The At The Needham Branch

The assignment for this week focuses on the team’s understanding of the goals and objectives of training program development and delivery. Team C summarizes the following highlights of this week’s discussions: determining organizational development theories and applications; differentiating between mentoring and executive coaching; identifying the major components of employee training; and comparing career development strategies.

Given the Commonwealth Bank Group’s franchise position, the organisation aims to capture the opportunity to generate growth domestically and outside of Australia by identifying and meeting more of the needs of its customers.

A profit is vital to a bank’s

ABC Bank can only be successful if it takes time to understand the needs of its customers and develop appropriate solutions. The recommendations noted should be taken into consideration; since these changes will seek to improve customer service and operational efficiency.

In conjunction with my first strength, my second strength has been identified as the capacity to help subordinates grow and develop within their career. I have demonstrated this by mentoring employees. This has included helping them grow within their current position as well as aiding them in moving up from their current level within the organization. This aid is often in the form of teaching, listening, and giving them my insight to what I have observed within the organization in concern to both reviews of work and job promotions. Development of employees has to be a quality that is purposefully demonstrated consistently and not just when an employee asks for help. This requires a regular effort on the part of the leader of a team. In order to help an employee in this aspect a leader has to know employees on a basic fundamental level. The leadership practice of aiding in an employees’ career growth cannot be effectively engaged without the insight gained by the understanding and communication

Identify staff’s knowledge and skill expertise and providing the coaching to improve their knowledge for the purposes of advancement of their future career developments this will help the staff to handle all kind of situation

Managers will receive diversity training as well as tolerance training and strategies for effective leadership in organizations.

Accenture (2013) “Banking industry in UK and Ireland faces growing challenge to re-engage customers, according to Accenture survey” [online]. Available from:

Utilising a participative, supportive and results-orientated training style with a high emphasis on quality, performance management and the overall improvement of professional relations on an on-going basis.

In order to grow Best Financial’s business steadily in the future and make it become a leader in the Sarnia market, it has to address the following:

A coaching culture exists in an organization when a coaching approach is a key aspect of how the leaders, managers, and staff engage and develop all of their employees and stakeholders. Together the culture can increase individual, team, and organizational performance and shared value for all stakeholders. Although coaching often refers to a way to correct specific performance concerns in the workforce as part of training initiatives, it also has a broader meaning in the

Culture and Employee skills: Deep rooted quality consciousness and team spirit. Highly skilled staff and high morale. Good labor elation with effective policies leading to high level of empowerment.

Discuss the strategies that Mountain Bank should implement to achieve a competitive advantage in the marketplace.

“We aim to become a super regional bank. This involves growing our presence in the Asia pacific region and sourcing 25-30% of earnings from our Asia Pacific Europe and America division by 2017, while also being very focused on growth in our core domestic businesses in Australia and New Zealand.”

Jusko informs those interested in developing high-potential employees of the basic steps to create efficient leaders. To have a successful employee development program, it is very beneficial for the upper-level management of organizations to have an extensive involvement in leadership development. The organization should also have dependable, clear-cut, high moral level culture which should look toward what skills will be needed in future occupational endeavors when reviewing current talent’s work performance. High-potential employees should be given opportunities to learn and develop skills that will be rewarding for themselves as well as the organization in the future. Motivation increases the retention of high-potential employees. Furthermore, managers of these employees should be held responsible for the development of their skills.