Community Service

Mica to Be Inducted Into Cooperative Hall of Fame

Four other cooperative leaders also will be honored.

October 20, 2010
KEYWORDS cooperative , cuna , mica
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Five cooperative leaders, including former Credit Union National Association (CUNA) President/CEO Dan Mica, will be inducted into the Cooperative Hall of Fame May 4, 2011, at Washington’s National Press Club.

The 2011 inductees include Mica; agri-business leader, Noel Estenson; international cooperative developers, Gloria and Stanley Kuehn; and civil rights leader and cooperative developer, Shirley Sherrod.

Mica’s 14-year tenure (1996-2010) as CUNA president/CEO represented a period of significant accomplishment for the credit union movement. At a time of fierce battles with the banking industry, this former member of Congress led a proactive legal defense and legislative/regulatory agenda that won landmark battles for credit unions and made CUNA one of the most respected trade associations in Washington, D.C.

In addition to raising the movement’s political stature in Washington and strengthening its grassroots networks, Mica is also credited with boosting the credit union’s visibility in the national media, leading to greater consumer awareness and increased membership growth.

A public forum will be held in conjunction with the dinner on the afternoon of May 4. The forum, also at the National Press Club, will feature current and future Hall of Fame inductees in moderated panel discussions about the role of cooperatives in the U.S. and world economies.

The Cooperative Hall of Fame is administered by the Cooperative Development Foundation, a nonprofit affiliate of the National Cooperative Business Association (NCBA).

The Cooperative Hall of Fame gallery is on display in NCBA’s offices in Washington, D.C., and online.

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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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