Articles by Bill Vogeney

Jump-Start Your Loan Portfolio: Nine Steps

Analyze smaller segments of your loan portfolio to find opportunities.
May 13, 2013
It’s time to get back to the business of lending.
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Lose the Recessionary Mindset, but Monitor Housing Market Closely

Don’t expect new mortgage products to carry the market in the future.
April 13, 2013
High liquidity, low rates, and still-steep unemployment make the competitive landscape as challenging as ever.
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Council Corner

Bank Transfer Day—One Year Later

CUs keep looking for ways to get these new members to borrow.
November 9, 2012
From a marketing and public relations standpoint, Bank Transfer Day was a success.
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Exam Time? Announce Your Presence with Authority

But be prepared to sell your strategic lending plan to the examiner in charge.
March 30, 2012
Develop a good working relationship with your examiner—but make it clear you have a well-thought-out business plan.
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Portfolio Management: Four Keys

Whatever your CU’s size and financial strength, loan portfolio development is critical.
October 24, 2011
Sound loan portfolio management has always been essential. But its importance has become particularly evident to credit union boards and management teams during the past several years.
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Does Your CU Have the Guts?

CUs should forego some loan business now to build long-term member loyalty.
February 23, 2011
CUs should intervene when members are about to make poor financial decisions—even if it means turning away loans.
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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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