Northwest CU Association to Launch Jan. 1

November 12, 2010
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With a positive membership vote and board affirmation of the merger between the Credit Union Association of Oregon and the Washington Credit Union League, the newly created Northwest Credit Union Association is set to begin operations on Jan. 1, 2011.

“It’s been a very exciting, very busy few months preparing for the vote, and moving forward as a regional organization,” says Washington Credit Union League Chairman Debra Keesee, president/CEO of Spokane (Wash.) Media Federal Credit Union. “It’s gratifying to know that our efforts will benefit credit unions for decades to come.”

“Both boards acknowledged that our memberships would be listening very carefully,” says Oregon Credit Union Association Chairman Gene Pelham, president/CEO of Rogue Federal Credit Union, Medford, Ore. “We made the case to our credit unions and they responded. Now it is time to move forward into our next chapter.”

The first step in moving forward for the Northwest Credit Union Association is introducing its new brand identity to the credit union community.

In the works for months, the three-color logo is credit union-centric and pays homage to the association’s northwest roots.

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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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