Articles by Bill Klewin

Lending: Go ‘All In’

Take a no-holds-barred approach to lending.
May 31, 2011
Successful lending demands dedication, discipline, training, and communication.
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‘You’ve Got to Be Kidding Me!’

Mortgage Disclosure Improvement Act regs leave much to be desired.
April 14, 2011
New mortgage disclosures mean CUs face a short compliance timeframe and difficult problems to solve. Again.
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Embrace End-to-End E-Lending

Electronic lending, from application to funding, will be a requirement to remain competitive.
February 1, 2011
Members, particularly young adults, will demand the ability to obtain loans without face-to-face interaction at any point in the transaction.
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Beware the Fed’s Proposals Within Proposals

Fed proposal could have a negative impact on CU members.
December 27, 2010
Buried within a Fed proposal regarding reverse mortgages and the right of rescission are additional disclosures for insurance products.
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Overcome Compliance Fatigue

Four steps to deal with the regulatory blitz.
September 15, 2010
The complexity and volume of new compliance changes—and the short time required to implement these changes—has created a condition called "compliance fatigue."
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A Tale of Opportunities

"It was the best of times, it was the worst of times..."
August 30, 2010
How might Charles Dickens's sage narrative apply to credit unions today? It's easy to focus only on the difficulties credit unions face right now. Afterall, there are many reasons for gloom.
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Learn From the Squirrel in Rush-Hour Traffic

July 2, 2010

Focus on the 'Open' In Open-End Lending

Reg Z changes further define multifeatured open-end lending plans.
May 20, 2009
Review your practices, policies, and procedures to determine if you want to continue to use multifeatured open-end lending as a primary consumer lending strategy.
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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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