Training

Take Advantage of Upcoming CUNA Schools

Register now for CUNA Management School and CUNA Lending Compliance School.

May 04, 2013
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CUNA on-site programs provide great environments that not only give credit union professionals a chance to learn, but a place to network with their peers and discuss critical issues as well as how the industry is changing.
Join a legacy of excellence
CUNA Management School, held on the University of Wisconsin-Madison campus, builds dynamic leaders through a rigorous blend of university classes and experiential learning activities.
Graduates from this school can earn their Certified Credit Union Executive (CCUE) designation. Designed for managers and those aspiring to credit union leadership, this program teaches advanced credit union management and operational techniques.
CUNA Management School graduates that attended prior to the introduction of the CCUE designation now have the opportunity to earn the designation by attending CUNA Management School: Executive Institute, taking place during the second week of the full CUNA Management School program.
To get more information, visit training.cuna.org/cms.
Don’t get complacent, get compliant
Attend CUNA Lending Compliance School to learn about the regulations affecting your lending program.
At this year’s CUNA Lending Compliance School, held in Fort Lauderdale, Fla., attendees can attend these Consumer Financial Protection Bureau (CFPB) Hot
Topic Breakout Sessions:
► New Mortgage Lending Rules: Part 1 & 2;
► Consumer Lending Regulations; and
► New RESPA/TILA Integrated Disclosures: Everything New is Old Again.
These sessions focus on the key rules issued by the CFPB and look at where credit unions have been, where they’re going, and how they can influence CFPB decisions.
Register at training.cuna.org/lcs

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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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