Getting Results and Enabling CUs

'The business must drive technology.'

October 09, 2013
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Heather Moshier is all about results. That’s where she finds a lot of her motivation to serve as executive vice president of IT at San Diego County Credit Union. Moshier is also the former chair of the CUNA Technology Council.

Credit unions need more leaders like her, says Brian Bodell, CEO of Finivation. The firm specializes in systems integration
and software development for credit unions, community banks, and technology providers.

“Heather combines the pace and exactitude seen in many tough industries, like venture capital and hedge funds, with the warm, people-orientation of the credit union movement,” says Bodell. “Not an easy thing to do.”

At San Diego County Credit Union, Moshier makes sure technology is a “business enabler.”

"The business must drive the technology,” she says, not the other way around.

Moshier brought the same results-oriented style to her leadership role with the CUNA Technology Council.

“Heather has demonstrated clear leadership as chair, pushing forward many initiatives and driving both people and organizations to be decisive, fast, and accurate with their execution,” Bodell says. “I have seen few people be such a strong driver, yet still be liked and admired by all involved.”

He says Moshier and her team have been important drivers of the CUNA Technology Council’s volunteer-powered Credit Union Financial Exchange (CUFX) initiative—an open, vendor agnostic, broad integration standard designed to reduce the time and cost of systems integration. 

"Heather’s work on CUFX has required much creativity, focus, and persistence,” Bodell says. 

Moshier’s high standing among peers might be due to her strong inclination to work as a team and collaborate for the greater good.

“I strongly believe in the credit union philosophy of ‘people helping people,’” she says. “I love the credit union industry like family. We learn from each other, collaborate, and discuss and share information to help each other succeed.”

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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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