Management

Kloiber, Smith Named to Fed Council

February 16, 2011
KEYWORDS advisory , council
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Two credit union executives were among 12 people named to the Federal Reserve Board’s Community Depository Institutions Advisory Council (CDIAC) for 2011.

They are:

Michael Kloiber, president/CEO of Tinker Federal Credit Union, Tinker Air Force Base, Okla.; and

Randy Smith, president/CEO of Randolph-Brooks Federal Credit Union, Universal City, Texas.

CDIAC provides input to the Fed on the economy, lending conditions, and other issues. Council members were selected from representatives of banks, thrift institutions, and credit unions serving on newly created local advisory councils at the 12 Federal Reserve Banks.

One member of each of the Reserve Bank councils will serve on the CDIAC, which will meet twice a year with the Federal Reserve Board in Washington. The board announced in October that it was forming the CDIAC to replace the Thrift Institutions Advisory Council.

Barrie G. Christman, chairman of Principal Bank in Des Moines, Iowa, will serve as president of CDIAC in 2011, and Howard T. Boyle, president/CEO of Home Savings Bank in Kent, Ohio, will serve as vice president.

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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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