Buckle Up: Here Comes a Duke Boy

Actor John Schneider is a tenacious fund-raiser.

February 27, 2011
KEYWORDS hospitals
/ PRINT / ShareShare / Text Size +

John Schneider describes his approach to promoting worthy causes this way:

“I’m like a bad head cold. I just won't go away! So you might as well get out your checkbook!”

Schneider—an actor and singer best known as the fast-drivin’, rubber-burnin’ Bo Duke on “The Dukes of Hazzard” and as Clark Kent’s father on “Smallville—has starred in a more important role since 1983: co-founder of Children’s Miracle Network (CMN) Hospitals with singer/actress Marie Osmond.

He’ll address attendees during CUNA’s Annual General Meeting this morning at 10:30.

CMN raises money for 170 children’s hospitals in the U.S. Credit unions are top contributors to the network through programs such as Credit Unions for Kids and the annual Credit Union Cherry Blossom Ten Mile Run.

Credit Unions for Kids is a collaborative effort involving credit unions, local chapters, state leagues, national trade organizations, business partners, and trade publications.

The credit union movement has raised $80 million for children’s hospitals since the program’s launch in 1996. Credit unions are the third-largest annual corporate contributor to CMN Hospitals following Wal-Mart and Costco.

Schneider continues to host CMN’s annual telethon, participate in various sponsor events, and visit children’s hospitals throughout North America.
This spring, he’ll star in the film “Doonby” as a drifter who visits a small town and makes it better—until he’s stalked by a menacing force. Think “It’s a Wonderful Life” minus the “wonderful.”

Post a comment to this story

heroes

What's Popular

Popular Stories

Recent Discussion

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.

Your Say: Who should be Credit Union Magazine's 2014 CU Hero of the Year?

View Results Poll Archive