Compliance

Stand Up for Your Point of View With Regulators

CUs can take several steps to improve relationships with regulators, says Dunn.

October 27, 2011
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Although credit unions were collateral damage from the financial crisis, NCUA's response in some ways has been draconian, some say. This is in part because of the regulator's responsibility to protect the share insurance fund.

But Mary Dunn, CUNA's senior vice president/deputy general counsel, told Community Credit Union & Growth Conference attendees in San Francisco that credit unions can take several steps to improve their relationships with regulators. She recommends they:

  • Focus on examiners' concerns;
  • Put proper management in place;
  • Conduct due diligence;
  • Follow lending policies and procedures;
  • Adhere to concentration limits; and
  • Manage growth wisely.

Most important, Dunn says: Stand up for your point of view when you face disagreements with your examiners and regulators.

Nice one

Stuffy
December 02, 2011 6:34 am
Really enjoyed the article and the way you write.


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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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