Case Histories

Globecon’s learning systems are designed to help clients meet three types of objectives: business, behavioral and educational. Depending on the bank's needs, a system is often implemented in five stages. The learning system is customized to achieve positive results in the bank's organization and in the perceptions of its clients.

Capital Markets/US

Business Need

A New York investment bank wanted a group of new MBA associates to gain a practical understanding of the investment banking business and how their specialty areas fit into the bank’s overall strategy.

Globecon Action

Globecon worked with bank's Managing Directors to develop a two-week program using Self-Instructional Guides and workshops. Participants practiced structuring and pricing actual deals.

Result

The MBAs gained practical knowledge of issuers, investors and products. They finished the program with an understanding of the ways in which the bank’s capabilities can be used to address their clients' needs.

Capital Markets/Europe

Business Need

A European universal bank sought to build a business to originate, trade and distribute non-government bonds. However, the staff lacked the skills to execute the plan fully.

Globecon Action

Globecon helped the bankers devise structures that addressed the needs of fixed income investors while satisfying issuer clients. The program demonstrated the importance of communication and synergy among origination, trading and sales. Participants practiced solving investor problems by using targeted clients as cases. (Similar approaches have been developed for specialty functions such as corporate finance and derivatives origination and trading.)

Result

The bond origination, trading and distribution units now work in closer alignment. Volume rose; so did profitability.

Relationship Management/Global

Business Need

A global bank headquartered in Europe sought to do more business with 250 targeted multinationals. To achieve this, the bank needed to enhance its tier position and broaden its delivery capabilities. Success required that all functions work together to identify client needs and deliver superior solutions.

Globecon Action

Globecon’s system brought the bank’s relationship managers and specialists together into learning teams. In workshops, teams collaborated to upgrade their understanding of client diagnostics, capital structure, financial engineering, and capital raising and risk management techniques.

Result

After 50 global relationship managers completed the program, clients commented on improvements in knowledge and execution. Participants were better able to satisfy client needs, and they generated and executed a greater number of proposals.

Relationship Management/US

Business Need

A US regional bank with large to mid-sized corporate clients sought to shift its focus from credit to an array of advisory services, capital-raising alternatives and financial risk management tools.

Globecon Action

The system began with prework designed to upgrade knowledge of corporate decision-making tools. Subsequent workshops helped participants understand corporate financial strategy, diagnose a broad range of financial needs, compare alternatives available to meet the needs and generate both initial proposals and ongoing relationship plans. (Similar approaches have been designed for targeted market segments including large corporates, middle-market corporates, private banking, real estate, small business banking and asset-based financing.)

Result

Nine months later, the bank attributed a number of successful deals to the knowledge gained in the system, resulting in a high return on the bank’s investment. The bank expanded the system to include all relationship managers.

Corporate Finance & Capital Markets/Global

Business Need

A global bank needed to efficiently educate thousands of employees worldwide on basic financial techniques and concepts.

Globecon Action

The bank private-labeled all of Globecon’s Foundations of Finance Self-Instructional Guides. Globecon content experts worked with the bank’s specialists to adapt the guides to the bank’s educational objectives. Each employee was required to complete a specific number of guides each year, with mastery tests used to monitor progress.

Result

After thousands of guides were completed by staff around the world, tests showed that employees had significantly upgraded the breadth and depth of their knowledge.


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