Connecting people to new positions through networking andrecruiting is my passion, but how it's accomplished today haschanged significantly. For more than 20 years, Mitchell, Stankovicand Associates has dedicated resources to leadership developmentfor executives and volunteers within the credit union industry.There used to be 100 resumes for any one CEO position and now thereare fewer than 20, and they're mostly from bankers. You have toroll up your sleeves and engage with executives who are already ingreat positions. It is not only about compensation, it is aboutmatching talent to culture!

The pace of business creates a dynamic, competitive environmentand success is directly related to the leader's ability to executekey strategic initiatives in a manner consistent with boarddirectives and member expectations. Credit unions are expected toface a leadership crisis in the next five years. It may be time toactivate the legacy – to get the most out of the credit union'slegacy team members and activate future leadership with the powerof institutional knowledge.

The Social Security Administration estimates baby boomers areretiring at a staggering rate of 10,000 per day. This factorindicates that like other industries, credit unions will have asmaller talent pool available from which to fill managementvacancies. Credit union CEOs are also nearing retirement age.Industry research indicates 50% of credit union CEOs were eligiblefor retirement in 2013, signifying that half of the industry mayneed to be replaced.