Articles Tagged with 'directors'

Keep an Eye on July

June 05, 2011
The final rules on debit interchange fees take effect in July barring any legislative delays. READ MORE

Compliance Matters: Director Responsibilities

April 14, 2011
New regulations on board responsibilities and the latest on temporary unlimited insurance coverage. READ MORE

CUNA Tools April 2011

April 01, 2011

Risk-management resources for staff and volunteers

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ALM for Directors: Presenting Complicated Information

April 01, 2011
Present ALM information concisely, and focus on the reporting of interest-rate risk. READ MORE

Ask Questions About Your D&O Coverage

January 31, 2011
Federal credit union directors face redefined fiduciary duties and additional indemnification limitations. READ MORE

CEO Succession Plans Lacking at CUs

November 02, 2010
Survey says boards don't spend enough time preparing for succession. READ MORE

Five Strategies for a Peak-Performing Board

October 10, 2010
Your directors contribute—good or bad—to your CU’s legacy. READ MORE

Raising the Board Bar

September 29, 2010
Following the calamities on Wall Street, regulators worldwide are taking a closer look at governance. READ MORE

Volunteer Institute Helps Directors Navigate Challenging Times

August 23, 2010

In a financial world that grows in complexity with each passing day, directors need an advanced understanding of the issues affecting their credit unions.

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Governance Challenges Concern CUs Worldwide

July 14, 2010
Director performance standards, capabilities, and remuneration dominated discussion during twin general session discussions Tuesday at The 1 Credit Union Conference. READ MORE

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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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