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Self-improvement strategies for leaders and employees
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Credit union human resource professionals can no longer take a passive approach to managing talent, and instead must think strategically, several experts told the 200 attendees of the CUNA HR & Organizational Development Council Conference.
Similarly, the employees they manage don't dare rest on their laurels, or the rapidly evolving nature of the workplace will pass them by. Below are some photos from sessions Friday and Saturday at the conference in Las Vegas.
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Today’s human resource executives should think strategically about human capital management, says Deedee Myers, CEO of DDJ Myers Ltd.
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Eastman CU in Kingsport, Tenn., encourages employees to take charge of their careers, says Carol Cross, vice president of HR.
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Kristen Davidson, vice president of organizational development, explains how Consumers CU in Kalamazoo, Mich., developed a three-tiered, in-house leadership program.
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Organizations with well-defined cultures have greater success, says Tansley Stearns, chief impact officer at Filene Research Institute.
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It’s scary to go “All In” to achieve a goal, says Gian Paul Gonzalez, but greatness requires that level of commitment.
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“A high-engagement work culture provides a competitive advantage,” says Erin Wood, leadership and organization development consultant with ADVISA.
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To ensure your value as an employee in an increasingly automated world, stretch your skills, knowledge, and approach, says author Barbara Mistick.
The people principle
As an ambassador of your company’s culture, coach and connect with your employees.
Embrace strategic expansion
Boards must be ”all in“ because the future of their organization and stakeholders depends on it.
More tech, strategy on the horizon
Directors need to focus on industry changes and shifts in consumer preferences.