Articles by Jim Jerving

Award-winning lenders, part VI

‘Eagle Advance,’ ‘Credit Builder’ Give Members a Second Chance

Staff training, flexible underwriting help CU serve members with limited resources.
February 6, 2013
‘We’re trained to recognize patterns in a member’s credit history.’
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Award-winning lenders, part V

Loans Are the Best Investment

Diversified loan portfolio helps CU boost its 40% loan-to-share ratio.
January 31, 2013
Series of new loan products helps Cooperative Center FCU recover from the recession and deliver on its business objectives.
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Award-winning lenders, part IV

Worldwide Membership Creates Unique Lending Challenges

Strong common bond keeps delinquencies low despite geographical hurdles.
January 25, 2013
‘Each country is scored by risk and delinquency experience, and the macro-economic outlook.’
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Award-winning lenders, part III

Teamwork, Sales Focus Lead to Mortgage Success

Staff view their jobs as if they're running a small business.
January 22, 2013
Incentives, competitive rates, new products, and community partnerships, also grow loan volume.
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Award-wining lenders, part II

‘Thanks for Treating Me as a Friend’

CU blends lending acumen with a genuine concern for members.
January 16, 2013
Personal contact cements member relationships and provides a foundation for referrals.
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Part II

Embrace Real-Time Data, Multiple Channels for Lending Success

CUs have more information than most businesses, but they often fail to capitalize on it.
January 14, 2013
Most loan applications are antiquated and burdensome, mobile expert says.
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Award-Winning Lenders, Part I

Three Steps for MBL Success

CU starts its own commercial lending training program to bring staff up to speed.
January 9, 2013
Find the right people, forge strong member relationships—and be safe.
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Part I

Shift to Mobile Requires New Approach to Lending

Mobile turns the traditional retail experience on its head.
December 28, 2012
More consumers are defined by their connectivity, which changes how they transact financial business.
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MBLs Offer ‘Chef Salad’ of Benefits for Lenders, Economy

Business lending requires strong relationship-building, which favors CUs.
November 30, 2012
Expanding business lending could make CUs significant contributors to the national economic recovery.
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Part II

Take a Holistic Approach to Compliance

CU can’t have separate compliance approaches for different products.
November 21, 2012
Dividing compliance responsibilities among different departments leads to inconsistencies.
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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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