the banking code the...leaning digital architecture that drives an agile work environment ɳ...
TRANSCRIPT
The Banking CODESolutions for competing in
an evolving marketplace
2
Introduction – understanding the drivers of change
Accelerating change
We are seeing explosive growth in the emergence of new technology disruptors impacting financial services. The challenge C-suites face is to successfully manage their business through these unprecedented rates of change.
However, the pace of transformation in banking today is not nearly fast enough to survive. By the time banks realize what is pertinent, it was pertinent.
The hindrance is that a bank’s ability to transform evolves in a linear manner, while the number and complexity of disruptive events is increasing exponentially.
Transformation lag
While institutions can adapt to change, current structures and strategies in large institutions create a significant lag between disruption and transformation.
Technology eras characterized by exponential growth and connectivity
Two-speed change cycles in digital competition
Distributed mainframes
Terminals
Core computing
1970 1980 1990 2000 2010 2020
Technology Core
Technology Collaboration
DigitalTechnology Enablement
Technology Engagement
Exponential
PC revolution
Network computing
Relational databases
Client-server applications
Mobile
Cloud computing
Big data
Analytics
Social media
Wearables
Office computing
Mini computers
Word processing
Spreadsheets
Home computing
Internet revolution
Browser wars
Customer engagement
Intranet applications
Broadband
Artificial intelligence
Sensing
Home automation
Digital cars
Blockchain
Quantum computing
3D printing/manufacturing
IoT
Speed 1: Disruptive growth options outside the core
Disruptive Transformation
Speed 2: Transformation of the core
Source: Adapted from “Big Bank Disruption: Strategy in the Age of Devastating Innovation,” by Larry Downes and Paul Nunes, 2014 ©August 2015 The Financial Brand.
Source: Adapted from “Putting digital to work” by Rob Collie ©October 2017, Deloitte
Exponential growth in complexity and connectivity
3
29%16%8%
Deposits
Payments
Credit Cards
Current AccountMortgage
Asset Management
Consumer Credit
79%
17%
83%
25%
revenues at risk (4.1% of total retail banking revenues)
revenues at risk (4.1% of total retail banking revenues)
revenues at risk (4.1% of total retail banking revenues)
Assess the impact to your business
Assess your response
Source: FDIC.
Source: FDIC.
Risk from competition is everywhere
Digital competitors in this environment put significant pressure on revenue – and they are successfully competing in the typical strongholds of banks.
32% of banking revenues will be at risk by 2020.
Banking’s response
The main challenge for banks is to become frictionless digital companies that provide banking services versus utility providers offering banking accounts, treasury services, and commercial loans. Artificial intelligence, machine learning, and the automation of processes are more than a next-generation strategy – they are the current state of competition and the keys to a bank’s very survival.
“The future of finance is an ever increasingly converged ecosystem where consumer and small and medium enterprise (SME) financial services are provided by banks and by platform companies with roots in e-commerce and social media. For an incumbent bank to evolve into the new landscape will require: (1) senior leadership teams to be focused on digital transformation; (2) relatively simpler business mix by geography and products; and (3) the cushion of better existing financial returns that allows management to divert their attention from near-term firefighting.”
Bank of the Future – Citi (March 2018)
revenues at risk (13.7% of total retail banking revenues)
revenues at risk (4.1% of total retail banking revenues)
revenues at risk (3.4% of total retail banking revenues)
revenues at risk (2.6% of total retail banking revenues)
4
Solving the Banking CODE
A roadmap for modernization
If the need to transform is no surprise to executives in the banking C-Suite, why is there a constant struggle to move the needle on some of even the most seemingly simplistic changes necessary to establish and execute a converged ecosystem? We believe the answers lie in the inherent challenge in transforming banking’s existing business model, organizational structure, culture, and technology infrastructure.
In order for banks to thrive, we see the need to focus on four core areas – Customer Experience, Organizational Design, and Diversified Talent, all supported by a next-generation Ecosystem.
The ability to solve this CODE is in the hands of the C-Suite executives and their one- and two-down teams. Banking’s senior leaders must possess a variety of technical skills complemented with personal drive and political fortitude in order to guide their banks through continuous innovation and disruption.
All four action areas are interconnected, requiring a commitment to aggressive strategies that involve more than increases in funding and agile development. It will take the soft skills of leadership to break down silos and create clear ownership of decisions accompanied by a culture of speed and true accountability for results – all focused on the end game of becoming an organization obsessed with the customer experience.
C
D
O
E
Customer Experience
Diversified Talent
Ecosystem
Organizational Design
4
5
CChallenges
Customers are not at the top of the pyramid in a traditional bank. They are instead at the end of a product and service development lifecycle that, by its very nature, compromises customer experience.
Customers’ expectations keep rising as they grow accustomed to simple and convenient digital channels.
However, banks still have a competitive advantage in consumer trust.
Customer Experience
Manufactured productsChecking accounts, credit
cards, mortgages, auto and home loans
The customerDefines their own experience with real-time “I want to” expectations
Branch, contact center, digital channel
Product and customers intersect here; connectivity
between channels intermittent, experience
secondary to transaction
Frictionless distributionTruly integrated customer touchpoints with seamless interaction; experience is the lead
The customerExperience is pre-defined by
the bank, the product and the distribution channel
Customized productsTailored products based on real-time customer needs as defined by usage, behaviors and expectations
PRODUCT-LED
US RESPONDENTS WHO AGREE
WHICH COMPANIES WOULD YOU TRUST WITH YOUR MONEY?
CUSTOMER-DRIVEN
Use voice assistants on phone already
More trust Less trustPrimary Bank
Banks in general
Use voice assistants at home already27%
of customers18% of customers
Source: Bain & Company.
Source: Adapted from “Evolving The Customer Experience in Banking: ‘Alexa, Move My Bank Accounts to…,” by Gerard du Toit & Maureen Burns, 2017 ©2017 Bain & Company, Inc.
6
Readiness
Solutions
Assessing your readiness
Moving to a customer-centric model can be a significant and complex undertaking. A clear understanding of the bank’s readiness for such a transition can help it successfully navigate its way through.
Design around episodes
Ensure your universe revolves around the “I want to…”.
For instance – “…open an account”
Branches are key to a successfully integrated frictionless experience
According to the J.D. Power 2018 U.S. Retail Banking Satisfaction Study, 28% of retail bank customers are now digital-only, but they are the least satisfied. Leveraging branches in combination with contact centers and digital apps is the key to delivering a banking experience that should maximize customer loyalty.
Do we have a clear roadmap for the journey towards a customer-centric organization?
Are we making leadership across the bank aware that this is a strategic imperative?
Are we focused on rigorously identifying and removing barriers to change?
Have we communicated an energizing vision of change (and success) to the organization?
ɳ Evaluate my options ɳ Apply to open an account ɳ Receive approval or rejection
ɳ Get ready to use my account ɳ Register for and receive digital access ɳ Receive and activate my debit card
HIGHEST SATISFACTION Branch-dependent digital customers used the branch two or more times in the past three months and also used online or mobile banking
MIDDLE GROUND Digital-centric branch-using customers who used the branch once in the past three months and used online or mobile banking LOWEST SATISFACTION Retail bank customers who exclusively used online or mobile banking channels during the past three months
823/ 1000
808/ 1000
791/ 1000
Join and onboard
Move/ manage money
Pay for things
Own a homeBorrow Invest Resolve
an issue
Source: Bain/Research Now Customer Loyalty in Retail Banking Survey, 2017.
Open an account Get a credit card Manage my profile and preferences
7
Ask the tough questions
How do you measure customer experience? What are the methodologies and are they being implemented everywhere?
How do you ensure all channels are actively identifying the “next best action” and then, seamlessly, optimize that journey?
Data & analytics are table stakes; how are you using D&A to predict and enhance needs before your customer asks, thus enhancing the experience and increasing loyalty (i.e., highly personalized experiences). How well do you anticipate vs. serve, react?
Ask your CDO – is your digital engagement strategy truly focused on experience enhancement vs. cost reduction?
Do you have an enterprise-wide CX lead who is responsible for the creation and execution of a holistic strategy?
If not, do you act together on a clear understanding of how your separate CX leads interconnect with each other and their support partners in marketing, technology, data & analytics, product development, and distribution?
US banking providers with a defined customer experience program
Overall
Credit Union
Community Bank
Yes No Unsure
Regional Bank
Large National Bank
37%
16%
50%
55%
27%
54%
77%
39%
37%
59%
9%
7%
11%
8%
14%
Source: Adapted from “Banking Needs a Customer Experience Wake-Up Call,” by Jim Marous, 2017 ©2018 The Financial Brand
Organizational Design
Challenges
8
O
Growth brings complexity
Traditional banking structures have evolved organically as the bank has grown – and are not conducive to efficiency, agile innovation, and a frictionless customer experience.
The Bank of Today ɳ Digital is layered and distributed independently across different functional departments ɳ Siloed nature makes uniform delivery and experience nearly impossible, frustrating customers ɳ Ad hoc digital solutions provide quick fixes, but this structure inherently blocks holistic progress around
frictionless experiences
CEO
Retail
Distribution
DigitalTeam
Digital
DigitalTeam
Lending
DigitalTeam
Mortgage
DigitalTeam
Product
DigitalTeam
DigitalTeam
Digital Technology
Lead
Data & Analytics
CIO CFO CRO COO Wholesale
CMO
Digital Marketing
Lead
9
Tear down to build up
Dismantle traditional hierarchical infrastructure; redesign to improve the customer experience, improve efficiency and allocate work based on interconnected and flexible executive teams. This will allow for a more agile, customer-focused approach.
The Goal
Design episodes through small, cross-functional teams that own and improve each individual episode. Use Agile methods to determine product/service, gather and bake feedback from customers into newer versions, then execute across the enterprise.
Solutions
The Bank of Tomorrow ɳ This structure inherently redefines legacy organizations as a forward-
leaning digital architecture that drives an agile work environment ɳ All-in-one digital; eliminate any friction and design an organization that
is digitally ubiquitous ɳ Product development and distribution outcomes ensure seamless
experiences across all touchpoints
CEO
CMO CIO CFO CRO COOWholesaleChief Digital
& Banking Officer
Distribution Strategy
Technology Payments
ProductUser
Experience/ Design
Marketing Data & Analytics
Operations
10
Ask the tough questions
Can you identify areas where sacrosanct organizational designs are in the way of efficiency gains, customer experience, and/or role clarity/decision rights?
Is your company building a culture that fosters an allocation of work based on interconnected and flexible executive teams that enable an agile, customer-focused approach?
What roles are repetitive throughout your organization? Do they need to exist? Why are they there – tradition, longevity, “culture” reasons?
10
11
D Diversified Talent
Challenges
Executive talent is heavily skewed toward traditional veteran bankers with limited diversity in race, gender, and experience
Lack of diversity affects all functions and outputs
The direction and culture set from the top affect product development, distribution and marketing, all of which intersect with the overall customer experience.
Average Tenure – Consumer Banking Lead
Consumer & Distribution Lead
Marketing Digital
Product
Diversified talent represents race, gender, and experience
22 years
28 years
Average Tenure – Distribution Lead
ɳ Social media ɳ App-led acquisition ɳ Chatbots & AI
ɳ Frictionless ɳ Real-time ɳ Experience-led
ɳ Pure ominchannel ɳ Discovery/design/delivery ɳ Compliance
28% 12% 57%Percentage of Diversity
across Consumer C- Suite (one down)
Percentage of Diversity across Wholesale C-
Suite (one down)
Percentage of your peers who feel they do not have
the “right people” to deliver digital
Customer Experience
12
Solutions
ɳ Companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians. Companies in the top quartile for gender diversity are 15% more likely to have financial returns above their respective national industry medians. (McKinsey1)
ɳ Companies with the most women board directors outperformed those with the least on return on sales by 16% and return on invested capital by 26%. (Catalyst2)
ɳ When employees feel part of a diverse and inclusive workforce, turnover decreases by up to 20% and employee effort increases 12%. (CEB3)
ɳ Employees with the highest level of engagement perform 20% better and are 87% less likely to leave the organization. (Diversity Inc.4)
ɳ By the year 2050, there will no longer be a clear racial or ethnic majority in America. And over the next 40 years, immigrants and their children will account for 83% of workforce growth in the US. (Center for American Progress5)
ɳ 80% improvement in business performance among firms with high diversity levels (Deloitte6)
ɳ Work teams with high levels of inclusion outperform others by 8:1. (Deloitte7)
ɳ 70% higher likelihood of capturing a new market among firms with high gender and ethnic diversity (HBR8)
ɳ Employees in a “speak up” culture are 3.5 times more likely to contribute their full innovative potential. (HBR9)
ɳ Investors would have been better off, on average, investing in companies with women on their management boards than in those without. (Credit Suisse10)
Grow the bottom line
Stay competitive
Attract and retain the
best talent
Capture new opportunity
Ensure a sustainable
workforce
Create investor value
1 Adapted from “Why Diversity Matters,” by Vivian Hunt, Dennis Layton & Sara Prince, 20152 Adapted from “Why Diversity Matters,” 2013 ©2013 Catalyst3 Adapted from “Creating Competitive Advantage Through Workforce Diversity,” 2012 ©2012 The Corporate Executive Board Company4 Adapted from “Driving Performance and Retention Through Employee Engagement,” 2004 ©2004 Corporate Executive Board5 Adapted from “The State of Diversity in Today’s Workforce,” by Crosby Burns, Kimberly Barton, & Sophia Kerby, 2012 6 Adapted from “Waiter, is that inclusion in my soup? A new recipe to improve business performance,” by Giam Swiegers & Karen Toohey, 2013 © 2013 Deloitte7 Adapted from “The Rise of the Social Enterprise,” 2018 ©2018 Deloitte Global Human Capital Trends8 Adapted from “How Diversity Can Drive Innovation,” by Sylvia Ann Hewlett, Melinda Marshall & Laura Sherbin, 2013 ©2013 Harvard Business Review9 Adapted from “How Diversity Can Drive Innovation,” by Sylvia Ann Hewlett, Melinda Marshall & Laura Sherbin, 2013 ©2013 Harvard Business Review10 Adapted from “Higher Returns with Women in Decision-Making Positions,” by Mark Misercola, 2016 ©2016 Credit Suisse Group AG
13
Ask the tough questions
Are your talent acquisition team and their LOB partners forcing square pegs of desired, transformational talent into the round holes of vertically-aligned, product-driven organizations? Is the right talent interested in these roles?
Do your teams aggressively pursue non-traditional routes for ensuring top diverse talent is spread throughout the organization? When diverse talent is identified, is there a process and openness to cross pollinating and/or ability to combine/develop roles?
Who is responsible for designing the position profiles and the initial screen? What methodologies are being used to ensure executive talent is being evaluated against competencies relevant for tomorrow’s challenges?
Is compensation adjusting appropriately to the market for data & analytics, AI, and digital? How handcuffed is your team re: compensation compression and legacy banding/grading as you look to acquire top talent?
14
EcosystemE
Challenges Solutions
Hurdles in your ecosystem
The solutions to the first three challenges – Customer Experience, Organizational Design, & Diversified Talent – will fall apart without an enterprise-wide ecosystem to support their growth. Gartner’s Financial Services Innovation Survey found:
Banks still possess the size and scope, resources, funding, and customer base to attract top leaders in all businesses and functional support roles.
So why is it such a challenge to build a world-class ecosystem?
Agile is a philosophy, not a buzzword. Lead from the top by increasing the speed of decisions. Fear of failure is paralyzing – challenge senior teams to redefine processes
Expand employee footprints in geographies where talent resides, offer sabbaticals/community service at 5/10/15 etc., redesign talent acquisition to identify talent vs. spec
Be brave – kill the matrix and replace it with clear channels of decision making and accountability
Agile development, continual investment in training (Stanford D School, IDEO), aggressive external partnerships
Update the Board with skills that meet the needs of the future that are on your doorstep today – e.g., AI, ML, and Information Security. Push beyond the comfort zone
Break traditional HR molds, focus on teammate experience, cross-train business leaders through HR roles, insist on continually updated LD/OD & succession plans
Decisions take too long; agile is a catchphrase, not a
cultural philosophy
Inflexible hiring/retention strategies; expanded work
locations
An outdated Board unable to challenge and ask the right
questions
Human Resources that is transactional vs. strategic
Lack of role clarity that leads to competing agendas, mainly
from a matrixed model
Technology unwilling or unable to partner and afraid
to fail
The biggest threats to innovation are internal politics and an inflexible organizational culture that does not accept failure or ideas from outside.
Gartner
Ecosystem Challenges Ecosystem Solutions
Source: “Transforming Consumer Banking Structures and Talent for a Digital World,” by Robert Voth, Mina Ames, Chris Davis, Jane Bird & Thomas Kleyn, 2017
15
Ask the tough questions
How successful have you been in creating an ecosystem of lower acquisition/servicing costs and high customer advocacy within your digital channels? Seamless transactions lead to higher usage, leading to reduction in cost and volume across the branch and contact center, allowing reinvestment to further improve digital offers that allow your field to focus on problem resolution.
What is the pace of movement towards an open banking model? Leveraging your core operating infrastructure as an asset – reused, shared, monetized through APIs – will help you outpace your peers and even compete with European banks.
Have you baked cybersecurity into every aspect of change, from legacy systems to new technologies?
Is your diversity diversified? A focus on gender and race diversity only is myopic and, as such, misses opportunities to bring in talent from other industries. To successfully compete for top diverse talent, companies need to experiment with alternative offices as well as innovative compensation and retention strategies.
When did you last engage in a Board assessment & effectiveness program?
Can you honestly see your C-Suite managing in an agile environment? If not, what steps are you taking to remove those hurdles?
It is imperative that the C-Suite create a culture conducive to innovation and growth and willing to challenge the status quo. The world’s most successful companies consistently question themselves and have parted ways with outdated hierarchies and sacrosanct decision and communication paths that block innovation and progress.
Consumer & Commercial Financial Services
Financial Services
Robert VothAmericas Leader
T: +1 (0) 312 993 0748
Chicago
Jane BirdEMEA Leader
T: +44 (0) 20 7198 1807
London
Mina AmesAsia Pacific Leader
T: +61 (2) 9258 3123
Sydney
Mary Caroline TillmanSector Co-Leader
T: +1 (212) 351 2085
New York
Amanda FosterSector Co-Leader
T: +44 (0) 20 7830 8033
London
Mark TempleKnowledge Leader
T: +44 (0) 20 7198 1811
London
www.russellreynolds.com