Archive for month: March, 2017

In a society where money and various tangible rewards seem to be significant drivers both personally and professionally, how can credit unions and other co-operatives effectively motivate their employees without increasing year-end bonuses? It’s difficult for credit unions to compete with larger financial institutions in terms of tangible rewards, as we don’t have the resources to do so. Although extrinsic motivation such as bonuses, commission, and other tangible rewards are useful in guiding employees to meet performance targets, ultimately contributing to the success of the organization, this type of motivation is not sufficient to fully engage employees as it narrows our focus to one set of goals. This is contradicting to the values of the credit union as credit unions strive to better the community as a whole.

When I think “how can I make a difference in my community?” extrinsic motivators certainly aren’t the first thing that come to mind. When credit unions provide their employees with opportunities to appeal to their own values and personal growth this fully engages employees to be the best they can be. As Holly Herman says “personal development is as important as specific professional development. It shows you (the credit union) care about developing better people, creating better employees.” This is more consistent with credit union values as creating better people and employees will help create a better community.

Dan Pink’s Drive video stands out to me as he discusses the connection between engagement and autonomy, and how self-direction significantly increases engagement. He argues that if organizations start treating people more like people, they not only have the ability to make work lives better off, but make the world a little better. When credit unions provide employees with volunteer time or opportunities, such as participating in the SYL community, they are giving employees the chance the make their own decisions outside of their regular daily work and effectively motivate themselves. This autonomy contributes to not only developing the employees within the credit union system, but strengthening the credit union system as a whole.

Do not overlook the personal development and volunteer opportunities that are available to you. I challenge you to participate in more activities outside of your day-to-day tasks, in order to develop yourself and your community. Although there may not be a monetary benefit, at the end of the day you’re given a chance to grow yourself and help your community grow. As giving is one of the post powerful gestures, you will be surprised at how fulfilled you will feel. As Shannon said in SYL’s February blog post, “if we take time to step outside of our own lives and look for ways to help others that is truly where we find fulfillment.”

Sources
Climb photo – https://owbaz.com/blog/personal-development-action-plan-career-counseling/
https://nwcua.org/2012/03/06/six-elements-for-maximum-motivation-of-credit-union-staff/
Dan Pink Drive Video – https://youtu.be/u6XAPnuFjJc

 

SYL has an exciting year coming up and we’d like you to help us spread the word!

Here’s How:

Step 1:
Print this newsletter.

Step 2:
Hang it, display it, SHARE IT in your Credit Union for your Co-workers to see.

Get creative:, in your break room, in the bathrooms, by your photocopier. We can’t wait to see because….

Step 3:
Take a selfie, with the newsletter in your branch and share it on social media using the hashtag #SYLove (tag us too! @SKYoung Leaders)

5 participants will be selected at the end of April to receive a gift card. Coffee on SYL! And it’s not just any coffee – it’s TIMs! The more you post and share the better your chances are of receiving a prize.

 

Each year, the National Young Leaders Committee, a committee of CCUA, holds a leadership intensive called CU NextGen. CU NextGen is an event where high-potential emerging leaders from throughout the Canadian credit union system gather to receive unparalleled leadership training, build relationships with emerging and senior leaders, and leave feeling energized about the credit union movement as well as their futures within it.

The one and a half day CU NEXTGEN™ Leadership Intensive will be held Sunday, May 7 to Monday, May 8, 2017 in Halifax, Nova Scotia. We wanted to make sure you have the opportunity to register—space is limited and based on a first-come, first serve basis.

This year, Gregg Brown from Tidal Shift will lead participants through a thought-provoking program focused on change resiliency. In addition to exploring why change can be challenging, the program will introduce seven “change muscles” that help individuals use their energy more effectively as they move through the adaptation process. Attendees will receive individual feedback on their own resilience, and engage in exercises that provide practice in applying each of the characteristics. They will leave with an action plan for strengthening their own, and their team’s resilience, providing tangible takeaways for leaders at all levels of the credit union system.

Following the full-day change resiliency workshop, young leaders will participate in the exclusive Human Library learning and networking session. From there, they will continue their learning along-side leaders from across the Canadian credit union system as they actively participate in “Charting the Course” – CCUA’s 2017 National Conference for Canada’s Credit Unions.