The DE Difference: Monica Galindo
Name: Monica Galindo
Organization: GECU
Title: Assistant Vice President – Advocacy & External Affairs
When did you attend DE Training?
I attended DE School in Madison, WI June of 2018.
Why did you decide to attend DE training?
I attend DE training because I wanted to deepen my connection to the credit union movement and strengthen my ability to lead with purpose. Having grown up within the credit union, starting as a title clerk in high school and working my way up, I knew firsthand how powerful our mission is. But I wanted to do more than just understand the “what” of our work; I wanted to fully embrace the “why.”
I had heard from peers and mentors that DE was a transformative experience, and they were right. I was drawn to the idea of combining leadership development with real-world impact, grounded in the “people helping people” philosophy that makes credit unions unique. I saw DE as an opportunity to grow not just as a professional, but as a more intentional, values-driven leader – and that’s exactly what it became for me.
What were your thoughts about DE training before you attended?
Before attending DE training, I was curious and hopeful. I heard great things about the program, how it challenges you to think deeply about leadership, community, and the credit union mission.
I saw DE as a chance to step outside my day-to-day role and gain a better understanding of the development issues and how to truly put “people helping people” into action.
DE challenged me, inspired me, and gave me practical tools that continue to influence my work every day.
How did DE change you?
DE was a transformative experience that reshaped how I approach leadership. It pushed me to engage in deeper self-reflection, helping me better understand the unique role I play within the credit union movement. DE helped me move from simply believing in the “people helping people” philosophy to fully embodying it in everything I do.
DE expanded my perspective on community and collaboration, showing me how interconnected our work is with the well-being of our members and the broader community. Since then, I’ve been more intentional about building partnerships, telling stories that connect policy to real people, and empowering others to lead.
What were your top three takeaways from DE training?
The Power of Internal Reflection in Leadership
Putting the ‘People Helping People’ Philosophy into Action
Intentional Program Development with Purpose and Inclusion
How did you incorporate what you learned at DE into your job?
DE training gave me the tools to align purpose with action in a more intentional way. One of the most direct applications was my DE project, which I will discuss in detail in the next question.
In my role as AVP of Advocacy and External Affairs, I also apply DE principles by humanizing policy issues. Rather than just sharing legislative updates, I focus on telling the story of how proposed changes will directly impact our members and employees. This storytelling approach, rooted in empathy and awareness, helps create more engagement internally and more effective conversations with lawmakers.
DE training reinforced the importance of collaboration and community partnerships. Since completing the program, I’ve continued to strengthen relationships with local non-profit organizations to address broader issues impacting our members, even serving on Boards such as the United Way of El Paso County. Supporting the community is supporting our members – DE helped me fully embrace that connection.
What is your DE project?
My DE project focused on developing a more robust and intentional Young Professional (YP) program at GECU. I wanted to create a space that not only supported the professional growth of emerging leaders but also empowered them to be active participants in the credit union movement.
The program was designed with intention and direct input from young professionals themselves. It centers around four key pillars:
- Professional Development – Offering mentorship, skill-building opportunities, and leadership exposure.
- Community Involvement – Encouraging volunteerism and collaboration with local organizations to address real community needs.
- Government Relations – Educating YPs on advocacy and legislative issues so they understand the impact of policy and have the tools to engage.
- Networking and Engagement – Creating opportunities for YPs to connect with peers, mentors, and leaders across the credit union system, building a strong sense of community and shared purpose.
Since its launch in 2018, the program has grown to become the largest internal credit union young professional group in the nation, with over 430 registered YPs at GECU. This initiative has not only enhanced internal engagement but has also drawn national attention. As a result of this work:
- I was honored to be featured as a panelist at the 2023 Governmental Affairs Conference (GAC), where I spoke about a unique group of YP ambassadors within the program and their role in advocacy and outreach.
- I was named a 2022 Credit Union Rock Star by Credit Union Magazine, and
- I was recognized as the 2022 Young Professional of the Year by the Cornerstone League.
This program was directly inspired by my DE training and continues to be rooted in the cooperative principles. The goal remains the same: to connect our YPs more deeply to the mission of credit unions while equipping them with the confidence, relationships, and knowledge to be future leaders – both within GECU and across the credit union movement.
How did you determine what your DE Project was going to be?
As someone who came up through the ranks at GECU, I understand how important it is to feel seen, supported, and connected – especially early in your career. That sense of belonging can make all the difference in whether someone stays and thrives, or leaves in search of it elsewhere.
Through conversations with peers, feedback from employees, and my own experience as a former YP Advisor and Associate Director on the Cornerstone League Board, I recognized an opportunity to create something meaningful. That’s what led me to develop a more intentional Young Professional (YP) program as my DE project.
The goal was not only to empower emerging leaders but to strengthen long-term employee engagement, retention, and loyalty. When employees feel invested in – professionally and personally – they’re more likely to stay, grow, and lead within the organization. This is critical for sustaining a strong workplace culture and preparing the next generation of credit union leaders.
It was the perfect way to bring together my advocacy work, passion for leadership development, and belief in the power of the credit union movement to uplift people. The DE experience gave me the structure and inspiration to turn that vision into action.
What Development Issue(s) does your DE Project focus on?
My DE project aligns most closely with the following Development Issues:
- Education: At its core, the YP program is about continuous learning. Through structured workshops, virtual and in-personal presentations, and exposure to real-world advocacy, we equip YPs with tools they can use to grow personally and professionally.
- Employment: The program supports talent development and upward mobility by providing career-building resources, leadership pathways, and advocacy experience. It helps ensure that YPs see a future within the credit union movement and feel invested in shaping it.
- Inclusion: A major goal of the YP program is to ensure that young professionals have a voice, a platform, and the opportunity to lead. The program promotes inclusion by encouraging a wide range of perspectives and creating a strong sense of connection and belonging within our organization and the credit union industry.
- Diversity & Equity: By recruiting, developing, and uplifting a broad range of YPs, the program supports greater diversity and equity in the workforce. We prioritize representation, ensure access to opportunities, and create intentional spaces where all can thrive and contribute.
What were 3 key takeaways of your DE Project?
One major takeaway was the importance of designing programs with young professionals, not just for them. By listening to their voices and understanding what they value (purposeful work, growth, impact) we were able to create a program that truly resonated and felt meaningful. Intentionality matters when building leadership pipelines.
The project reinforced how critical it is to ensure young professionals feel seen, supported, and empowered to lead. When you create equitable spaces for participation and growth, you begin to make room for new perspectives to thrive in the credit union movement.
I saw how equipping YPs with advocacy tools, connecting them to community initiatives, and providing opportunities for networking and professional development made them feel more invested in the credit union mission. Leadership is about showing up for your community, speaking out on issues, building meaningful connections, and being part of something bigger than yourself.
What impact(s) is your DE Project having on your community and the credit union organization?
The impact of the Young Professional (YP) program has been deeply felt across both GECU and our broader community. Internally, it has become a pipeline for emerging leaders who are more engaged, informed, and mission-driven. We’ve seen YPs take on new leadership roles, contribute new ideas, and become passionate advocates. YPs feel heard, valued, and empowered to make a difference. That kind of inclusion leads to higher retention, better morale, and more innovation.
In the community, the program is making a difference through increased volunteerism, advocacy, and outreach. By involving YPs in partnerships with local non-profit organizations, we’re helping them understand the connection between credit union work and community development. They’re not just learning about service – they’re living it. And that reinforces GECU’s role as a community-first financial institution.
