The Asian Banker Leadership Achievement Awards  
  Selection Criteria  
 
 
 

Regional Leadership Achievement Awards

Every year the Asian Banker Achievement Programme recognises individual and institutional leadership. The award is widely acknowledged in the financial services industry as the highest possible accolade available and is a highly coveted individual award.

The Selection Process

The selection process begins in December of the previous year and ends in March, involving a team of about 10 researchers working in tandem. The initial selection is through a survey and desk research done by the research team at The Asian Banker. We corroborate our own findings with interviews with equity analysts, local newspaper editors, industry experts and practitioners as well as competitor institutions.

The identified candidates are then subject to further scrutiny through basic interviews, and their names are put into a poll that is distributed to The Asian Banker’s 38,000 readers. After the results of the poll and the research have been compiled, a report on each short-listed candidates is then submitted for a review by the board of advisors for a final evaluation. The board of advisors then make the final decision.

1. The William “Bill” Seidman Awards for Lifetime Achievement in Leadership in the Financial Services Industry

To recognise individuals who reshaped not only the institutions that they worked for, but the entire financial services industry in their respective countries and regions, The Asian Banker seeks to recognise people who are considered giants in the industry because of their lifetime contributions and leadership.

This is perhaps the most prestigious of the achievement awards, as it recognises those who have gone ahead of us in the industry, and have distinguished their reputations, skills and achievements over a lifetime, setting the benchmark from which we assess others who distinguish themselves on current achievements. The lifetime winners recognised in the past have made considerable contributions to the building of institutions that have gone from strength to strength, and in some cases have created an entire industry in their respective countries.

There is a common thread among those who have won this recognition in the past, even when we were not specifically looking for these traits: humility, integrity of the highest order, larger than life accomplishments in the industry and an uncanny common sense that is increasingly ignored in business today. Their accomplishments are well regarded by both friend and foe alike, regardless of whom we interview to get a peer review. Only a few men and women will ever win this prestigious recognition, and those who do will always be a beacon to the rest of us.

The award has been renamed “The William “Bill” Seidman Awards for Lifetime Achievement in Leadership in the Financial Services Industry” in memory of L. William “Bill” Seidman, the former chairman of the Federal Deposit Insurance Corporation, who served from 1985 to 1991 and worked for US Presidents Gerald R. Ford, Ronald Reagan and George H. W. Bush. Seidman was a close friend of the Asian Banker and spoke at the Asian Banker Summit. He exemplifies fully the qualities that we expound in the Awards.

The criteria by which we assess candidates for this award are:

  • Time spent in the industry (we also take into consideration time spent in other industries that contributed to a candidate’s involvement in the financial services industry).
  • Assess the candidate relative to peers in the industry, with achievements over and above peers in the industry.
  • We assess the performance of the institution(s) for which the candidate demonstrated leadership in terms of financial and business achievement.
  • We assess the candidate’s statesmanship as demonstrated by activities outside of the institution.
  • We look for specific incidents during the candidate’s career that demonstrate leadership ability in terms of the degree of difficulty, tenacity, and creativity in solving these incidents.
  • We review performance against the transformation taking place in the industry, such as liberalisation, intense competition, the impact of technology, and others in the industry.
  • In all the time the person has been in the industry, the highest level of integrity, a larger-than-life accomplishments in the industry, and an uncanny common sense will be ever-present traits.

2.The Asian Banker Leadership Achievement Awards for the Asia Pacific region

The Asian Banker Achievement Awards programme recognises CEO leadership of financial institutions, complex businesses that are central to the economies of the countries in which they operate. To ensure that heads of banks in each country can be reviewed over a meaningful period of time, this award is made only once every three years. The next time these awards will be given will be in 2010 and 2013. 

The awards are based on a very rigorous evaluation process, starting with a region-wide survey in January, a review of three years financial performance of the institution and a review of the strategic initiatives of the organisation. The assessment for the awards is made on four inter-related criteria:

  • The financial performance of the business under consideration over a three year period. Here we look at annual results, or the financial performance of the business under review. Strong bottom line performance is the first determinant of a leader’s suitability for consideration for this award. But we also look at the sustainability of the business and the commitment to shareholders through stringent cost management and the ability to respond to competition over time.
  • Specific achievements in the years under review. We then look for either a specific achievement or a series of achievements in the years under consideration. The size and complexity of the achievement(s), the degree of difficulty and challenges encountered and overcome that demonstrates courage and leadership are taken into account.
  • Based on a well-communicated vision. Businesses and their leaders are shaped by a long-term vision that is demonstrated not just by statements, but also through the long-term development of a strategic business plan that defines a business. We look at statements made by the leader and the execution that supports those statements.
  • Augmentation by a good team. Sustainable businesses cannot only be built around individuals, but the strength of a team following a singular vision that can also react to incidents as a single entity. We look at the people around the leader, their commitment levels and sense of ownership of the businesses and operations entrusted to them.

3.The Asian Banker Financial Markets Leadership Achievement Awards
for the APAC region

The Asian Banker Financial Markets Leadership Achievement Awards programme recognises CEO leadership of financial market institutions that are operating in the pre and post trading landscape in the Asia Pacific region. The awards are conferred every three years to ensure that heads of financial markets institutions across the region can be evaluated over a meaningful time period. The next awards cycle will be in 2017.

These awards are based on a very rigorous evaluation process, starting with a region-wide survey in January, a review of three years financial performance of the institutions and an evaluation of the strategic initiatives of the organisation. The assessment for the awards is made on four inter-related criteria:

  • Execution of a defined strategy. Financial market institutions are shaped by well-developed strategic business plans, spearheaded by senior management. We assess strategic undertakings of top management and its subsequent implementation.
  • Making a difference to the institution. We look for the most compelling achievements in the years under consideration that impact the organisation. The size and complexity of the achievements, as well as capacity to overcome challenges are qualities that constitute leadership.
  • Demonstrated superior 3-year financial performance. Here we evaluate the annual results of the institution under review. Strong bottom line profitability is the first determinant of a leader’s suitability for consideration of this award. We also determine the sustainability of the business and commitment to shareholders through enhanced operational efficiency and ability to respond to competition over time.
  • Setting an industry benchmark. The institution must be recognized as having introduced products, processes or systems that have changed industry standards. This has been accomplished under the visionary stewardship of its leader.

4.The Best Managed Bank Awards

This award is made in conjunction with the Leadership Achievement Award in the belief that true leadership results in strong and sustainable franchises, either at the local or regional levels. It recognises the leadership of banks’ chairmen or CEOs in demonstrating vision, character and skill that has led the people in their institutions to become the best managed in the industry in the period under review. The “Best Managed Bank Awards” programme is predicated on the following qualities:

  • a superior domestic franchise under the leadership of the chairman or CEO,
  • strong commitment to domestic customers at the product and service levels,
  • strong governance structure at both the board and management levels under the leadership of the chairman or CEO recognised in the Leadership programme,
  • the ability to execute on strategy and respond to changes in the marketplace,
  • leading towards a stable and long term commitment to all shareholders.

5. The Asian Banker Promising Young Banker Awards

“The Asian Banker Promising Young Banker Award programme is run only once every three years. Instituted in 2008 and now into its third iteration, it is designed to recognise the achievements of outstanding bankers under the age of 40 with bottom-line responsibilities. The programme tracks the career development of next generation leaders in the increasingly complex financial services industry in the Asia Pacific region. The award is given to 2-3 promising young executives from each country representing different disciplines, in retail banking, transaction banking, risk management, technology amongst others. It gives participating institutions the opportunity to use this programme to validate their own internal succession grooming process.

The programme enables The Asian Banker to research and document the transition process, and to learn from the changing dynamics, the generational differences and the challenges that future leaders are faced with today. We hope that the report we will come up with at the end of the evaluation process will be valuable to the industry.

All banks of any size and orientation are encouraged to send in nominations for this programme. We hope that financial institutions will participate also to underscore the seriousness that you place in your own senior management leadership talent management programmes.

The Criteria

  1. Candidates must be under 40 years of age (there is no minimum age) and currently working in a financial institution or a regulatory agency in any capacity.
  2. Candidates can be recommended for these awards strictly only by their chairmans, CEOs or board members in the form of a letter of recommendation to The Asian Banker.
  3. All institution can submit recommendations for more than one candidate. It is also possible for more than one candidate to win this award from any institution.
  4. Serving CEOs who are under the age of 40 can also be considered for this award.
  5. 5. The letter of recommendation and/or its supporting documents must provide very specific statements (not general assertions) on the following three areas:
    1. The candidate’s performance in recent roles or projects given to them, with a clear statement of how the candidate made a tangible contribution to the bottomline of the business or operation.
    2. The management’s assessment of the candidate’s (1) all-round skills (2) instincts to building sustainable businesses (3) the vision thing (4) perception of peers (5) other roles and factors in his or her career that qualifies the candidate for leadership positions in the future.
    3. The candidate’s likely or logical specific career trajectory as seen by the board or the person making the recommendation.
Candidates can be from any business (retail banking, corporate and investment banking, transaction banking, etc) or operational lines (technology, operations, risk management, etc), but must have roles that contribute to the bank’s bottom line. “
 


For more information on the awards programme, please contact:

Foo Boon Ping
bpfoo@theasianbanker.com
Tel: (65) 6236 6523

 
 
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