MBL Battle Goes Into Overtime

Bill to expand CUs’ business lending lives while banks’ TAG bill fails.

February 25, 2013
/ PRINT / ShareShare / Text Size +

If last year’s member business lending (MBL) fight were a football game, CUNA had the ball on the five yard line with time for one more play.

Instead of trying a Hail Mary pass—bringing the MBL legislation to a vote in the Senate—CUNA opted for a field goal, reintroducing the legislation instead of risking a vote credit unions likely would have lost.

“We kept our bill alive in overtime,” CUNA Chairman Mike Mercer said Monday during CUNA’s Annual General Meeting.

He acknowledged this wasn’t a popular call in all credit union circles. “Some people in the stands think we made the wrong call. I disagree—but I was on the field.”

A vote on the MBL bill could easily have been derailed by a procedural measure, said CUNA President/CEO Bill Cheney. That’s what happened to the bank-sponsored Transaction Account Guarantee program bill in December.

Had that happened, any expansion of credit unions’ MBL capabilities would have been put on injured reserve indefinitely. “We live to fight another day,” Cheney said, “and I’m not up here explaining why we lost the vote on the floor.”

Cheney continued Mercer’s football metaphor, urging credit union leaders to “come down from the bleachers and join us on the field” by being more active in legislative and regulatory advocacy.

Cheney is optimistic about what 2013 holds for CUNA and credit unions. “2012 was a strong year for CUNA, certainly financially,” he said. “We continue to stand up for credit unions in Washington and through our league partners. And we’re working hard to train and prepare credit union staff for the future.”

Cheney outlined CUNA’s game plan for 2013:

  • Preserve, protect, and defend credit unions’ tax exemption;
  • Reduce the regulatory burden on credit unions by working closely with NCUA, the Consumer Financial Protection Bureau, and other agencies;
  • Enhance the credit union charter by seeking access to supplemental capital and expanded MBL authority;
  • Improve CUNA’s communication; and
  • Bolster credit unions political effectiveness.

Above all, Mercer said, “When we break the huddle, we all have to execute.”

Post a comment to this story

heroes

What's Popular

Popular Stories

Recent Discussion

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.

Your Say: Who should be Credit Union Magazine's 2014 CU Hero of the Year?

View Results Poll Archive