Community Service

Looking for Rock Stars

Nominate a CU ‘rock star’ and help us celebrate the CU movement’s best and brightest.

July 01, 2013
KEYWORDS movement , Rock Stars
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Last year, we produced a bonus issue of Credit Union Magazine that we mailed to our subscribers in time for International Credit Union Day, the third Thursday in October.
 
Last year’s bonus edition was a look back and a look forward. It was a retrospective account of the credit union movement’s formative years and a look forward as nearly 20 credit union leaders described their vision for the future of the movement.
 
If you missed it, you can view this issue in our digital archives at credit unionmagazine.com. This year, we will again publish a bonus 13th edition that our subscribers will receive in time for International Credit Union Day on Oct. 17.
 
This special issue will be devoted entirely to Credit Union Rock Stars— those creative people who are doing extraordinary things in their particular areas of expertise. These are the people who have embraced the credit union mission and continuously eat, sleep, and breathe it.
 
You might find Credit Union Rock Stars using the latest social media tools, working on financial literacy projects, serving the underserved, or spearheading new mobile service initiatives. They might be tellers, loan officers, or CEOs.
 
You might even find them working for organizations that support credit unions. You know who they are. In fact, you might even be one.
 
We’ve created a Rock Star nomination form and placed it on our website. To find it, visit creditunionmagazine.com/nominaterockstar, or click on the Credit Union Rock Star icon along the right side of our home page.
 
If you know a Credit Union Rock Star, tell us about him or her. We’d like to know:
  • How has this person raised the bar on creativity, strategy, and execution in his or her area of influence, and what were the results?
     
  • What makes this Rock Star unique?
     
  • What do you admire most about this Rock Star? Together, let’s nominate—and celebrate— the credit union movement’s Rock Stars. 

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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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