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C-Suite Interviews #15 – Peter Hildebrandt


C-Suite Interviews #15 – Peter Hildebrandt

Accelerating Credit Union Digital Transformations with Agile Methodology

C-Suite Interview with Peter Hildebrandt from The Boston Consulting group. BIGCast host John Janclaes and Peter have an in depth conversation about Agile methodology and why so many firms are turning to it to accelerate credit union digital initiatives.

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C-Suite Interviews #14 – Mike Juratovac


C-Suite Interviews #14 – Mike Juratovac

The War on Talent

This week, BIGCast C-Suite host John Janclaes speaks with Mike Juratovac of Korn Ferry to discuss tips for your board to keep in mind as you develop your talent acquisition and managements strategies.

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C-Suite Interviews #13 – Gene Pelham


C-Suite Interviews #13 – Gene Pelham

Listen to Leadership: An Opportunity and a Duty

In this edition of BIGCast C-Suite Interview, Host John Janclaes sits down with Gene Pelham, CEO of Rogue Federal Credit Union, one of fastest growing Credit Unions in the country. Join John and Gene as they discuss the necessity of a ‘people first’ approach to leadership and how Rogue’s Leadership Management Program is paving the way for their employees’ careers inside the Credit Union.

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C-Suite Interviews #12 – 2017 Highlights


C-Suite Interviews #12 – 2017 Highlights

2017: The Year in Leadership

In this episode of C-Suite Interviews, John Janclaes looks back over 2017 and shares highlights from his best conversations with the top minds in leadership, and announces the 2018 Partners Credit Union Digital Transformation Journey Documentary series.

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Like it or Not… Culture Matters – Employee Relations Journal


Like it or Not… Culture Matters – Employee Relations Journal
So you think business culture doesn’t matter. Perhaps you think it’s a passing fad, big in the 1980s and starting to show its trendy head again—and this too shall pass. Or maybe you are one of those who actually think culture matters, but you figure you’ll focus on it when “things slow down around here.” Well, business culture does matter, and as an assistant HR professional you really can’t afford to wait to deal with it. You must make a compelling case for top executives to take notice and focus on the true cost of having an operational culture that leaves people feeling dispirited, disenfranchised, and demotivated. It might be the most important thing you can do to support sustainable bottom-line results.

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