Co-op Financial Services to Sponsor Scholarships

Company will award 30 free rides to CUNA’s Community CU & Growth Conference.

August 08, 2011
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Co-op Financial Services, Rancho Cucamonga, Calif., will sponsor 30 scholarships to CUNA’s 2011 Community Credit Union & Growth Conference, Oct. 24-27 in San Francisco.

This is the second year that CO-OP Financial Services is sponsoring scholarships to this event.

The conference will focus on how to turn growth-generating ideas into action plans. Recognized as a time to celebrate credit union best practices and successes, CUNA will also present the 2011 Community Credit Union of the Year Award during the conference.

“Through CO-OP Financial Services’ generous sponsorship, we will be able to expand our diverse audience at this CUNA signature event,” says Todd Spiczenski, vice president of CUNA’s center for professional development. “We are delighted with their support in bringing credit union leaders to this action-focused conference.”

“The conference offers a top-notch speaker line-up and highly relevant breakout sessions,” says Stan Hollen, president/CEO of CO-OP Financial Services. “Supporting participation at this event is a strong fit with our commitment to help credit unions prosper and bring innovative ideas into practice.”

To be considered for a scholarship, applicants must be credit union employees or volunteers, and credit unions must be league-affiliated, and they must stay at the designated conference hotel.

Click here to apply for a scholarship.

Applications are due Friday, Sept. 2. Scholarship recipients will be contacted by Thursday, Sept. 15.

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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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