The Building Of An Executive Team

This week, takes a look at training, recruiting, and compensation strategies credit unions are using to develop their executive teams.

Turnover is a consequence of business, but a well-developed succession plan and thorough search of qualified candidates can help any organization absorb the disruption from the departure of high-level employees. That’s why this week, takes a look at a few training, recruiting, and compensation strategies credit unions are using to develop their executive teams.

If success breeds success, then credit unions are well advised to recruit executives who have had some of their own.

We look for demonstrated success when we identify candidates, says Janice Shisler, executive vice president at D. Hilton Associates in The Woodlands, TX. We want to make sure they don’t come from failing organizations.

For tips from veteran credit union recruiters D. Hilton and the Paragon Consulting Group, read How To Tap Top-Level Talent by Callahan senior writer Marc Rapport today.

Desert Schools Federal Credit Union opened its doors in 1939. For 76 years, it has strived to provide breakthrough service. According to Dane Als, the credit union’s senior HR director of talent acquisition and employee relations, Desert Schools has achieved this, in large part, by hiring the right people, with the right fit, that are committed to the credit union difference.

In 4 Ways To Cultivate The Corner Office by Callahan writer and editor Aaron Pugh, Als offers four pieces of advice on how to identify, vet, and hire leadership-level individuals.

In the past 24 months,Interra Federal Credit Union has filled two executive-level roles, one with a candidate from within the credit union industry and one with an external hire.

Credit unions and community banks represent two common channels from which credit unions pull new hires, but is one better than the other? And in what circumstances? Read on to find out more in Callahan writer Erik Payne’sThe Benefits Of Hiring From Inside And Outside The Credit Union Industry.

Younger entrants into the executive suite get plenty of publicity, but the average age of the chief executive at an S&P 500 company hovers around 55, according to a 2015 report by S&P Capital IQ. The impending retirement of millions of Americans, from CEOs to front-line employees, is top of mind to HR directors everywhere, and leadership succession planning is on the agenda at most credit unions.

A growing number of cooperatives are launching or re-invigorating leadership development programs that support growth initiatives, changing cultures, and multi-generation workplaces.
Read more in Developing The Next Generation Of Leaders.

Finally, check this week’s feautured infographic,Training And Development At Today’s Credit Union, which highlights findings from the Callahan & Associates Training and Development Survey. See what HR managers at credit unions nationwide have to say about how programs have adapted to changes in people, technology, and the industry.

Happy Reading.

August 10, 2015

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