Management

Rep. Woodall: No. 1 Job Is to Serve

Explain to members the need for increased member business lending.

March 21, 2012
KEYWORDS business , credit , unions , woodall
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Freshman Rep. Rob Woodall, R-Ga., told credit union attendees at the Tuesday General Session that his number one job is to serve the people in his district.

“I’m in the customer service business like you, every day,” he said.

A chief concern is how to get people in the game so they can solve our economy’s problems. Unfortunately, fewer Americans are investing in entrepreneurism today, he said. “Sadly, they aren’t even trying.”

But credit unions can give these entrepreneurs the tools they need to succeed with increased member business lending. 

And speaking of tools, Woodall reminded the crowd how much Americans love credit unions.

“Are you using that tool?” he asked. “How many of you have explained to members the need for the bill [H.R. 1418, to increase the member business lending cap]? You can give them more tools if the regulations were different."

“Members don’t know there are laws of the land on the federal books that say no [to more business lending],” he said.

And members trust you. “You owe it to members to give them the benefit of your expertise,” said Woodall, an H.R. 1418 co-sponsor.

“Americans still run this country, but it’s just that so many don’t know how. They believe their vote doesn’t count,” he said. “But more involvement will make for a better America.”

Too much cynicism has eroded the confidence of Americans about who’s in charge. Your members are your boss; voters are mine, he said.

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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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