Training & Coaching

Training

Our corporate training and course development experience dates back more than 30 years.1 However, by itself, that experience means nothing, especially if we are teaching 30-year-old ideas. By analyzing and modeling many of the industry’s toughest problems, we have remained at its forefront–in both theory and in practice.

That practical experience, combined with over a decade of award-winning, university teaching experience, allows us to engage participants as rigorously and comprehensively as the organization desires, or not. (We practice what we preach, and vice versa.)

We simplify the complicated by emphasizing first principles and concepts, and we engage participants through humor and analogies (and stories).

Does your organization need a custom course on model risk management, stress-testing, or scenario analysis? We can economically design and deliver this material to the highest standards.

Coaching

Extremely high demand for experienced, quantitative talent, and a limited supply of (1) such individuals and (2) problem-solving creativity leads to high costs–from either high compensation, large consulting fees, or the opportunity cost of incomplete necessary and valuable work, e.g., regulatory findings or loan losses.

While CCAR, DFAST, and business conditions have created a seller’s market for such employees, less costly solutions are available, especially for smaller organizations and those in non-money-center locations. For example, provide a technically-competent, but less experienced manager with an executive coach or mentor, who has deep industry knowledge, excellent communication skills, and the state-of-the-art modeling and quantitative abilities. Benefits of this approach include:

  • Lower opportunity costs related to incomplete or subpar work;
  • Industry and modeling expertise that would otherwise be unavailable;
  • Increased institutional knowledge (versus outsourcing) as the manager or associate learns on-the-job;
  • Lower costs than complete outsourcing to qualified external firm, or better quality than through cheap, external firms.
  • A substantially larger candidate pool for key quantitative roles;
  • Assistance with finding the right candidate for the organization and role; and
  • Improved key associate retention (as the individual has the opportunity to continue to learn and build his or her human capital).