Lending

Small Business Owners Hike the Hill

Business leaders join forces with CUs to raise the member business loan cap.

July 09, 2012
KEYWORDS banks , jobs , legislators , lending
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Keep up the fight

Enlisting small-business members in the effort to pass S.2231 has been an effective way to counter banks’ rhetoric, La Pine says.

The League of Southeastern Credit Unions, for example, asks its member credit unions to encourage small-business owners to send letters to legislators on company letterhead explaining how credit union financing made a difference in their lives and in the health of their businesses.

Video has been a powerful medium in telling business owners’ stories, he adds. “It drives the message home in a nice package.”

Listerhill created a website, iheartmycreditunion.org, that includes several videos highlighting how the credit union helped local businesses when banks wouldn’t.

At press time, Senate leadership pledged to hold a floor vote on the MBL legislation, but a voting date had not been determined. CUNA encourages credit unions to build upon legislators’ support by continuing to contact and visit with lawmakers, and urge them to vote in favor of the MBL legislation.

Green is puzzled why there’s any hesitation to do so.

“It’s such a clear-cut issue to take legislation to simply allow an industry to free up $13 billion to lend. It’s hard to understand why we wouldn’t want to inject that kind of money into our economy at no cost to the taxpayer—and why there’s any hesitation to vote for something that seems so right in principle.”

Resources
♦ CUNA:
1. E-Scan Strategic Planning Package
2. Member Business Lending initiative
3. The Small Business Authority, a CUNA Strategic Services alliance provider
♦ NCUA 

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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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