Items Tagged with 'boards'

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Gentile to Head Massachusetts CU League

CUNA executive to start new role January 6.
December 2, 2013
Former New Jersey CU League CEO will succeed Dan Egan.
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What’s Your Board’s Oversight Style?

Governance expert describes the continuum of board oversight styles, from rubber-stamping to micromanaging.
November 19, 2012
‘Do CEOs like rubber stamping boards? A good CEO won’t.’
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Top Ten Planning Topics

Use these topics to shape discussions at your strategic planning sessions.
June 1, 2012
Reap the benefits of Bank Transfer Day, prioritize nonmember awareness and focus on governance.
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Give Board Engagement a Boost

Study compares corporate and CU board practices.
January 31, 2012
CU and corporate governance are so similar that if CUs followed most of the best practices compiled by the Business Roundtable, board engagement would increase significantly.
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Meet Members’ Governance Expectations

Be sure your board is 100% engaged in its mission to represent members.
December 16, 2011
Serving on a board is much different now than in the past.
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Special Report: America's CU Conference

Giving Good Governance

Filene fellow stresses the importance of continuity in leadership.
July 1, 2011
If everyone looks like you in the boardroom, your board needs a greater diversity of skills and experience.
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Build Clarity Into Your Financial Statements

Simply using ROA to gauge success is shortsighted.
June 24, 2011
Accountant outlines the ideal performance scorecard.
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Optimize Your Board’s Meeting Agenda

Study suggests three ways to make board meetings more effective.
December 1, 2010
Spend more time on strategy and less on operational matters.
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CEO Succession Plans Lacking at CUs

Current planning efforts give organizations a false sense of security.
November 2, 2010
Survey says boards don't spend enough time preparing for succession.
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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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