As a leader, just because you have the authority to make a decision doesn't mean you should always be the one making it. A good manager allows subordinates to make choices and assume responsibility.

Bringing in new talent is an essential part of building a business that endures. So, why are so many managers content to tolerate a hiring process that drives talented individuals away?

Contingency planning always seems theoretical...until it isn't. Planning for the unexpected can prepare you to serve customers well in times of crisis.

Eras come and go, but the ongoing investments in developing, empowering, leading and retaining superior personnel will remain the highest priority of top-performing financial institutions.

Effective coaches understand that the same message, delivered at different points in an employee's career, can resonate in new ways as they gain insight and experience.

Branches won't succeed without significant investment in mobile and in-branch technology; but failing to invest in bankers themselves is just as big a problem.

Managers often find themselves frustrated that their expectations aren't being met. Instead of assuming the worst about employees, first ask yourself whether you have clearly expressed what you want from your team.

Many banks could benefit greatly from overhauling their internal culture when it comes to meetings. Both performance and morale stand to benefit.

Organizations that emphasize not just coaching but the importance of remaining coachable, tend to develop more talented and engaged teams.

Understanding how a new generation of employees learn and retain information is key to a successful talent development program.