Tag Archive for: Human Resources

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Human Resources and CFO Conferences Return in 2023

Two events dedicated to professional development, networking

Each year, the Wisconsin Bankers Association (WBA) offers hundreds of educational opportunities for bankers. From schools and training programs held in the Engagement Center at the WBA headquarters in Madison to conferences across the state, the Association’s mission to provide professional development opportunities and resources to every member bank, regardless of their position, are abundant. As such, the Association is excited to revive two professional conferences in 2023!

As more businesses across Wisconsin struggle with engaging, retaining, and attracting employees, WBA’s Human Resources (HR) Conference will tackle the topics many HR professionals in Wisconsin’s banking industry have at the top of mind.

Last held in 2020, this year’s event will bring together Wisconsin community banking HR professionals on May 4 in Stevens Point. Attendees will have the opportunity to hear from several speakers; receive an update related on the everchanging landscape of the workplace and employment law; as well as network with their peers throughout the one-day event.

“With banks across Wisconsin facing more challenges setting themselves apart from other employment options, our Association wants to ensure our WBA members are equipped with the best practices and industry trends, all while having the opportunity to network with their peers,” stated WBA Director – Education Lori Kalscheuer.

This year’s HR Conference speakers include Julia Johnson, Wipfli LLP; Jennifer Mirus, Boardman & Clark LLP; Jackie Rolow, SHAZAM; and Jasmine Brett Stringer, award-winning author and keynote speaker. To learn more about this upcoming conference in May or register, please visit wisbank.com/HRConference.

Register Now

WBA is excited to once again invite bankers to join us on May 17 in Madison for the Chief Financial Officer (CFO) Conference.

This one-day program, last held in 2018, will assist those bankers who make financial decisions throughout the bank — including, but not limited to, CFOs, CEOs, and controllers — stay up to date on the current and potential future issues affecting the financial health of their institution.

“As the last several years have proven, banks in Wisconsin are prepared to weather whatever economic conditions are thrown their way,” said WBA Director – Education Lori Kalscheuer. “The WBA CFO Conference will provide a day packed with valuable educational presentations from industry thought leaders, helping our members position themselves for a successful future.”

If you or your team are interested in attending the CFO Conference or learning more, please visit wisbank.com/CFO.

Register Now
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Embracing a Culture of Cybersecurity

All staff needed to help mitigate risk

By Hannah Flanders

Cyberattacks are ranked as one of the top threats to banks across the country. As these threats continue to become increasingly sophisticated and prevalent throughout our communities, bankers are looking to mitigate the risk for the safety of both their institution and all customers served. As such, administrators — including members of the human resources (HR) department — have been tapped to take on a new role alongside the information technology (IT) department to protect the bank from falling victim.

Prioritizing Cybersecurity

According to ProofPoint’s State of the Phish survey, approximately 79% of U.S. organizations reported at least one successful phishing attack in 2021. As cybercrime continues to rise — costing over $1 trillion a year worldwide, as highlighted in a report by McAfee Center for Strategic and International Studies — it is critical for the success of banks across the country that they establish a culture of cybersecurity.

In the American Bankers Association’s (ABA) Banking Risk and Compliance Management Outlook for 2023, surveyed bankers identified cybersecurity and IT risk to be, overwhelmingly, the top risk priority for the 18 months ahead. With the use of online banking and digital payments skyrocketing, and employee negligence being cited as one of the top reasons banks are put at risk — PointProof’s survey highlights that around 27% of employees believe that their organization/IT department will take care of any mistakes. However, as the cost of cybercrime continues to become more expensive for impacted organizations each year, finding ways to educate both consumers and employees of the cyber risks they face will not only help protect information from being compromised, but save banks from contributing to the astounding losses reported by financial institutions each year.

The Federal Bureau of Investigation’s (FBI) Internet Crime Report highlights that in 2021, Wisconsin totaled over $51,800,000 in victim losses. By taking proactive steps in both their cybersecurity protocols and training, banks throughout the state will have the opportunity to save the organization, and their customers, from substantial loss.

While banks make strides to incorporate risk mitigation — such as integrating multifactor authentication (MFA), a bare minimum in preventing bad actors from gaining access to accounts with greater privileges, and following regularly updated guidance from the Federal Deposit Insurance Corporation (FDIC), the Board of Governors of the Federal Reserve System (FRB), and the Office of the Comptroller of the Currency (OCC) — into their procedures, those seeking to optimize their efforts are looking beyond their IT staff for assistance.

Team Effort

Establishing a culture that embraces cybersecurity begins from the top and requires uniting members throughout various departments. According to Marsh McLennan, a leading professional services firm in risk, strategy, and people, “a robust cybersecurity culture starts from the top of the organization and involves continuous communication and training for leaders across all key functions.” The firm highlights that, as of 2019, nearly 90% of all organizations only included InfoSec/IT, C-suite, risk management, legal, and finance professionals in the management of cyber risk.

“Cyber defense is a team endeavor, not just an IT or a management one,” emphasizes Rob Foxx, director – InfoSec and IT audit services at FIPCO. “Threats apply to all parts of an enterprise, as should defense.”

The Cybersecurity and Infrastructure Security Agency (CISA) highlights that HR professionals play an integral role in detecting, deterring, and mitigating threats by screening candidates prior to employment, managing secure information, and regularly communicating policies.

When HR professionals have a seat at the cyber risk management table, banks not only gain a risk-conscious ally, but also ensure that HR professionals throughout their organization have a strong understanding of the cyber risk policy they utilize in their own day-to-day operations. Additionally, ensuring that the HR team is abreast of the latest cyber risks and mitigation procedures is critical so that said information can be communicated with all staff members.

Playing a Part in Protection

As the U.S. financial sector continues to prioritize cybersecurity — regularly spending up to $3,000 per employee on ongoing cybersecurity education, according to the McAfee report — ensuring that every employee is making the most of their training, testing, or coaching and remains vigilant against all threats to the organization is critical for the safety and security the institution and its customers.

  • The Employee Lifecycle

Of course, HR plays a substantial role in the onboarding and offboarding process to evaluate the quality of incoming employees and ensure that all former staff are no longer granted access to confidential company data upon their departure. Furthermore, given the close ties to all staff members, HR can play an important role in clarifying policy, providing resources, and working behind the scenes to recognize and anticipate the potential information security issues, highlights the Society for Human Resource Management (SHRM).

  • Training

Although cyberattacks continue to cause headaches for businesses across the country, only 64% utilize organization-wide training, according to ProofPoint’s 2022 survey. Training, which is usually administered by the IT department or virtually, has the potential to be strengthened by HR’s involvement. In taking a human-centric approach that emphasizes how all staff members — administrative through executive leadership — play a role in the security of the institution, employee morale is heightened.

Additionally, HR can emphasize and enforce the importance of practicing good cyber habits and encouraging training from the start because of the department’s close connection to all bank staff. HR staff will also notice if staff don’t attend training, regularly fail simulated tests, or display non-compliance with cyber protocols. From there, action can be elevated beyond coaching from IT staff or managers.

“A significant amount of malware is file-less and exists only in the active memory of a computer,” highlights Foxx. “While the next generation of antivirus has the ability to detect more activity than older versions, file-less attacks are just the beginning, and these tools can now detect abnormal user, host, and network activity. Ensuring your team is on the same page is a critical component in mitigating these attacks.”

  • Coordinating Cybersecurity Requirements

In partnership with the IT department, HR should ensure that there are well-documented policies, standards, and best practices for not only averting attacks or breaches, but also for reporting attempted or successful cybercrimes. Throughout their day-to-day tasks, HR professionals are expected to adhere to the organization’s procedures and guidelines as well as communicate this information with staff. Understanding the various protocols, exploits, tools, and resources fraudsters utilize can help members of HR in assisting their staff to build confidence in mitigating a cyber risk. At the very least, Foxx adds, bankers should adhere to cyber security frameworks such as the NIST Cybersecurity Framework or ISO 27001 certifications, which assist organizations in gaining direction and highlighting areas of need.

As more aspects of our daily lives digitalize, and cybercrime and attacks become a regular and unfortunate normality across the banking industry, the need to secure sensitive data has become a widespread effort. It is critical that leaders look throughout their staff for unique perspectives and opportunities to educate. Establishing a culture of cybersecurity could be the difference between a secure and a compromised institution.

Ready to take your cybersecurity to the next step? Visit fipco.com/solutions/it-audit-security to ensure your bank is secure!

FIPCO is WBA subsidiary and Gold Associate Member.

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Five Years In, AHP a Financial Success for Members

Experience the savings with WBA’s Association Health Plan

By Brian Siegenthaler

Five years ago, the Wisconsin Bankers Association (WBA) became the first Wisconsin business group to launch a statewide Association Health Plan (AHP). AHPs provide the same flexibility to small businesses that large organizations enjoy when it comes to negotiating pricing and coverage options for healthcare.

The plan — offered exclusively to WBA-member banks through WBA Employee Benefits Corporation (EBC), a subsidiary of the WBA, is administered by UnitedHealthcare (UHC). Since its inception, WBA’s plan has saved WBA-member banks over $1.8 million. We’ve added 2,000 members and are UHC’s fastest- growing AHP.

Joining the WBA AHP has several benefits, including:

  • A Local Association Team

We provide a consultative approach to help you create a desirable benefit portfolio for your association groups. Our strong customer support helps teams ease the process of addressing healthcare needs.

  • Opportunity for Cost Savings

As a small group of 1–50employees, you can access plans that give you strength in numbers. For rating purposes you’re seen as a large employer, and not subject to Adjusted Community Rating. For groups with 51 or more eligible employees, UHC is offering a Premium Discount and a Renewal Rate Cap of 9% for the first renewal.

  • More Plan Options

UHC offers plan flexibility with dozens of plan designs to choose from — allowing flexibility in options to balance costs. Consumer-driven plan flexibility includes high deductible options, health reimbursement accounts (HRA), and health savings accounts (HSA). The AHP features a customized 45-plan package for the WBA Association Health Plan Employers.

  • Easy to Switch

Our array of plans, doctors, and services are likely similar to what members have today, making for a smoother transition.

  • Strong National Network

The nation’s single largest proprietary network that reaches 98% of the United States’ population — more than 907,000 physicians and healthcare professionals at over 5,500 hospitals.

  • Convenient Resources

Mobile, online, or person-to-person resources that help members make well informed choices about their healthcare costs and needs.

The process to receive a fully underwritten AHP health insurance proposal has been improved. Just two items are needed to receive firm rates — a quote checklist and census.

In addition, WBA EBC is thrilled with the successful launch of the online system for streamlined insurance and human resources tasks. The online portal, accessible through a partnership with the Iowa Bankers Insurance Services, provides member banks with enhanced service, better transparency on costs and expenses, member driven control of enrollment or changes, and the ability to better control administrative costs in the future.

For more information or if you have any questions about WBA EBC’s insurance options, please visit wisbankin.com.

Siegenthaler is vice president for WBA EBC, a WBA Gold Associate Member.

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Investing in Your Team

Always remember that your employees are your greatest asset

By Loni Meiborg

“People don’t leave bad jobs; they leave bad managers.”
— Unknown

“Those who have a best friend at work are twice as likely to be engaged in their jobs.”
— 2018 Gallup Poll

“Alone, we can do so little; together, we can do so much.”
— Helen Keller

We’ve heard it all. We’ve read it all. We’ve experienced most of it. But how, in today’s tumultuous employment atmosphere, do we keep our team engaged, grow great talent, and keep everyone happy without breaking the bank (both the brick-and-mortar and the piggy bank)?

With average costs of onboarding a new employee exceeding $4,100, it’s in every bank’s best interest to crack this code. Taking a page from the marketer’s playbook, it is much more cost effective to focus on growing existing relationships than acquiring new ones. And that adage adds up for employees as well. Here are six strategies to consider to build strength and longevity among your team:

Purpose

Most people will agree, without purpose there’s no point. In fact, performance soars when you can tie an employee’s work to a bank-wide purpose. Providing a strong purpose to an employee’s role will ensure a deeper level of engagement, and even increased satisfaction.

To do this, make sure you are providing transparent communication. Explain the goals of the team, the bank, and offer a big picture perspective. Take an active interest in their development, both professionally and personally when possible. When their service positively impacts the overall goal of the bank, make sure they know that they are part of that success, it will encourage them to find more ways to contribute.

Development

Each year Fortifi Bank surveys its employees to measure satisfaction. And each year, the number one desire is for more career advancement opportunities. An interesting response since, if you asked senior management, they would say the sky is the limit for every employee. So where is the disconnect?

During monthly check-ins, have open conversation about what each employee wants to be “when they grow up.” Then find the appropriate training and development opportunities to support that. Let them know you’re grooming them towards their goals, even if it’s in a different department. Once the right position opens, they’ll be ready and set-up for success. Don’t let your stellar employees leave for a “perceived” growth opportunity — offer it to them first.

Recognition

No matter how long you’ve been a leader, rewards and recognition take constant focus and practice. Set up a system — whether it is a Microsoft® Outlook reminder or an assistant who follows through — to ensure your rewards and recognition efforts are timely and consistent. Although major performance achievements and milestones are important to note, don’t miss the little things either. Post their achievement on the intranet for all to celebrate, send flowers to a new parent or grandparent. When that big project wraps up, acknowledge their work and share your appreciation. Making that human connection with each employee will quell fears, instill trust, and develop a lasting relationship.

Voice

Okay, one more quote —

“In teamwork, silence isn’t golden. It’s deadly.”
— Mark Sanborn

This topic is multi-faceted. In part because when an employee has a voice at work, it opens the door for them to influence decisions. The other part is building the confidence that when an idea, concern, or perspective is expressed, there will be no workplace consequences.

When both are accomplished appropriately, you will get the feedback you need to achieve better results as well as having the team’s full support along the way. Make sure you’re asking for their
input regularly.

Share ideas and concepts well before execution to give them time to process and come back with a thoughtful response. And, whether you take their suggestions or not, it is important to circle back to share why their thoughts were accepted or rejected; and regardless of which, recognize their contributions to the conversation.

Solutions

When building trust among your team, you need a sharp focus on being solution oriented. You might say, “well then what am I paying them for,” but I’m not talking about the day-to-day blocking and tackling. I’m talking about the issues that impact their passion, purpose, and drive to do a good job.

If a team (or individual) is toxic, they look to you for resolution. If they’ve hit a hurdle (or brick wall) on a project they want to see through, they look to you to remove it. If they need a change in process that is outside of their authority, they look to you to have their back. So, ask yourself, do your employees have frustrations? Take them seriously. Work with them to build an action plan and then see it through. You will have their loyalty in return.

Compensation

It is not by accident I list this one last. Don’t get me wrong, money is still a high priority for many, however, with the right mix of compensation strategies, it doesn’t just come down to dollars and cents. In fact, if you jump right to money and skip the previous five strategies, you’ll find your employee turnover rate growing.

Nowadays people expect flexibility. And no, this doesn’t only mean “work from home.” They want to make it to their child’s dance recital at 3 p.m., they want to work at night sometimes to accommodate a later start to their day, they want to take a vacation without feeling guilty. That’s flexibility.

So do your due diligence when setting your compensation philosophy and dive into market research, but keep an eye on what else their package includes. Take an interest in their mental and financial health to keep your employees feeling appreciated. And, when you can, give them grace and stop watching the clock.

If you plan to adopt these or other strategies to engage your employee base on a deeper level, be sure to align your efforts with your entire management team for consistency as they will not be as effective when administered in a silo. In fact, if done in a here-or-there approach, it could cause animosity between teams and break down your culture even faster.

Engagement strategies should also reflect your company’s core values, which are truly the cornerstone of your culture. Consider your values when creating strategies, and how you deliver those strategies — it will make all the difference.

We know things will likely get harder when conducting business and the competition is fierce. Recognize that employees are your greatest asset and take good care of them; in turn, they will take good care of your customers. The dividends are priceless and the rewards vast.

Meiborg is senior vice president – organizational development at Fortifi Bank, Berlin, a member of the 2022–2023 WBA Marketing Committee, and serves as past chair of the WBA BOLT Section Board of Directors.

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Three Emerging Ways to Tap into Telemedicine

By Dr. Donna O’Shea, Chief Medical Officer of Population Health, UnitedHealthcare

One silver lining of the COVID-19 pandemic has been the wider adoption of virtual care, a trend that has staying power even as many people have returned to in-person appointments. In fact, 73% of people expect to access health care services virtually even after the pandemic ends.

While many people may think about telemedicine primarily as an alternative to in-person urgent care, technology is making it possible to access various health care services spanning routine, wellness and specialty. Importantly, virtual care has expanded from delivering care to people who are already sick, to helping prevent, detect and more effectively manage chronic conditions.

Virtual care may be appealing for a variety of reasons, including improved convenience, affordability and access, especially for the 46 million Americans who live in rural areas. As Wisconsin residents increasingly look to tap into technology to meet their health care needs, here are three emerging virtual care resources to consider:

Primary care. Primary care is a crucial part of helping people get or stay healthy. In fact, people with access to a primary care physician are more likely to receive high-value services, such as preventive screenings, and report better experiences compared to people without this type of care provider. Unfortunately, the number of Americans with a primary care physician has declined in recent years. To help reverse that trend, many local primary care physicians are now meeting with patients virtually, while some health plans have introduced options to help people establish and maintain an ongoing relationship with this type of care professional.

Physical therapy. For the 50% of U.S. adults affected by musculoskeletal conditions, such as back, knee or shoulder pain, physical therapy (PT) is often among the recommended initial treatments. With that in mind, some local physical therapists are now offering virtual appointments, allowing for education and coaching, and as a supplement for in-person care. When it comes to quality, a recent study confirms virtual PT was similarly as effective as traditional care for people rehabilitating after knee surgery. To make at-home PT support even more accessible, other programs use a smartphone’s front-facing camera and motion monitoring to provide people on-demand, 24/7 exercise feedback powered by artificial intelligence.

Dental care. If a toothache emerges at night or during the weekend, it may be difficult to know where to go for care. As a result, dental care ranks among the most frequently avoidable emergency room (ER) visits, despite the fact most ERs are not equipped to handle oral health issues. Virtual dental care may be able to help, offering people 24/7 access for advice and guidance to an appropriate setting for in-person care, such as a local dentist or a primary care physician. Some dentists and dental plans now offer virtual dental appointments, important resources given the connection between proper oral health and overall well-being.

As more and more people turn to technology to see or talk to health care professionals, these and other emerging virtual care options will play an increasingly important role in helping people get and stay healthy.

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The Reversal of America’s Great Resignation

Workers return in droves to businesses across the U.S.

By Hannah Flanders

Across the U.S., employers are seeing workers return following a mass reshuffle in employment. Beginning in 2021, the year following the initial shock of the COVID-19 pandemic, millions of employees began seeking new opportunities with different companies or shifting entirely to different industries. However, as competition continues to grow and COVID precautions subside, many are beginning to return to their previous employers.

COVID Gives Way to New Opportunities

The Great Resignation, spurred by aspects of the pandemic, gave individuals a push to reconsider their employment. The combination of COVID stimulus checks, early retirement, lack of childcare, and reluctance to return to the office caused many — over 47 million, according to the U.S. Bureau of Labor Statistics — to voluntarily quit their jobs in 2021.

While many of these individuals — 53%, according to Pew Research Center — did not completely exit the workforce, workers seeking higher pay orgreater benefits — including remote options — were presented with a greater opportunity to find a new employer.

Not What They Expected

The beginning of 2022 marked a new wave for employees — the Great Regret — or the reversal of the Great Resignation. Some in client-facing, technology, and consumer industries quickly realized that new roles or companies may not have been the best fit. With increasing turnover, onboarding within many companies became less personal and individuals were often not allotted enough time to get comfortable in their new environment. In addition, remote work offered fewer social interactions and work-life balance sometimes took a backseat.

Seventy-two percent of employees surveyed by Muse in early 2022 stated that they had experienced surprise or regret in connection to what a new job opportunity led them to believe. Of the 2,500 individuals surveyed, 80% stated that it would be acceptable to leave a new job before six months if it didn’t meet initial expectations.

Additionally, as widespread access to COVID-19 vaccination continues, businesses and schools across America have re-opened their doors and many individuals are reconsidering their desire for fully remote work. A survey conducted by PwC reported that around 83% of employees have already returned to the office at least two days of the week.

Boomerang Employees

Each year, the number of boomerang employees — or those who return to a previous employer — continues to rise. In 2021, according to data presented by LinkedIn, 4.3% of all new hires were previous employees whereas 10 years prior, these individuals only represented around 2% of new hires.

Rehiring former employees is strategic for both the employer and the employee, but it’s important to consider why they departed initially. While the business regains knowledgeable talents who may not need extensive onboarding, the employee often returns with a higher salary or new position (given their gained experience during their departure and increased negotiating power) and is familiar with the workplace culture.

According to Glassdoor, recruiting former employees could save organizations up to $20,000 per hire. While of course not every former employee may be the perfect fit for the position, considering boomerang employees could tap Wisconsin businesses into “new” candidates that have the ability to fill important positions and reduce costs in today’s competitive job market.

Returning to the Workforce

As pandemic precautions subside and employees rethink previous career changes, many individuals are returning to their previous employers. According to a study conducted by Joblist, more than one in four people who quit their previous job regret their decision.

Although boomerang employees remain a small but growing percentage of new hires each year, the Great Regret has shown the return of many individuals who had previously left the workforce due to the pandemic, including those lacking childcare or entering early retirement.

Be it to combat rising inflation or to explore new opportunities outside of the home, 2022 has shown millions of individuals returning to work. Just this year, unemployment rates in Wisconsin hit record lows thanks to more individuals feeling comfortable with returning to the office, parents sending their children back to in-person classes, and previously retired Americans rejoining the workforce in droves.

Whether it be considering “boomerang employees” or welcoming back those who exited the workforce as a result of the pandemic, businesses throughout the state are seeing more opportunities to regain workers lost to the Great Resignation and benefit from the growing talent pool.

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The Cost of Employee Financial Stress

How Wisconsin employers can best invest in the security of their team

By Hannah Flanders

As inflation and the cost of living across the country continue to rise, more employees are feeling the increasing strain of financial burden in their day-to-day lives. While some individuals may choose to seek higher paying positions to combat this stress, many are looking to their current employer to assist them in finding new solutions to managing these burdens.

Financial stress is often defined as any emotional tension an individual may experience related to money, debt, or upcoming expenses. According to a survey by Purchasing Power in March 2022, 97% of all full-time employees reported that they experience financial stress.

While monetary stress manifests in many different ways, employers should be concerned that these stressors weaken productivity, negatively impact company culture, and decrease overall talent retention.

What Can Employers Do?

According to the 1,100 full-time employees surveyed by Purchasing Power, 57% say the benefits their employer offers have a major to moderate impact on their decision to stay at their current job. While unemployment rates return to pre-pandemic lows, employers must develop attractive benefit packages that not only meet the needs of incoming talent but set current employees up for success.

These benefits — ranging from health insurance and vacation time to retirement planning and financial wellness programs — impact overall employee satisfaction, both personally and professionally, and save businesses billions of dollars each year.

In a survey conducted by the American Psychological Association (APA), money stress experienced among Americans registered at its highest recorded level since 2015. By regularly reassessing employee benefit plans, businesses are better able to accommodate for common stressors — such as retirement and emergency savings — in relation to current events. Additionally, these opportunities allow greater chances for Wisconsin employers to integrate new, relevant, and cutting-edge tools for members of their team.

The Importance of Financial Wellness Programs

More than ever, employees consider it the employer’s responsibility to help employees with their financial well-being. In addition to providing employees the resources they need to feel secure, businesses that invest in financial wellness programs are more likely to retain current talent and save on the cost of recruiting and training.

Today, wellness is no longer determined solely by physical health. In order to wholly provide for employees, employers must account for all aspects that create tension in one’s life. By promoting resources that help employees stretch their dollar, employers are increasing productivity, engagement, and attendance among those who may otherwise be severely impacted by their financial worries.

PwC’s Employee Financial Wellness Survey, conducted in early 2022 on over 3,200 full-time employees, highlighted that among the 29% of employees currently looking for a new job, 65% cite money as their primary reason. However, both financially stressed and non-stressed individuals surveyed reported being more likely to accept a position or stay with a company that they feel cares about their financial well-being.

Wisconsin employers who are not doing so already should consider adopting financial well-being into benefit packages and adding financial education opportunities such as private coaching as resources for every employee. As housing costs, gas prices, and living necessities skyrocket around the country, individuals are seeking additional initiatives that aid in overcoming the recent additional stress.

A Growing Need for Assistance

Similar to how the nature of work and its demands have evolved over the last three years, workers too are reassessing their financial priorities.

The U.S. Census Bureau states that, according to the most recent census data collected in 2020, Wisconsin’s median household income is $63,293, over $4,000 below the national average. Although the importance of establishing and ensuring a health emergency saving fund has been emphasized even more since the onset of the pandemic, a quarter of consumers still have no savings set aside for emergencies, according to the 2022 Emergency Savings and Financial Security report by the Consumer Financial Protection Bureau (CFPB). Additionally, 39% have less than a month’s worth of income saved for emergencies.

This lack of funds directly originates from, according to the CFPB, an individual’s knowledge on how to save. Whether it be lack of information relating to saving or financial constraints, those without emergency saving funds are nearly three times as likely to “not know how to save” than those who have a fund of some proportion.

The Society for Human Resource Management (SHRM) states that while upwards of 95% of organizations offer retirement savings plans, less than 35% offer financial planning/ coaching, and even less (15%) offer emergency savings funds or payroll advances, causing many individuals facing an emergency to charge a credit card, borrow money, or cut other expenses.

However, as the prices for necessities such as groceries, shelter, and gasoline rise — more Wisconsinites than ever are struggling to set aside funds for emergencies, their future, or even other commodities. In addition to setting a 40-year record for total increasing prices (a 9.1% increase since June 2021), both food and energy prices increased by 10.4% and 41.6% percent, respectively, in the last 12 months. These skyrocketing prices represent the largest price jumps consumers have seen since the early 1980s, according to data presented in the June 2022 Consumer Price Index.

Resources Available

Financial wellness programs, such as America Saves and Wisconsin Saves, not only help employers meet the growing demand for budgeting tools, but these campaigns also build consumer confidence, assist individuals in reaching their financial goals, and save businesses added expenses caused by absenteeism or low productivity.

America Saves and Wisconsin Saves provide individuals with the tools and education needed to effectively approach savings goals such as retirement, debt repayment, or vacations. Be it a long- or short-term goal, America Saves supports low- to moderate-income households in saving money, building wealth, and preparing for the unexpected.

The Wisconsin Saves initiative, brought forth by a coalition of Wisconsin organizations including the Wisconsin Bankers Association (WBA), promotes automatic saving opportunities through split deposit. The program, launched in 2021, encourages small- and medium-sized employers to promote the ease and benefits of saving automatically for emergencies through split deposit.

By promoting the success of these programs, encouraging employees to take the America Saves pledge to access additional resources, or motivating teams to split their deposit into a savings fund — Wisconsin businesses can play an important and impactful role in helping their employees improve their financial well-being.

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Embracing the Future of Work at WBA’s Management Conference

Join Wisconsin banking leaders in education and networking opportunities

Banking leaders from throughout Wisconsin will once again reconvene in Wisconsin Dells for a two-day event focused on education and networking. WBA’s Management Conference, beginning on September 13, is a must-attend event for CEOs, CFOs, CCOs, HR leaders, and other members of the bank’s management team.

An optional, pre-conference golf outing is scheduled for September 13 at Rock Golf Club in Wisconsin Dells. Bankers interested in additional opportunities to connect with their banking peers and event sponsors should plan to attend. Following the outing, the event will kick off on Tuesday night with a dinner program recognizing individual bankers who will be receiving WBA’s 30- and 40-year Lifetime Service Awards. Bankers interested in receiving this recognition or honoring an individual who meets the service award criteria should visit wisbank.com/ServiceAwards to complete the nomination form by August 19, 2022 to be included in the program.

On September 14, bankers will have the opportunity to attend two general sessions and two rounds of breakout sessions that include four management-related tracks including credit/lending, human resources, finance, and general bank trends.

In addition to networking among peers, Wisconsin bankers will hear from Sarah Sladek, founder and CEO of XYZ University, LLC during her keynote session on managing and leading during the new era of workplace shift that has recently emerged. While preparing for increasing innovation, shifting values, global connectivity, disruption, and opportunity, Sladek will assist bank leaders and organizers in understanding why they may be struggling to lead a high-functioning team as well as provide insight into how bankers may best be able to usher in a new generation of talent.

To learn more and register for the upcoming event in Wisconsin Dells, visit wisbank.com/management. Questions regarding the conference can be directed to WBA’s Lori Kalscheuer, director – education.

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Lead Your Team to the Next Level

WBA’s Management Conference Returns to Wisconsin Dells in September

Join over 150 banking leaders for WBA’s annual Management Conference September 13 and 14 in Wisconsin Dells. C-suite and HR professionals will enjoy several general sessions, breakout sessions, and opportunities to network among Wisconsin banking peers and over 50 conference sponsors and exhibitors from across the U.S.

The conference, to be held at Glacier Canyon Conference Center, will officially begin on Tuesday night with a dinner program and ceremony recognizing individual bankers who will be receiving WBA’s 30- and 40-year Lifetime Service Awards. Bankers are encouraged to attend this program not only to celebrate these milestone achievements, but for additional opportunities to network with banking peers. Bankers interested in receiving this recognition or honoring an individual who meets the service award criteria should visit wisbank.com/ServiceAwards to complete the nomination form.

Management Conference Banner

Before the dinner program on Tuesday, September 13, bankers looking to make the most of their time out of the office will also enjoy an optional pre-conference golf outing at Wild Rock Golf Club in Wisconsin Dells. Join WBA, your banking peers, and several sponsors at this unofficial kickoff for an additional opportunity to connect with banking leaders from around the state.

This year’s conference will focus on taking banking to the next level. By investing in opportunities to network with other community bankers and dive into topics that will help your bank succeed as a business, leaders are able to reinvest the skills and knowledge learned at the conference into every member of their team.

WBA encourages all bank management teams to take advantage of the four management-related breakout session tracks — including credit/lending, human resources, finance, and general bank trends — for the benefit of every leader, their team, and the continued success of their institution.

To learn more and register for the upcoming event in Wisconsin Dells, visit wisbank.com/management. Questions regarding the conference can be directed to WBA’s Lori Kalscheuer, director – education.

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Enroll in an UnitedHealthcare Association Health Plan and Save

Sponsored content by UnitedHealthcare, a WBA Associate Member

Now’s the time to start thinking about your employee benefits package and how an Associated Health Plan (AHP), serviced by UnitedHealthcare, could help you save. Gain similar purchasing power advantages and options that larger employers receive when you join other Wisconsin banks by enrolling in our AHP.

Through your enrollment in an AHP, your bargaining position is strengthened to help you obtain more favorable rates. A variety of flexible plan options are available to help balance costs and your administrative costs can be reduced through economies of scale.

And your employees will benefit too. They’ll have access to UnitedHealthcare’s provider network – the largest in Wisconsin – resulting in less disruption and a smoother transition. Wellness programs designed to motivate healthier habits and cost estimator tools to assist with making more informed care choices will help your employees with their overall health and budgetary goals.

The advantages don’t stop there. If you’re looking to add vision to your employee benefits package, UnitedHealthcare has you covered. Like their medical network, UnitedHealthcare has one of the nation’s largest vision networks. That means your employees will have the freedom to visit their favorite provider or retailer for vision services and eyewear needs. Alliances with Warby Parker® and GlassesUSA.com are included.

Learn more by visiting uhc.com/wba.

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Events

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Breaking: Recent Bank Failures: What Does It Mean to Your Institution? FREE Webinar

Doubtless we’ve all heard by now of the sudden and unexpected closures of Silicon Valley Bank and others last week. You’ve also likely heard federal regulators announced plans to support depositors of the two banks and prop up consumer confidence in the banking industry. What exactly happened here? Are more bank failures expected? What were the actions the regulators took to guarantee the deposits of these banks’ customers?

In this short webinar, we’ll address the problems faced by Silicon Valley Bank and other recently failed banks, and anticipate questions your customers may be asking you. We’ll sort our way through what has happened and ensure you’re prepared with the right information to understand the present situation, as well as address concerns throughout the industry.

What You’ll Learn

  • What has happened so far?
  • Will it happen to other financial institutions?
  • Is the industry in trouble?
  • Regulatory and government responses
  • Impact on FDIC deposit insurance
  • New assessment fee
  • Communication and management
  • What to tell concerned customers
  • Future outlook

Who Should Attend
Anyone in the financial institution that would like an update on current events. Especially front-line personnel who may need to respond to questions from the public.

Instructor Bio
Carl Pry is a Certified Regulatory Compliance Manager (CRCM) and Certified Risk Professional (CRP) who is a Managing Director for Treliant Risk Advisors in Washington, D.C. Through his working career, as well as through his experience as a banking attorney and officer, he has provided a variety of regulatory compliance and financial performance services to financial institutions and other clients throughout the country. He has written extensively regarding consumer and commercial compliance, tax, audit, and financial institution legal issues, and is a frequent contributor to and currently serves on the Editorial Advisory Board for the ABA Bank Compliance magazine. He has spoken at scores of banking, compliance, and state bar associations, and has conducted training sessions for financial institutions across the country.

Registration 

  • Free

 

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Introduction to Call Report Preparation

Call Reports… 800+ pages of instructions, myriad schedules, regulatory scrutiny — what could go wrong? New preparers need guidance and resources to understand the basic Call Report filing requirements, cut through the information overload, and establish a strong preparation and review process. If you are new to Call Reports, this is a must-attend session!

After This Webinar You’ll Be Able To:

  • Understand how examiners and others use Call Report information
  • Maintain effective Call Report documentation
  • Recognize common errors in key schedules such as:
  • Balance sheet Schedule RC
  • Income statement Schedule RI
  • Loan-related schedules, including Schedule RC-C
  • Define key concepts in reporting regulatory capital, including:
  • The three types of regulatory capital
  • Community Bank Leverage Ratio
  • Risk-weighting of assets, including loans
  • Perform and document the Call Report review process

Webinar Details
With almost 90 pages of schedules to complete and over 800 pages of constantly changing instructions, Call Report preparation can be intimidating — especially for new preparers. This session will highlight how the Call Report is used and how to approach key schedules and items, including the lending and regulatory capital schedules. Preparers will also learn tips for properly documenting the preparation and review process. Attendees will receive a PDF booklet with the most current accounting and regulatory guidance and tips for completing the Call Report.

Who Should Attend?
This informative session is designed for new Call Report preparers and reviewers, and staff responsible for overseeing the accuracy and efficacy of the Call Report process.

Take-Away Toolkit

  • PDF booklet of relevant accounting and regulatory guidance
  • Employee training log
  • Interactive quiz
  • PDF of slides and speaker’s contact info for follow-up questions
  • Attendance certificate provided to self-report CE credits

NOTE: All materials are subject to copyright. Transmission, retransmission, or republishing of any webinar to other institutions or those not employed by your institution is prohibited. Print materials may be copied for eligible participants only.

Presenters

Michael Gordon, CPA — Mauldin & Jenkins, LLC
Michael Gordon is a CPA and partner in the Atlanta office of Mauldin & Jenkins, LLC. He received his bachelor’s in European History and Economics in 2003 from Vanderbilt University and received his MBA with a concentration in Accounting in 2005 from the Georgia Institute of Technology Scheller College of Business. Since joining Mauldin & Jenkins in 2005, he has focused on financial institution audits and employee benefit plans. Gordon also has experience with HUD and governmental entity audits. He is a member of the American Institute of Certified Public Accountants and the Georgia Society of Certified Public Accountants.

Alison Wester — Mauldin & Jenkins, LLC
Alison Wester is a Partner with Mauldin & Jenkins in the Bradenton, Florida office. She received her BBA in Accounting from the University of Georgia. Since joining Mauldin & Jenkins in 1996, Alison has focused on financial institution audits. Wester has continued her education by attending a variety of audit, tax, and information technology classes. She is a member of the American Institute of Certified Public Accountants, the Florida Institute of Certified Public Accountants, and the Georgia Society of Certified Public Accountants. She is a CPA in Florida and Georgia and previously served on the AICPA’s Examination Content Subcommittee for the financial accounting and reporting section of the CPA exam.

Registration Options

  • $279 – Live Webinar Access
  • $279 – OnDemand Access + Digital Download
  • $379 – Both Live & On-Demand Access + Digital Download
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Handling Difficult People: Warning Signs & Effective Tactics

Are anger, confusion, ignorance, fear, mental health issues, unknown motivations, or a mixture of these on display with that difficult accountholder in front of you or on the phone?
Do you duck and cover, deflect and defer, or step up to resolve (and understand) the problem? Join this timeless webinar to learn more about how to effectively handle difficult people and situations.

After This Webinar You’ll Be Able To:

  • Determine who is the problem: accountholder, visitor, or a staff member
  • Describe the causative factors of the person’s hostility
  • Employ best practices during a confrontation
  • Explain banking procedures that a person wouldn’t know
  • Use cognitive listening to resolve a problem
  • Understand the warning signs when a person is about to become volatile
  • Design your course of action to resolve a situation

Webinar Details
Handling difficult people is one of the hardest situations staff has to manage on a regular basis. This program will review problems frontline staff and management could face during interactions with accountholders and explain ways to cope when things get hostile. People who become upset need to be defused and doing so is not always easy. The most well-meaning intentions could escalate the problem. Join us to learn more about causative factors, warning signs, and the proper use of cognitive listening.

Who Should Attend

This informative session is designed for newer ag lenders, credit analysts, and loan committee members who want to take some of the mystery out of ag lending and increase their knowledge and skills in assessing this critical segment.

Take-Away Toolkit

  • Incidents report form
  • Security tips
  • Employee training log
  • Interactive quiz
  • PDF of slides and speaker’s contact info for follow-up questions
  • Attendance certificate provided to self-report CE credits

NOTE: All materials are subject to copyright. Transmission, retransmission, or republishing of any webinar to other institutions or those not employed by your institution is prohibited. Print materials may be copied for eligible participants only.

Presenters

Barry Thompson, CRCM — Thompson Consulting Group, LLC

Barry Thompson is an international speaker, trainer, consultant, and writer. He is a security and compliance “guru” for a leading national training organization and regularly presents security conferences for trade groups – he has trained over 54,000 financial professionals.

Thompson is recognized worldwide, presenting in Brussels, Belgium to European bankers on internal fraud; at the United Nations on identity theft; and to Japanese bankers on bank security. Thompson has worked in the financial services industry for over four decades, and has held the positions of security officer, compliance officer, treasurer, senior vice president, and executive vice president. He has handled over 900 security cases and has been involved with investigations and prosecutions at the federal, state, and local levels. Thompson is the author of 101 Security Tips for the Beginning Security Officer and Inside the Vault and has been interviewed by Newsweek, Computer World, USA Today, and other national publications.

Arvin Clar, CFE — Thompson Consulting Group, LLC

Arvin Clar is a nationally known speaker with 35 years’ experience in risk assessment and security in the financial services industry. Prior to joining Thompson Consulting Group, Clar was a detective in the Financial Crimes Unit for the Cleveland Police Department for over 29 years. While there, he investigated thousands of financial crimes and presented them for state and federal prosecution. He also served as an Assistant Vice President for Charter One Bank as their Bank Protection Coordinator for over 17 years, overseeing the safety and investigation of fraud issues of 750 banking branches throughout five states. Clar serves as Adjunct Faculty at Cuyahoga Community College, in the College of Criminal Justice, where he has taught for over 35 years, lecturing on criminal justice, criminology, and criminal investigation.

Registration Options

  • $279 – Live Webinar Access
  • $279 – OnDemand Access + Digital Download
  • $379 – Both Live & On-Demand Access + Digital Download
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Basic Excel Skills for Accountants – Part 2 (Advanced)

Excel expert David Ringstrom, CPA, explains helpful ways you can improve the integrity of your spreadsheets. The presentation leads off with disaster recovery techniques, followed by using lookup functions such as VLOOKUP, MATCH/INDEX, and XLOOKUP. The presentation then moves on to using Power Query to automate report clean-up and analysis, and then finishes out with using Excel’s Solver feature to identify two or more transaction amounts that add up to a specific total.

Ringstrom demonstrates every technique at least twice: first, on a PowerPoint slide with numbered steps, and second, in the subscription-based Microsoft 365 (formerly Office 365) version of Excel. David draws your attention to any differences in the older versions of Excel (2021, 2019, 2016 and earlier) during the presentation as well as in his detailed handouts. David also provides an Excel workbook that includes most of the examples he uses during the webcast.

Microsoft 365 is a subscription-based product that provides new feature updates as often as monthly. Conversely, the perpetual licensed versions of Excel have feature sets that don’t change. Perpetual licensed versions have year numbers, such as Excel 2021, Excel 2019, and so on.

Covered Topics

  • Accessing files closed without saving as well as interim back-ups Excel makes while you’re working in a workbook
  • Contrasting the INDEX and MATCH combination to VLOOKUP or HLOOKUP
  • Diagnosing #N/A errors that arise when numbers are stored as text or when text contains extraneous spaces
  • Enabling a workbook-specific setting that will create an automatic back-up of critical workbooks
  • Enabling Excel’s Solver add-in for more complex what-if analyses
  • Exploring the XLOOKUP worksheet function in Excel 2021 and Microsoft 365
  • Filtering cleaned-up accounts receivable aging report to display only overdue amounts
  • Looking up data to the left or right of a given column with XLOOKUP
  • Managing data security prompts that may appear when you link external data into Excel spreadsheets
  • Matching on two or more columns of criteria at once with XLOOKUP
  • Summing results from multiple columns with a single XLOOKUP function nested within a SUM function
  • Tweaking Excel’s AutoRecover settings to raise the odds of recovering your work after an Excel crash

Who Should Attend?
Practitioners who can benefit by using a variety of lookup functions to work more efficiently in Excel.

Presenter
David H. Ringstrom, CPA, is an author and nationally recognized instructor who teaches scores of webinars each year. His Excel courses are based on over 25 years of consulting and teaching experience. Ringstrom’s mantra is “Either you work Excel, or it works you,” so he focuses on what he sees users don’t, but should, know about Microsoft Excel. His goal is to empower you to use Excel more effectively. To learn more about Ringstrom, you can view his LinkedIn profile and follow him on Facebook or Twitter (@excelwriter).

Registration Options

  • Live Access, 30 Days OnDemand Playback, Presenter Materials and Handouts – $279
  • Available Upgrades:
    • 12 Months OnDemand Playback + $110
    • 12 Months OnDemand Playback + CD  + $140
    • Additional Live Access + $85 per person
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The Death of Boring Bank Training

Your training should not be boring or trivial. Learn how to make all training a wonderful learning experience. You don’t need fancy tools, expensive equipment, or third-party vendors, just a basic understanding of how your audience learns and a little creativity.

What You’ll Learn

  • 6 Steps To Developing Curriculum
  • Learner Preferences/Styles
  • What Every Curriculum Should Have
  • Introduction to Basic Facilitation Skills

Who Should Attend
Anyone that develops content or trains Bank Trainers, Subject Matter Experts, Supervisors, and Team Leads.

Presenter
As a Certified Professional in Training Management (CPTM™), Bobbi McVey-Blath works with an array of banking staff to ensure the training is aligned with the company’s initiatives. Having worked in the banking field for over 25 years, McVey-Blath has had the opportunity to create curricula and facilitate to all levels, from onboarding to supervisor workshops & executive leadership. She is passionate about helping other trainers in her field and enjoys mentoring and coaching them.

Registration Options

  • Live Access, 30 Days OnDemand Playback, Presenter Materials and Handouts – $279
  • Available Upgrades:
    • 12 Months OnDemand Playback + $110
    • 12 Months OnDemand Playback + CD  + $140
    • Additional Live Access + $75 per person
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How to Create an Engaged Workforce

The best organizations create enviable workplaces that lead to better profitability, higher productivity, increased customer loyalty, and more. These organizations create a culture of job satisfaction that results in higher employee engagement and lower unwanted attrition. Studies show, an employee’s relationship with their direct manager is the most important determinant to employee satisfaction; more than pay, benefits, perks, and work-life balance. In this workshop, you will learn simple actions for getting more employee engagement and have a renewed sense of commitment to build your own enviable workplace.

What You’ll Learn

  • Differentiate between job dissatisfaction and job misery
  • Explore the characteristics and impact on the organization of a disengaged employee
  • Discover a model of employee engagement
  • Evaluate what you are doing well and areas for improvement
  • Assess your employee’s needs with Gallup’s Q12
  • Work with your peers to design a plan for re-engaging employees
  • Renew your commitment to leading an engaged workforce

Who Should Attend
Supervisors who struggle with employee engagement or who are seeking fresh ideas to get the most from their team.

Presenter
Karen Butcher is a former teacher and Bank Training Director. She left the corporate world in 2018 to launch Karen Butcher Coaching and Training. Butcher is a Senior Training Consultant for Interaction Training and travels the country facilitating bank supervisor training. Attendees appreciate her direct teaching style and recommended tools to help coach and lead teams.

In addition, Butcher works with Leadership Kentucky as the program coordinator for both the BRIGHT and ELEVATE programs designed for young professionals across the Commonwealth of Kentucky. Butcher’s passion for people is evident and she knows what is required to become a leader who people want to follow. She believes her faith, courage, and compassion have produced the resilience needed to see her through the highs and lows of life.

Registration Options

  • Live Access, 30 Days OnDemand Playback, Presenter Materials and Handouts – $279
  • Available Upgrades:
    • 12 Months OnDemand Playback + $110
    • 12 Months OnDemand Playback + CD  + $140
    • Additional Live Access + $85 per person
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Human Resources Conference

This Conference is designed with the Wisconsin Banking Industry Human Resources professional in mind.

Program Agenda

8:00–8:30 a.m. Registration and Continental Breakfast

8:30–9:30 a.m. Welcome & The Employee Experience: Your Competitive Advantage: Julia Johnson, Wipfli LLP

Customer experience. Fan experience. Employee experience. Everywhere you turn there is an emphasis on the “experience”. The employee experience is more important today than it was yesterday, and it will be more important tomorrow than it is today. In this session, a discussion with like-minded professionals will occur to explore how we can structure the growth, development, opportunities, and work environment for employees in order to attract, motivate, and retain in this ongoing competitive talent landscape. We will touch upon the impact that COVID and the labor market continues to have on our banks and how it is impacting our structure, culture, performance management processes, compensation, and related topics.

9:30–9:45 a.m. Break

9:45–10:45 a.m. Employment Law Update: Jennifer Mirus, Boardman Clark

HR professionals are constantly challenged to keep up with the ever-changing workplace, employment laws, and technology. This program will bring you up to speed on key recent developments in areas of importance for you and your workplace.

10:45–11:00 a.m. Break

11:00–12:00 p.m. How “Smart” Are Your Emotions?: Jackie Rolow, SHAZAM

How often have you been told to check your emotions at the door? There’s a growing field of research on the value and importance of emotional intelligence — an individual’s ability to use information to guide thinking and behavior to adapt to different environments or achieve one’s goals. Understanding and using emotions correctly can make you a better communicator and, ultimately, more effective in your job. Learn strategies to increase your emotional intelligence and use that knowledge for better decision-making. With a greater understanding of your emotions, you’ll experience positive impacts in both your professional and personal life.

12:00–1:00 p.m. Lunch

1:00–2:00 p.m. Speed Networking by Topic

Welcome to your HR Speed Networking Session! This is a great opportunity to meet new colleagues and talk about key issues regarding Human Resources. Topics will be decided prior to the conference by our WBA HR Committee.

  • Flexible Working Environments
  • Creative/Non-Traditional Benefits
  • Executive Compensation
  • Recruiting Gen-Z, Retaining & Attracting New Talent

2:15–2:30 p.m. Break

2:30–3:30 p.m. Seize Your Opportunity — Move Beyond Burnout!: Jasmine Brett Stringer, Carpe Diem with Jasmine

It’s no secret that today’s workforce is stressed out and stretched thin, while employee engagement, retention, and satisfaction are at an all-time low. But checking out isn’t the answer – life is just too short to spend each day doing something that does not bring you joy.

In the middle of all difficulty lies opportunity. It’s time to recharge, re-energize, and Seize Your Opportunity. In this program, audiences will discover effective ways to bounce back from daily challenges and stress in a constructive manner that promotes positive growth, empowering them to break free from survival mode and rediscover the joy in their work.

3:30 p.m.  Adjourn

Registration:
The registration fee of $245 includes program registration, instruction and materials, refreshment breaks, and lunch.

Who Should Attend This Event
HR Director (SVP/VP), Chief Human Resources Officer (CHRO), HR Business Partner, HR Manager, HR Generalist, Benefits/Payroll Specialist/Manager, Talent Acquisition Specialist/Recruiter/Manager, Training Specialist/Officer/Manager, Organizational Development Specialist/Manager.

Refund Policy:
A refund, less a $25 administrative fee, is provided for cancellations requested on or before May 1st.

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New Supervisor Essentials

Do you trust yourself to lead with confidence or do you often second guess your ability to be a supervisor? It’s natural to feel overwhelmed by all the responsibilities and emotions that come with the role. In this workshop, you will explore the fine art of self-assessment to evaluate your current skill level and make a plan to meet all of your job challenges. You will learn to recognize ego, drop judgment, and let go of assumptions that often impede supervisory success. Break-out “reflection groups” are used to share new ideas, best practices, and offer feedback.

What You’ll Learn

  • Transition from exemplary employee to legendary leader
  • Set professional boundaries
  • Eliminate the phantom supervisor of yesteryear
  • Address employees who are resistant or disengaged
  • Establish priorities and delegate responsibilities
  • Reduce workplace drama
  • Commit to give and receive feedback
  • Manage your own performance

Who Should Attend
Newly appointed supervisors and “supervisors-in-waiting”.

Instructor Bio
Karen Butcher is a former teacher and Bank Training Director. She left the corporate world in 2018 to launch Karen Butcher Coaching and Training. Butcher is a Senior Training Consultant for Interaction Training and travels the country facilitating bank supervisor training. Attendees appreciate her direct teaching style and recommended tools to help coach and lead teams.

In addition, Butcher works with Leadership Kentucky as the program coordinator for both the BRIGHT and ELEVATE programs designed for young professionals across the Commonwealth of Kentucky. Butcher’s passion for people is evident and she knows what is required to become a leader who people want to follow. She believes her faith, courage, and compassion have produced the resilience needed to see her through the highs and lows of life.

Registration Option

  • Live Access, 30 Days OnDemand Playback, Presenter Materials and Handouts – $279
  • Available Upgrades:
    • 12 Months OnDemand Playback + $110
    • 12 Months OnDemand Playback + CD  + $140
    • Additional Live Access + $75 per person
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GSB – IRA and Employer Plan Rollovers

This course provides answers to your clients’ rollover questions by explaining all the rollover opportunities, including evolving portability rules between IRAs and employer plans. Our experts teach financial organizations how to capture, facilitate, and report rollovers between employer plans and IRAs.

This 60-minute program will be presented live on: May 3, 2023, 10:00–11:00 a.m. CT

Presenter: Ascensus

Registration Option: Live presentation $275

Recording available through August 3, 2023

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GSB – IRA Issues: Top 10 Wrap-Up

Our experts will outline the top 10 IRA topics we get questions about on Ascensus’ consulting lines. Join this webinar to see what makes this year’s Top 10 list!

This 60-minute program will be presented live on: May 10, 2023, 10:00–11:00 a.m. CT

Presenter: Ascensus

Registration Option: Live presentation $275

Recording available through August 10, 2023

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questions@wisbank.com

608-441-1200

4721 S Biltmore Ln.
Madison, WI 53718

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