Management

The Power of Perseverance

‘We can choose to persevere or we can choose to give up.’

September 11, 2013
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We all go through adversity in life, and the key to getting through it is simply not giving up, long-time credit union CEO John Tippets told attendees at the Cornerstone Credit Union League’s Leadership Conference & Expo in San Antonio.

Tippets’ presentation, “Hearts of Courage: Perseverance and Overcoming Adversity,” is based on a book he wrote about the 1943 Gillam plane crash in the wilderness of Southeast Alaska.

Pilot Harold Gillam and five others—including Tippets’ father, Joseph—left Seattle January 5. They and were en route to a scheduled refueling stop near Ketchikan when rough weather and mechanical problems caused the plane to crash.

The harrowing events that followed required tremendous courage, ingenuity, perseverance—and many small miracles. Four of the passengers survived sub-zero temperatures and scarce food for 29 days until they were rescued.

Throughout the harrowing ordeal, Tippets says his mother never gave up hope that his father would survive.

“Everything is life is conditional upon our attitude,” Tippets says. “We can choose to persevere or we can choose to give up.”

Although there were many times during the ordeal that his father felt discouraged, faith, hope, and courage kept him going—a lesson we can all apply, Tippets says.

Click here for more information about “Hearts of Courage.”

Thanks!

John Tippets
October 10, 2013 10:44 am
I appreciate your having done this short piece.....I very much enjoy sharing Dad's (and Mother's) story with Credit Union audiences.We do all deal with adversities in our personal and Credit Union lives, Hearts of Courage' and similar accounts are sources of inspiration to persevere, and to prevail. John


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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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