Be Part of the Story at ACUC

CUNA invites you to participate in the Twitter conversation.

June 24, 2013
KEYWORDS acuc , twitter
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CUNA invites you to participate in our Twitter conversation.
Tweet your thoughts about CUNA’s America’s Credit Union Conference and use #ACUC in your tweet so everyone can follow the conversation.
Tell CUNA about your favorite speakers, how your credit union unites for good, photos and what you are enjoying in New York. CUNA will post your tweets at the CUNA booth and a Storify site.
Follow @CUMagazine, @CUNAverse, and @CUNAMutualGroup to find out what’s happening at the conference.
Become part of the story
CUNA will also be using Storify to tell the story of ACUC for those who couldn’t make it this year and for you to share with your team when you return.
CUNA encourages you to tweet and especially share photos of your time at ACUC and in New York.
You can follow the ACUC Storify page by visiting and searching for ACUC. Use #ACUC to share your experience.
Follow ACUC speakers
Lt. Col. Robert Darling - @LtColDarling
Adam Grant - @AdamMGrant
Neen James - @neenjames
Cheryl Cran – @cherylcran
Jason Milesko – @jmilesko
Dave Weber – @dave_weber
Tansley Stearns - @tansleys

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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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