UW CU Exec Named to Fed Council

January 10, 2011
KEYWORDS consumer , council , credit
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Mike Long, executive vice president/chief credit officer for UW Credit Union, Madison, Wis., was named to the Federal Reserve Board’s Consumer Advisory Council.

The council advises the Fed board on its responsibilities under the Consumer Credit Protection Act and on other matters regarding consumer financial services.

The council will hold its regular meetings in Washington, D.C., until the designated transfer date, upon which certain consumer protection functions will be transferred from the Fed to the new Bureau of Consumer Financial Protection, pursuant to the Dodd-Frank Act.

As of that date, Fed Board’s Consumer Advisory Council will be dissolved. The Act authorizes the establishment of a Consumer Advisory Board to advise and consult with the bureau.

Long is responsible for the overall direction of $1.2 billion asset credit union's lending division. He’s also executive vice president/chief operating officer of CU Campus Resources, a student loan credit union service organization owned by UW Credit Union; a member of the Credit Union National Association’s Consumer Protection Subcommittee; and a member of TransUnion's Credit Union Advisory Board.

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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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