From Fragmentation to Scalable Performance: Rebuilding a Bank’s Operating Model in a few months

How a Swiss regional bank reset ownership, governance, digital capability and culture to enable sustainable growth.

When I stepped into the role of Head of Operations at a Swiss regional bank, the mandate was clear and deliberately time-bound:

Build a new Target Operating Model that would not only improve efficiency, but fundamentally enable the bank’s long-term growth ambition.

The organization had a strong market position and loyal customers. But operationally, it was constrained by fragmented processes, blurred accountability and a technology landscape that limited scale.

Many core processes were split across multiple teams and individuals. Ownership was diffuse. No one truly felt accountable end-to-end. Execution slowed down, decisions got escalated unnecessarily and operational complexity was growing faster than performance.

This was not a classic optimization exercise. It was a structural reset.

PHASE 1 — Establishing Ownership, Leadership Control and Clarity

The first priority was to stabilize the operational backbone and create transparency.

We started by mapping dozens of end-to-end core banking processes, identifying fragmentation, duplication and manual workarounds, making accountability gaps visible, clarifying decision rights and escalation paths, reviewing each major operational domain with management, and defining a future-state Target Operating Model aligned to growth ambitions.

One fundamental insight emerged very quickly:

Efficiency improvements alone would not be enough. The bank needed clear ownership, structural accountability and a fundamentally different way of working.

PHASE 2 — Reassigning Ownership and Building Governance

Ownership became the core transformation lever.

Key actions included reassigning roles to establish clear end-to-end process ownership, implementing structured mandates for key operational domains, formalizing governance frameworks across Operations creating a central PMO function to coordinate transformation delivery and introducing a disciplined management cadence with frequent progress reviews.

From that point forward, every major process had one accountable owner. Every transformation initiative had a sponsor. Every governance forum had a clear mandate.

This single shift materially accelerated execution.

PHASE 3 — Digitalization as a Growth Enabler (Not just efficiency)

Digitalization was positioned deliberately as growth infrastructure, not a side project.

Two major workstreams ran in parallel.

First, RPA was introduced as a strategic capability. High-volume manual processes were prioritized for automation. Robotics was deployed to eliminate repetitive work. Automation use cases were governed centrally, while business ownership remained with process leaders, not IT.

This alone saved hundreds of hours of manual work, allowing teams to refocus on customer value, growth initiatives and higher-impact operational work.

Second, a broader review of the bank’s technology landscape was initiated, with particular focus on the mortgage business, which was strategically critical for growth.

This included reviewing the end-to-end mortgage process and supporting systems, identifying structural limitations in the existing tech stack, assessing scalability constraints and integration gaps, defining strategic options for future platform evolution, and initiating a structured decision process for long-term modernization.

This was not about quick fixes. It was about creating a clear path forward for a scalable mortgage platform capable of supporting long-term growth.

PHASE 4 — Embedding Agile Ways of Working and Cultural Shift

Process and technology changes alone would not be enough. The operating culture itself had to evolve.

Key steps included introducing agile working principles across operational teams, improving cross-functional collaboration between Operations, IT and Business, shortening decision cycles and delivery loops, shifting focus from reactive problem-solving to proactive scaling, and embedding a continuous improvement mindset.

Over time, this created a visible cultural shift from a reactive organization to a scale-up-ready operating culture focused on execution, accountability and performance.

PHASE 5 — Disciplined Execution and Time-Bound Delivery

The mandate was clearly positioned as time-bound from day one.

To ensure momentum and delivery discipline, dozens of processes were touched and redesigned. Progress was reviewed monthly within management. Achievements and open issues were tracked transparently. Priorities were continuously rebalanced based on business impact. Ownership was steadily transferred into the line organization.

This cadence ensured that transformation never became a side program. It remained embedded in day-to-day leadership execution.

PHASE 6 — Sustainable Handover and Leadership Transition

The final phase focused on embedding sustainability and preparing a clean leadership handover.

Key elements included aligning the operational leadership team around the new model, finalizing governance documentation and role charters, ensuring KPI transparency and reporting continuity, transferring ownership to the nominated Head of Operations and coaching the leadership team through the transition.

After 11 months, the bank had an aligned leadership and operational team, clear governance and accountability structures, a functioning PMO and execution cadence, scalable team structures, embedded agile working principles, a digital automation layer in production, a reviewed and future-oriented tech stack strategy, a structural foundation to support long-term growth, hundreds of hours of manual work eliminated, and a culture shift toward performance and scale-up readiness.

The transformation was no longer a programme. It had become the new operating reality.

WHAT THIS MANDATE REALLY DEMONSTRATED

This engagement reinforced three leadership truths.

First, ownership is the real transformation lever. Without clear end-to-end accountability, no operating model can scale, regardless of technology or process design.

Second, digitalization only works when governance is right. Automation amplifies whatever structure it sits on. Without clear mandates and ownership, it simply accelerates chaos.

Third, growth requires operating discipline. Scale is not enabled by strategy decks. It is enabled by governance, structure, execution cadence and leadership accountability.

WHY THIS MATTERS FOR BOARDS AND EXECUTIVE TEAMS

This mandate was not about incremental optimization. It was about building growth infrastructure for a regulated organization.

It illustrates what becomes possible when ownership replaces fragmentation, governance replaces ambiguity, digitalization is treated as a strategic capability, transformation is owned at leadership level and former CEO-level leadership is used to drive real structural change, not just manage operations.

Sustainable growth is not driven by strategy documents. It is built through operating models that actually work.