Articles by James Collins

Fun With RFPs

Help us make a choice we may very well regret for the rest of our careers.
September 25, 2011
Five years ago, my CU converted to a new core system. Here’s the request for proposal I always wanted to write, but never did.
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What’s Your Plan C?

It’s a poignant question that applies to so much of life, including business plans.
July 25, 2011
Sometimes, the best lessons in life are learned informally, in random remarks made in odd settings.
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The Story of the Evil Weasel

Here’s a tale of greed, cunning, and the CARD Act.
June 14, 2011
In an epic battle between an evil weasel and elected officials, bet on the weasel.
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Some Fees Are Best Left Uncharged

What kinds of fees could a diabolical financial institution come up with?
May 23, 2011
Fees based on things members don’t do elicit the greatest negative reactions.
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Ten Ways to Maximize Risk

Risk management techniques guaranteed to make your board twitch.
April 19, 2011
Time to perk things up a bit with a tongue-in-cheek look at 10 ways to maximize risk.
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Five Suggestions for the New CFPB

Like all things in Washington these days, the CFPB’s future is murky.
March 22, 2011
The jury’s still out on what the CFPB will tackle first.
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Seven Savings Tricks for Gen Y

Focus on the why, not the what, of savings.
February 14, 2011
The term “gen Y savings” is an oxymoron.
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Betting On a Better Year

Lending looks better in 2011—it can’t get much worse.
January 18, 2011
Here's James Collins's personal forecast of what will happen in lending, by product type, in the coming months.
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Stuck at '12:00?'

Participating in social media is risky but necessary.
December 27, 2010
Participating in social media is risky but necessary.
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Top Tech Trends and Annoyances

Whatever technology you invest in, it needs to work.
December 1, 2010
It’s a bellwether time for tech innovations.
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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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