A Strategic Guide for New Board Members
Originally published on cumanagement.com.
A guide for new board members to navigate governance, manage interest rate risk, and contribute effectively from day one.
It’s time for a paradigm shift: Replacement or succession planning
Originally published on cuinsight.com
By Deedee Myers
What is your organization practicing?
Too many organizations are increasing unneeded risk because their leaders are not informed, they are not committed, and they do not distinguish between replacement and strategic planning. Repetitive replacement planning does a disservice to your employees and constituents and has a potential long-term negative financial impact. Succession planning is a proactive process and is strategically differentiated from replacement planning, which is geared toward mitigating imminent risk, is limited in scope, and is often reactive.
To Build a Better Benefits Package, Start With Compensation Philosophy
Originally published on cutimes.com
By Peter Myers & Tom Sievewright
Begin by defining your objectives before jumping into evaluating specific plans. The dynamic nature of top-tier talent and an ongoing evolution of industry practices are pushing more credit unions and their boards to refine their compensation philosophies.
Culture integration: What can go wrong?
Originally published on CUInsight.com
By Deedee Myers
Credit unions believe they have distinctive histories, folklore, personalities, products, markets, artifacts, business operations, and boards. Typically, people are proud of their credit union cultures or, at minimum, have learned how to operate effectively within them. In the weeks before signing a letter of intent, the CEO and executive team of Credit Union A and Credit Union B share their cultural attributes.
Employee burnout is real: How to combat it in 2024
Originally published on CUInsight.com
By Deedee Myers
As we prepare for a new year, understanding what drives employee burnout and how to help combat it at all levels is critical. Coming out of COVID and returning to work environments where team members had to reconnect with other people hasn’t been easy. We’ve all had to learn to lead differently, and this work is far from complete. Many people are feeling the effects of employee burnout today as they plan for 2024 while concurrently closing out all their 2023 projects.