Management

'In an Instant'

January 23, 2009
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GAC provides the backdrop for CUs to write their own agenda.

While it obviously was building for some time, the U.S. financial industry last fall appeared to implode in an instant. Even Alan Greenspan, former Federal Reserve Board chairman, expressed surprise at the collapse, saying, “There’s no question that this is in the process of outstripping anything I’ve seen,” reports CNN.com.

The economic environment is why the watchwords for the Credit Union National Association (CUNA) and the credit union movement in 2009 are “agile and nimble.” “It is vital for CUNA and credit unions to be ready to pivot readily—from taking advantage of opportunities, to dealing with challenges, and back again—as occasions arise,” stresses Dan Mica, CUNA president/CEO.

These issues will be front and center Feb. 22-26 at CUNA’s Governmental Affairs Conference (GAC) at the Washington (D.C.) Convention Center (register at cuna.org).

In a new administration it’s imperative credit unions write their own agenda, and GAC provides the backdrop. Among the speakers:

  • Bob Woodruff, ABC News reporter, who was seriously injured by a roadside bomb while reporting on U.S. and Iraqi security forces. He and his wife Lee share stories from his memoir, “In an Instant,” and how they overcame the most difficult circumstances.
  • Steve Forbes, editor-in-chief of Forbes magazine, forecasts economic trends affecting national growth.
  • Politicos Paul Begala, CNN political analyst, and Tucker Carlson, MSNBC senior correspondent, face off on politics and the media.
  • Policy makers such as Senate Banking Chairman Chris Dodd, D-Conn., and House Financial Services Committee Chairman Barney Frank, D-Mass., plus Reps. Paul Kanjorski, D-Pa.; Maxine Waters, D-Calif.; Ed Perlmutter, D-Colo.; and Carolyn Maloney, D-N.Y., paint the new political landscape.

Join us at GAC—because circumstances can change in an instant.

KATHRYN KUEHN is director of CU periodicals for the Credit Union National Association. Contact her at 608-231-4075 or at kkuehn@cuna.com.

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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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