Articles by Lora Bray

The Perfect Cup of Joe

Leadership lessons from Starbucks provide grounds for member engagement.
November 12, 2013
Make your CU a part of members’ daily routine.
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Live and In Concert

How do you hone in on members’ needs and expectations—and get them singing your tune?
November 4, 2013
Attentiveness to members’ needs will result in repeated service encores.
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Get Your Kicks

Build a solid team with people who fit your company culture.
November 3, 2013
‘Talent wins games, but teamwork and intelligence win championships.’
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Don’t Get Caught By Surprise

Research shows how to scare off competitors and learn the technological tricks that treat your members.
October 21, 2013
Surprises can be good or bad.
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Twisted Vines

Look at lifestyle trends of the aging to help members be financially fit for retirement.
October 18, 2013
Doing nothing is a choice, but one that often leads to disappointing results.
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Taking the Leap

Consider how your CU can help members find happy financial landings.
October 2, 2013
‘The line between failure and success is so fine that we scarcely know when we pass it.’
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What’s the Point?

CUs can erase some of the challenges business members face.
September 23, 2013
How can your CU help business members succeed?
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That Daring Young Man on the Flying Trapeze

Both consumers and lenders must prepare for economic flips and turns, and have safety nets in place.
September 16, 2013
‘Risk comes from not knowing what you’re doing.’
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Finding Hidden Treasures

Both jobs and volunteer opportunities are valuable commodities.
September 13, 2013
‘Individual unemployment is the strongest predictor of default.’
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Times of Plenty

Gardeners and consumers alike must preserve and protect their returns.
September 9, 2013
How might your CU help members grow and keep their harvest?
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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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