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.
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.
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.
Originally published on CUInsight.com
By Deedee Myers
Change is happening at an increasing rate, and for many credit unions, if they haven’t already been operating as a high-performing organization, it can be very difficult to catch up. This is leading to burnout at all levels. Some of these changes are happening “to us” because of AI, digitization, increased competition, remote working, higher expectations for speed and ease-of-use by members of Gen X and Gen Y, and rapid interest rate fluctuations, to name a few.
By Peter Myers, Senior Vice President, DDJ Myers, Ltd.
We at DDJ Myers sometimes need to ask board members or a board chair, “What are the historically unmentionable topics that your board should discuss?” In response, we often hear “board composition” and “succession.” The way people frame the topics of board-level board composition and succession planning can make them difficult to discuss.