Building and Defending Our Global Community

When we knock at the door, the standard setters invite us to the table.

February 13, 2013
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We operate locally, yet our markets have globalized.

Market forces are driven by global events. Credit unions worldwide face the same challenges, including pressures for greater efficiency, investments in technology, and compliance issues.

As a global community with shared values, we have the opportunity to learn from each other, and the power to speak in one voice.

World Council solicits views from its member countries and represents credit unions before global standard setters, whom national legislators and regulators increasingly follow in their rule-making.

For example, the Bank for International Settlements in Basel, Switzerland, sets capital and liquidity standards, which shape national regulations. The Financial Action Task Force sets the anti-money laundering standards national regulators must enforce.

The International Accounting Standards Board and Financial Accounting Standards Board set accounting standards. And their agendas are set by the Group of 20 (G20).

We have greater voice as a global community representing many countries and millions of members. When we knock at the door, the standard setters invite us to the table.

We see adjustments, footnotes, and accommodations for credit unions and financial cooperatives. International policymakers more thoughtfully consider the damaging impact that rules made to control large international banks can have when applied to community or smaller institutions such as credit unions.

We stand for and defend this global community that we are all building.

BRIAN BRANCH is CEO of the World Council of Credit Unions.

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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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