Management

GAC Attracts Heavy Hitters

House speaker part of a powerful, bipartisan lineup of congressional and regulatory speakers.

February 13, 2013
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I am pleased to note that more than 4,000 credit union leaders are attending CUNA’s 2013 Governmental Affairs Conference (GAC).

We have a stellar program. It is unusual for the Speaker of the House to address association conferences, but House Speaker John Boehner, R-Ohio, will be with us during the GAC. This is a testament to his belief in the great work credit unions do on a daily basis to serve their members.

The House Speaker is part of a powerful, bipartisan lineup of congressional and regulatory speakers and topical breakout sessions on the GAC program this week. However, our attendance at the GAC transcends even the terrific programming.

This is our opportunity—4,000 strong—to educate and enlighten members of Congress about the value of credit unions when you make your Capitol Hill visits.

When so many consumers today are disillusioned with banks, it creates an enormous opening for credit unions.

If we succeed in removing regulatory barriers, elevating consumer awareness, and fostering service excellence through collaboration, many more people will recognize what our members already know so well.

People across this nation will choose credit unions as their best financial partner. I plan to expand on this theme when I address the conference.

With your involvement, we will make a powerful impact and leave a lasting impression on Capitol Hill.

BILL CHENEY is president/CEO of CUNA.

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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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