Articles by Bill Cheney

President's Perspective

Ready for Action After ‘Big Win’

The long-awaited tax reform proposal did not include CUs.
April 1, 2014
Banks will want to turn the tables now.
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President's Perspective

Involve Members in Unite for Good

When CUs engage members politically, they become more loyal members.
March 4, 2014
'Unite for Good' aims to bring us together to achieve a shared agenda.
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President’s Perspective

Revealing the Target Breach Costs

Merchants must become more accountable for security breach costs.
March 1, 2014
Since news of the target breach, CUNA has focused on answering key questions.
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President's Perspective

Focusing on Real Regulatory Relief

Relieving CUs’ regulatory burden will only make them stronger.
January 14, 2014
CUs already received one gift to start the new year.
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President's Perspective

Relief From the Compliance Burden

CUNA urges Congress to give CUs a break on new mortgage regulations.
December 17, 2013
CUs face endless compliance challenges as the New Year approaches, particularly with new mortgage lending rules.
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Creating Awareness Among Regulators

We want those who have an impact on CUs to understand what sets CUs apart.
November 12, 2013
Credit unions, owned by their members, are responsible for reporting to them, not the marketplace.
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President's Perspective

No More Summer Slowdown in D.C.

Three explosive issues keep CUNA on its toes as the fall begins.
October 1, 2013
CUNA will remain in the thick of any interchange developments, supporting credit union interests.
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President's Perspective

Social Media Works for CUs

It makes a difference when you contact legislators to share the CU story.
September 12, 2013
The bottom line: Social media works in spreading our message to Congress.
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President's Perspective

Ask Members to Stand Up for CUs

It only makes sense for members to tell Congress, “Don’t Tax My Credit Union.”
August 30, 2013
Members expect so much from their CUs—but stand to lose just as much.
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President's Perspective

Three Great Initiatives for CUs

These programs share the same goal: creating a stronger, long-lasting CU movement.
July 10, 2013
Our challenge is to be heard— loud and clear.
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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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