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The Story of President Truman's Hat

A fedora reminds the CU movement of one of its brightest days.

January 15, 2014
KEYWORDS cuna , history , Truman
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Trumans Hat
In honor of National Hat Day (yes, it does exist), which takes place every January 15, here’s a story about a hat, President Harry S. Truman, and CUNA.
It was May 1950 and the nation's 33rd president dropped by Madison, Wis., for the dedication of Filene House, at that time the headquarters for CUNA and CUNA Mutual Group.
President Truman gave the hat (held by Truman in the photo below) to Wisconsin Gov. Oscar Rennebohm while traveling in the presidential motorcade. 
Trumans Hat
Rennebohm’s hat had blown away in the wind and into a crowd of people. Upon seeing what happened, Truman handed his hat to the governor. 
Later in the day, Rennebohm tried to give the hat back to the president, but Truman refused.
“Keep it, it’s yours now,” Truman said.
Years later, the hat was donated to CUNA by the governor’s granddaughter. 
It now resides at the America’s Credit Union Museum in New Hampshire, where it serves as a reminder of an important day in credit union history.
CRAIG SAUER is Credit Union Magazine's assistant editor. Follow him on Twitter: @CUNACraig

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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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