The vast majority of banks and credit unions who are seriously considering a more formal approach to ensuring “mastery” of credit skills are electing for an organization-specific approach. In that way, the specific assessments, training solutions (including coaching and mentoring), and internal topics that are covered through training can be selected to best meet the needs of their own organization, versus a one-size-fits-all approach that simply no longer applies in the industry today. Furthermore, by leveraging leading edge technology, including highly interactive online programs and true-to-life online simulations, you can assess your people not merely on credit theory but on actual, real-world lending simulations that provide keen insight beyond credit skills and knowledge to the critical area of “judgment.”
Why even entertain the idea of a one-size-fits-all credit skills “certification” when we all know that the process of underwriting and extending commercial credit has been increasingly viewed by banks and their customers as a unique competitive differentiator? Why put your lenders through endless hours of reading, studying, and classes (while they are still supposed to do their “day job”) if there is a much better way to ensure the presence and sustainment of advanced credit skills, knowledge, and judgment? Why give them the idea that they might be able to parlay a piece of paper, a credit certificate, in job interviews with your competitors? And why even consider a generic certification when you could recognize the value of a process designed specifically for your organization and with your organization’s unique policies and practices?
When considering your training options, train your lenders and relationship managers as the special corporate assets they are, and give them and your organization a more valid experience and sustainable outcome in the process.
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