Articles by Keir Breitenfeld

Authenticate, Don’t Irritate: Fraud Prevention Requires a Balancing Act

Don't get too personal when requiring customers to verify their identity.
March 12, 2013
How do consumers perceive your security processes?
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Speed is the Key to Beating New Account Fraud

It takes most fraudsters about a week to wreak damages across a wide network of unsuspecting consumers.
July 3, 2012
It takes financial institutions 151 days, on average, to detect a fraud occurrence.
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Ensure FFIEC Compliance with Risk-Based Authentication

Agency wants CUs to implement a system of layered security.
October 6, 2011
Risk-based fraud detection and authentication system lets CUs take a holistic view of a member’s identity and likelihood of identity-related fraud.
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Best Practices in Device and Identity Verification

New FFIEC guidelines aim to mitigate risk using a variety of processes and technologies.
August 11, 2011
CUs should move to more complex device identification and out-of-wallet verification procedures to reduce fraud.
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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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