The CU movement must maintain its reputation for reasonable and transparent executive compensation.

It's important to build a compensation structure that will maintain the executive team and provide stability during a time of transition.

The path to excellent leadership often includes some form of executive training. Among the options for training is CUNA Management School.

In effective succession plans, two main elements work together: executive development and incentives.

Build ‘bench strength’ so your CU has a top-notch CEO in waiting.

When compensation does rebound, CU executives can expect greater regulatory accountability.

New regulatory requirements will increase scrutiny on boards' executive compensation decisions.

Setting appropriate compensation is crucial to recruiting and retaining skilled employees, encouraging high performance, and ensuring competitiveness in the labor market.