Articles by Dianne Molvig

Big Challenges Confronting Small Credit Unions

The entire CU movement is building a broad base of support to help small CUs survive and thrive.
March 1, 2012
It’s tough to fight economies of scale, as small CUs are well aware.
Read More

Co-op Power

The co-op business model is shining brighter next to Wall Street’s tarnished image.
January 10, 2012
Many credit unions are joining forces with cooperatives from other sectors, such as grocery and housing co-ops, for mutual benefit.
Read More

Anyone Fed Up With Banks?

The consumer backlash over proposed fees created a spike in CU membership growth.
December 22, 2011
In the first weeks following banks’ announcements of their infamous debit card fees, more consumers joined CUs than joined during all of 2010.
Read More

When Disaster Strikes

CU personnel who have experienced disasters offer advice on business continuity planning.
November 12, 2011
When Louisianans think about floods, they usually think of “water falling from the sky or blown in by the wind,” says Mignhon Tourné, CEO at $300 million asset ASI FCU.
Read More

Pumping Up Auto Loan Volume

CUs find innovative ways to rebuild auto loan portfolios that lost $15 billion since 2006.
September 30, 2011
Auto loans have long been the bread and butter of credit union lending. But these days the bread is a tad drier and the butter a bit scarcer.
Read More

So You Want to Start a CU?

The chartering process can take years and requires patience, perseverance, and the ability to jump through hoops.
July 1, 2011
The movement’s history is rich with stories of credit union pioneers barnstorming the U.S., starting credit unions on a shoestring and storing deposits in a shoebox.
Read More

Member Growth Strategies

CUNA survey reveals low awareness of CUs, changing attitudes, and fickle financial preferences.
May 27, 2011
Highlight the key features nonmembers say would persuade them to join a CU.
Read More

Boomer Loyalty Has Limits

Baby boomers want objective financial advice, developed just for them. If they don’t get it, many will walk out the door.
April 1, 2011
Baby boomers' needs are diverse and complex. These members can be a viable target for long-term relationships if CUs can meet their needs.
Read More

Building a Better Core

Employee involvement is an essential part of a successful core conversion.
December 1, 2010
Converting to a new core processing system—although difficult, time consuming, and expensive—can yield big dividends.
Read More

Discover the Value of Member Advisory Councils

Determine how both your CU and members can benefit from such councils.
November 29, 2010
These groups can act as sounding boards and referral networks to hone new product offerings and find new members, employees, and directors.
Read More

heroes

What's Popular

Popular Stories

Recent Discussion

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.

Your Say: Who should be Credit Union Magazine's 2014 CU Hero of the Year?

View Results Poll Archive