See you in New York City for the 2013 ACUC

Don’t miss the most energizing, forward-thinking conference in the credit union movement

February 26, 2013
KEYWORDS acuc , cuna
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America’s Credit Union Conference (ACUC) takes place June 30-July 3 in New York City.

Featuring a high-impact lineup of keynote speakers, thought leader sessions, and networking opportunities, you’ll return home with a new-found enthusiasm and vision for your credit union’s future.

Keynote speakers include:
* Lt. Col. Robert Darling (Ret.). During the attack of Sept. 11, 2001, Darling supported the president, vice president and national security adviser in the underground President's Emergency Operations Center (PEOC) and witnessed unprecedented events and decision making.

* Malcolm Gladwell. Gladwell is a staff writer at The New Yorker and author of four New York Times bestsellers, including “Blink: The Power of Thinking Without Thinking” and “Outliers: The Story of Success.” His writing often deals with applications of research and new ideas in the social sciences, making frequent use of academic work in the areas of sociology, psychology, and social psychology.

* Lyn Heward. Heward is the current director of creation for Montreal's Cirque du Soleil and the former president and chief operating officers of the creative content division. She’s the author of the critically acclaimed book, “The Spark: Igniting the Creative Fire that Lives Within Us All.” Her renowned keynote of the same title takes the audience behind the scenes of Cirque du Soleil to explore the nature and origins of creativity.

CUNA and CUNA Mutual Group will team up to bring Discovery Sessions to this year’s conference. These sessions provide credit union leaders practical information to solve problems, capture opportunities, and address current market challenges.

The Hilton New York hosts ACUC, just steps away from the city’s premier attractions. Conveniently situated in Midtown Manhattan, you’ll enjoy one of New York's most sophisticated hotels.

You’ll be within walking distance of Times Square, Radio City Music Hall, Fifth Avenue shopping, the Broadway Theatre district, Central Park, The Museum of Modern Art, and many more iconic New York landmarks.

For more information and to register, visit acuc.cuna.org.
 

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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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