Bank Innovation Archives - Page 9 of 9

Great post today by Erin Griffith on PandoDaily about the nature of innovation at financial institutions:

Startups in the finance industry face a set of challenges so unique that, without help from accelerator, they have no real chance of survival. Finance startups need accelerators because of their mentors -they need someone to teach them to sell to the legacy industry they’re disrupting.

The six startups that FinTech Innovation Lab graduated today seemed successful enough. But the world of finance is so backwards, slow-moving, and risk-averse that even if they managed to get any major institutions to agree to use their products, it’d take them years to actually implement it, facing mountains of red tape and miles of hoops to jump through.

In startup time, a few years is long enough to run out of money.

It’s not even the banks’ fault, necessarily. There is compliance, regulatory oversight, security, and risk to consider. Consumers don’t necessarily want their banks to be terribly innovative. It is the bank’s first responsibility to safely store your money, after all. The elaborate systems of checks and balances are there for a reason.

Still, they’re stifling innovation. “Banks won’t give you a quick yes or no. They’ll give you long maybes until you die,” Yaron Samid, the founder BillGuard told me. “Even if they say yes, it takes 36 months to deploy.”

Read the entire article: More Than Any Other Industry, FinTech Needs Accelerators | PandoDaily.

The Keys to Hiring Effective Innovators

1. Intellectually Restless:

Great innovators get a thrill out of defining a bold vision and then wrestling with the data, insights, barriers, and opportunities to unlock what needs to be true to get there.

2. Inspiring Rather Than Convincing:

Applicants who come from traditional consulting are often proficient at framing opportunities, yet unaccustomed to creating outcomes. We want people who can do both. Those who recognize that innovation, by its very nature, is at odds with certainty. Breakthroughs can’t be proven. They need to be envisioned and driven.

3. Proven Ability to Drive Innovation:

There’s a big difference between recognizing a great innovation and understanding how to create a great innovation. Unlike financial markets, past performance in innovation is, more often than not, an indicator of future performance.

4. Have Scaled a Peak:

We look for greatness in some aspect of an applicant’s life: successful entrepreneur, published writer, Ivy League graduate, Division I athlete, etc. The metric of success is less important than the success itself. We want people who are comfortable defining a high-order goal and then doing what it takes to accomplish it.

5. Willing to Commit to Something Bigger Than Themselves:

This is important on two levels. At a firm level, we want people who are excited by the belief that we’re on a mission to create a fundamentally new type of business. On a personal level, we want talent who believes in something that doesn’t exist today. This type of belief is the core of innovation. Therefore, we look for candidates who’ve already demonstrated their commitment to a higher-order ambition. It can be sports, religion, a philosophy, or a charity. The object of devotion is much less important than the proven willingness to invest passionately with a group of people to realize a dream.

Read the entire article here:

Hiring: 5 Tips to Find True Innovators | Inc.com.