Items Tagged with 'crisis'

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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America's Credit Union Conference

Darling Shares Front-Row View of History

Decorated combat pilot describes chilling details following attacks of Sept. 11, 2001.
July 1, 2013
‘We can’t lead from our comfort zones.’
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CUNA Marketing & Business Development Council Conference

Crisis Communications: What to do when ‘Stuff’ Happens

Protecting your reputation is a matter of strategic planning.
March 27, 2013
Crisis communications is a dialogue, not a monologue.
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Is Your CU Ready to Respond After a Disaster?

Create a plan to communicate your CU’s status in the aftermath of a disaster.
November 3, 2012
Seven tips for an effective crisis communications plan.
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NCUA Responding to CU Exam Issues

Exam concerns, long a priority for CUs, are moving up the agency’s priority list.
June 13, 2012
The most efficient examinations are ones in which credit union officials and examiners treat each other as professionals and respect each other’s informed points of views.
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Crisis Management Requires Planning

Study shows the best ways CUs can prepare for a crisis.
October 6, 2011
How would your board grade itself on crisis management?
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Book Review

In This Game of Chicken, We All Lose

Report offers challenging yet pragmatic approach to fixing our nation’s financial woes.
August 7, 2011
The political debate over the nation’s debt is staggering in its ineptness and in the toxic partisanship that poisons it.
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What Happens in Europe Doesn't Stay in Europe

The top 10 effects of the Euro-Zone debt crisis on the U.S. economy.
August 19, 2010
The latest "100-year" economic crisis to affect the global economy, which lately seems to occur every seven to eight years, is the Euro-Zone debt crisis. The culprit: Too much borrowing and spending during the last decade.
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Learn to Contemplate 'Impossible' Scenarios

Postrecession governance lessons are emerging.
August 18, 2010
Governance lessons the nonprofit sector learned during the financial crisis and the slow recovery.
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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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