Items Tagged with 'brand'

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CUNA Community CU & Growth Conference

An Authentic Brand Sells Itself

Design a unique consumer experience true to your ideals, and members will buy in.
October 11, 2013
Focus your brand on your sustainable, competitive advantage.
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Cause Marketing is a Win-Win Strategy

CUs earn awareness and loyalty while raising money for charitable causes.
September 17, 2013
Some consumers will even pay more for services that are associated with a social cause.
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CSCU's 2013 Solutions Conference

The Time Is Right for CUs, Says Harley-Davidson Strategist

‘If I were to open a business in 2013, I’d open a credit union.’
May 25, 2013
Small community-based businesses can capitalize on today’s anti-big business mindset.
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CU Mission Should Engender Passion and Caring

Embrace six perspectives to build the future of the CU movement.
October 17, 2012
CUs must evolve, but they must ‘never abandon their lifeboat.’
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Fixated on Fascination

Discovering how you fascinate others can lead to more effective and persuasive communication.
May 11, 2012
CUs can create strong and immediate emotional reactions by standing out and taking a stand.
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Make Social Media Count

The potential impact on your brand and bottom line is ‘breathtaking.’
March 6, 2012
Think of social media as a living, breathing organism that’s constantly growing and changing direction.
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Want Market Share? Build ‘Mind Share’

CUs have a great story to tell.
March 21, 2011
It’s more important than ever for CU brands to capture members’ heads, hearts, trust, and loyalty.
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Drive Your Members Wild

Five ways to drive members wild
December 29, 2010
The key to making your CU thrive is to keep members so happy they'll not only stay, they'll refer their friends and family.
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Stay in Front of Members

Database marketing, branding raise CUs above the marketing clutter.
August 1, 2010
Consciously or not, credit unions amass immense amounts of data about their members. Analyzed properly, those data can be the basis of intensely focused, highly productive marketing approaches that recognize demographic differences among members.
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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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