level.

Alignment starts at the top yet is critical throughout all levels.

Do you have the right jobs on the right desks? The right number of people with the right skills? Ready to take a hard look at department specific bench-strength and skill gaps? This includes updates to key positions, levels of authority, changes to responsibility levels and the skills needed to thrive in our current banking environment.

PCI works with your leadership teams to tackle key issues such as succession planning, bench strength, skill gaps and tactical approaches needed to attract and retain key talent within your organization.

Let’s start the conversation today!

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PERFORMANCE MANAGEMENT
FOUNDATION FOR EMPLOYEE DEVELOPMENT

Performance management is defined as the process of continuous communication and feedback between a manager and employee towards the achievement of organizational objectives.

The ultimate goal of performance management is to improve the quality of work in the most efficient and effective manner possible.​​ The foundation of performance management includes many elements including the following:

  • Job Accountabilities & Goal Setting

  • Performance Measures & Metrics

  • Employee Evaluations

  • Employee Coaching / Mentoring

  • Leadership Development

  • Developing Bench Strength

  • Employee Recognition

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EXECUTIVE COACHING
LEADERSHIP RESOURSES

Executive coaches provide a confidential and supportive sounding board for their clients. They ask questions, challenge assumptions, help provide clarity, provide resources, and yes, sometimes, with permission, provide advice. They often administer and help interpret 360-degree and behavioral assessments, conduct confidential interviews to help a client gain self-awareness, and establish development goals.

In many cases, executive coaching provides the framework to assist organizational leader in enhancing their own leadership and communication style. As we all know, effective management is the key to a productive, efficient workplace. With appropriate leadership, employees are motivated to do their best work. They will be enthusiastic about their customers, coworkers, you and themselves. In many organizations this helps them become the employer of choice within their communities. 

PCI’s executive coaches are here to provide you with resources and insight to guide your leadership approach in key areas critical to your professional development and organizational goals.

Design Studio

PRODUCTIVITY STAFF MODEL
DEVELOP THE MODEL

In today’s environment, productivity and efficiency are key to a successful bank’s profitability.  A critical element to efficiency and productivity is the number of staff needed for the bank In today’s environment, the high cost of doing business demands that a bank utilizes staff effectively.

For a bank to fully understand its staffing needs, it is no longer sufficient to just examine assets/employee. A more in-depth look at several aspects of the bank must be completed which will provide an ability to review staffing.

Often community bank have employees who “wear a lot of hand” and are responsible for several key functions, making a 1:1 comparison to peer data almost meaningless, if not arbitrary. While this process my seem daunting, and require data that may take time to gather, PCI can take the pain out of this process and provide organizations with a meaningful staff model.

Don’t let this process overwhelm you, PCI’s model allows for leadership and Human Resource managers to take their staff modeling discussions from theory-and-concept to something based on real bank data and the complexities of your organization.

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OPERATIONS & WORKFLOW
EFFICIENCY ASSESSMENTS

An operations assessment is an in-depth look at your bank’s operations and will analyze the effectiveness of several areas of operations performance. It will provide a “new look” at your overall bank operations.

The assessment consists of:

  • A review of the organization, functions performed, and job descriptions

  • An onsite review of key operating processes, procedures and workflow

  • Onsite interviews with a cross-section of employees

  • Review of current utilization of technology and the need for enhancements

Another aspect of our site assessments will look at current workflow conditions, and identify ways to help fully utilize technology and streamline areas of redundancy.

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ERM Audit & Compliance
Foundation for Risk-based Control

Enterprise Risk Management (ERM) is the umbrella for managing risk and includes:

  • Credit

  • Liquidity

  • Strategic / Business / Reputation

  • Market

  • Operations

  • Compliance / Legal / Regulatory

  • Financial

  • Capital Adequacy

The Board of Directors is ultimately responsible for overall bank governance, which includes setting risk tolerances that the bank should be willing to take.

Their primary contact for understanding, setting, and testing risk is the ERM Audit committee.

RETAIL DELIVERY
THE CUSTOMER EXPERIENCE 

Now, more than ever, community banks must design and implement a retail strategy to meet the changing demands in customer expectations and behavior.  The playing field is drastically different from only a few years ago.

Customers are coming into the bank less than in previous years. Many community banks are experiencing up to a 30% drop in lobby traffic over the past three years, and most see that trend continuing as customers have adopted mobile and online approaches to their banking needs.

Community banks’ internal technology has revolutionized a bank’s ability to provide efficient delivery of retail products. This technology has allowed banks to profile a customer and cross-sell at the point of sale. This is critical for deepening customer relationships and to enhancing the customer experience.

Is your retail team stepping up to meet the changing needs of this industry?  Are your retail bankers cross-trained to fully maximize this particular staff model, while also not losing it customer experience?

Through PCI’s experience, we’ve helped community banks position their retail department for the changing and future needs of this customer-facing segment.  While not all community banks are fast followers with various Fintech applications, there are effective ways to complete with the retail banking technology your bank already owns. Ensuring retail employees have the depth of knowledge to deepen the customer experience is another critical element to maximize your retail delivery. 

Let’s start the conversation today to level up your retail banking game!

Business Partners

SUCCESSION PLANNING
TRANSITION WITH CONFIDENCE 

From the work PCI has done over the years, from large community banks to small family run community bank, creating a smooth and clearly communicated succession plan often remains a challenge.  As many senior leaders are looking to retire, does your bank have a clearly defined process for Human Resources and in affected department managers to mentor, cultivate and identify next generation leaders? To grow your own next generation leaders takes time, resources, and a high level of communication along the way.

Is your leadership team ready and equip to identify and develop your organizations succession planning needs?

Key elements include:

  • Clear professional development and career paths within the organization.

  • Employee mentoring, development, and feedback on their professional aspirations.

  • Skill gap identification and development.

  • Identified opportunities for leadership development, training, and continuing education.

  • Clear approach to department benchstrenth and skills needed to for future growth.

  • Role of Human Resources in coordinating such efforts with your department managers and senior leaders

For managers and employers, it’s a proactive measure that gives them an alignment of talent development with the company’s future leadership needs. It’s a strategy for identifying and developing future leaders at your company, at all levels. They make sure the business is prepared for all contingencies by identifying and training high-potential workers for advancement into key roles.

PCI has assisted my C-Suite managers, CEOs with their bank’s unique succession planning process. While succession planning is critical, it doesn’t need to become an organizational crisis or a mis-managed event. 

PCI’s expertise will assist in a smooth process that creates higher rates of employee motivation, engagement, and retention.

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EVERYTHING DiSC 363® 
FOR LEADERS, PRESIDENTS, AND EXECUTIVES 

Everything DiSC 363® for Leaders combines the best of 360-degree feedback with the simplicity and power of DiSC®, plus three strategies to put into action immediately.

It uses clear visuals and a conversational narrative style to interpret and explain the data, making the report easy to understand and use.

Whether an emerging high potential or an experienced executive, participants incorporate critical feedback from direct reports, peers, and bosses into a development plan that is both productive and satisfying, ultimately elevating leadership effectiveness.

PCI provides assessments for your bank’s key positions including:

  • Board of Directors

  • CEO/President

  • Executive Team

  • Managers with leadership potential

We provide a clear overview of what the expectations are for the process, including how the feedback will be used to constructively discuss both strengths and weaknesses of the individual and link to any potential coaching or professional development goals.