Articles by Steve Rodgers

CUNA Tech/Ops Council Conference

Disaster Planning: Focus on the Most Likely Scenario

Understand interdependencies between various systems.
September 24, 2013
CUs should differentiate business continuity planning from disaster recovery planning.
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Scenes from the CUNA Technology/Operations Council Conference

Five CU technology innovators receive Awards of Excellence.
September 24, 2013
Conference features seven-minute ‘speed rounds’ highlighting tech innovations.
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CUNA Tech/Ops Council Conference

Heath: Corporate Decision-Making ‘Seriously Flawed’

Four-step WRAP process helps people, organizations make better decisions.
September 23, 2013
Don’t engage in ‘narrow framing.’
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On My Mind

Over-the-Top Perks

Do you promote your cooperative philosophy as a perk to current and prospective employees?
August 5, 2013
Some employers have taken employee perks to a whole new level.
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On My Mind

Members and Nonmembers

Credit Union Magazine sponsors national research into members’ and nonmembers’ financial lives.
August 1, 2013
Using this national research as benchmark data, your CU can see how it compares with national averages.
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On My Mind

Looking for Rock Stars

Nominate a CU ‘rock star’ and help us celebrate the CU movement’s best and brightest.
July 1, 2013
If you know a Credit Union Rock Star, tell us about him or her.
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Bouncing Back After the Recession

CUs’ top planning strategies include proactive lending and mobile banking.
June 27, 2013
Think proactively and commit the appropriate resources to mobile banking, payments, and security.
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Don’t Tax My Credit Union

CUNA, leagues, CUs, and members send a message to Congress.
June 27, 2013
'Policy is being formulated on Capitol Hill now, so we must act now—we can’t wait,' says CUNA President/CEO Bill Cheney.
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Top 10 Strategic Planning Trends

The future looks to be increasingly mobile.
June 10, 2013
CUs can expect growing loan portfolios due to an improving economy, rising consumer confidence, and less deleveraging.
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Humor and Innovation

They have a lot in common, and we desperately need both.
June 7, 2013
CEOs sometimes try to force innovation—a classic mistake. That’s like Homer Simpson banging on his television and demanding that it “be more funny.”


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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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