Community Service

Dorety Wins Lifetime Achievement Award

NCUF to present three awards next March at CUNA’s GAC.

September 01, 2011
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The National Credit Union Foundation (NCUF) will honor Tom Dorety, president/CEO of Suncoast Schools Federal Credit Union and former CUNA chairman, with a lifetime achievement award during CUNA’s 2012 Governmental Affairs Conference March 18-22 in Washington, D.C.

Dorety will be one of two winners of the 2012 Herb Wegner Memorial Award for Lifetime Achievement—the first time NCUF has given out two awards for lifetime achievement during the same year. He’ll receive the award during a special dinner hosted by NCUF at the Grand Hyatt Washington on March 19, 2012.

“When you look at the lifetime efforts of Tom’s, you realize that this is the perfect description of dedication, compassion and success within the credit union world,” said NCUF Awards & Recognition Committee Chairman Bob Schumacher. “No matter what Tom does, it seems to turn into something good for someone else.”

“Most people are probably not aware of the extent of Tom's contributions to the credit union movement because he often lets others accept the accolades,” noted Stan Hollen, president/CEO of CO-OP Financial Services, Rancho Cucamonga, Calif. “Tom has given so much to his profession, his credit union, and the greater credit union community over the years.”

Dorety has been president/CEO of Suncoast Schools Federal since April 1996. With nearly $5 billion in assets, the Tampa, Fla.-based credit union is the nation’s 11th largest.

Dorety also has served as chairman of CUNA, the Filene Research Institute, National CEO Roundtable, and MEMBERS Trust Co. He currently serves on the boards of the CO-OP Financial Services Network, Hillsborough County Education Foundation, and All Children’s Hospital.

“Tom stepped up to provide strong leadership during some of the most challenging times in the history of credit unions,” noted Dan Mica, former CUNA CEO. “It was his passion and ability to motivate people to action that stand out as defining characteristics of his incredible leadership. He built consensus when there was no consensus. He brought people to action when they hesitated to get involved. And he addressed issues that nobody else wanted to even talk about.”

The Herb Wegner Memorial Award for Lifetime Achievement is named in honor of the late CUNA CEO Herb Wegner, recognizing his spirit of innovative, creative, risk-taking leadership. Click here to view past award winners.

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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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