CUNA Seeks Entries for 2013 CUNA ELLy Awards

Awards honor top CU trainers.

June 05, 2013
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CUNA seeks to recognize outstanding credit union training professionals and programs at this year’s CUNA ELLy Awards program, held at CUNA Experience Learning Live! Oct. 20-23, 2013 in Seattle.

CUNA ELLy Awards showcase the credit union movement’s top trainers and their efforts to improve the educational culture at their credit unions.

“I am inspired every year by our applicants’ take-charge approach to originality and effectiveness in training,” says Marlo Foltz, CUNA’s director of blended learning. “These credit union training and learning development professionals deserve to be recognized for their outstanding accomplishments in professional development.”

CUNA ELLy Awards include:

Chi Phi Delta X II Award, representing the best development of a credit union university and its effect on staff learning and performance.

eLearning Award, presented to participants who demonstrate how technology-based training has enhanced their training initiatives.

Training Champion Award, recognizing senior management who go beyond the call of duty to support and develop their credit union’s training program.

Training Professional of the Year Award, honoring exceptional achievements in performance and learning by a credit union training professional or department.

WOW Award, presented to the credit union with the best overall training curriculum or event that energizes, empowers, and excites participants.

The deadline for entries is July 31, 2013. Click here for more information.

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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 ( 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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