Articles by Patrick Totty

Tools of the Trade

Identify the Signs of Financial Stress

Credit risk management tools help CUs make loans to high-risk members.
January 4, 2013
CU's not doing credit risk management faces risks—either criticism from regulators or danger to the bottom line.
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Subprime Auto Loan Market Holds Promise

But be careful and don’t stray too far from your current membership base.
November 23, 2012
'To do it right, credit unions need to hire experienced people to work with them on entering the subprime market.'
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Tools of the Trade

Mobile Offers Opportunities, Threats

Mobile services improve member satisfaction but raise new risks.
October 1, 2012
How big are those risks? It’s hard to tell.
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CUs Snowed Under by Compliance Burden

Core processors help CUs dig out from under the regulatory avalanche.
September 1, 2012
The pace of regulatory change in the credit union movement today is unprecedented.
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Boost Returns on Your Human Capital

New performance-management and appraisal tools help CUs find staff with the right skills.
August 13, 2012
Hiring, training, developing, and compensating employees accounts for 53% of expenditures at most companies.
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Help Members Navigate Investment Waters

Revenue from member investment programs helps CUs counteract lower interest income.
July 24, 2012
Members crave unbiased information from an institution they trust.
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ATMs, Kiosks Continue to Evolve

Technology gives CUs the edge in delivery systems and marketing.
July 1, 2012
The trend in ATM design is toward a higher level of predictive analytics and the ability to feed real-time information to the cloud.
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Durbin Amendment Shakes Up Debit Rewards

CUs reshape loyalty programs in anticipation of lower interchange fee income.
May 15, 2012
The Durbin amendment is like a big earthquake: Those closest to the event experience the most severe trauma. Those further away experience less shock but still feel uneasy.
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A Balance Sheet Balancing Act

ALM tools help CUs determine which loans best fit their balance sheets.
April 11, 2012
It doesn't take a mind reader to know one of the top questions facing CUs: “Will we be able to increase lending this year?”
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Compliance: The Consumer Is King

Expect more scrutiny on fair lending and other consumer-focused issues.
March 11, 2012
CUs can expect to face three major regulatory compliance issues this year: safety and soundness, fair lending, and Unfair Deceptive Abusive Acts and Practices.
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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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