Overheard at GAC: What’s Your Favorite Part of the Conference?

‘You walk away feeling that there’s a lot you can change.’

February 26, 2013
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Michael Tobler
Michael Tobler

Multiple viewpoints

I think the best part is just bringing everybody together and getting the point of view of what’s happening, not only with credit unions your size, but also what’s going on nationally.

CUNA always brings in top speakers—they’re on the forefront of everything that’s going on, and it’s nice to get the feedback on what’s current. The biggest thing is you walk away feeling that there’s a lot you can change.

Michael Tobler
President/league director
Albany (N.Y. Firemen’s FCU

Joe Quihuis
Joe Quihuis

Great speakers

I’m really looking forward to the speakers—especially Tom Brokaw and Bill Cheney.

I’d also like to get regulation insight; that’s really hot right now.

I always get something out of these conferences from networking—getting some fresh ideas to energize our staff on selling products to members.

I’m also really looking forward to the Capitol visit because I’m a first-timer to D.C.

Joe Quihuis
Director of finance, Bashas Associates FCU
Tempe, Ariz.

Excellent economists

Marsha Coarsey
Marsha Coarsey

I really enjoy hearing the politicians give their viewpoints on what’s happening in Washington—how it will affect the economy and specifically how it will affect credit unions across the nation.

I’ve enjoyed hearing Debbie Wasserman Schultz; she’s very energetic and interesting.

And I always enjoy going to CUNA’s breakout session on the economy—Bill Hampel and that group.

Marsha Coarsey
Director, Community First CU
Jacksonville, Fla.

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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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