Community Service

Connecting Women, Building Communities

July 02, 2010
KEYWORDS communities , woccu
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The Global Women’s Leadership Network, a relatively new World Council of Credit Unions (WOCCU) initiative, is designed to empower women worldwide, helping them improve their lives and their communities.

The network held its inaugural meeting in conjunction with WOCCU’s 2009 World Credit Union Conference in Barcelona, Spain, and its numbers and influence have been growing ever since.

The network is supported by individual men and women, credit unions, and other organizations. It’s dedicated to engaging participants in professional and personal development through social media and educational forums.

There already are more than 100 network members from more than 20 countries. Broad support allows the network to promote professional development for network members, offer scholarships, and enhance WOCCU field projects benefiting women, their families, and communities. 

Building on the support that Peru received last year, 2010 network memberships will support WOCCU programs in Colombia, Kenya, and Sri Lanka. The network will hold its second Global Women’s Leadership Forum at the 1 Credit Union Conference in Las Vegas July 10-11.

For more information on the event or network membership, visit

View a slide show

Lalani Weerasinhga

Lalani Weerasinhga started a business selling eggs but needed more chickens. A women’s cooperative gave her a loan to expand her business.

See photos of other Global Leadership Network members and beneficiaries.

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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 ( 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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