Items Tagged with 'merger'

ARTICLES

A Merger of Equals

Perhaps the most challenging merger involves two CUs of similar size.
August 1, 2012
Mergers of credit unions, especially those of relatively equal size, can be difficult because the partners often struggle with leadership, governance, and cultural issues.


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The CFO’s Merger Role Expands

CFOs are expected to take a leadership role in the merging CUs’ cultural transformation.
April 20, 2012
In the past, the CFO focused solely on financials during mergers. That’s no longer the case.
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Western CU Leagues Approve Merger

Arizona, Colorado, and Wyoming CUs vote in favor of a three-way merger.
March 25, 2011

Move creates the new Mountain West Credit Union Association.


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NCUA Rule Requires Board Financial Literacy

Rule also addresses CU-to-bank mergers and charter conversions.
January 1, 2011
The NCUA Board approved a final rule clarifying credit union directors’ fiduciary duties and providing additional provisions for insured credit union conversions and mergers.
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People Mergers

Corporate culture changes when two CUs combine
September 20, 2010
What's the big deal about mergers? Your credit union has checklists for: to-do items, systems the merging credit union uses, its phone system, products and services, rates, number of members, select employee group locations, and so on.
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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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