By Mary Auestad Arnold
When CUES was formed 50 years ago, developing the next generation of credit union executives was not even remotely on the radar. The founders’ top priority was nurturing the movement’s first generation of paid professionals.
Let me say that again. The first generation of paid professionals.
These newly minted “credit union managers” were replacing the high school business instructor, for example, who had been running a teachers credit union out of his desk. These new professionals would also be managing much larger credit unions; gone would be the day when a major company would charter a separate CU to serve each floor of its building.
With so much to do and few resources available, this fledgling profession formed CUES, seeking professional development and a way to connect with each other.
Fifty years later, all but the youngest of CUES’ 363 charter members have left the industry and many of their protégés have retired too. Today, nurturing that next generation is one of the movement’s highest priorities.
In “Follow the Leader,” Credit Union Management magazine's February cover story, we focus on mentoring as one way to develop young leaders. The article looks at several credit unions’ in-house mentoring programs, as well as inter-credit union opportunities available to CUES NextGen members.
CUES member Mike Valentine, CEO of $1.5 billion Baxter Credit Union, Vernon Hills, Ill., has implemented an institution-wide mentorship program and sees its benefits from multiple sides. Having gained much in recent years from his own mentor, he says, “I think, how much better I would be if I had had a formal mentor throughout my career. And, as a mentor myself, I am able to share insights, gained through experience, with future leaders. Preparing them for the future is also preparing my credit union, and our industry, for a better future too. Isn’t that what a leader does?”
Yet, it can be difficult for credit unions to meet the demand for internal mentors. That’s where the mentorship component of CUES NextGen Membership can fill the bill. CUES NextGen members, who are less than 35 years old or have less than two years of credit union experience, are matched with a CUES member, based on the young member’s goals and career aspirations.
“The relationship provides younger professionals a sounding board outside their own organization, so they may ask questions or seek advice on leadership, problem solving, industry issues and career advancement,” explains Barb Kachelski, CAE, CUES SVP/chief operating officer.
Does your credit union have young professionals in need of mentoring? Learn more in our "Follow the Leader" cover story. Want to be a mentor? Email us with your interest at cues@cues.org.
Mary Auestad Arnold is VP/publications & social media for CUES.
CUES NextGen Membership is $99 per year for individuals who are less than 35 years old or have less than two years of credit union experience. CUES Advancing Management Group Membership includes an unlimited number of current and future leaders. Find the best option for your credit union with our calculator (scroll down).
