Articles by Bill Merrick

Top-Notch Marketers: Part V

‘Stay Curious’ and Other Keys to Marketing Success

Marketing and business development success starts with the CU’s leadership, three award-winning marketers say.
June 15, 2012
“Despite our never-ending deadlines and projects, remember to have fun and build relationships along the way.”
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Top-Notch Marketers: Part IV

Make Every Day Bank Transfer Day

Make it easier for consumers to leave their banks, three Diamond Award-winning marketers advise.
June 12, 2012
“We should write Bank of America a thank-you note for announcing those debit card fees.”
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Top-Notch Marketers: Part III

Tablets Are Tops Among New Marketing Tools

Portable iPads and iPhones allow CUs to open accounts anywhere, anytime.
June 4, 2012
“Now I can bring the power of the CU with me on my device.”
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Top-Notch Marketers: Part II

Marketing: The Blessing and the Curse

Marketing is constantly changing, requiring marketers to change with it.
May 29, 2012
‘Be comfortable being uncomfortable,’ award-winning marketers advise.
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Top-Notch Marketers: Part I

‘Have Fun and Get It Done’

Three top marketing/business development professionals share their strategies for success.
May 22, 2012
In the first of a five-part series, these top-notch marketers discuss how they approach their craft and accomplishments of which they’re particularly proud.
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Grow Wallet Share With Predictive Selling

Consumers aren’t borrowing, but they’ll refinance if offered a good deal.
April 1, 2012
CUs need to shed old mindsets and embrace sales as a way to serve members.
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‘There’s Power in People’

Crazy fans and advocates are more powerful than any broadcast channel.
March 14, 2012
CUs should rethink their approach to cross-channel marketing—connecting with members emotionally rather than pushing products.
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Seven Steps to Better Business Development

Be proactive: ‘This isn’t Field of Dreams, people’
March 9, 2012
CUs are redefining the art of business development, realizing this practice requires building strong relationships, reaching out to companies’ key decision-makers, and moving beyond SEGs.
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CUNA Marketing & Business Development Council Conference

Get Off the Conveyor Belt of Life

Inspirational performing artist offers three steps to find meaning and stop time.
March 9, 2012
Life is one big, crazy, busy conveyor belt packed with commitments and to-do lists. And then we die.
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Marketing Conference Garners Record Turnout

Preconference workshops examine sales, marketing, and social media.
March 8, 2012
Members of the CUNA Marketing & Business Development Council Executive Committee urge collaboration.
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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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