On My Mind: Behind the Scenes

Our goal is to be relevant and vital to you—our readers.

January 09, 2011
KEYWORDS board , magazine
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As we move into 2011, we hope for better days while bracing for what could be more of the same.

One goal at Credit Union Magazine is to help you find creative solutions to the problems you face every day. And one of our most valuable resources in helping us find those solutions is our editorial advisory board.

At each quarterly meeting with the board, we try to answer the same questions: What topics do we need to address so Credit Union Magazine can meet the needs of those who work in credit unions and serve on their boards? Which credit unions have found innovative solutions to difficult challenges? How can this magazine remain relevant and vital to its readers?

Our board members are:
• Sandi Carangi, vice president of business services, Erie (Pa.) FCU, and a member of the CUNA Marketing and Business Development Council’s education committee.
• Jennifer Lehn, executive vice president, Numerica CU, Spokane Valley, Wash., and chair of the CUNA Operations Sales and Service Council.
• Janice Love, vice president of human resources, Sandia Laboratory FCU, Albuquerque, N.M., and a member of the CUNA Human Resources/Training & Development Council’s education committee.
• Rick Miller, supervisory committee chairman, Summit CU, Greensboro, N.C., and principal with FeatherStone Planning and Consulting.
• Daryl Tanner, president/CEO, Share One Inc.
• Bill Vogeney, senior vice president, Ent FCU, Colorado Springs, Colo., and vice chairman of the CUNA Lending Council.
• Bob Warren, senior vice president/ CFO at Virginia CU Inc., Richmond, and co-chairman of the CUNA CFO Council’s education committee.

These folks help us identify topics that matter most to you. But we also need your help. If you’d like to see something you’re not seeing in Credit Union Magazine, let me know at srodgers@cuna.coop.

Coming soon

The February Credit Union Magazine will highlight these topics:

Boomers' retirement plans: How has the Great Recession affected baby boomers’ retirement plans and how can your CU help?
Keeping purpose constant: As dedicated CEOs and directors retire, will they take the CU movement’s vision and values with them?
Is the CU business model built to last? What are some practical tools CUs can use to enhance long-term growth?
Executive Suite: CUs’ plans for member investment services.
•  Investment services: How CUs can capture baby boomers’ assets with investments and other services.

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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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