It's Happening Now

GO CAPTURE IT

These days it’s very easy to get started. With just a cameraphone and a keen eye, you can capture a storyful moment as it happens and share it just as quickly. Here are some juicy statistics and tips to keep in mind as you start snapping videos.


MORE THAN JUST CAT VIDEOS

In 2008 alone, 80 percent of U.S. Internet users watched five hours of video, an average duration of 3.2 minutes per video, according to comScore. But the secret to keeping a viewer’s attention is hooking them  the first ten seconds. It helps to have a video shown in a relevant context, such as a like-minded blog. With viewers already in a receptive state of mind, your video has much more impact. When your video is part of a series, you start building anticipation for each installment.

The Emotional Impact of Video

Laugh or cry, shock or pride, nothing beats video for 

emotional impact. 

A good video captures a singular moment, a “storyful” moment, that begs to be shared. Video can be experimental, immersive and flavorful.

But is it really right for credit unions? Video is more accessible than ever. The average Joe can record more, do it more frequently, and get more use of existing videos all without breaking the budget. When you host videos on your website – or on a hosting site like YouTube and Vimeo – you effectively have your own video channel to tell your credit union’s story! It doesn’t end there either. When you have video assets, you can run them on a loop in your branches. When you combine that with a well-trained staff and useful collaterals, you have a complete campaign right there! You can even get super-localized with your videos, playing certain ones in certain branches based on your demographic research in that area. Heck, you can even play videos on ATMs.

Even with all these options, the question remains: Is video right for credit unions? Spoiler alert: Yup. You just have to find your storyful moment. It’s a story, scene or scenario that captures attention and embodies what it
means to be a part of your credit union.

10 Things To Consider During A Change In Leadership

Over the past couple of weeks, you eavesdropped on a conversation between myself and a credit union CEO, Thad Angelle. Thad told us what he did to make the internal culture at his credit union strong and even gave you a good book recommendation! But if you don't have time to sit down and read "Thank God Its Monday" and you want some action items to put to action, we have some for you.

10 THINGS TO CONSIDER DURING A CHANGE IN LEADERSHIP: 

1. Focus first on shoring up your internal culture and earning the trust of your staff.

2. Foster collaboration among leadership and staff at all levels to sync up the team.

3. As the leader, find a principle or philosophy you can personally champion – and then live it.

4. Acknowledge staff uncertainty about what change means to them. So set high expectations for the organization but also work to calm the fears of the individuals.

5. Take a break from the C- suite and visit the front lines often.

6. Address challenges swiftly, rationally, realistically and with confidence.

7. Acknowledge fall out with any change in leadership. Use the opportunity to build the right team.

8. Embrace your leadership style. Be who you are, but seek ways to integrate that style with as little disruption as possible.

9. Focus on one manageable initiative at a time. Complete it and move on to the next opportunity.

10. When you reach the top, make sure you’re not alone. You can’t do it all on your own.

How Internal Culture Affects MCT's Bottom Line

Have you been enjoying the conversation so far? Don’t worry, it doesn’t stop here…

HOW HAS THIS HELPED YOUR BOTTOM LINE? 

People now make better decisions. We’re not going back to fix things. Our quality of work is better. There’s a new mindset that if it’s not great, it’s not good enough. Now, we hold each other to a level of accountability. Looking at the numbers, we’re pacing to meet our year-end income goal. While consumer loans outstanding declined for almost five years in a row, the first quarter of the year we grew consumer loans by $3 million.

This was unbelievable. Managers set more aggressive goals and in the first quarter every branch manager met them. Wow. But the biggest result is the unity within the executive team, the encouragement all around, and a staff believing in themselves, doing the right thing. That’s building member loyalty. Employee turnover was a revolving door in the past, but now that door has slammed shut.

WHAT IS STILL YOUR PAIN? 

There was once a time in my career when I might try to bulldoze over people. I got where I wanted to go, but found that I was alone. Today I care about more than just people’s work. I care about them personally. So now, the most important thing is making the right decisions together when we are faced with a challenge. Staying ahead of the curve like with regulatory changes that are coming along every day, week and month creates a lot of pain. What may be the case today, may not be tomorrow – but our culture will not change. 

WHERE DO YOU GO FROM HERE?


MCT is really walking our talk. But no one outside knows it, yet. And the message has got to get out to the people. If we can get the word out, I can’t believe anyone wouldn’t want to do business with us.

So that was MCT’s story… what’s yours? Is your credit union undergoing a change in leadership? Wondering what next steps to take?  Tune in next week for 10 Things to consider during a change in leadership.

The Conversation About Culture Continues

HOW DID "THANK GOD ITS MONDAY" BECOME SO INGRAINED IN YOUR ORGANIZATION? 

I gave the book to every person at the TGIM kickoff staff meeting. It was the executive team that met weekly, discussed the wow insights and figured out the key points that could impact the credit union. More importantly, it was that team putting them into practice versus procrastination. Plus, parts of the book really spoke to my personal beliefs and I made a point to bring those into my leadership style. Then the actions of the executive team spread to the management and frontline staff. Individuals began to follow the example set by others. The good of the book began to spread like crazy and everyone wanted to be a part of it.

WHAT ARE YOU DOING BEYOND THE PRINCIPLES OF TGIM? 

The book talks about forming a ‘Hoopla Committee’ to keep the TGIM principles going strong. So our committee’s first take on this was creating the “Be Attitudes” – a set of reminders coaching employees how they should act or be towards teammates and members. Now every Monday morning throughout the credit union we discuss the be attitude of the month in the staff huddle. It’s just five minutes where each group of managers and staff talk about how they are going to promote that specific attitude for the week, personally and professionally.

HOW DO YOU KEEP MOMENTUM?

The executive team simply provided the permission for the staff. Now it’s  growing organically. I personally attend a lot of the department meetings and visit the branches at least once every couple of months. I hear how much people appreciate it. This is easy for me because I’m passionate about the people and this credit union. I can’t ask them to do things and not give them the tools, time and talent to do it.

I know you want to know more… and lucky for you, there IS more! Next week.. 

A Conversation About Culture

In the past couple of weeks, you’ve come to know Thad, a credit union CEO with swagger and the know-how spirit needed to build a strong and effective internal culture. You also learned the “why” – a book that sparked a movement throughout MCT Credit Union called “Thank God Its Monday.” But I wanted to know more… dig a little deeper. Pull up a chair and get that coffee started…

WHAT WAS ONE OF YOUR BIGGEST CHALLENGES OUT OF THE GATE? 

The first year went by like a flash. You want to make change, but not too many too fast. Once the team believed in me as a CEO, things could move faster. I made mistakes. And humbly realized it really didn’t matter what I thought. Some of the teams really weren’t as far along as I hoped in accepting me as CEO. The board took some time. And initially, I took for granted what I did have, which was an outstanding executive team.

HOW DO YOU DEFINE YOUR CEO STYLE WHEN IT COMES TO INTERACTING WITH YOUR TEAM?

I always communicate with my executive team, but more importantly I want them to always communicate with me. I depend on their collaboration and buy-in. If we get to the end of working through a particularly challenging problem, and I know there’s not agreement at the end of the day, then I know we have more work to do, and the matter is not a closed book. If you want to get on my bad side, just agree with everything I say. That’s not practicing the philosophy, that’s just kissing my (you fill in the blank).

HOW DOES THIS STYLE TRANSLATE TO THE INTERACTIONS WITH YOUR FRONTLINE STAFF? 

You can talk about open door policies where staff are encouraged to bring forth ideas, concerns, and suggestions to management – but often it’s just fluff. In the past we talked it, but the staff wasn’t used to putting it into practice. I addressed this quickly, and now, even if a team member needs to vent directly to me that’s okay. I’m glad. Issues, opportunities and new ideas are going to surface. There is nothing that happens in an organization that can’t be addressed. When you don’t act, you not only hurt the credit union, you hurt the employees. You address people directly and handle each issue appropriately.

More of my conversation with Thad next week...

Thank God I'ts Monday

Last week we introduced you to Thad Angelle, CEO of MCT credit union and told you why we think he’s a pretty cool guy – he doesn’t just TALK about culture, he lives it! What started it all? Well, don’t just sit there… read!

FROM FRESHMEN BOSS TO FRESH FLAME

Two years ago Thad found himself the newly appointed CEO of Port Neches, TX-based MCT Credit Union. After spending most of his career in the financial services industry he could have easily maintained the status quo, governed from the top down and simply pushed for his agenda and legacy. Instead, he created a collaborative culture of change that has been nothing short of transformative for this firecracker of a credit union.

It all started with a small gift. The retiring CEO presented Thad with a copy of “Thank God It’s Monday,” by Roxanne Emmerich, who turns TGIF on its head by helping leaders jump-start and nurture a workplace employees and customers love. “TGIM” was the spark that lit a fire in Thad and his team, which after two years burns brighter with each passing week.

THE FIRST TWO YEARS AS CEO AND TORCHBEARER

Thad credits this movement’s inception with granting people permission to think – to be leaders, to be creative, and to be accountable at all levels. But what keeps the flames going is Thad’s commitment to backing it up with action. He has created an environment of trust where staff is secure in making decisions and trying new initiatives. Thad is genuine, smiling (and perhaps a bit swaggering) proof of the power of internal culture. I visited with him to find out how he carries that torch so confidently.

Eavesdrop on our conversation next week….