Items Tagged with 'communication'

ARTICLES

Six Principles of Crisis Communication

Maintain your ability to guide the resolution.
October 18, 2013
‘Have a plan and a team that can execute it.’
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President's Perspective

Our Commitment for the New Year

CUNA will take the strongest stand possible to protect the CU tax exemption.
January 14, 2013
Paul Gentile has joined CUNA as executive vice president, strategic communications and engagement.
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Get the C-Suite to Listen: Five Strategies

Fine-tuning communication skills can improve your career path.
December 6, 2012
Communicating effectively, especially to executives, can be a challenge.
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Book Reviews

'The Thank You Economy'

Social media has revolutionized how business is conducted.
December 2, 2012
Are you grateful for your members’ business? Then say so!
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Align Marketing and Compliance

Four simple questions can help CUs avoid common online marketing compliance missteps.
August 2, 2012
Well-intentioned marketers sometimes make mistakes that can have drastic consequences.
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Advice for Tomorrow’s Leaders  

Cultivate good interpersonal skills, and know the right questions to ask.
July 1, 2012
The path to excellent leadership often includes some form of executive training. Among the options for training is CUNA Management School.
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Social Media’s Role in Crisis Management

CU staff must use new technology intelligently to survive in today’s crisis-ridden ‘reputation economy.’
November 22, 2011
Your CU’s reputation isn’t determined only by information you “push” to members. It also depends on their reactions.
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Social Media Risks and Rewards

Social media strategies can give your CU marketplace legitimacy.
January 12, 2011
To understand social media, you must understand the terms.
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Lessons From the BP Oil Spill

Eight ways to reconnect after a disaster.
August 5, 2010
The public watched in disbelief as oil gushed into the waters of the Gulf Coast for several months. Here’s advice on how the company could have better connected with the public throughout the spill, and lessons you can learn from them.
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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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