What's New From i3?

Filene's group of innovators finds inspiration from unlikely sources.

June 27, 2013
/ PRINT / ShareShare / Text Size +

Some of the latest innovations from the Filene Research Institute, according to Innovation Director Matt Davis, include:

At any given point, members can log into the system and see where they are in the process and who’s responsible. There’s also a visual aid: As consumers complete more steps, HomEase shows a house being built.

The idea came about when some i3 group members ordered a pizza from Dominos, which provides a “pizza tracker,” Davis says.

“It tells you that ‘John just took your order’ and ‘Mark is putting on the sauce and cheese,’ ” he explains. “There’s no guessing when the pizza left Dominos and when it will arrive.

“So if Dominos can keep you aware of what’s going on with your pizza, shouldn’t your credit union be able to let you know about the status of your mortgage?”

Awesome Idea!

Kathi Quinn
July 02, 2013 10:05 am
Why not keep members informed every step of the way on any loan in process! Great idea.

Flag Comment as Offensive

Post a comment to this story


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 ( 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