See the Sights from ACUC

Some attendees display planking perfection.

June 22, 2011
KEYWORDS banking , cuna
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Planking on the Riverwalk San Antonio's Riverwalk is the perfect planking place.
Eureka! Ranch Founder Doug Hall meets Carolyn Cheney, director at University CU in Orono, Maine. Doug Hall
Mark Sievewright Mobile banking is quickly becoming "table stakes" for attracting new members, says Mark Sievewright, president of Fiserv's CU division.
A panel of CUNA executives urged NCUA to focus on problem areas and allow healthy CUs to operate without interference. Regulatory panel
Bill Klewin A deluge of lending regulations will take its toll on CUs, says CUNA Mutual's Bill Klewin.
Filene Senior Fellow Bob Hoel stresses the importance of continuity in leadership. Bob Hoel
Mike Schenk Expect loan growth of 2% in 2011 and 5% in 2012, says CUNA Economist Mike Schenk.


Click here to view the full slide show.

Because credit unions rock

Debi Pfitzenmaier
June 22, 2011 7:45 pm
The whole planking thing here in San Antonio kept me laughing and entertained for three days straight. Thanks, guys! Oh, and the conference rocked, too. What an awesome conference.

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Bill Merrick
June 23, 2011 12:22 pm
Thanks, Debi! I'm glad you liked the conference.

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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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