What’s keeping your team from cross-selling?

first_img“Why isn’t my team engaged?” I hear this question quite often during discussions about engaging the front line as part of a credit union’s marketing strategy. Before starting a relationship with a new client, we assure them that we can deliver leads via email, internet, phone, in branch…you name it. But if their front line isn’t engaged, those leads won’t turn into a new loan, a new checking account, or a new member. It’s up to the front line to catch the ball (the lead) and run it across the goal line. If they’re not willing to do their part, even the best leads will come up short. Have you experienced this challenge in your credit union? If so, what’s keeping your team from becoming fully engaged in your member-focused mission? Maybe they’re afraid of trying to accomplish something great. During the month of March, YMC’s Level Up Book Club read Daring Greatly by Brené Brown. As I sat down to write this review, I struggled with which way to go. Between leadership advice, parenting tips, and practical self-help principles, this book contained so much valuable information that it would be impossible to cover all the contents in a single post. To keep things simple (and to keep this article relatively brief), I’ll stick with one idea—one question, really. As a leader, do your words and actions turn your employees into paralyzed office workers who won’t take chances, or do they create passionate team members who feel the freedom to dare greatly?If you want to develop brave individuals who work to make things better, you must create an environment where your team feels comfortable being vulnerable. To do that, it helps to understand what the word “vulnerable” really means. It’s derived from the Latin word “vulnerare,” which means “to wound.” The dictionary defines it as “capable of being wounded or open to attack or damage.” Now, let’s apply it to a familiar setting—our credit unions. When we ask the front line to cross-sell or to dive deeper into the member relationship by asking questions, we’re essentially asking them to be vulnerable. We never know how a member will respond. Hearing “no” or being rejected isn’t easy, especially for those who struggle with self-worth issues that stem from past personal hurts. During a speaking engagement, Brené Brown asked her audience “How many of you struggle to be vulnerable because you think of vulnerability as weakness?” Almost everyone raised their hands. She followed up with another question, “When you watched people on stage being vulnerable, how many of you thought it was courageous?” Again, hands shot up across the room. Everybody admired those people who risked being vulnerable. Here’s the challenge you and I and your front-line team struggle with: We want to experience others’ vulnerability, but none of us want to be vulnerable ourselves.Time and time again, Brown’s research has shown that people disengage from work, school, and relationships in an effort to protect themselves from vulnerability and shame. People also disconnect when they feel that the person leading them isn’t living up to their end of the “social contract.” In other words, they resist leaders who operate with a “Do as I say, not as I do” mentality. Brown poses the question: “We don’t intentionally create cultures in our families, schools, communities, and organizations that fuel disengagement and disconnection, so how does it happen?” Fortunately, she also offers an answer by saying, “We can’t give people what we don’t have. Who we are matters immeasurably more than what we know or who we want to be.” So, how do we as leaders help our team overcome the fear of vulnerability—not just for the sake of cross-selling, but to erase that fear that keeps them from living their best life? There is a gap we need to fill in order to engage our team, a space Brown refers to as the value gap. “The space between our practiced values (what we’re actually doing, thinking, and feeling) and our aspirational values (what we want to do, think, and feel) is the value gap. It’s where we lose our employees, our clients, our students.”So, what about you? Are you encouraging your team to dare greatly? Is a wrong answer met with ridicule? Are new ideas met with a stuffy “That’s not the way we do it around here” response? Does the shy person who finally speaks up get ignored? Your response as a leader determines how engaged your team will be. One challenge you may have to navigate is the fact that your team’s willingness to share (or lack thereof) has already been determined by prior leaders, teachers, parents, spouses, and so on. For better or worse, every one of your team members has already been programmed. They have a root system in place that cannot be changed without a lot of time and attention on your part. As the leader, it’s your job to pour into those team members and encourage them to dare greatly. And while your credit union will undoubtedly benefit from this effort, there’s more at stake than that. When you pour into your team in this way, they don’t just become better team members; they become better people. The lessons they learn can be applied to their personal lives, which means entire families can be changed as a result of your investment. And THAT is a return on investment that can benefit generations to come! 5SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Bo McDonald Bo McDonald is president of Your Marketing Co. A marketing firm that started serving credit unions nearly a decade ago, offering a wide range of services including web design, branding, … Web: yourmarketing.co Detailslast_img read more

Surabaya pastor sentenced to 10 years in prison for years of sexual abuse

first_imgThe Surabaya District Court has declared 50-year-old pastor Hanny Layantara guilty of sexual abuse and sentenced him to 10 years’ imprisonment.Presiding judge Johanis Hehamony said Hanny was found guilty of violating Article 82 of the Child Protection Law.”We declare the defendant Hanny Layantara guilty and sentence him to 10 years in prison and order him to pay Rp 100 million in fines or serve an additional six months in prison,” Johanis said on Monday as reported by kompas.com. He added that the panel of judges noted two factors in their sentencing decision, namely that the defendant had refused to admit his wrongdoings and that his actions were contradictory to his role as a religious leader.The sentence matched the punishment demanded by prosecutors.Hanny was arrested in Sidoarjo, East Java, on March 3, two weeks after his victim’s family reported the abuse to the police. He had allegedly been planning to flee the country at the time of his arrest.The victim, now 26, said that Hanny had sexually abused her from 2005 – when she was only 12 years old – until 2011.Hanny’s lawyer, Abdurrachman Saleh, said he and his client would file an appeal against the verdict.”We disagree with the judges’ verdict. We will appeal,” he said. (nal)Topics :last_img read more

Former USC head coach Steve Sarkisian hired by Alabama as offensive analyst

first_imgFormer USC head football coach Steve Sarkisian is joining Alabama’s coaching staff as an offensive analyst, Alabama coach Nick Saban confirmed on Monday.Sarkisian was infamously fired at USC weeks into the 2015 season following a series of alcohol-related issues that began with a rant at the annual Salute to Troy event, where he appeared to be intoxicated. Then-Athletic Director Pat Haden gave him the axe in October after he showed up to a practice in poor condition.The 42-year-old was slated to join Fox Sports as a television analyst this season, but instead will take a job with the Crimson Tide.“We’re glad to have him as part of the organization,” Saban said to the media. “Hopefully he’ll be able to get back on his feet professionally and this will be beneficial to him.”Sarkisian will work with Alabama offensive coordinator Lane Kiffin, who was also fired from USC in less-then-amicable fashion. Both Sarkisian and Kiffin also coached under Pete Carroll with the Trojans.Due to NCAA rules on staff size, Sarkisian will not be able to coach players on the field. He is the fifth former head coach to join Alabama’s coaching staff.Saban said that he and Sarkisian had discussed the role “quite a while ago.”“He’s going through some personal things himself to get himself in a very positive position and wants to continue to do those things in the future and professionally,” Saban said. “He loves coaching. I’ve known him for a long time and he’s a very, very good coach.”Saban added that Sarkisian is aware of ramifications should concerns flare up again.“I think he understands the consequences that he deals with professionally if he has any issues or problems,” Saban said.Sarkisian is still in the midst of a legal battle with USC. He filed a wrongful terminal lawsuit against the University last December, claiming the school should have allowed him to seek treatment for alcoholism rather than dismissing him. The case is headed for arbitration; Sarkisian is seeking the $12.6 million remaining on his contract in addition to unspecified damages.last_img read more