Crossing Monkey Bars

“All the art of living lies in a fine mingling of letting go and holding on.”  -Havelock Ellis

I’ll admit I have a hard time letting go. I seem to attach sentimental value to nearly everything and everyone in my life.  I see it happen so often in credit unions too. We hold on so tightly to our old ways, the people that no longer fit our culture, and our favorite security blanket, the status quo. Perhaps it’s because credit union people by and large are kind-hearted, forgiving, and sentimenal souls. But letting go is an essential prerequisite to moving forward with just about anything worthwhile.

So, I hereby declare this the year of letting go.

Its time to let go of the procedures, the employees, and the drama that intercepts your credit union’s greatness. Its time to let go of the people, the things, and circumstances that hold you back from being who you want to be. Its time to replace the past with the future and replace excuses with action. The fate of our of industry may just depend on it.

It’s just like crossing monkey bars.  If you hang on too long in one place, you’ll most certainly fall. Instead, you have to let go in order to {move forward}.

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Speaking of moving forward, the Filene Research Institute is conducting a study on the effectiveness of social media.  Is it time to move forward with social media? Check it out.

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About giraphcu

Greetings and salutations! Welcome to gira{ph}, a strategic marketing firm that helps credit unions amplify their greatness to create chemistry with consumers. The credit union movement has given so much to us. This is our way of giving back. Enjoy!
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7 Responses to Crossing Monkey Bars

  1. Great post. But if we are going to be letting go of problematic employees, there may be one thing we need to add: a good HR attorney on retainer! :O

  2. Roger Ball says:

    My dearest Kelley,
    No finer words have been written. The test of being progressive is to be able to put those words into an action plan. Good luck!!!!!

  3. giraphcu says:

    @Anthony Thanks. I wonder if there has been any study on the long term effects of keeping problem employees vs. the liability of letting them go. Would be interesting to see.

    @My Dearest Roger. Thank you. I know – easier to say than to do. : )

  4. Susan Epperson says:

    Kelley,

    Looks like you hit some nerves talking about letting go of employees. The employee development stuff is hard. It’s uncomfortable. Frequently it’s unquantifiable. And it takes a BOAT LOAD of time. But, if we as credit union managers, wait…credit union LEADERS are really doing our jobs, we should never be surprising someone with a pink slip. (Really…are they even “pink” anymore?)

    We have to make sure we are crystal clear about expectations. Our expectations about: numbers, behaviors, development, education, extra-curricular activties., etc. We need to get ourselves straight first. Really…what are the priorities?

    Then we have to make sure that everyone understands that. Sometimes it’s a concise email to make that clear. Often it’s multiple conversations that are customized based on the listener’s style.

    So, if you find that someone is getting close to pink slip time, as leaders, it’s our obligation to make sure that they’re not surprised. And, if we’ve done it well, our bill from the HR attorneys should be relatively small.

    Thanks for talking about the stuff we don’t like to talk about. And good luck letting go! 🙂

  5. giraphcu says:

    Great thoughts, Susan. I loved what you said, “it’s our obligation to make sure they’re not surprised”. Thanks for the thoughtful comment.

    And yes, – letting go is hard, but necessary. : )

  6. Pingback: CU Water Cooler » Blog Archive » CU Water Cooler 8/18

  7. Matt Davis says:

    I’m still naive enough to think it’s not too late for this. Let’s hope we’re right.

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