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Is Your Bank Prepared to Compete and Thrive in a Wal-Mart World?©
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P.O.C.K.E.T.S. A Bank Strategy & Tactic Self-Assessment Inventory Is Your Bank Prepared to Compete & Thrive in a Wal-Mart World? © By Michael Bergdahl www.michaelbergdahl.net (place an “X” in the appropriate box) |
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Price Strategy & Tactics |
Strongly Agree |
Tend to Agree |
Don't Know |
Tend to Disagree |
Strongly Disagree |
Our pricing strategy provides customers with no reason to “shop” anywhere else for better rates |
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We will meet or beat our competitors prices |
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Our bank offers no fee checking accounts regardless of the balance |
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We survey our customers each year to determine their level of satisfaction with our rates, fees and prices |
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Consumers recognize that our bank offers the best price for financial products in our market |
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We perform “price comparisons” regularly of our competitors to insure market competitive prices |
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We shop competitors banks every month to insure our products and services are priced appropriately in our market |
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Operations Stategy & Tactics |
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Our banking technology is state of the art |
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Our bank's hours are competitive with those of our competition |
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An ongoing employee customer service and sales training program is in place and training completions are tracked |
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Your employees can clearly explain their understanding of your bank's goals and where you stand year to date in achieving your goals |
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Operations Strategy & Tactics (continued) |
Strongly Agree |
Tend to Agree |
Don't Know |
Tend to Disagree |
Strongly Disagree |
Performance standards have been clearly established and have been communicated to all employees |
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The performance contributions of each employee are measured each and every day |
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Leaders routinely visit and “shop” all of our branches to experience what our customers experience |
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Employee reward systems exist which are tied to productivity goals (monetary or non-monetary) |
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If Wal-Mart or another competitor opened its banks in the evenings, on Saturdays, on Sundays or on traditional bank holidays our bank is ready to match their hours |
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Our bank participates in local benchmarking groups in order to learn from the successes of others |
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Culture Strategy & Tactics |
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Newly hired employees are thoroughly oriented within the first week of employment |
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Current employees are required to act as mentors for newly hired employees |
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A standup meeting is held each day before the doors open to communicate with all employees |
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A clear mission & vision statement has been established and posted to clarify your bank's goals for employees & customers |
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The manner in which our employees dress and communicate positively reflects our brand |
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Our bank is committed to quality in everything we do, innovation, continuous learning and continuous improvement |
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Communication is active and open and new ideas are solicited from all employees |
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People are recognized for a job well done |
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Culture Strategy & Tactics (continued) |
Strongly Agree |
Tend to Agree |
Don't Know |
Tend to Disagree |
Strongly Disagree |
Bank leaders and employees share a strong sense of urgency to get things done . . . now |
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Storytelling is used to reinforce and support the communication of the company vision/values |
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Employees, if asked, would characterize their work environment as pleasant and enjoyable |
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Bank leaders respond promptly to employee questions, problems and complaints |
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Key Item Promotion/Products Strategy & Tactics |
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We study our local competition for promotional ideas and we are not afraid to imitate |
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Product & service mix is tailored to meet local demographics, wants, and needs |
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We have a calendar of promotional activities |
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Our loan officers have a great deal of flexibility to work with our customers to tailor products & services to meet their specific needs |
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Our bank offers products and services based on input we solicit from our customers |
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A positive & uniform brand statement is made by the first class manner of all of our bank's printed materials |
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Effective point of sale merchandising is in place to drive impulse purchases and bank staff actively suggests promoted products & services in conversations with customers |
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Your bank's “brand story” is clearly understood by your own employees |
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Graphics & signage make a clear & uniform statement about the brand image your bank intends to portray |
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Expense Strategy & Tactics |
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Employees manage company resources as if they were their own |
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Expense Strategy & Tactics (continued) |
Strongly Agree |
Tend to Agree |
Don't Know |
Tend to Disagree |
Strongly Disagree |
Leaders demonstrate a personal focus on cost control . . . they lead by their own example |
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Employee work schedules are managed to avoid having employees work over time |
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Everything is recycled to reduce costs |
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Employees clearly understand that waste reduces your bank's profitability |
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The lease has been renegotiated with the landlord |
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Bank leaders and employees are obsessed about controlling costs |
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Employees are encouraged to contribute good methods improvement ideas, and employees are rewarded for ideas that are implemented |
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Talent Strategy & Tactics |
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Wages and Benefit costs are in line with direct competitors in the market |
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Turnover of employees is at a manageable level |
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Our bank leaders embrace diversity and the evidence of that is reflected in our current staff |
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Key openings are filled from within in order to maintain continuity of the bank's standards and culture |
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Bank leaders are hiring the brightest and best people available in the market and not settling for less than the best talent |
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Quality internal talent is already in place and trained allowing internal promotions to fill management vacancies |
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Leaders value the contributions of employees and morale is good |
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Star performers are recognized and non-performers are dealt with |
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Talent Strategy & Tactics (continued) |
Strongly Agree |
Tend to Agree |
Don't Know |
Tend to Disagree |
Strongly Disagree |
Talented people from a respected competitor have been hired on to your team so that you can learn from their experience |
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Leaders are held accountable for turnover and all departing employees are exit interviewed |
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Employment references are always checked on applicants considered for hire |
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Service Strategy & Tactics |
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Employees receive sales, product knowledge and service training |
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Our bank's employees are empowered to serve our customers |
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“Add on selling skills” are taught and employees are trained to look for opportunities to suggest products and services |
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All customers are greeted and approached by bank employees when they enter the bank |
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Our employees know most of our customers by name |
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Our bank's leaders are often out in the customer service area speaking directly with customers |
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Leaders try to catch employees doing the right things and recognize them as service hero's |
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The “customer is always right” philosophy is in place |
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You do what ever you can to help customers complete their business and get in and out of your bank quickly |
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His Background: Michael Bergdahl is a professional international business speaker, author and turnaround specialist. Bergdahl worked in Bentonville , Arkansas for Wal-Mart, as the Director of “People” for the headquarters office, where he worked directly with Sam Walton. It was Sam Walton who gave Bergdahl the nickname, “Bird Dawg”! Previous to Wal-Mart he worked in the FMCG Industry for PepsiCo's Frito-Lay Division in the sales organization and headquarters staff assignments. He's an experienced turnaround specialist who has participated in two successful business turnarounds at American Eagle Outfitters and Waste Management.
Wal-Mart Competition Authority: Michael Bergdahl is considered an authority on Wal-Mart Competition . He has appeared on CNN, CNBC , CNN FN, MSNBC, CNN International, CBS National Radio and Bloomberg TV. He has participated in internationally televised news debates on “Power Lunch”, “On the Money”, “Morning Call”, and “Closing Bell”. Articles written by him, and articles written by others about him and his books, have appeared in business newspapers and magazines around the world. He maintains a Wal-Mart Competition Blog on his web site at: www.michaelbergdahl.net
His Books: He wrote his first book about “The Strategies of the World's Largest Company”, entitled: What I Learned from Sam Walton: How to Compete and Thrive in a Wal-Mart World. His second book is written about “The Tactics of the World's Richest Man”, entitled, The 10 Rules of Sam Walton: Success Secrets for Remarkable Results. Note: Rob Walton, the current Chairman of the Board of Wal-Mart and son of Sam Walton, wrote the Foreword for “The 10 Rules of Sam Walton” book. Both of these books were published and distributed internationally by John Wiley & Sons. Translated versions of his books are available in Russian, Vietnamese, Thai, Indonesian, Korean, Simplified Chinese, Traditional Chinese and Spanish.
Professional International Speaker: His international keynote speaking experience includes: * Brisbane , Australia * Beijing , China * Melbourne , Australia * Vancouver , British Columbia * Toronto , Ontario * Mont Tremblant, Quebec * Caracas , Venezuela * Bogotá , Colombia * Panama City , Panama * Cologne , Germany * Istanbul , Turkey * Malaga , Spain * Moscow , Russia * Port Douglas, Australia * Santiago , Chile * Durban , South Africa * and across the USA *.
His Speeches: Michael Bergdahl is a professional international business speaker with substance, who is one part business, one part inspiration and one part storyteller. He customizes his speeches or workshops to fit the conference theme, and he designs them to teach others Wal-Mart's Best Practices. In his speech, How to Compete & Thrive in a Wal-Mart World (a.k.a. Picking Wal-Mart's POCKETS), Bergdahl unveils the seven strategies of the “Wal-Mart Way” and what audience members can learn from the teachings of Sam Walton, the World's Richest Man, and the strategies of Wal-Mart, the World's Largest Company.
Consulting: Michael Bergdahl is available to conduct a Bank Self Assessment Inventory with your entire staff.
Contact information
Michael Bergdahl : www.michaelbergdahl.net - 412-635-2638 – mbergdahl@aol.com
Copyright © 1999—2009 gaap-ifrs.com |
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