Expectant Father’s Blog Delivers

'Stone Age Dad' chronicles Louisiana CU executive's 'evolution as a father.'

September 15, 2013
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This month, Brett Reynolds will become a first-time father—and readers of his blog will celebrate along with him.

The vice president of marketing for $603 million asset Neighbors Federal Credit Union in Baton Rouge, La., has shared the experience of awaiting his baby girl’s birth through twice-weekly posts to Stone Age Dad, a portal that includes weekly coupons and financial literacy resources for expectant parents.

Reynolds sprinkles self-deprecating wit and wisdom regarding his “evolution as a dad” into topics such as choosing a day care, maternity photo shoots, and developing a prenatal playlist.

Erin Pontif, a market research analyst for Neighbors Federal, conceived Stone Age Dad during a CUNA Marketing & Business Development Council Conference session about encouraging members to tell their stories. Neighbors Federal regularly relays testimonials from members, but Pontif saw an opportunity to turn the tables and suggested Reynolds tell his story.

Neighbors Federal graphic designer Chad Lopez created the logo, and the credit union activated the site within two weeks.

“We deal with people’s finances, with subjects of a very personal nature, so it makes sense to take the opportunity to reciprocate that,” Reynolds says.

Stone Age Dad’s blog posts have generated more than 11,500 views, 70% of which originate locally. A Baton Rouge parenting magazine provides cross-promotion, and links to select posts appear on a blog by Woman’s Hospital, which handles more than three-quarters of births in the area. 

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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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