CUs ‘put the pedal to the metal’ to support kids

CMN co-founder applauds CUs for their financial and leadership commitment.

March 01, 2011
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CUs for Kids raised more than $8.7 million for Children’s Miracle Network (CMN) hospitals in 2010, said John Schneider, CMN co-founder and “Dukes of Hazzard” television star, during yesterday’s Annual General Meeting.

During a weak and challenging economy, CUs raised even more than they did in 2009, he said. “It tells me about your resolve to help kids. It would have been easy to take your foot off the accelerator. But you didn’t. You put the pedal to the metal on the old General Lee and crossed the creek.”

In addition to financial support, CUs provide valuable leadership at the local, state, and national levels, he said. He appealed to CUs to take part in a $1 per member challenge through programs such as coin collections, jeans days, and holiday campaigns.

Since 1996, CUs for Kids has raised more than $80 million for the 170 CMN hospitals nationwide. The hospitals provide around-the-clock commitment and care for children, including more than $4 billion in uncompensated care last year.

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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 ( 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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