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CU Hero: Last Chance to Vote!

Who will be the 2012 CU Hero of the Year?

April 15, 2012
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Please join Credit Union Magazine in recognizing four exceptional credit union leaders.

You’ve nominated them as your CU Heroes and read about their accomplishments in the magazine. It’s time to select the 2012 CU Hero of the Year!

The candidates are:

Rudy Hanley,  president/CEO, SchoolsFirst Federal Credit Union, Santa Ana, Calif. His political involvement, work ethic, and integrity have benefited his own credit union and the credit union movement overall.

• Ron Kase, CEO, Landmark Credit Union, New Berlin, Wis. One of his proudest accomplishments: Leading his credit union through remarkable growth, including the creation of 450 jobs in southeastern Wisconsin.

• Frank Matous Sr. (posthumous), former CEO of Tandem Federal Credit Union, Warren, Mich. A credit union pioneer, he encouraged his four sons to stay active in the credit union movement.

• Joe Robertson, retired president/CEO, Our Community Credit Union, Shelton, Wash. His credit union garnered a record $18 million increase in total deposits for 2009 (doubling the previous year's increase), during the slow recovery from the recession.

Voting will take place through April 30. This year’s winner will be honored at CUNA’s America’s Credit Union Conference in San Diego, June 17-20.

 So cast your vote, and visit to learn more about the conference.

Rudy Hanley Frank Matous Joe Robertson Ron Kase
Rudy Hanley Frank Matous Joe Robertson Ron Kase

One person can make a difference

Dennis A. Fisher
March 23, 2012 9:30 am
Here is what happen to get a Republican when no Republican was supporting lifting the MBL cap (HR1518). Working behind the scenes with members of Representative Peter Roskam and his staff through friends of mine not only were we able to get Congressman Roskam to support the bill but he became a co-sponsor of the bill and the only Republican in Illinois supporting it. Please publish this letter: Roskam Shows Good Courage Congressman Peter Roskam showed good political courage in being the only Republican to Support HR 1518. This is a bill that would provide 130,000 new jobs for Americans without one cent of tax payers’ money, in just one year by raising the limit that credit unions can lend to business from about 12% to 26% of their assets. Credit Unions have a much lower delinquency and charge-off (loss) rate on these types of loans than banks. Credit unions make these loans to mostly small and midsized businesses. Congressman Roskam should good political courage by being the only one in his party in Illinois to not only support this bill but being a co-sponsor of it and going against the pressure of the bank lobbyist to do the right thing and put what is best for Americans above partisan interest. We must ask the other Republicans in the US Congress to do the same!!! Thank you Congressman Roskam! Dennis Fisher Glen Ellyn, IL President/CEO First Security Credit Union Lincolnwood,IL

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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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