Management

With Change Comes Opportunity

We’ll keep you well-informed on all things affecting the movement and your shop.

January 01, 2014
KEYWORDS Change , cuna
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Relocating from Southern California to Madison, Wis., surely has created a fair amount of change for me.
 
Of course, there’s the change in my job title to editor-in-chief. There’s also the change that comes with moving into a new house, and finding a new doctor and barber.
 
And let’s not forget the obvious— the change in weather. I haven’t seen leaves turning colors and snow blanketing the ground since I lived in Cleveland some 17 years ago.
 
Yet, it’s amidst all this change that I see a wealth of opportunities unfolding.
 
As I take a seat at the editor’s table alongside my new colleagues, I can’t help but consider the many new opportunities that will come our way during the next 12 months.
 
Credit Union Magazine will be teaming up with the folks that bring you CUNA’s News Now each and every weekday. Working together will make us stronger and more effective in being your comprehensive source for all credit union news, information, and analysis.
 
As the flagship publication for America’s credit unions, rest assured that our focus will always be centered on you. Our goal is to keep you well-informed on all things that affect the movement, your shop, and your balance sheet.
 
Add to that an array of expert commentary and thought-provoking insights from our seasoned editors and contributors on all the issues facing credit unions today, and you’ll be well prepared to meet the challenges and opportunities coming your way in 2014. Your success relies on it.
 
For instance, in this issue, Craig Sauer, Adam Mertz, and Ann Peterson team up to explain why marketing, technology, and finance are so critically important to your strategic plans in “Charting Your Course Through 2014.”
 
Also, did you know that many credit unions are still struggling from the impact of the Great Recession while others are performing at pre-recession levels? Mike Schenk explains the disparity in “An Uneven Recovery.”
 
And, if you’re wondering how to engage Gen Y consumers in ways that can foster their loyalty while adding to your balance sheet, take a look at my feature discussing private student loans, “Invest in Gen Y.” 
 
These and other articles spotlighting advocacy in action and operational solutions will no doubt prove to be of value to your strategic vision, your balance sheet, your bottom line, and—lest I forget—your peace of mind.
 
Here’s to your credit union’s success in mastering the new opportunities of 2014. Thanks for reading!
 
WALT LASKOS is editor in chief of Credit Union Magazine.

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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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