Articles by Judy Dahl

The Dawn of a New Payment Era

CUs plan for short- and long-term payment strategies.
June 1, 2011
With a big shift in payment preferences, CEOs are in touch with technology trends as they develop their CUs’ short- and long-term payment strategies.
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Recommended Reading

CU execs discuss some of their favorite books on business and leadership.
May 1, 2011
Here are a few book recommendations from three CEOs.
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Mitigation Practices Help CUs Manage Risks

Have a risk-mitigation plan, a process, and a team in place before you need them.
April 1, 2011
Three CUs describe their risk mitigation strategies.
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A Lending Conundrum

CUs struggle to balance members’ lending needs with increasing compliance requirements.
March 1, 2011
CUs must balance compliance and member service.
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Attract Member Investments

Well-managed investment programs can draw new investors and retain existing member deposits.
February 1, 2011
Three credit unions share best practices for outsourced investment programs.
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'Staff Up' to Meet Compliance Burden

Dramatic regulatory changes require more CU-specific compliance expertise.
January 1, 2011
Compliance staff must be involved in all significant business initiatives early on.
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Data Security: Plan for the Worst Scenario

Response time, staffing, and planning help prevent and minimize damage from data security breaches.
December 1, 2010
Credit and debit cards pose the biggest threats to members’ data.
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Payment Preferences for the Ages

All generations have preferences, but they all want options and efficient delivery.
November 1, 2010
In general, the younger the member, the more willing he or she is to try new technology.
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Clearing Up CARD Act Confusion

Member education continues as credit card programs adjust to comply with the CARD Act.
October 1, 2010
CUs explain how members and staff are adjusting to CARD Act requirements.
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Succession Planning: Have a Strong Bench

The time to develop a plan is before you need it.
September 29, 2010
Many CEOs delayed retirement to steer their CUs through tough times and to replenish their recession-depleted retirement funds.
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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 ( 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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