Articles by Mike Schenk

 ROA and the Road to Recovery

 While ‘normal’ ratios are still elusive, we’re moving in the right direction.
February 1, 2012
CU earnings took a in third-quarter 2011 due to a hefty corporate stabilization expense, but the days of declining CU ROA likely are behind us.
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New Insights on NCUA Assessments

Here’s some good news about corporate losses, stabilization assessments, and insurance premiums.
November 14, 2011
"Consternation" is a good word to describe CUs' reaction to NCUA's corporate stabilization assessments and insurance premiums.
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Q2 Financials Inch Higher

CUs can expect only modest improvements in financial and operating results through 2012.
October 10, 2011
The jobless recovery lumbers on, with incremental shifts in the economic outlook.
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A Deficiency of Efficiency?

Efficiency ratios don’t necessarily measure what they claim to measure.
September 12, 2011
Most credit union decision-makers I know are a restless bunch—constantly looking for ways to improve operations and make (and keep) members happy.
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Interest-Rate Risk Scenarios

It’s vitally important to measure, monitor, and control all risk.
June 14, 2011
Fed-funds futures trading shows signs of short-term interest-rate increases beginning later in 2011.
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CU Advocacy: Four Issues Take Center Stage

Taxation, interchange, capital reform, and business lending are top priorities.
March 8, 2011
Industry leaders face many challenges. It’s time to make your voices heard!
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Housing's Shaky Foundation

One-quarter of American home borrowers owe more on their homes than the homes are worth.
December 7, 2010
Looking for the bottom in the housing market? Don’t hold your breath.
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What Could Have Been

A recent report shows how government intervention helped avert 'Great Depression 2.0.'
October 10, 2010
Has government action hurt or helped the economic recovery?
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New Research Substantiates The CU Difference

CUs have a strong and visible presence in economically challenged areas.
August 2, 2010
For decades, bankers have complained that credit unions don’t adequately serve consumers of modest means. But nearly all data prove otherwise.
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Ready for Rising Rates?

FFIEC warns depository institutions to monitor interest-rate risk.
July 29, 2010

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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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