MSU Federal Credit Union Prepares Leaders for the Future with Customized Leadership Journey

Future Readiness at the Frontline

Michigan State University Federal Credit Union (MSUFCU), the world’s largest university-based credit union, was at a crossroads. To stay competitive in a fast-changing industry, MSUFCU decided to invest in a more connected, unified approach to leadership development; one that would prepare leaders for the future while strengthening engagement.

Bold new strategic initiatives created an opportunity to better align leadership development around a shared vision—particularly for frontline managers, who influence the largest share of the workforce and directly impact the bottom line. Leadership development had long been a priority. But in the past, programs for managers were delivered by external partners who lacked a deep connection to MSUFCU’s culture and mission, while in-house programs focused on aspiring people leaders.

The challenge ran deeper than the audience. The organization needed to set clear expectations and develop leaders ready to guide employees through constant change with agility and resilience.

To achieve this, MSUFCU’s Organizational Development (OD) team set out to build learning journeys that equip leaders with tools to stay adaptable in an ever-evolving environment.

The way our employees can weather change and feel supported comes down to our leaders and leadership development.

Chelsea Schaberg, Vice President of HR, MSUFCU

The OD team had a vision of where the organization was headed, and they knew leaders would be the ones to get them there. Their solution was to start fresh with a new set of leadership programs spanning four levels across the pipeline: employees exploring leadership, high-potential aspiring leaders, newly promoted or hired leaders, and frontline managers in the Leadership Learning Journey (LLJ).

Laying the Groundwork with Competencies

MSUFCU partnered with DDI to build its new foundation, recognizing that leadership shapes both member experience and employee engagement. The first step was defining a clear set of leadership competencies to guide every development activity. DDI consultants helped MSUFCU select competencies that closely align with their business priorities.

We didn’t have a clear picture of what we wanted our leaders to be. The leadership competencies helped us define that.

Chelsea Schaberg, Vice President of HR, MSUFCU

With this model in place, leaders gained clarity on how to connect development to their daily work. Well-defined behaviors show exactly which actions will support their success and help them deliver on business goals.

Flexible and Collaborative Program Design

Rooted in leadership competencies, MSUFCU built a new set of development programs, including LLJ. The OD team worked closely with DDI consultants to tailor each element to the Credit Union’s priorities. Flexibility was key, allowing the program to evolve as organizational needs change over time.

Every course and resource was chosen or adapted to help leaders address real challenges and build future readiness.

Consultation has been a huge asset. We’ve been able to share what our challenges are, and DDI supports us to make the courses and resources fit what we need. It's been a true collaborative partnership, one that has brought us great value.

Jaclyn Green, Organizational Development Specialist II, MSUFCU

This design marked a turning point. Rather than relying on outsourced, one-size-fits-all training or an online learning library, MSUFCU created a program that blends proven content with customization. Leaders now benefit from in-house certified facilitators who understand the culture, while also gaining access to research-based tools and content.

Executive sponsorship was another cornerstone. From the start, MSUFCU’s CEO endorsed LLJ, signaling that leadership development was a strategic priority and that leaders would be held accountable for growth.

MSUFCU’s success depends on leaders who are skilled, dedicated, and passionate. Through the Leadership Learning Journey and other leadership development programs, we invest in our people to help them lead with confidence through change and continue delivering on our mission.

April Clobes, President and CEO, MSUFCU

Delivering the Leadership Learning Journey

With the design in place, MSUFCU turned its focus to delivering the experience. LLJ is a ten-month blended program built on the 70-20-10 model, combining formal instruction, peer learning, and on-the-job application. Participants complete the journey as part of a peer learning cohort to foster connections and accountability.

What stood out to me with DDI... it wasn’t just out-of-the-box training. It was a true partnership where they rolled up their sleeves and ideated with us.

Sara Bunker, Manager of Organizational Development, MSUFCU

Instructor-led, interactive sessions on critical leadership skills are central to LLJ. These sessions focus on topics like communication, coaching, executing strategy, and leading through change.

MSUFCU pairs assessments with development to target learning and engage leaders. Assessments reveal leadership styles, strengths, and growth areas so leaders can focus their learning where it matters most and engage with content in a more personal way.

Senior leaders play an active role through panels and forums, reinforcing the relevance of the program to real organizational challenges and giving leaders opportunities to learn from their experiences.

MSUFCU also leverages unique tools to reinforce learning, from microcourses and peer discussions to an internal leadership podcast and TED Talk-style presentations.

By lowering barriers to participation and keeping content relevant to daily realities, LLJ has improved future readiness for frontline leaders across the organization. MSUFCU’s OD team continues to refine the program based on feedback, so it stays relevant and impactful to leaders.

Award-Winning, Recognized Impact

MSUFCU’s investment in leadership development quickly paid off. The Leadership Learning Journey was recognized as a best practice in leadership development with a 2025 Training APEX Award.

Since its launch in 2023, MSUFCU’s 100+ frontline managers have completed the program, which is now offered annually. The impact is clear: employee surveys show a 68–83% increase in individual and team impact, with the greatest gains in communication, receptivity to feedback, and overall leadership skills.

LLJ participants report lasting value from the program:

• 74% feel motivated to apply new skills
• 67% have greater interest in career growth within the organization
• 84% say they are more engaged as leaders

Participant comments also underscore how powerful their experiences were:

The content is so relevant, and the timing could not have been more perfect. I was able to use the tools right away and am already recognizing how this approach to change management will help me and my teams.

MSUFCU employee and LLJ participant

LLJ also reversed the previous decline in manager engagement, with scores already improved by +0.06 points overall. It has sparked a cultural shift towards learning, too. Managers are actively asking to join optional sessions so they can continue growing.

Managers are reaching out, asking if there’s still space left in optional sessions. That’s unheard of.

Jaclyn Green, Organizational Development Specialist II, MSUFCU

Developing Leaders Who Thrive Through Change

With LLJ, MSUFCU has built a program that equips frontline leaders with a growth mindset and the ability to navigate change with confidence. Leaders are refining the behaviors they need to engage their teams, strengthen performance, and execute the Credit Union’s mission in a competitive, fast-changing industry.

What began as a crossroads has become a clear path forward—with leaders ready to guide MSUFCU into the future.

Explore how DDI can partner with you to build the right leadership development program for your unique business challenges.