Articles by James Collins

Branching Out

Take My Life…Please

Ten easy steps to serve crooks your identity on a silver platter.
April 26, 2013
'Perhaps rather than telling members what not to do, we should take the difficult ones and tell them the opposite of what we want them to do.'
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Seven Reasons to Play

If your CU decides to have a social media presence, get used to a lack of control.
April 9, 2013
Social media marketing has been the bane of many organizations.
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Branching Out

Regulations We’d Rather Not See

We all hope these regulatory predictions don’t come to pass.
April 7, 2013
These are the regulations that make credit union CEOs as neurotic as hypercaffeinated squirrels.
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Ten Loan Ideas for 2013

They’ll come in especially handy if we stay stuck in this low-rate environment.
February 19, 2013
Economists have predicted credit union loan growth to be about 5% in 2013
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Branching Out

‘Want Some Basel in Your Soup?’

How about a new minimum capital requirement of 10.5%, or even 13%?
December 18, 2012
When I first heard of Basel III, I thought it was a genetic mutation of a plant I often put on homemade pizza.
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Branching Out

Be Sure to Plan for the ‘Outlier’

Prepare Plan A for likely economic conditions, and Plan B for unforeseen circumstances.
December 3, 2012
Economists’ predictions represent the most likely scenario—one that’s highly likely to be...wrong.
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The Dangers of Mobile Multitasking

 When it comes to tech decisions, don’t always default to the least expensive option.
November 27, 2012
To make your mobile platform decision, you must analyze highly complex and technical options.
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The 10 Fee Commandments

Sometimes fees make sense; other times they simply don’t.
September 24, 2012
CUs everywhere are looking for new sources of income.
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Hitchhiking Through the Virtual Universe

Tread carefully through the maze of bugs, fixes, patches, and upgrades.
September 23, 2012
A column about credit unions and the book “The Hitchhiker’s Guide to the Galaxy."
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How to Avoid Labor Litigation

Document everything, and find a good labor attorney.
August 31, 2012
Legal actions have exploded in recent years in both private and class-action lawsuits.
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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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