This article highlights the challenge faced by the world today and Banking Industry in particular (only 44% of customers are satisfied with their banking experience) and the ways to address them. With the advent of AI and other advancements, things are changing at a fast pace than ever before and life of most of the skills staying relevant is < 5 years. Embracing a Lifelong learning mindset & Culture is the best way for staying relevant to both individuals and organizations. By Staying relevant, we not only survive but can thrive in the market place. Organizations promoting Lifelong learning culture drive 52% higher productivity and 17% increased profitability and high employee satisfaction scores. Maveric Systems is driving a Lifelong learning culture in the organization and striving towards becoming a Trailblazer in the learning and development space. Maveric strongly believes in learning as a pull and provides multiple channels for associates to learn on their own or being part of learning cohorts. Finally, AI-driven learning solutions providing personalized learning and revolutionize skill acquisition and retention. We recommend Eight strategic imperatives for banking leaders to create a robust learning ecosystem.
The adage “knowledge is power” has never rung more accurately in the rapidly evolving financial technology landscape. As banks navigate the choppy waters of digital transformation, a culture of continuous learning emerges not just as a nice-to-have, but as a critical differentiator between industry leaders and laggards.
The Learning Imperative: Beyond Buzzwords to Bottom Lines
Recent data paints a compelling picture: organizations with a strong learning culture are 52% more productive and 17% more profitable than their peers. The stakes are even higher in the banking sector, where regulatory complexities intertwine with technological advancements. A study by Deloitte found that banks investing in continuous learning programs saw a 37% increase in employee retention and a 58% improvement in customer satisfaction scores.
Maveric’s Masterclass: Architecting the Future of BankTech Talent
Maveric Systems, with its ambitious vision to be among the top 3 global BankTech specialists by 2025, exemplifies this learning-centric approach. Maveric Systems is driving a Lifelong learning culture in the organization and striving towards becoming a Trailblazer in the learning and development space. Maveric strongly believes in learning as a pull and provides multiple channels for associates to learn on their own or being part of learning cohorts.
From Compliance to Cutting-Edge: A Holistic Learning Ecosystem
Maveric’s learning and development (L&D) program includes an array of diverse offerings:
1) Regulatory Rigor:
With courses on information security, risk and compliance, and data privacy, Maveric ensures its workforce is not just skilled but also compliant.
2) College-to-Corporate:
Higher bright talents from colleges and build their corporate carries with focused 3-months program
3) Upskilling Unleashed:
Continuous upskilling to align with customer roadmap and add continuous value to customers. Encourage industry certifications to get industry endorsement of our associate’s skill proficiency.
4) Leadership Alchemy:
Innovative approaches like theatre-based situational mastery transform tech talent into well-rounded leaders.
5) Digital Dexterity:
A digital learning ecosystem on LMS with internal SME contents and tie-up with digital content providers like Udemy aligning with Gen Z style of learning.
Beyond the Boardroom: Industry-Wide Implications
The ripple effects of a robust learning culture extend far beyond individual organizations:
1) Innovation Acceleration:
Banks with strong learning cultures are 3.5 times more likely to be innovation leaders in their market.
2) Regulatory Resilience:
Financial institutions with comprehensive learning programs experience 42% fewer compliance-related incidents.
3) Customer-Centricity Catalyst:
Employees engaged in continuous learning are 58% more likely to have the skills to deliver exceptional customer experiences.
Digital Transformation: Learning as the Linchpin
As banks undergo digital transformation, continuous learning becomes even more critical. A report by the World Economic Forum suggests that by 2025, 85 million jobs may be displaced by a shift in the division of labor between humans and machines, while 97 million new roles may emerge. In this context, fostering a culture of continuous learning is not just about skill development—it’s about future-proofing the workforce and the organization.
Gamification: Playing to Learn, Learning to Win
Maveric’s approach to learning incorporates gamification elements, tapping into learners’ intrinsic motivations. This strategy has shown remarkable results, with engagement rates in learning programs increasing by 60% and knowledge retention improving by 40%. By turning learning into a competitive and rewarding experience, banks can accelerate skill acquisition and make the process more enjoyable for employees.
Charting the Course: 8 Strategic Imperatives for Banking’s Learning Revolution
1) Personalization at Scale:
Leverage AI to create individualized learning pathways that align with employee aspirations and organizational needs. Example: Use machine learning algorithms to analyze an employee’s role, performance, and career goals to suggest tailored learning modules.
2) Cross-Pollination of Knowledge:
Foster interdepartmental learning exchanges to break silos and drive a holistic understanding of banking operations. Example: Implement a “rotation program” where employees spend time in different departments, gaining diverse skills and perspectives.
3) Real-Time Learning Integration:
Implement systems that allow for learning in the flow of work, enabling the immediate application of new knowledge. For example, Integrate micro-learning modules into daily workflows, such as quick compliance updates before processing certain transactions.
4) Learning by Sharing:
Encourage knowledge sharing of insights, best practices and Do’s and Don’ts from experienced gained through real-time projects.
5) Measurement Metamorphosis:
Develop sophisticated analytics that ties learning outcomes directly to business KPIs, providing clear ROI visibility. For example, Track how improved product knowledge through learning programs directly impacts cross-selling success rates.
6) Ecosystem Engagement:
Collaborate with fintech startups, academic institutions, and regulatory bodies to create a dynamic learning ecosystem that keeps pace with industry evolution. Example: Partner with local universities to co-create curricula that address emerging banking technologies.
7) Cognitive Diversity:
Encourage learning across diverse domains to foster cognitive diversity, which has been shown to enhance problem-solving and innovation in financial services. For example, Offer courses in design thinking or behavioral economics to complement traditional banking skills.
8) Ethical Learning:
Integrate ethical considerations into learning programs to ensure that banking practices remain aligned with societal values and expectations as technology advances. Example: Develop case studies on ethical dilemmas in AI-driven banking decisions to prepare employees for future challenges.
Conclusion: The Learning Journeys.
As we stand on the brink of banking’s digital renaissance, the message is clear: those who master the art of Lifelong learning will not just survive the disruption—they will define it. The question for banking leaders is no longer whether to invest in learning but how to do so in a way that catalyzes transformation, drives innovation, and cements their position at the forefront of the financial services evolution.
In the high-stakes world of banking technology, continuous learning is no longer a luxury—it’s a lifeline. Organizations like Maveric Systems are not just participating in this learning revolution; they’re leading it, setting a new standard for what it means to be genuinely future-ready in finance.
About the Author
Srinivasan Sundararajan brings over 30 years of IT industry experience, with 25 years focused on delivering global QA and QE projects. Recognizing the importance of talent development, Srini transitioned into Learning and Development (L&D) six years ago.
As head of L&D at Maveric Systems, Srini leads the company’s commitment to continuous learning and skill enhancement. Maveric invests heavily in L&D through leadership programs, technical workshops, and mentorship initiatives, ensuring associates are equipped to meet the evolving demands of technology and banking. Under Srini’s leadership, Maveric’s L&D strategies are closely aligned with business goals, driving both talent growth and measurable business impact.
