special issue

Slide 4

Embrace Differentiation and Underserved Markets

Miriam De Dios

CUs aware of the opportunity to serve Hispanics might not know where to start.

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Slide 1

Policy Makers Worldwide See the Value of Cooperatives

Mike Mercer

Cooperatives exist to improve the lives of the members they serve.

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Slide 2

CU Mission Should Engender Passion and Caring

John Tippets

Embrace six perspectives to build the future of the CU movement.

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Slide 2

Why CU History Matters

Mark Condon

Even though the CU movement has surpassed $1 trillion in assets and soon will exceed 100 million members, our history remains a vibrant force that guides our future course.

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Slide 1

Seven Steps to a Cooperative Culture

Adam Schwartz

“Culture is to an organization as water is to a fish—it’s the environment that exists all around us.”

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Slide 2

Celebrating CU Uniqueness

Bill Cheney

Take advantage of opportunities this fall to show your pride in the movement.

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Slide 3

An ICU Day Bonus

Steve Rodgers

Our special issue offers a look at the past and the future of the CU movement.

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Slide 4

cu history



Bill Cheney
President/CEO, CUNA

Mark Condon
SVP, business and consumer publishing, CUNA

Adam Schwartz
Founder and Principal, The Cooperative Way

Jim Blaine
President/CEO, State Employees CU

Brian Branch
President/CEO, World Council of CUs

Miriam De Dios
CEO, Coopera

John M. Deignan
VP/Chief Marketing Officer, Diebold

Doug Fecher
CEO, Wright-Patt CU

Teresa Freeborn
President/CEO, Xceed Financial CU

Rudy Hanley
CEO, Schools First FCU


George Hofheimer
Chief Research + Innovation Officer, Filene Research Institute

John Lass
SVP, strategy & business development, CUNA Mutual Group

Alex Matjanec
Co-founder/Media & Communications Manager, MyBankTracker.com

Harriet May
President/CEO, GECU (retired)

Mike Mercer
CEO, Georgia CU Affiliates, and CUNA chairman

Mike Meyer
CEO, Filene Research Institute

Peggy Powell
Executive Director, America’s CU Museum

Bucky Sebastian
Executive Director, National CU Foundation

Maurice R. Smith
President, Local Government FCU

John Tippets
President/CEO, North Island CU


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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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