I am a firm believer that movies contain powerful messages, some which can go unnoticed for years. Yes, even unforgivable films like Gigli and Daredevil (sorry Ben) can contain a meaningful message. As a practicing martial artist, I constantly look to the “holy grail” of martial arts films for guidance and in 1984, not 2010, the world was given The Karate Kid.
In 1994 a Toyota subsidiary Denso-Wave created a barcode that would become one of the most popular types of two-dimensional barcodes. Although its common use for many years would be only to track parts in vehicle manufacturing, QR codes are now being used in many innovative ways. What ways might you ask? Let's check out what has been going on in the QR code world.
Email rock star, Greg Cangialosi, President & CEO of Blue Sky Factory, part of stellar conference line up.
Technology is not about computers... it's about people. Brent Dixon and I are excited to present "Emerging Technologies: It's About People" at the Washington Credit Union League's Annual Meeting, Evolve and Emerge.
Continue reading "Emerging Technologies: It's About People " »
A lot of credit unions are wrestling with the business case for social media. Others are adventuring out into the social media arena, looking to see what makes best sense for their business strategies.
Filene Research Institute has launched "groundbreaking research regarding the quantifiable impact of social media marketing strategies."
Can you make a commitment of about two hours over the next year to complete one survey per quarter regarding your marketing activities?
"The results of the year-long research will produce a statistically tested way to predict changes in membership and products per member (or, member share) based on social media activities."
"In plain English: If you keep wondering whether social media is just hype or an effective marketing tactic, this is your chance to find out. We want you and many other credit unions to participate because more responses make for better analysis. In return for your participation, we will provide you with the results of the research. Even if you are not using social media, we would like you to participate."
Credit unions have been built around people helping people. Working together is the best way for us to position credit unions forward. Hoping you make the commitment to be part of this timely project!
Click the image to enlarge.
If you are planning a career in the credit union movement, professional development and networking are key to your success. As a leader, it is also important to have a plan to ensure that your team has a clear plan for developing their skills and network. Southwest CUNA Management School is designed to challenge you, your team, and your credit union forward.
If your find yourself or members of your team identified in the word picture to the left, you have a match for the profile of a future leader and SCMS student…enroll today!
Visit www.wordle.net to create your own "word cloud". It's a great tool to see if something you're writing has the emphasis where you want it to be.
Guest post by Nadine Boisnier, Compliance Officer, Amanda Vega Consulting
The recent revisions to the FTC guides concerning the use of endorsements and testimonials has posed some questions as to what people can expect from the changes and how this affects active participants in social media. As you begin to build deeper relationships with your Credit Union customers online, here are some guidelines on what the new FTC guidelines mean for you.
The basic FTC changes came into effect due to the emergence, popularity and increased growth of social media. (The guidelines were last updated in 1980). The regulations were updated due to the notion that the lines have been blurred between what an advertisement is and the motives behind the use of social media. There were instances of non-disclosure from companies using bloggers to post positive reviews while receiving cash or gifts as incentives. Regulators do not agree that these types of postings are unbiased reviews. Their goal is to inform the public to understand the difference and to make sure there is full transparency.
Some important points to remember: Any conflicts of interest must be disclosed in postings including Twitter tweets and profiles. Be upfront with any connections or relationships you have with the company or Credit Union branch you are writing on behalf of. Other updates to the regulations include the disclosure of any company-sponsored research, stricter liability for celebrity endorsements, no more ³safe harbor² for testimonials; meaning, the term ³results may vary² is no longer sufficient when making broad claims, and disclosing results that consumers can generally expect. Remember most importantly to be straightforward and transparent.
In addition to these guidelines, Credit Unions should be cognizant of additional risks that can affect their outreach to the public. Make sure your employees do not improperly use social media tools. For example, impulse messaging can be dangerous, so stop and think about the repercussions of your post or tweet. From a Credit Union perspective, employees can be a threat if they post information that could impact negatively on their brand.
As you are building a sense of community online, make sure to include customer care in the process. You must be careful how you do this since you may deal with disgruntled customers who use Twitter to discuss a negative experience. You should avoid a back and forth match with an unhappy customer and take the conversation offline. Be sure to offer them traditional customer care channels. Other basic rules include, accessing the urls in tweets with care. Do not click on links from people you are unfamiliar with.
Also, look out for people who use stalking techniques to try to social engineering information. Most importantly, make sure proprietary business and customer information is protected. Having a strong policy in place for employees to follow is key. Every organization should have a strong policy in place that clearly states the guidelines of how it should be used by employees.
Guest post by Amanda Vega, Amanda Vega Consulting So what are the risks and what can organizations and users do to limit such risk? Data leaks of confidential or proprietary information: The information that could be leaked includes identity theft, credit card fraud, business plans, confidential data, information about internal operations of the company and availability of personnel or their schedules. Malware and viruses: The use of abbreviated URLs makes it easy for the bad guys to mask links to infected sites and to redirect users to websites that they would think twice about visiting. The setting up of fake services could be used to collect credentials and information from that user. Improper use: From a corporate perspective, employees can be a threat if they post information that could impact negatively on the business and hurt its integrity. A wrong post picked up by such a wide audience could become a PR nightmare for that business. Impulse messaging can be dangerous especially if the user is irate and doesn’t stop to think about the repercussions of his or her tweet. Sending inappropriate tweets is not recommended. It is what the end-user does with Twitter that counts. Tweeters need to pay attention to what they are doing, listen carefully and do not trust every single follower who sends them a message. Humans are the weakest link the security chain. Customer care: Businesses need to be careful how they deal with disgruntled customers who may use Twitter to discuss a negative experience they had. With only 140 characters at its disposal, a business should avoid getting into a back and forth match with an unhappy customer on Twitter and encourage the client to use traditional customer care channels. Take the conversation offline. How to counter risk: Every business that uses Twitter or any other social media or networking site should have a strong policy in place (and enforced) that clearly states how it should be used by employees. Warn about possible disciplinary action if the policy is violated. Emphasize that online conduct must not violate the anti-discrimination policy or other codes of conduct. Warn that the policy must be read in conjunction with the existing Employee Handbook. Include a provision prohibiting any conduct that violates federal, state, or local law. Direct employees to bring all questions related to the policy or permissible conduct to management. Off Duty Conduct - Employers may have broad discretion in disciplining employees where the employer can show that the off-duty conduct has damaged the business, hurt the employer's interests, or is otherwise inconsistent with the employer's business needs. Some basic rules: Think twice before posting. Employees need to think compliance, integrity, security, then post. Access URLs in tweets with care. If there is no real need to check out the site, leave it. Show employees what to look out for. How to notice when someone is stalking or attempting to social engineer information. Avoid confrontation on Twitter. It is a great tool for customer feedback but may not be appropriate for resolving complex issues. FTC FINAL GUIDES GOVERNING ENDORSEMENTS, TESTIMONIALS Definition of an advertisement has been blurred by the use of social media. Advertisements that feature a consumer and convey his or her experience with a product or service as typical when that is not the case will be required to clearly disclose the results that consumers can generally expect. No more safe harbor – disclosure “results not typical.” Material Connections – sometimes payments or free products between advertisers and endorsers, connections that consumers would not expect, must be disclosed. The post of a blogger who received cash or in-kind payment to review a product is considered an endorsement. To limit liability look for authenticity – real experiences from real customers/consumers. Any endorsement, like any other advertisement, is deceptive if it makes false or misleading claims. Company sponsored research – if company refers to findings of research organization, the advertisement must disclose connection between the advertiser and the research organization. Amanda recently presented for TCUL Annual Meeting& Expo (Grapevine, Texas). She is teaching a new course this summer for Southwest CUNA Management School (Fort Worth, Texas) – “Social Media II: Let’s Be Strategic”.
The secret’s out. Southwest CUNA Management School Students have been profiled. The PTP New Media & CU*Swag team caught one of this year’s third year students, Jason Duplant (Neches FCU) on tape. Look and listen closely to get an insiders’ perspective on the value of the school.
Careful analysis of this year’s 1st year enrollees reveals what a typical students looks like:
Who
Students come from credit unions ranging in size from under $1 million to nearly $1 billion. It’s exciting to see mutually beneficial relationships develop when Davy and Goliath are side by side in the classroom.
Students range in age from 23 to 62. Oh the lessons the generations learn from each other when they spend eight days on a college campus for three years. New for 2010 we have a special scholarship, networking, and mentoring C2C initiative for students under the age of 30 by August 1, 2010.
Experience levels cover a wide range.
Years on the Job: 1 to 26, averaging just under 6 years.
Years in Credit Unions: 2 to 31, averaging 11 years
Years in the Financial Services Industry: 2 to 33, averaging just over 13 years.
As for job titles, you name it and we probably have someone enrolled. The school is designed for everyone from management trainees to mid and senior level management to CEOs.
When July 11-21, 2010
Where Classes are held at TCU (Texas Christian University, Fort Worth, Texas)
Students may be coming from as far as Africa. The majority of the students are coming from Arkansas, Kansas, Louisiana, Missouri, New Mexico, Oklahoma, and Texas.
What
Intensive classroom training, world class faculty, unique networking opportunities, and developing a detailed two year strategic business plan for your credit union. Specialists gain an appreciation for how the various pieces of the credit union come together to complete/affect the entire company. Smaller credit unions get the opportunity to dream and think about how to strategically position their credit union forward. All students build a strong network of friends and experts to help them face challenges down the road.
Strategic alumni have been collaborating and brainstorming about providing additional value. As a result of numerous discussions, new opportunities are available for credit union folks to take advantage of what SCMS has to offer.
Day Students: Any league affiliated credit union may attend ½ to a full day, or even a couple of days on a day rate basis - $275 per day, lunch included, on own for accommodations. No homework. Click here for the full schedule.
Full Year Option: CUNA Management School alumni are invited back for a full year experience, living on campus, learning and networking with the class of their choice. This is offered as either entire 1st, 2nd or 3rd year options. Same price as a full time student, though no scholarship opportunities at this point. No homework.
If you, or one of your credit union’s talented up and coming stars, specialists, or seasoned vets are looking for challenges, fresh perspectives, innovative ideas and aha moments, the time to enroll in the school is now!
Contact Janine McBee for further information if interested: jmcbee@scms.coop or tweet @SCMSJanine
Fresh faces are on board to join the Southwest CUNA Management School faculty team and challenge students forward:
· Matt Davis (AKA "The Credit Union Warrior") partnered with Filene Research Institute, Matt joins Denise Gabel for the 1 1/2 days of Innovation classes with 2nd & 3rd year students.
· Julie Ferguson, JRF Consulting Services brings a wealth of credit union and business development background to Grad School.
· David Goldsmith, MetaMatrix Consulting Group, Inc., is about to have a book published on strategic planning. He’s the final class for 1st year students, charged with sending them out challenged and future focused.
· Mike Petrone, CFE, CFSA joins us from CUNA Mutual Group (CMG) for the 1st year Risk Management course. In 2002, Mike was honored with the 2nd annual Michael G. Hallinan Risk Management Choice Award.
· Shawn Temple (one of last year’s Award of Excellence recipients), Bossier FCU, joins the team to work with students on the project (a two-year strategic business plan) requirements.
· Amanda Vega, Amanda Vega Consulting brings real world experience to help second year students make strategic decisions related to social media and their credit unions.
For a complete faculty team and course listing, scholarship information (deadline this week), and school application, visit www.scms.coop. Excitement mounts as registrations come in for this year's first year class. To give you an idea of what students looks like: They are coming from Arkansas, Kansas, Louisiana, New Mexico, Texas and possibly Africa. They hold titles ranging from President, Manager, Director, COO, VP, Accounting, Business Services Representative, Branch Manager, to E-Branch Manager and more. The credit union asset sizes range from under $20 million to around $1 billion The students range in age from early 20's to 50's. They have 2 to 28 years service in credit unions, with 2 to 33 years in the financial services industry. Education backgrounds range from Masters Degrees to High School Grads.
Thank you Bossier FCU for enrolling three in the first year class and to numerous credit unions who continue to enroll credit unions year after year!
