Scenes from the America's CU Conference: Sunday

Texas CU League President/CEO Dick Ensweiler welcomes attendees to San Antonio.

June 20, 2011
KEYWORDS hoel , opening
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Dick Ensweiler Texas CU League President/CEO Dick Ensweiler, in keeping with the theme of the America’s CU Conference, "Big Time. Big Ideas. Big Opportunity," introduces attendees to Texas, where “everything is bigger." (CUNA photos)
CUNA Chair Harriet May, CEO of GECU in El Paso, Texas, reacts to Emcee Greg Schwem’s skewering of CU-related acronyms. Harriet May
Alison Levine "Fear is normal, but complacency can kill you," notes adventurist Alison Levine.
Comedian/emcee Greg Schwem gets things rolling along by displaying the June issue of Credit Union Magazine. Greg Schwen
CU Hero CUNA President/CEO Bill Cheney (left) presented Credit Union Magazine's 2011 CU Hero of the Year Award to Maurice Smith, president/CEO of Local Government FCU, Raleigh, N.C.
Build a community presence to attract Hispanic members, advises Warren Morrow, CEO of Coopera Consulting. Hispanic members
Exhibit Hall The Exhibit Hall’s Grand Opening and reception followed Sunday's opening General Session.
TraceSecurity’s drawing for an iPad attracts interest during Sunday's Exhibit Hall Grand Opening and reception. Exhibit Hall

Small CU Roundtable


Above: During Sunday's Small CU Roundtable, Filene Research Institute Senior Fellow Bob Hoel (far right) talks about consumers’ desire to patronize local service providers whether they're microbreweries or financial institutions. “Credit unions are the local option when it comes to financial services, and you need to let your community know you’re there for them."

Joining him were (from left) Scot Tsuchiyama, manager of Kekaha (Hawaii) FCU, and Gary Parker, president/CEO of 1st University CU, Waco, Texas.

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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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