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….