Wegner Awards Celebrate Difference Makers

Hanley, Mica, and NYIB to be honored.

February 27, 2011
KEYWORDS achievement , award , cuna
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Two outstanding leaders and a successful youth advocacy program will be honored at the 23rd annual Herb Wegner Memorial Awards reception and dinner Monday night.

The event, presented by the National Credit Union Foundation (NCUF), takes place at 6:30 p.m. at the Grand Hyatt Washington.

The 2011 Herb Wegner Award recipients are:

Rudy Hanley, president/CEO of SchoolsFirst Federal Credit Union, San Ana, Calif., will receive the Lifetime Achievement Award, in recognition of his 30 years of visionary credit union service,

While leading the fifth largest credit union in the country—a recognized training ground for future system leaders—Hanley still spends time with every new hire to ensure each employee understands the credit union difference.

Hanley has served on the boards of the California Credit Union League, CUNA, CUNA Strategic Services, CUNA Mutual Group, and the Consumer Federation of America, and he’s a founding member of the Filene Research Institute.

Daniel A. Mica, former CUNA president/CEO, will be honored with the Individual Achievement Award.

NCUF cites Mica’s efforts to preserve credit union access for millions of consumers, safeguard an independent federal credit union regulator, protect credit unions’ federal tax exemption, and spearhead a successful challenge to the Internal Revenue Service over unrelated business income tax.

During his tenure, Mica helped garner unprecedented national positive press for credit unions, moved credit unions to the forefront of financial literacy, and raised credit union political involvement to the highest levels.

National Youth Involvement Board (NYIB) will receive the Outstanding Organization Award. For 38 years, NYIB and its volunteer network of credit union youth advocates has delivered financial education and awareness of credit unions to America’s young people.

NYIB activities have expanded from four student-run branches and occasional presentations to 32 branches, a youth advisory board, and regular classroom presentations and youth seminars. NYIB partners with more than 50 youth agencies. Volunteers have reached more than 2.5 million young people through classroom presentations.

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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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