Welcome to CUNA’s 2014 Governmental Affairs Conference

Thousands of leaders assemble behind a single cause and to Unite for Good.

February 13, 2014
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At this very moment, thousands of credit union leaders are assembled here, in the nation’s capital, to rally behind a single cause and to Unite for Good.

Together, we will spend the next week driving positive change and propelling the movement forward through our shared strategic vision to be Americans’ best financial partner.

It is my great honor to welcome former Prime Minister Tony Blair and former Secretary of State Madeleine Albright to the 2014 GAC stage, as they join an influential lineup of lawmakers and industry policy experts who have gathered for this powerful week ahead of us.

Through their insights, this year’s conference sessions and networking opportunities will set the stage for us in achieving our legislative and regulatory goals.

Further, as our tax status is questioned, we have the responsibility to tell our story directly to legislators on Capitol Hill, rallying behind our unified cause to protect the credit union difference.

For the moment, I’d like to welcome you to Washington and thank you for your participation and dedication to the future of credit unions.

The movement owes its momentum to the combined voices of leaders like you and we have a big week ahead of us, so join the cause and enjoy the conference.

I look forward to making an impact at your side!

BILL CHENEY is president/CEO of CUNA.

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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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