Items Tagged with 'leadership'

ARTICLES

Give HR a Seat at the Leadership Table

Involve human resources leaders in strategic planning and corporate strategy.
April 21, 2014
‘Many in executive leadership have not given HR leaders the respect they deserve.’
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Cultivate an Effective CEO Evaluation Process

Ask these questions to determine whether your CU boasts a well-rounded leader.
April 21, 2014
Six measures to gauge your CEO's performance.
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See you in San Francisco for ACUC 2014

Think, motivate, learn, lead, and discover.
March 5, 2014
Think, motivate, learn, lead, and discover.
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Tony Blair: Keep Pace With Change

'There’s never been a tougher time to be a leader.'
February 24, 2014
'There’s never been a tougher time to be a leader.'
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Fearless Leading

Leadership lessons from Sir Ernest Shackleton.
February 24, 2014
The days of ‘command and control’ style of leadership are over.
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CUNA GAC 2014

A Golden Opportunity Awaits

Our mission is the financial empowerment of members.
February 23, 2014
Our mission is the financial empowerment of members.
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Wesenberg: Seize Opportunities for Advocacy

Outgoing CUNA chair reflects on ‘fabulous experience’ as board’s leader.
February 20, 2014
Help legislators understand the real CU difference.
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Let Innovation Ignite Your Team

Every leader wants a nimble team that can seize opportunities and create breakthrough innovations.
January 24, 2014
A leader must set the stage for positive, productive energy.
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Motivate with More Than Money

Financial rewards alone often generate only short-term boosts of energy.
January 14, 2014
Nonfinancial motivators often are more effective than cash in building long-term employee engagement.
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Bill Vogeney

Developing Tomorrow's CU Leaders

'I like teaching and developing people.'
December 26, 2013
Three themes emerge from Bill Vogeney’s career: Service, education, and financial performance.
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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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