Items Tagged with 'strategy'

ARTICLES

Give HR a Seat at the Leadership Table

Involve human resources leaders in strategic planning and corporate strategy.
April 21, 2014
‘Many in executive leadership have not given HR leaders the respect they deserve.’
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Outsource Social Media? It's Working for These CUs

Resource-strapped CUs pleased with early returns from partnership with marketing firm.
April 9, 2014
'It takes time, diligence, and consistency to implement a social media strategy.'
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It’s Time to Rethink IT Recovery

CUs must organize their server and network architecture into one system.
March 27, 2014
Shift continues from disaster recovery to business continuity.
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BAI Retail Delivery 2013

Innovation Often Happens at 'the Click Moment'

Business success can be random and serendipitous.
November 7, 2013
'The purpose of strategy is to convince ourselves to act,' says Frans Johansson, author and CEO of The Medici Group.
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Mobile Payments

The single greatest opportunity—and threat—CUs will face in the foreseeable future.
June 1, 2013
The key strategic point is: The one who enrolls is the one who controls.
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Council Corner

Exploring a Payments Strategy

Payments will continue to evolve for CUs.
April 8, 2013
The days of relying on a steady income stream from debit card interchange fees are fading.
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Combine Member Information with Sound Judgment

CUs are taking a more personal approach to member service.
January 6, 2013
Investing in member-centric strategies can ensure a CU’s long-term competitiveness.
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It's Time to Make Mortgages

Capture mortgage market share while you can.
May 23, 2011
The housing crisis and recession have given CUs an opportunity to serve more members. But this period of heavy mortgage refinancings won’t last forever.
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20 Questions for Your CRM Provider

Hold vendors accountable for the promises they make.
May 18, 2011
If a vendor makes a claim but won’t guarantee it in writing, that speaks volumes.
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Act Like a Shark: Keep Moving

Businesses are like sharks: If they don’t move, they die.
April 6, 2011
You may think you don't have enough time, money, or people to innovate. But limited resources can force us to be more creative.
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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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