Cedar Podcasts

The COVID-19 crisis has forced organizations to rethink talent decisions, highlighting a critical question: what if employees stay but are not upskilled? Survival in a disrupted world depends on employees’ ability to adapt, making competency development essential rather than optional. Many organizations focus on outcomes instead of the foundational behaviors that drive them.

A Competency Assessment Framework helps define, measure and develop the behaviours required for success across roles and levels, guiding recruitment, promotion and learning. Cedar’s framework groups competencies into Strategic, Operational and Organizational clusters, each measured on proficiency scales tailored to management levels.

Post-pandemic priorities include adaptability, critical thinking, data-driven decision making, virtual leadership, digital skills and empathy. Operational excellence must align with evolving business models, while organizational competencies such as collaboration and change management remain vital. Ultimately, adaptability and resilience—built through deliberate competency development—will determine whether organizations survive and thrive or risk extinction.

Insurtech are firmly established and are reshaping the insurance industry, forcing incumbents to choose between competition and collaboration. Insurtech's add value through innovative product development (such as micro-duration and on-demand insurance), digital distribution and disintermediation, peer-to-peer models, and advanced technologies including analytics, AI and IoT across the insurance value chain. Regulators worldwide are supporting this shift through sandbox environments that encourage experimentation.

However, Insurtech's face challenges in scaling, gaining customer trust, and overcoming regulatory and geographic barriers. Collaboration with established insurers can address these limitations, while insurers benefit from innovation, data utilization, and enhanced customer propositions. Successful partnerships should improve product quality, pricing, transparency, and service delivery. Ultimately, sustained success for both incumbents and Insurtech's depends on collaboration, adaptability, and a strong customer-centric focus, especially in meeting the expectations of digital-first, millennial customers.

Sanjiv Anand, Chairman, Cedar Management Consulting International

Successful bank mergers depend heavily on effective integration, with Human Capital Strategy providing a critical competitive advantage. Acquisitions often trigger anxiety, talent loss, productivity decline and cultural disruption. To mitigate these risks, banks must adopt a structured approach addressing people, leadership, culture and organization design.

Drawing on regional acquisition experience, the “Human Capital Octagon” outlines eight dimensions for success: organisation architecture with clear roles; retention of high-potential talent; integration of cultures rather than replacement; formation of a strong transformation leadership team; transparent and targeted communication; a well-managed “Day One” experience; disciplined project management via a PMO; and alignment of people initiatives with operational and system integration.

Together, these dimensions help manage uncertainty, retain critical talent, sustain morale and productivity, and create a unified “One Company, One Vision.” A disciplined, people-centric integration approach ensures long-term value creation and enhances shareholder returns in bank mergers.

Organizations are increasingly using Employee Stock Option Plans (ESOPs) to retain talent, reward performance, and align employee interests with long-term business success, especially in services-driven and GCC markets. ESOPs offer employees the right to buy shares at a predetermined price, motivating loyalty and performance without immediate cash outflows. A successful ESOP requires clear objectives—typically retention and performance—along with careful design of eligibility, grant size, vesting schedules, pricing, and administration.

Key design considerations include targeting critical and high-performing roles, balancing vesting to avoid early exits or weak retention, limiting equity dilution (often up to 10%), and setting reasonable discounts to protect profitability. Effective governance, transparent communication, and periodic measurement of impact on retention and productivity are essential. While ESOPs can drive motivation and ownership culture, risks include rewarding poor performers or eroding profits through excessive discounts. Well-designed ESOPs are becoming a standard “hygiene” factor, shaping performance-driven cultures and aligning HR strategy with business goals.

Sanjiv Anand, Chairman, Cedar Management Consulting International

A study of small and mid-size U.S. banks shows a widening analytics gap versus large banks. While big banks invest heavily in enterprise BI, predictive analytics, and large teams of specialists, smaller banks remain constrained by Excel-based reporting or limited BI tools with narrow adoption and high costs. Even mid-sized banks struggle to deploy analytics bank wide due to skill shortages and expense.

Simply mimicking large-bank approaches with smaller budgets delivers poor results. For smaller banks, the real challenge is not just spending less, but adopting a fundamentally different model. Key cost drivers include specialist talent and long “time to intelligence,” which reduces business value.

The proposed solution is to leapfrog traditional approaches through packaged BI and analytics solutions. These offer pre-built enterprise functionality, faster deployment, lower dependence on scarce analytics talent, and reduced costs. By using standardized, commodity-style analytics platforms, small and mid-size banks can achieve results comparable to large banks without matching their spend.

Covid-19 and low interest rates have squeezed margins in corporate banking, accelerating a shift from interest income to fee-based Global Transaction Banking (GTB). GTB services—especially cash management, payments, collections and liquidity—are expected to contribute 60–70% of GTB revenues, representing a $1 trillion global opportunity. FinTech's are disrupting GTB through digital, blockchain and smart-contract solutions, particularly in trade and supply chain finance.

To remain competitive, banks must digitize transaction volumes, improve speed and accuracy, and innovate either by building agile digital platforms or by buying/partnering with FinTech's. Innovation should be driven by client pain points, design thinking, and flexible, API-enabled architectures.

Key innovation areas include open B2B APIs, digital and assisted onboarding by segment, digital SME banking platforms, blockchain-based trade finance, and cloud-based supply chain finance ecosystems. A modular GTB architecture allows banks to scale quickly, partner effectively, and shift income pools sustainably—positioning them to lead disruption rather than be disrupted.

Banks face five core IT challenges: making IT strategically relevant and customer-centric, improving returns on IT spend, enabling next-generation banking, aligning applications and infrastructure with enterprise vision, and building strong IT capabilities. However, IT strategy succeeds only through disciplined execution. The Balanced Scorecard (BSC) provides a practical framework to translate IT strategy into action by linking financial and non-financial objectives with measurable outcomes.

An effective IT scorecard is built in four steps. First, articulate 20–25 clear IT objectives across customer, financial, process, and learning & growth perspectives, forming a coherent strategy map. Second, define meaningful lead and lag measures with well-calibrated targets to manage and communicate performance. Third, align and prioritize IT projects so that every initiative directly supports a strategic objective, with clear quality, time, and cost metrics. Finally, assign singular ownership and align individual performance measures with enterprise goals.

When reviewed monthly and actively used by leadership, the IT Balanced Scorecard drives accountability, sharper execution, and sustained IT performance.

Banks often assess performance mainly through financial results, which are lag indicators and do not reflect long-term sustainability. A balanced scorecard for banks must therefore integrate financial and non-financial objectives across four perspectives: financial, customer, process, and learning and growth.

An effective bank scorecard rests on four building blocks: creating a strategy map, defining the right measures, aligning initiatives to objectives, and assigning clear ownership. The strategy map balances short- and long-term priorities across business segments, clarifying financial goals, customer value propositions, process excellence, and organizational capabilities.

Measures must combine lead and lag indicators using ratios, monetary values, and survey-based metrics tailored to banking, with targets ranging from realistic to breakthrough. Strategic initiatives such as cost efficiency, digital channels, process improvement, human capital development, and technology transformation must directly support objectives.

Finally, clear, singular ownership aligned to individual performance ensures accountability. When embedded in monthly management reviews, the balanced scorecard becomes a practical tool for sustained enterprise performance.

Alternative and peer-to-peer (P2P) lending has matured into a permanent part of the financial ecosystem, with the market projected to exceed $70 billion. Growth has been strongest in SME lending, driven by digital players using advanced analytics, low-cost customer acquisition, simplified processes and AI-driven credit models. Regulatory burdens and compliance costs have further enabled non-banks to gain market share.

For banks, the strategic choice is whether to compete, collaborate or co-exist. Collaboration includes partnerships where banks leverage P2P platforms’ data, underwriting and customer acquisition capabilities. Co-existence models involve white-label lending or banks purchasing portfolios of P2P loans to diversify assets. Competition sees banks building or acquiring digital lending platforms and hybrid marketplaces.

With consolidation inevitable among alternative lenders, banks must either partner or build capabilities organically or through acquisitions. Adopting multi-channel digital lending, automation, AI-driven credit assessment and agile operating models will be critical. Proactive engagement, rather than resistance, will determine long-term relevance.

Sanjiv Anand, Chairman, Cedar Management Consulting International

Organizations often fail to implement sound strategies because structures, tools and mindsets have not evolved with changing strategy demands. As value creation shifts from tangible assets to knowledge, relationships and capabilities, traditional financial controls and centralized command-and-control models prove inadequate. Execution suffers due to weak planning processes, overreliance on budgets, unclear strategy ownership, fear of measurement, poor data, too many metrics, and lack of sustained CEO commitment.

Cedar’s experience with Indian companies highlights 17 recurring challenges, including confusion between management frameworks, underdeveloped MIS, misaligned projects, manual data collection, and weak communication. Many firms struggle to translate strategy into actionable, owned initiatives and to balance financial lag indicators with operational lead indicators.

The Balanced Scorecard addresses these issues by providing a shared language for strategy, aligning objectives, measures and initiatives, clarifying accountability, and enabling continuous execution. Success depends on leadership commitment, disciplined measurement, effective communication and persistence in embedding the approach organization-wide.