Biz 417 | The Hidden Worker | May/June 2022

MAY/JUNE 2022 | $4.95 May/June 2022 FROM THE DESK OF DR. TYRONE BLEDSOE | REACHING THE HIDDEN WORKER | ADVICE FROM MARK HARRINGTON

REACHING THE HIDDEN WORKER

YOU NEED TO FIND EMPLOYEES. WE LOOKED INTO SIX BARRIERS THAT MIGHT BE HIDING THEM.

BIZ417.COM

As of last year, the Plaza Towers office building is under new ownership with Springfield Property, LLC, and has been undergoing extensive remodeling.

The renovations have resulted in a modern and upscale update of both the exterior and interior look and function. For those unfamiliar with the Plaza Towers, this iconic local building was built in 1969 and is located on the busiest intersection in Springfield, at the cross-section of Glenstone and Sunshine.

The structure is a 10-story staple of Springfield and we are elated that it is being brought forward with a present-day look and feel.

We are currently looking for new tenants and have space available from 48–11,000 square feet. including storage units as well.

Owned & Professionally Managed by:

springfieldpropertyllc@gmail.com 417-883-7424 plazatowers.com springfieldpropertyllc.com

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REACHING THE HIDDEN WORKER

Six barriers that are keeping potential employees just out of reach—and practical insight about overcoming them.

BY LUCIE AMBERG

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May/June 2022

BIZ417.COM

Breakthrough strategies

16 HEAT INDEX

18 MEET THE MAKER

16 FOUR TO FOLLOW

20 WHAT’S ON MY DESK

17 BREAKTHROUGH

22 MY LOOK

What’s cooking in 417-land? So much good stuff.

Emily Denniston fills us in on her faves.

How David Stoeffler is tackling local news.

22

Paul Longman wants you to get a good night’s sleep.

Dr. Tyrone Bledsoe shows us around his office.

Joel Thomas talks about style.

And toothpicks.

17 NAILED IT/FAILED IT

A victory earned and lesson learned on the way to success.

Tools to help you dominate

32 ROOTED HERE

36 WORKSPACE

34 GIVING BACK

40 NEXT GEN

The pure and clean story behind this 417-land company.

How Springfield-based Digital Monitoring Products gave away $100 million.

34

Meridian Title makes closing time feel like home.

Mindy Ferguson Hoff puts her heart into the family business.

Mark Harrington, Jeff Houghton and La Habana Vieja.

Everywhere you need to be

62 THE SCENE

ATHENA Awards and the Springfield Area Chamber of Commerce Annual Meeting.

64 DOWNTIME

Kicking back with Clif Smart.

SUBSCRIPTION RATES: 6 ISSUES, $24. PLEASE CALL OR VISIT BIZ417.COM/SUBSCRIBE. ALLOW 4–6 WEEKS FOR PROCESSING ORDERS, PAYMENT AND CHANGES OF ADDRESS. SINGLE ISSUE: $4.95; BACK ISSUES, $6 PLUS $8 SHIPPING AND HANDLING, IF AVAILABLE. NO BACK ISSUE ORDERS OR SUBSCRIPTIONS OUTSIDE THE UNITED STATES. ADDRESS CHANGES: INCLUDE BOTH NEW ADDRESS AND MAILING LABEL WITH OLD ADDRESS. BIZ 417 (ISSN 23763604) IS PUBLISHED BIMONTHLY BY WHITAKER PUBLISHING, LLC, 2111 S. EASTGATE AVE., SPRINGFIELD, MO 65809–2146. © WHITAKER PUBLISHING, LLC. ALL RIGHTS RESERVED. REPRODUCTION OR USE IN ANY MANNER, IN WHOLE OR IN PART, WITHOUT WRITTEN PERMISSION OF THE PUBLISHER IS STRICTLY PROHIBITED. POSTAGE PAID IN SPRINGFIELD, MISSOURI, AND ADDITIONAL MAILING OFFICES. POSTMASTER: SEND ADDRESS CHANGES TO BIZ 417, 2111 S. EASTGATE AVE., SPRINGFIELD, MO 65809–2146. THE MAGAZINE ACCEPTS NO RESPONSIBILITY FOR UNSOLICITED MANUSCRIPTS, ARTWORK OR CARTOONS. PRINTED IN THE UNITED STATES OF AMERICA.

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May/June 2022

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PHOTOS BY BRANDON ALMS, PATRICK BANDY, RYAN KOWALSKI, BGSTUDIOS PHOTOGRAPHY

35 ADVICE & WHISKEY

Biz 417’s fifth annual Ladies Who Launch presented by Volt Credit Union is set for Thursday, July 14, from 11:30 a.m. to 6 p.m. at the Oasis Hotel & Convention Center. Head to ladieswholaunch.biz417. com now to grab your tickets.

THE COST OF DOING BUSINESS Do you feel like the cost of doing business is going up? If your answer is yes, you’re not alone. A combined set of factors are having major impacts on business’ financial health. Get some insight from Jack Stack and business journalist Darren Dahl about the importance of protecting margins in a guest blog at biz417.com/blog.

PHOTOS BY KAITLYN OSBORNE, BRANDON ALMS

BEST PLACES TO WORK CELEBRATION Join us in recognizing outstanding employers in 417-land at the second annual Best Places to Work Celebration on September 7 at the Glendalough Conference Center at the Doubletree. You can read all about this year’s winners in the September/October issue of Biz 417. In the meantime, be sure to check out biz417.com/bestplaces for more event details.

Who Launch Biz Break JOIN OUR NEWSLETTERS •• Ladies AND CONNECT WITH US ON

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May/June 2022

BIZ417.COM

MAY/JUNE · Volume 7, Issue 4 · 2022

BUSINESS

Logan Aguirre

PUBLISHER LOGAN@417MAG.COM

Megan Johnson

VICE PRESIDENT OF OPERATIONS AND CUSTOM PUBLICATIONS MJOHNSON@417MAG.COM

Ammie Scott

VICE PRESIDENT OF STRATEGY AND SENIOR ACCOUNT EXECUTIVE ASCOTT@417MAG.COM

Landra Bunge

AUDIENCE DEVELOPMENT

Jami Wightman

SENIOR ACCOUNT EXECUTIVE JAMI@417MAG.COM

Janelle Haik

ACCOUNT EXECUTIVE JANELLE@417MAG.COM

Elisabeth Anderson

ACCOUNT SERVICES DIRECTOR ELISABETH@417MAG.COM

Kathy Grieve

ACCOUNT COORDINATOR

FINANCE DIRECTOR ACCOUNTING@417MAG.COM

KATHY@417MAG.COM

Michelle Martens

ACCOUNT COORDINATOR NICKI@417MAG.COM

FINANCE ASSISTANT MMARTENS@417MAG.COM

Bernadette Pry

ADMINISTRATIVE ASSISTANT BERNADETTE@417MAG.COM

Nicki Hodges

Katie Batliner

ADVERTISING DESIGNER KBATLINER@417MAG.COM

Molly Davis

Jennifer Massey-Brown

EVENT MANAGER JMASSEYBROWN@417MAG.COM

Hannah Brown

BRAND DESIGNER HBROWN@417MAG.COM

Maddie Bane

MARKETING COORDINATOR MADDIE@417MAG.COM AUDIENCE DEVELOPMENT INTERNS

Cela Cashel, Ali Runge FOUNDERS

Gary Whitaker

FOUNDER GARY@417MAG.COM

Joan Whitaker

FOUNDER JOAN@417MAG.COM

ADVERTISING DESIGNER MOLLY@417MAG.COM

EDITORIAL

Lucie Amberg

EDITOR LUCIE@417MAG.COM

Katie Pollock Estes

EDITORIAL DIRECTOR EDITOR@417MAG.COM

Jamie Thomas

DIGITAL EDITOR JTHOMAS@417MAG.COM

Colin Shea Denniston

ENGAGEMENT & STYLE EDITOR COLIN@417MAG.COM

Jo Jolliff

ASSISTANT EDITOR JO@417MAG.COM

Sarah Patton

ART DIRECTOR SARAH@417MAG.COM

Brandon Alms

SENIOR PHOTOGRAPHER & DESIGNER BRANDON@417MAG.COM

Leah Stiefermann

PHOTOGRAPHER LSTIEFERMANN@417MAG.COM

CONTRIBUTORS

Patrick Bandy, BGstudios Photography, Ren Bishop, Kristina Bridges, Tessa Cooper, Sonia Guzman, Max Havey, Jeff Houghton, Jennifer Johnmeyer, Kristen Kelley, Ryan Kowalski, Kaitlyn Osborne, Susan Atteberry Smith, Anthony Williams, Daniel Zender

Grace Chipley

EDITORIAL DESIGNER GRACE@417MAG.COM ART & STYLE INTERNS

Rin Colwell, Chloe Wright

EDITORIAL INTERN

Zachary Raines

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BIZ417.COM

MAY/JUNE · Volume 7, Issue 4 · 2022

ADVISORY BOARD David Atkisson Springfield Office Leader

J.E. Dunn Construction Shaun Burke President

Guaranty Bank Thomas Douglas CEO

JMARK Business Solutions, Inc. Anna Evans Vice President of Business Retention and Expansion

Show Me Christian County Heather Hardinger Chief Diversity, Equity & Inclusion Officer

CoxHealth Sally Hargis Vice President/Chairman

Ozarks Coca-Cola/Dr Pepper Bottling Co. Ryan Mooney Vice President of Economic Development

Arvest Bank Daniel Ogunyemi Director of Diversity, Equity and Inclusion

Ozarks Technical Community College Ben Sapp Communications Director

Sapp Design Architects Debra Shantz Hart Owner

Housing Plus LLC DHTC Development Sustainable Housing Solutions Jack Stack President/CEO

SRC Holdings Corp.

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May/June 2022

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1

“We were shocked by the breadth of the demographic that was willing to spend that sort of money without going to a retail store.”

—Paul Longman, Founder/CEO of isense p. 18

2

—Mark Harrington, President/CEO, Old Missouri Bank, p. 35

3

“Now the sign of a leader is: How much am I willing to understand those I lead?”

—Dr. Shelly Farnan-Moore, Vice President of Be Well Initiatives at Burrell Behavioral Health, p. 44

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The School Day One step forward, two steps back. That’s how I feel as we send this magazine to the printer.

There is so much talk right now about finding the hidden worker. Where are they hiding? What is keeping them from participating? We set out to find ideas, solutions and best practices to help you shift your approach, process or lens. I think our editor Lucie Amberg did a fantastic job finding tangible ideas for you.

Access to child care is an obvious pain point.

So it was a bit of a punch in the gut as an employer and parent when, as we are sending this magazine to press, we learn of the proposed start times for Springfield Public Schools next year—specifically, the plan for elementary schools to shift to a 7:20 a.m to 2:20 p.m. day.

So much of our local workforce is affected by the times that kiddos start and end school. If finding hidden workers was an issue before this, imagine how much this will be exacerbated by forcing parents to figure out solutions for a school day that lets out at 2:20 p.m.

I want to be an empathetic employer and I also want to be a champion of our local schools.

I do not know the right answer for the bus driver puzzle that faces most districts right now, and I am appreciative of those working tirelessly to figure it out. But when the school day does not fall within the work day, I have to choose a side. As a business owner who knows that our people are our scarcest resource, I choose my

employee. When an editor requests a private meeting to ask me if she can shift her work day to start at 6 a.m. and conclude at 2 p.m. so she can get her kids at 2:20 next year, I want to say, “yes.” The next step is looking at the ripple effect of how everything else in our organization shifts when a key leader is unavailable for three hours each day. And I know that if I don’t accommodate her, someone else will. Or she could opt out altogether.

But what about employers who can’t be flexible? If your elementary-school kid gets on the bus at 6:45 a.m. for a 7:20 a.m. start time and then stays in after-school care until a 5:30 or 6 p.m. pick-up time, you’ve got a little kid facing a 12-hour day. How many employees will opt out of working to avoid subjecting their little ones to this?

I fear how this shift impacts the already hidden worker. We have great suggestions and ideas for you in this issue, and I’d like to advocate for one more. Move the school day to fit inside the work day to avoid disrupting our local economic ecosystem. The stakes are too high to throw one more obstacle at our employees and employers.

PHOTO BY LEAH STIEFERMANN

“If you can make yourself optimistic, you are going to come across better, you’re going to plan better, you’re going to dream bigger.”

Logan Aguirre Publisher, Biz 417 BIZ417.COM

ON THE COVER Artist Daniel Zender created our cover illustration.

A native 417-lander, Zender is now based in New York City. He’s worked with clients such as the New York Times, The New Yorker,, Nike, Adidas, Facebook and Google. —by Lucie Amberg

FEEDBACK We received positive feedback about the note Biz 417 Publisher Logan Aguirre shared in our last issue. Her commitment to encouraging our team to use PTO this year resonated with leaders across 417-land.

“Your words this month were moving and inspiring! What a way to lead. I’m taking this play for my playbook. It’s time to get serious about getting my team to use their PTO, too. Thank you!"

—Rob Blevins, Executive Director, Discovery Center of Springfield

HOW TO CONTACT BIZ 417 facebook.com/biz417 @biz417 linkedin.com/company/biz-417 Snail Mail

Lucie Amberg/Letters to the Editor Biz 417 2111 S. Eastgate Ave., Springfield, MO 65809 Email

biz@417mag.com www.

BIZ417.COM

Biz417.com

May/June 2022

13

BREAKTHROUGH STRATEGIES

The office of SAAB CEO Dr. Tyrone Bledsoe is brimming with meaningful memories and historic figures.

PHOTO BY BRANDON ALMS

See story p. 20.

The Daily Citizen

In today’s media climate, how do you break through the noise? David Stoeffler is working on it.

Page 17

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The S-Word

Active Business Casual

Page 18

Page 22

Sleep. Everybody wants it; none of us are getting enough. Paul Longman, CEO of isense, wants to change that.

Eye-catching color and conversationstarting prints. Breaking down the signature style of BUF Studio’s Joel Thomas was a blast.

May/June 2022

15

FOUR TO FOLLOW

[HEAT INDEX]

WITH EMILY DENNISTON

HEAT INDEX

As Vice President of Public Affairs at Springfield Area Chamber of Commerce, Emily Denniston follows a good mix of business sources, so she always knows what’s happening at work and in the community.

These days, 417-landers are cooking up all kinds of good stuff, and we are here for it. Small businesses are serving excellence, the Mother Road is ready to delight and JMARK’s sharing the Secret Sauce.

BY JO JOLLIFF

@ANDREWSULLENDER “He live-tweets [Springfield] City Council meetings. I go to a lot of City Council meetings but not all of them, and he does a really good job of updating in real time what occurred at each one, which is really helpful.”

BY LUCIE AMBERG

THE SECRET SAUCE

SMALL BUSINESS SIZZLE Congratulations are in order for five finalists for the Springfield Area Chamber of Commerce’s 2022 Small Business Award.

Audio Acoustics, Breast Cancer Foundation of the Ozarks, Cabinet Concepts by Design, hdesigngroup and Hold Fast Brewing are up for the honor. The Chamber will announce the winner of the award at an event later this year.

SOMETHING SWEET After a two-year pandemic hiatus, the Birthplace of Route 66 Festival is back on. The City of Springfield, Aaron Sachs & Associates, KY3/ KSPR/CW, Downtown Springfield Association and the West Central Neighborhood Alliance announced that the festival will take place August 11–13. Organizers are planning a full lineup of entertainment and expos, plus the festival parade.

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@MATTSIMPSON417

FIVE ON FIRE GABRIELLE MARTIN JOE TURNER MAX BUETOW NICK NELSON BETH CUNNINGHAM

“He has great content related to the community.

That man somehow finds hours in the day to be engaged in everything in the community, so if you want to know of a festival going on or an event, he is always there and promoting Springfield, the great things we have in town and ways you can really enjoy the community. And he gets bonus points for being a great person with a really cute family.”

@MISSOURITIMES “They do a really good job of sharing what’s happening in the state legislature. I like their Twitter feed for that real-time look at what’s going on in Jefferson City, what’s happening with bills and a behind-the-scenes look at what’s going on.”

@SPFLDCHAMBER “I know that they are my employer, but the great thing about the Springfield Chamber’s social media is that we get to feature local businesses and all of the great things happening in the business community in Springfield, which really drives so much of the great benefit we have here in the region.”

@417MAG “You guys always have fun content showing what’s happening in the community and beautiful photos, and it just makes you excited to be in 417-land. I also know the operator behind it, and he does a great job.”

BIZ417.COM

PHOTO COURTESY EMILY DENNISTON, ANDREW SULLENDER, MATT SIMPSON, MISSOURI TIMES, SPRINGFIELD AREA CHAMBER OF COMMERCE, 417 MAGAZINE

JMARK will host the Secret Sauce Summit on May 19. It’s a professional development event with special focus on innovation and problem solving. The summit is timed with the release of JMARK CEO Thomas H. Douglas’s book, Adapt or Die. Speakers include Douglas along with bestselling author Ashley Mansour and 417 Magazine Publisher Logan Aguirre. Participants may attend either virtually or in person.

More information is available at jmark.com/secret-sauce.

#NAILED IT FAILED IT

[BREAKTHROUGH]

David Stoeffler shares a success and a stumble from his career.

PLACE TO BE

WHAT IT TAKES TO KEEP 417-LAND IN THE KNOW

BY SUSAN ATTEBERRY SMITH

The Problem When David Stoeffler returned to Springfield to become CEO of the Springfield Daily Citizen, the former Springfield News-Leader executive editor knew the challenges corporate-owned newspapers face today. Newsroom budget cuts mean lost jobs, which leads to less local news with “fewer and fewer reporters trying to do many of the same things they used to do,” Stoeffler says.

The Big Idea

PHOTOS BY LEAH STIEFERMANN, COURTESY SHUTTERSTOCK

Witnessing these effects last year, former Springfield Mayor Tom Carlson contacted Stoeffler about starting a nonprofit online news outlet. “What we saw was a big gap between what the community needed and expected and what traditional for-profit media was able to deliver in particular,” says Stoeffler, then a nonprofit education foundation director. For this news outlet, public affairs stories would be a priority—like those in a News-Leader series Stoeffler guided that led to The Every Child Promise nonprofit, which is dedicated to preschool education. The Daily Citizen team also knew it would be important to have an unpaid board and to obtain funding through donations, grants, subscriptions and sponsorships.

The Learning Curve Stoeffler recruited News-Leader reporters Steve Pokin and Jackie Rehwald and hired eight additional veteran journalists. Local contributors round out the editorial team. He says publicity has been his No. 1 challenge, though.

Social media creates a buzz; public radio and television and neighborhood newsletter articles have also introduced the Daily Citizen. But, he’s aware that “a lot of this is just going to be organic.”

The Takeaway “An idea or a passion is not a strategy,” Stoeffler says. “‘Nonprofit’ doesn’t mean you can just lose money. You still have to be able to make enough money to support the ongoing operation.”But the Daily Citizen is using a long-term lens, thinking of this initial phase as a five-year plan. While the paper only recently launched, the initial phase of its plan seems to be working. “We’ve had very positive feedback so far,” Stoeffler says.

BIZ417.COM

SECRET SAUCE SUMMIT JMARK 1–3:30 p.m.

May 19 More information:

jmark.com/secretsauce

UNITED WAY DAY OF CARING United Way of the Ozarks 8:30 a.m.–4 p.m.

June 23 Select locations throughout 417-land

LEARN ABOUT MANY MORE EVENTS ON P. 60

“When I was editor of the Springfield News-Leader, it was clear to me that the community was concerned about children’s issues, but there wasn’t any galvanized solution. We were planning to do some reporting. In the process of that, we reached out to a group of community people to ask if they wanted to talk about it as we went along and give us some feedback. There was enthusiastic reception for that. The end result was that the community leaders were invested in the series of reporting, which was called the Every Child Project.

The more we went along and the more issues we identified, the leaders were invested in doing something about it.

It was a good example of community journalism, civic journalism. We, as journalists, gave up some of our hardfought independence. We relied on their input, and as a result they were more invested in taking action on the kinds of stories we found.” #NailedIt “My first job as a top editor was in La Crosse, Wisconsin. I was a typical firsttime, swashbuckling editor, wanting to make all sorts of changes. In the course of about six months, I forced a whole lot of change on the newsroom.

I felt really good about it. And then about a year later, I got promoted to another job within the company. Pretty shortly after, all the changes I had forced on the organization in La Crosse went away. What that told me is that people weren’t invested in those ideas; they were my ideas, and I didn’t do a good job of either convincing them why the changes were needed or of learning what their ideas were. If you want to make lasting change, the best thing is to listen and find ways to use the employees’ ideas to accomplish what is needed. Ultimately, people are invested in their own ideas.”

#FailedIt May/June 2022

17

Paul Longman, founder and CEO of isense.

isense Wants You to Get Better Sleep Paul Longman, CEO and founder of isense, found an opportunity in the adjustable mattress market. After some trial and error, he tailored his business to best suit his customer base.

BY MAX HAVEY

W

hile working as CEO for the Australian mattress company A.H. Beard, Paul Longman kept hearing

the same thing from the market: people loved the comfort of a conventional mattress but

wanted the adjustability of an air bed. From

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this, Longman saw a growing opportunity to provide the best of both worlds in a mattress, and in 2017, he and his wife moved from Australia to Springfield to start isense.

Mattresses with adjustable firmness typically use two adjustable air chambers for support with comfort layers built on top.

What sets isense apart is it is built with not only the pocket coils and foam of a traditional mattress, but also 14 adjustable air chambers embedded into the foam. Using the isense app, you can remove air to make the mattress more plush, or add air, which compresses into the foam, to make it firm. Longman notes that while a traditional mattress is limited in its ability to change, an adjustable bed can grow and change with you, whether you’re dealing with an injury or other variables. “That’s the benefit of getting the bed home and finding what’s right for you,” Longman says. “What’s right for you today is not necessarily what’s going to be right for you over the course of the next 10 years.”

For the first three years, Longman tried launching isense as a wholesale-to-retail business, with a heavy emphasis on isense’s unique technology, but he just wasn’t seeing the gains he’d hoped for. “We thought the innovation aligned, but we came to realize you need one of two things to really make it at the high end of this market: either a big fat checkbook to buy your way in or you need substantial traffic,” Longman says. “We just had technology, and we realized that that wasn’t enough.” So, in January 2020 Longman repackaged isense as a direct-toconsumer online business.

Starting mere months before the COVID-19 pandemic also brought its own set of issues. Longman notes that they have had to deal with supply chain issues, keeping their local workers safe from COVID, and inflation, which drove up his cost of production by 50%, significantly impacting business growth in 2021. Even so, starting just before the pandemic also opened isense BIZ417.COM

PHOTO COURTESY ISENSE

[MEET THE MAKER]

Paul Longman and the isense team cutting the ribbon at the new facility.

up to a whole new market of people who were shopping online for high-end adjustable mattresses. “We were shocked by the breadth of the demographic that was willing to spend that sort of money without going to a retail store,” Longman says. “There’s still a vast audience that are happy to buy online.”

To measure growth, Longman utilizes the “five M” principle to help set goals and targets for growing the business. These “M’s” stand for the first million-dollar year, quarter, month, week, and day, scaling the business accordingly to hit whichever goal is next.

Longman notes that isense had a million-dollar year in 2020, achieved a million-dollar quarter in the first three months of 2021, and then reached the million-dollar month in November 2021.

In addition to hitting this benchmark, isense expanded to a new, larger facility in Springfield late in 2021 to prepare for even more growth. This is all part of Longman’s plan as he sets his sights on hitting the million-dollar week, launching a second brand (positioned as their volume line of mattresses) and continuing to grow in 2022.

AT A GLANCE PHOTO COURTESY ISENSE

Date Opened: February 2017 Number of Employees: 12 From Mind to Market: 2-3 years Most Popular Item: isense Revive Hybrid Mattress Premier

HOW YOU DO ANYTHING IS HOW YOU DO EVERYTHING FULL SERVICE ARCHITECTURE, ENGINEERING AND DESIGN

417-569-5051 | BUFSTUDIO.CO

Maker’s Choice: isense Revive Hybrid Mattress Premier BIZ417.COM

May/June 2022

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Dr. Tyrone Bledsoe at SAAB headquarters.

FROM THE DESK OF DR. TYRONE BLEDSOE Dr. Tyrone Bledsoe is the founder of SAAB, formerly known as the Student African American Brotherhood, headquartered in downtown Springfield. Throughout the past three decades, his career has given him the opportunity to meet famous movers and shakers and travel thousands of miles. Each frame hanging on the wall and nearly every trinket in his office holds a significant memory and an inspiring story.

Here’s a show and tell of a few of his favorite things.

BY TESSA COOPER

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May/June 2022

 Pep Talks Bledsoe uses this microphone to record his bi-weekly podcast Simply Doc, which he is releasing to the public in the coming months.

The inspirational Sunday morning podcast involves current students and alums of SAAB. A A Key Keepsake John Gardner, the founder of The Freshman Year Experience, gave Bledsoe this key as a symbolic gift when he spoke at a gathering Bledsoe hosted as vice president of student affairs at the University of Toledo that involved SAAB students. Many colleges and universities across America use Gardner’s methods to ensure success for first-year students.

On an exciting sidenote, Bledsoe is set to receive a key to his hometown, Grenada, Mississippi.

Globe Trotting Bledsoe has traveled to 41 states, as well as Oxford, England, to speak and host conferences on behalf of SAAB. He loves snagging souvenirs to display in his office.

Scout’s Honor Bledsoe received every merit badge required before age 18 to earn the Distinguished Eagle Scout Award. However, he didn’t pursue the feat for his own recognition. “What really inspired me to get this award was my scoutmaster,” he says. “My scoutmaster served our troop for almost 30 years, and he never had an Eagle Scout to his credit. Every year we’d go to our district’s summer camp during the summer, and all these other scoutmasters would boast and brag on their Eagle Scouts, and I noticed he never had an Eagle. So I set a goal to be his first Eagle.”

Bledsoe even gave a eulogy at his scoutmaster’s funeral.

BIZ417.COM

PHOTOS BY BRANDON ALMS

[WHAT'S ON MY DESK]

NOW THAT WE HAVE YOUR ATTENTION...

Memory Lane Anyone who visits SAAB’s headquarters can ask for a tour to learn about the framed pieces that represent the organization’s momentous occasions. These framed pieces are from when Bledsoe earned The President’s Volunteer Service Award from President Barack Obama.

LET’S GET THEIRS!

An Unforgettable March  This framed flier features a photo of Dr. Martin Luther King Jr. escorting the first group of Black students to attend a desegregated school in Grenada, Mississippi. Bledsoe was a member of that very class and is one of the students in the group. “This is the only picture you’ll see with Dr. King with kids who are not his kids,” Bledsoe says. “You will mostly see pictures of adults marching with him. But we’re the only kids. I’ve been doing a lecture for over a decade talking about this experience, and I’m [writing] a book on it entitled The Fear of Hope. As kids, we grew up with a lot of fear. We didn’t know why they were taking us to school and protecting us. With people always protecting you, you almost grow up with the psychological state of, ‘I must need to be fearful of something.’”

A photo of Bledsoe as a youth , framed with his Eagle Scout Award.

PHOTOS BY BRANDON ALMS

Our Business is Promoting Your Business.

Shop online: advertising-plus.com Collaborate with our experts 417.889.1200 | Mitchell.Kiser@advertising-plus.com

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[MY LOOK]

STYLE SWEET SPOT With an affinity for colorful chinos and tonguein-cheek prints, Joel Thomas puts a playful spin on what he calls, “active business casual.”

BY COLIN SHEA DENNISTON

22

May/June 2022

PHOTO BY BRANDON ALMS

Office meetings, construction site visits and client happy hours are all parts of a typical workday for Joel Thomas. As Principal Architect at BUF Studio, Thomas needs a wardrobe that’s professional, practical and easily adaptable.

“Because of just the role I’m in and especially being with a small company, I have to wear many hats,” says Thomas. “I’ll layer myself for different stuff—I may throw a blazer on if I’m going to meet with somebody or I’ll keep a pair of galoshes in the trunk.” And to ensure he always smells as good as he looks, a backup cologne can always be found in Thomas’s car.

A 2006 graduate of Drury University’s architecture program, Thomas worked at two other firms before landing at BUF Studio two years ago. His style— which has evolved alongside his career—has grown from youthful casual to buttoned-up sophistication.

Jeans and polo shirts were standard attire for Thomas at his first firm, followed by a 180-degree switch to suits, ties and pocket squares at his second position. “So that was my transition: from super casual to not casual at all,” Thomas reflects.

Now Thomas’s style is somewhere in between. His current workweek wardrobe sticks mostly to chinos and button-up shirts, but he still finds a way to add his own colorful panache. “I’ll wear a plaid button-up with chinos one day, but then on another day I’ll wear a short-sleeved kind of Hawaiian shirt with avocados on it,” he says. “I like to throw in a weird piece every now and then. I’m not afraid to wear stuff like that.”

If you’ve interacted with Thomas recently, you’ve probably noticed the clothing-adjacent accessory for which he’s become known: his signature toothpick.

“I was trying to break myself from chewing gum all of the time,” he says. “I guess I dropped one bad habit and gained another.”

BIZ417.COM

BREAKING DOWN THE LOOK In addition to his active business casual wardrobe, Thomas regularly mixes in vintage tie bars, whimsical patterns, a treasured family heirloom and a minty fresh accessory.

Thomas Thomas purchased a pair of plaid pants at the end of last summer and has been looking forward to busting them out as the weather warms up.

FOR THE SUCCESS OF YOUR BUSINESS. Though Though it no longer keeps time, Thomas’s No. 1 wardrobe staple is his father’s old wristwatch. “I don’t get super attached to stuff clothing wise, but if it’s something sentimental, then I’ll keep it forever,” says Thomas.

FOR THE SUCCESS OF THE REGION.

Another Another wardrobe favorite is vintage tie pins for dressier occasions. “I have really weird ones,” says Thomas. “Axes, hammers, fishing poles, rifles and even a mechanical water pump in which the handle moves up and down.”

PHOTOS BY BRANDON ALMS

Thomas is not one to shy away from a bold pattern every now and then. This short-sleeved pineapple print button-up is a perfect example of the more irreverent side of his wardrobe.

Jeff Childs, SIOR, CCIM

Senior Advisor, invested in 417-land RANKIN COMPANY, LLC

As a replacement for gum chewing, Thomas now buys packs of Tea Tree Therapy mint toothpicks for their pepperminty punch.

BIZ417.COM

M. 417.860.5447 jeff.childs@svn.com P. 417.887.8826 ext. 104 Jeff Childs, SIOR, CCIM - SVN/Rankin Company May/June 2022

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Attorney PROFILES The ury is in on finding the attorney that is right for you. Browse our ttorney rofiles to learn more a out some of land s favorite attorneys and their practices. These legal experts are ready to take on your case.

The choice of a lawyer is an important decision and should not be based solely upon advertisements. Past results afford no guarantee of future results and every case is different and must be judged on its own merits, and depends on the quality of your attorney.

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Attorney PROFILES

Front Row: Jacob G. Eddy, Senior Associate; Karen L. Johnson, Member; Brad Tuck, Member; Brittany Perry, Senior Associate Back row: Joshua R. Baker, Senior Associate; Kevin H. Dunaway, Of Counsel; Lynn Rodgers, Of Counsel; Shari L. Lockhart, Member; Dakota Paris, Associate

E

vans ixon, C, is a full service, regional law firm trusted y small and large usiness owners throughout Southwest Missouri.

They represent clients in a multitude of areas, including anking related litigation and loan review usiness organi ation employment matters estate and succession planning general civil litigation insurance related litigation and claims mediations shareholder agreements transactions and outside general counsel for corporations.

By operating with the client s est interest in mind, Evans ixon, C, is committed to helping usiness owners and insurers throughout land achieve usiness success. hether you re an entrepreneur delving into a new small usiness venture, an esta lished owner looking to merge or sell, or a CE seeking counsel to protect your company, their usiness attorneys have the experience to tailor advice to your specific needs. our needs come first in Evans ixon s approach to orkers Compensation law. Their attorneys are well practiced at different claim handling philosophies and, with a long standing reputation of timely communication, are often involved in legislation. f course, in litigation law, there is nothing more important than experience. Evans ixon s Civil and Commercial itigation attorneys approach complex tort cases, involving a multitude of industries, with necessary aggression and a focus on timely results. earn more a out their strengths and resources at evans dixon.com.

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Evans & Dixon, LLC 417-882-4700 | EVANS-DIXON.COM 4905 S. NATIONAL AVE. BUILDING B | SPRINGFIELD MISSOURI | ILLINOIS | KANSAS | NEBRASKA | IOWA

The choice of an attorney is an important decision and should not be based solely on advertisements.

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Attorney PROFILES

Front Row: Katherine Thompson, Nate Dunville, Daniel K. Wooten, Michael J. DeArmon Second Row: Patrick R. Baird, Nathan Rogers, Melissa Bade, Judson Poppen, Kirsten Poppen Third Row: Melanie McMullen, Lillian Sweeney, Bryan Fisher, Brian Asberry, Richard L. Schnake Back Row: Patrick J. Platter, Anne Sallee Mason, Paul G. White, W. Brad Risby

Neale & Newman, L.L.P. 417-882-9090 | NNLAW.COM FARMERS PARK 2144 E. REPUBLIC RD SUITE F-302 | SPRINGFIELD

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T

he law firm of eale ewman, . . . provides legal services, advice, and representation in a readth of practice areas rarely seen among Southwest Missouri firms for clients throughout Missouri and across the nited States.

The firm has a solid reputation for oth its service to clients and its standing in the legal community. Most of its lawyers grew up in Southwest Missouri and have shown time and again that they fare well in dealing with lawyers from other areas.

The firm is ranked Tier in Springfield in ppellate ractice and in and se oning aw y .S. ews Best awyers Best aw irms. Several eale ewman lawyers have received high recognition y peer review rating organi ations Three are named to The Best awyers in merica® another is named to Best awyers nes to atch three are named to Super awyers and five to Super awyers ising Stars and three have reeminent ratings from Martindale.com. eale ewman recogni es that the practice of law is not a usiness, ut a profession that serves the pu lic. ts lawyers are active in pu lic and charita le service, locally and statewide. f you need legal help, consider the firm to which people and usinesses have turned since .

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Attorney PROFILES

Joseph S. Passanise, Taylon Sumners, Dee Wampler

W

ampler assanise aw ffice has een one of the Midwest s leading criminal defense firms for the past years. key point of difference is its cross functional team approach and experience litigating in the courtroom. oseph S. assanise and ssociate ttorney Taylon Sumners represent adults and uveniles in Missouri facing serious criminal allegations, speciali ing in white collar crime, fraud, homicide, sex related offenses, domestic violence and pro ation violations. n addition to criminal defense, the attorneys, paralegals and investigators focus on ways to create positive lifelong impact for clients often working with medical, mental health, and pro ation and parole professionals to ensure positive outcomes. assanise is a ellow of the merican Board of Criminal awyers BC , a mem er of the ational College of efense, the ational Trial awyers Criminal efense Top and was recogni ed y The Best awyers in merica©, Ed. as Springfield awyer of the ear for Criminal efense hite Collar. e was appointed y the overnor to the Missouri Board of Tourism in . n , Sumners was named an p and Coming Trusted dvisor y the Springfield Business ournal and appointed to the Springfield reene County istoric Sites Board. assanise and Sumners also received s Client s Choice ward. The irm overall has een recogni ed y Super awyers® for Criminal efense in Missouri and ansas. t was also recogni ed in .S. ews orld eport and Best awyers® Best aw irms in .

The firm will e forever grateful for the leadership and tenacity of ee ampler, who died in at the age of .

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Wampler & Passanise Law Office 417-882-9300 | ENTRAPPED.COM 2974 E. BATTLEFIELD | SPRINGFIELD

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Attorney PROFILES

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Cantin Mynarich, LLC

C

antin Mynarich, LLC, aggressively defends individuals accused of serious drug, firearm, white-collar and sex offenses in state and federal courts. They know this is a scary time, so Shane Cantin and Erica Mynarich prioritize frequent communication with their clients. Cantin Mynarich fully investigates the facts of your case and all possible defenses and advocates for the best possible result.

Because Shane and Erica only handle criminal matters, they have developed strong relationships with the prosecutors and courts. Due to their reputation and results at trial and on appeal, other lawyers often refer their most complex criminal cases to Cantin Mynarich.

417-831-6363 | CANTINMYNARICH.COM 2560 S. GLENSTONE AVE. SUITE C | SPRINGFIELD Shane Cantin and Erica Mynarich

Husch Blackwell

H

usch Blackwell leads clients from where they are to where they want to be. The Best Lawyers in America© recognizes David Agee (corporate governance law, corporate law and equipment finance law); J. Michael Bridges (commercial litigation, construction law, land use and zoning law and real estate law); Cory Collins (real estate litigation); Ginger Gooch (commercial litigation, construction law and real estate law); and Bryan Wade (media law). Honored as “Ones to Watch”: Laura Robinson (commercial litigation) and Larissa Whittingham (labor and employment law-management and litigation-labor and employment).

417-268-4000 | HUSCHBLACKWELL.COM 901 ST. LOUIS ST., SUITE 1800 | SPRINGFIELD

Left to Right: Laura C. Robinson, David C. Agee, Ginger K. Gooch, Cory L. Collins, J. Michael Bridges, Bryan O. Wade, Larissa M. Whittingham

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Twibell Pierson

T

he Twibell Pierson Law Firm began in 1975 when attorney Bert Twibell left the Greene County Prosecutor’s Office for a career in private practice, helping people solve their problems.

Today, the attorneys of Twibell Pierson have over 75 years of combined experience, and strive to provide unmatched criminal defense and client service.

What separates Twibell Pierson from other firms is the team approach they take to every client and case. When you hire them, you are hiring their entire firm, not just one attorney.

Twibell Pierson is the proud recipient of recognition that includes Best Lawyers in America, Best Law Firms in America by U.S. News and World Report, among others.

417-862-1741 | TWIBELLPIERSON.COM 901 ST. LOUIS ST., SUITE 1600 | SPRINGFIELD Scott Pierson, Kristie Pierce, Bert Twibell, Branden Twibell

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Med-Pay is one of the longest-running individually owned and independent Third Party Administrators in the state of Missouri.

TOOLS TO HELP YOU DOMINATE

“If I had known what starting a bank was going to be like, I might never have done it, but it’s a good thing I didn’t know.”

PHOTOS BY LEAH STIEFERMANN

—Mark Harrington, Co-founder of Old Missouri Bank See story pg. 35.

The Business of Healing Pure&Clean started with a wrestling coach’s concern for his players. It wound up at the Olympics with Team USA.

Page 32 BIZ417.COM

Close to Home

Heart of America

Page 36

Page 40

At Meridian Title, local art, comfortable furniture and a ready supply of candy welcome home buyers who are ready to close.

As the new president of her family’s beverage company, Mindy Ferguson Hoff draws on her business instincts and the savvy she developed while working behind the bar.

May/June 2022

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[ROOTED HERE]

Clean and Simple What started as a desire to help athletes with injuries turned to changing lives on a far wider scale. Meet the heart behind the product that’s been around the world—including two sets of Olympic games.

BY JENNIFER JOHNMEYER

W

hen Trent Freeman and his brother used to wrestle and play football, injuries were nothing unusual. Mat and turf burns were common in competition, and these wounds would occasionally lead to infection. Freeman thought of it as “just part of the sport.”

As an adult, Freeman transitioned from player to coach, and his concerns shifted. He wanted to keep his athletes safe, and while injuries were inevitable, he wanted to ensure he was doing everything he could as a coach to prevent infection.

In the cases of cuts and abrasions, though, Freeman kept running into the same issue. There really wasn’t a product he felt was safe and effective in promoting recovery. In fact, as he researched products, what he learned caused further concern—many of them contained toxic ingredients.

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Freeman says one of the products contained 14 chemicals, and three of the top four were ingredients that could break down the skin. “The last thing you want is for something that’s supposed to heal skin to cause skin breakdown,” he says. “That’s what drove me. These things were being sold as good products for athletes but were doing more harm than good.”

Freeman imagined a product that was made with pure ingredients that wouldn’t cause harm. He started asking questions and working with people in the medical field to determine what was needed to create a product that had no harmful chemicals, one that could be trusted and, above all else, one that was safe.

His first win was working with HOCL ingredients. “They were initially limited because of shelf stability, so we started with that, and worked with different companies to develop technologies and get patents to extend shelf life,” Freeman says. “It worked, and we now have a 24-month shelf life with our products. That has helped so much.”

Achieving shelf stability was a huge win, but there was one other positive aspect of the product: it simply worked, and incredibly well. In fact, Pure&Clean’s product was so successful that people began to urge Freeman to take it to medical facilities, where wounds and bedsores were commonplace. While looking into the need in facilities from acute care to long term, Freeman learned some sobering statistics. Over seven million Americans had chronic wounds, defined as wounds over 90 days old.

After providing the product to medical facilities, Freeman says that they had outcomes of patient healing and recovery that far exceeded expectations.

“The biggest success was when our product healed an open wound that was 14 years old,” says Freeman. “Having those kinds of wounds makes everything else in life difficult: to get up, get around, function. So hearing BIZ417.COM

PHOTOS BY LEAH STIEFERMANN

Trent Freeman (left) developed Pure&Clean products (below) that help to safely heal wounds. Created with athletes in mind, the products have been used at NCAA Wrestling National Championships and by Team USA at both the Tokyo and Beijing Olympic games.

GROW WITH US

PHOTO COURTESY LAURA FREEMAN

Trent Freeman started wrestling as a kid, and mat burns and other injuries were common. Here he’s pictured at age 4 at a wrestling match with his brother, Ryan.

those stories of healing re-invigorate us. Getting those stories, testimonials, before and after pictures, it’s just great. Whenever we change lives, whenever we help someone who has had a wound for months or years that we healed—that’s amazing.”

Those initial huge successes opened all the doors for Pure&Clean to work with major distributors, and the company is now available through all five of the largest medical device distributors. Pure&Clean Wound Solution was also deemed “Innovative Technology” by the largest Healthcare GPO (Group Purchasing Organization) in the world, an accolade awarded to products considered truly unique in the health care industry.

“I started this business to focus on athletes, and we still do that a ton,” Freeman says. “But the wound side really opened my eyes to the amount of suffering people experience.”

Pure&Clean has achieved widespread success on the athletic front, as well. The products have been utilized at the highest levels of competition, from the NCAA Wrestling National Championships the past four years to the Olympic games in both Tokyo and Beijing with Team USA. It is also used at all Olympic Training Facilities across the country.

Freeman urges anyone trying to achieve their professional goals to always remember why they started.

“If you have something you’re passionate about, and want to make a difference, just remember to keep that focus point, and make sure it’s about more than making money,” he says.

PURE&CLEAN AT A GLANCE Freeman is incredibly grateful for the opportunities that have Founded: With his wife, Sarah, allowed widespread distribution of and sons Chris and Colin the product he first imagined: one Privately owned: 17 employees that contains no harsh chemicals in Nixa and keeps the skin protected.

“Everything we offer is safe, it’s Revenue: Not disclosed pure and clean, and it won’t cause harm,” he says.

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nixonins.com

About Us Careers

FOR EVERYTHING YOU DEPEND ON May/June 2022

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C O N S T R U C T I O N | I N D U S T R I A L | C I V I L | E N V I R O N M E N TA L | S P E C I A LT Y

[GIVING BACK]

$100 MILLION IMPACT In 2018 Digital Monitoring Products, Inc., a Springfield-based online security firm, began Project 100, an initiative to give $100 million in cash and volunteer time to local nonprofit organizations by 2025. They completed their momentous goal four years early in 2021.

BY SONIA GUZMAN

D

MORE THAN BUILDINGS; WE BUILD CAREERS Apply now at nabholz.com/careers

DMP’S GOAL PROFILE

1 . 4 1 7. 4 5 0 . 6 0 0 0 nabholz.com

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CHARITIES IMPACTED:

35

AMOUNT DONATED:

$112,875,250

VOLUNTEER HOURS:

10,103

BIZ417.COM

PHOTOS BY PATRICK BANDY

WE BUILD

igital Monitoring Products, Inc. “has a culture of giving,” says Mark Hillenburg, vice president of marketing. “Giving back to our community is part of DMP’s core values. But several years ago, we decided to become more intentional about it.” In 2018, DMP announced Mark Hillenburg Project 100, its plan to give $100 million in cash and volunteer time to local nonprofit organizations by 2025. At the beginning of the initiative, DMP created a space in their building that provided employees access to information about local charities. The intent was to help garner interest and engagement in the project, and it worked.

DMP initially thought Project 100 would take seven years to complete, but to everyone’s surprise, it was completed in less than three. “We were blown away by the generosity of the employees,” says Hillenburg. “Everyone came together and put their best foot forward.” While DMP made donations as a company, employees were also able to donate through payroll, and DMP matched their contributions. Needless to say, the employees were generous. DMP also organized volunteer events, but the majority of donated time was off the clock. During DMP’s winter food drives, food pantry donations were three times what was anticipated.

DMP believes the program enhances company culture. “We have a whole generation of employees who are looking for work worth doing and to make a difference,” Hillenburg says. “It becomes bigger and more meaningful than any single job.”

[ADVICE & WHISKEY]

Hit the Ground Running Mark Harrington co-founded Old Missouri Bank in 1999. Creating and sustaining a successful bank is no simple task, so we sat for drinks at La Habana Vieja to hear Harrington’s advice on entrepreneurship, managing a team and leadership.

BY JEFF HOUGHTON

“If you’re the Kansas City Chiefs and your glaring weakness is the offensive line, but the best player you can draft is a defensive back, you better take him. We hire non-bankers, and we could never do that in the past because it was taboo. I hire people with the skill set to hit the ground running.”

“Within reason, you’ve got to go for it now. If I had known what starting a bank was going to be like, I might never have done it, but it’s a good thing I didn’t know.”

PHOTO BY LEAH STIEFERMANN

“Everyone wants to be in a really exciting business, whether it’s show business, or retail, but usually, the more boring the business is the higher your profit margins will be.”

“Read a lot. I like The Wall Street Journal. I read business books, books about history, human behavior, behavioral economics, economics, but I drop novels in too, because sometimes you can get a lot of insight from a novel.”

“If you can make yourself optimistic, you’re going to come across better, you’re going to plan better, you’re going to dream bigger.”

“Whatever your business is, you need different perspectives. We watch to make sure we’re not getting group think going, whether that is in BIZ417.COM

Mark Harrington sat down with Jeff Houghton at La Habana Vieja to talk about creating and sustaining a business.

our executive group, or our board. You’ve just got to be conscious that that is a thing.”

“By adding people and letting go of some of my day-to-day stuff, things have gotten better and better all the time—including my life.”

“You have to get out and meet some totally different people. I’ve gone to several non-bank conferences here in the last couple of years, which has been helpful because you can get rigid in your thinking.”

PT I E C E THE R*******o*u*rb*o*n*, *****1*B**lanton’s Be Mark

Jeff

e cu b o n e ic ria e sang d a m se 1 Hou May/June 2022

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1

[WORKSPACE]

A Home Away from Home Complete with local art, stylish and comfortable furniture and even an office dog named Clozer, Meridian Title Company at 1334 E. Republic Road is a welcoming environment for a home closing. Jeremy Burcham, who co-owns the business with his wife, Emily Burcham, gave us a tour and insight into creating an inviting office.

BY TESSA COOPER | PHOTOGRAPHY BY BRANDON ALMS

1 2

“The goal in the design work that we do is to make everyone feel like they’re walking into their home,” Burcham says. The carpet has a purple tint, which is a nod to the main Meridian Title Company brand color, and the corner barn door is a clever way to close off two of the seven closing spaces. Clozer, the office dog, adds another welcoming touch to the office. The company pays for his food and vet visits, but he goes home at night with the company’s southwest regional manager.

Each of the 11 Meridian Title Company locations across southwest Missouri features limestone framing the front desk. “We strive for a certain look and feel throughout all of our offices,” Burcham says. “We like for them to look modern yet comfortable.”

2

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3

5

4

3 4 5

A tree painting by local artist Jorge Ortiz hangs in each closing room. The names of the closing rooms correspond with the type of tree depicted by Ortiz, and a labeled plaque hangs above each doorway. This makes it easy to direct clients and realtors to the correct space for a closing. Other paintings hang throughout the office, as well as at the company’s northside location.

This office features two snack and coffee bars for clients and employees. A cappuccino is only the press of a button away, and the beverage fridge stays stocked even during busy closing seasons. Ozarks Saw and Lumber created the live-edge countertops seen here and throughout the office.

Burcham commissioned a piece by Signarama to hang on the wall near the exit.

As guests leave, it makes an ideal photo spot for real estate agents and clients to commemorate signing on a home or commercial property. The sign changes colors to celebrate holidays and events, like red to honor the Kansas City Chiefs or pink to raise awareness for breast cancer in October.

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6

6

The office shows off an abundance of comfortable lounge furniture, ideal for such a client-facing company. Most of Meridian Title Company’s furniture comes from Ashley HomeStore. Pro tip: Burcham says to ask for Bethany Molica when you visit. “We can tell her we need five couches, and she knows what couches,” he says.

7

Burcham also owns Whiskey River Market in Ozark, Missouri, as well as a portfolio of other businesses tied to the mortgage and real estate industry. He uses this room located in the back of the title company to host various business meetings for all of his companies.

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[NEXT GEN]

NEW LEADERSHIP, SAME HEART Mindy Ferguson Hoff brings 20 years of beverage industry experience and a people-first mindset to her new role as the leader of Heart of America Beverage Company.

BY REN BISHOP

M

indy Ferguson Hoff began her career behind a bar and in front of a camera. An actress, cocktail waitress and bartender on the Sunset Strip, Hoff hustled to pay her bills as a working actress for nearly five years in Los Angeles. From thousands of customer interactions to thousands of cocktail pours, she developed a keen insight into her ultimate destination: serving customers through exceptional experiences.

“The life experience and skills I gained bartending helps me with every part of my role now,” says Hoff. “But serving people isn’t just bartending, it’s the way I live my life in every aspect.”

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On November 8, Heart of America Beverage Company named Hoff president. Prior to leading the 44-year-old major beverage distributor, Hoff served the company as vice president of financial analysis.

Before that, she gained an arsenal of professional skills through many passion projects. From 2003 to 2013, she founded, operated and expanded successful after-school athletic programming companies Show Stoppers and Show-Me Sidekicks. She worked as a merchandiser and was eventually promoted to a sales representative for Monarch Beverage, a major Indianapolis-based alcohol distributor.

But for Hoff, Heart of America was coming home. Her father, Jim Ferguson, started the business in 1978. “Growing up, my father always supported me to dream big, to do big things,” says Hoff. “I was raised by my father and stepfather, both incredible entrepreneurs, both who ran family businesses. But they never expected me to join the business.

They always gave me room to grow, and that’s what I’m going to do now.

I’m going to grow the business.”

On a mission for excellence, Hoff has three goals for growing the beverage company, and none of them are focused exclusively on numbers. People, not profits, are her passion and purpose, she says.

“I want to grow the business by increasing employee satisfaction, bringing in new products and developing a reputation of excellence for BIZ417.COM

PHOTO BY BRANDON ALMS

Mindy Ferguson Hoff and her dog, King Arthur, walking the Heart of America warehouse.

“Growing up, my father always supported me to dream big, to do big things.”

— Mindy Ferguson Hoff

REPUTATION & RESULTS. LEE MCLEAN III, CCIM O: 417.887.8826 x 110 LEE.MCLEAN@SVN.COM

RANKIN COMPANY, LLC

ALL SVN® OFFICES INDEPENDENTLY OWNED AND OPERATED

"DELIVERING ON PROPERTIES YOU KNOW"

—MOON RIVER THEATER IN BRANSON

PHOTOS BY BRANDON ALMS, COURTESY MINDY HOFF

The original, 1970s-era Heart of America warehouse (top photo) and the current, larger version (bottom photo).

our company through relationships,” she says. “I want people to work here because it’s the best place to work in our community, not just the best beer company.”

The company is growing, hitting a milestone of 200 employees this year, up from 165 employees in 2016. Heart of America has also experienced five years of year-over-year growth, even with a significant loss of bar and restaurant clients that shuttered during the pandemic.

And Hoff knows that, by focusing on people, more growth is possible.

“I wanna rule the world,” she says with a laugh. “I want to be the best. I want to be the leader in this region in this industry, with more market share. I’m on a mission.”

From walking the floor of the 148,600-square-foot warehouse BIZ417.COM

HAVE YOUR ATTENTION? Call and Ask What's Possible.

May/June 2022

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Jim Ferguson, Mindy Ferguson Hoff and Harwood Ferguson

each morning to spending the day job shadowing every role at the company, Hoff is determined to lead the next two years by learning every detail and aspect of Heart of America’s business. By mastering her company’s current protocols, as well as digging deep into data alongside CEO Lance Foresee, she hopes to continue the company’s overall growth for the next generation.

“After I put my three kids to bed at night, I’m up for hours on my laptop, learning this business,” says Hoff. “I listen to every podcast, read books and trend reports. I want to know it all. I’m in education mode, because I want to know it backwards and forwards if I’m leading this team. They deserve that, and so does the future of this business.”

At home, her young family supports her by encouraging her to dream big. She credits strength gained through a battle with infertility and a

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journey to adopt through foster care for her resilience, and Hoff ’s great nanny helps make sure all the pieces of her busy schedule connect.

A phone call away, her father is both a champion and mentor, providing insight and advice when asked. He’s never pushed her, but always given her a choice to lead in the family business—a step critical to a successful transition from warehouse worker as a teenager to current president of Heart of America.

“My dad always encouraged me to strive to be better, with only that as an expectation,” she says. “The greatest gift I was given was time to decide if I wanted to be in the family business. So now, I plan to do the same for my kids. There will be a structure in place for them to join us as third-generation owners and leaders. But that’s an opportunity, not a gift. Just like how it was for me.”

BIZ417.COM

PHOTOS COURTESY MINDY HOFF

Top photo: The original Heart of America team.

Bottom photo: Jim Ferguson with Peter Coors.

REACHING THE HIDDEN WORKER

PHOTO BY TK PHOTGRAPHER ILLUSTRATION

BY DANIEL ZENDER

Which barriers—big and small—are preventing you from finding and keeping employees? And what can you do about them?

BY LUCIE AMBERG

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BIZ417.COM

You may have heard that the Odyssey never describes anything as “blue.” It has 12,000 lines, and none of them mention a blue sky or a blue sea, nothing blue at all.

There’s a lot of debate about this and many theories about what it might mean. To save you from diving down an internet hole, here’s a summary of the most popular theory: The Odyssey doesn’t describe anything as being blue because the ancient Greeks didn’t have a precise word for the color we call “blue.” And because there wasn’t a word for it, people didn’t register it as a distinct color. They were seeing it, but they weren’t recognizing it. Because blue wasn’t defined, it was kind of invisible.

I don’t know how valid this theory is; we’d need to ask a linguist or a neuroscientist—maybe both. But as a metaphor, it may be useful the next time your hiring process has you feeling blue. If you’re staring at a slate of open positions, wondering where all the qualified applicants have gone, it may help to consider how you’re defining “qualified.” For example, are you assuming a qualified applicant will come with a specific educational background or job history? Without a criminal record?

If so, your definition of “qualified” may be camouflaging people who have the potential to meet your needs.

PHOTO BY TK PHOTGRAPHER

If you adjust your definition, these hidden workers may suddenly appear.

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3 SIMPLE FIXES:

Y

You know the applicant screening system that’s supposed to streamline your hiring process?

It might be streamlining good applicants right out of your employment pipeline. People lead complex lives. They contend with limited educational opportunities. They put their careers on hold for a variety of reasons. They make mistakes.

Applicant screening—particularly the automated kind—has a way of flattening out these complexities until they’re just barriers, separating people who want to work from the labor market. A recent study by Harvard Business School and Accenture estimated that 27 million job seekers in the United States are getting blocked by screening filters like educational requirements, employment history and criminal background checks. So what’s it like to move beyond these barriers?

I EDUCATIONAL BACKGROUND

As people attain higher levels of education, they accrue advantages in the job market. According to data from the U.S. Bureau of Labor Statistics, a person with an associate’s degree is more likely to find employment than a person with a high school diploma.

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A bachelor’s degree provides an extra advantage, and people with advanced degrees have the highest likelihood of being employed. But according to Hal Higdon, chancellor of the Ozarks Technical Community College System, if you’re expecting applicants to arrive fully packaged with all the education you’d like them to have, you may be falling into an outmoded way of thinking. “It’s no longer, ‘Train first, employ second,’” he says. “Now it’s, ‘Employ, train, train, promote’—all the way to retirement.”

Higdon recommends hiring workers for their character, work ethic and potential, then helping them develop over the course of their careers. He highlights CoxHealth and SRC Holdings Corp. as models of this approach.

Krisi Schell, SRC’s executive vice president of human resources, says it’s part of the company’s promote-from-within culture. “We have a learning mindset,” she says.

“And we provide the training and education to make that happen.”

Some of SRC’s positions simply require specific education or certification, but whenever possible, Schell says, “We scour internally to see if someone within our organization has the basic skills in that area or a desire to learn.” If these employees are interested in pursuing training, SRC covers 100% of tuition costs.

Since 2008, SRC has been sending whole cohorts to OTC to earn associate’s degrees in manufacturing technology. Interested employees apply for consideration; their applications are reviewed by a committee of past program graduates and company leaders. The cohorts attend classes from 4 to 7 p.m., three nights a week. Because all the

students work at SRC’s various divisions, they often forge connections within the organization.

Schell says it’s a confidence builder, too. Once people know they can manage going to school while they’re working full time, they keep going, sometimes all the way to the master’s degree level.

This approach allows SRC to take a holistic view of applicants who are just beginning their careers. Entry-level workers don’t need to have earned all the education or training SRC might desire because the company is willing

It’s no longer, ‘Train first, employ second. Now it’s, ‘Employ, train, train, promote’— all the way to retirement.”

HAL HIGDON, CHANCELLOR OF THE OZARKS TECHNICAL COMMUNITY COLLEGE SYSTEM

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PHOTO COURTESY OZARKS TECHNICAL COLLEGE/KRISTINA BRIDGES

WHICH PIECES OF MY SCREENING PROCESS MIGHT BE BLOCKING APPLICANTS?

We’ve got people who started on the shop floor and retired as executives.”

KRISI SCHELL, EXECUTIVE VICE PRESIDENT OF HUMAN RESOURCES, SRC HOLDINGS CORP.

Hiring People with Differing Abilities Tips From Melissa Skaggs of Hive of the Ozarks

to play the long game with good employees.

And given the price tag of going to school— average full-time tuition at a public, 4-year institution in Missouri clocks in around $9,000 per year—these educational benefits can become a recruiting tool. As Schell says, “We’ve got people who started on the shop floor and retired as executives.”

Higdon calls this “the continuum of training,” and he says 417-land’s unique advantages make it possible. If a business is too small to supply whole cohorts, it can seek out specific training from local institutions—whenever an employee needs such training to advance.

“A person may be our student three separate times in their lifetime,” Higdon says. “When they finish here, they may go over to Missouri State. Then they may get a master’s degree at Drury. If you’re a business within 100 miles of Springfield, all the things you need to get your workforce onboarded, trained and then trained again are right here.”

Herschend Family Entertainment has similar goals for its employees and is utilizing a slightly different path to reach them.

In February, Herschend rolled out its own educational platform, which makes more

TRAIN

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Insight from Hal Higdon: Hire people for their potential, knowing that they can learn new skills as the economy changes.

PROMOTE

TRAIN

The Continuum of Training

EMPLO

PHOTOS BY KRISTEN KELLEY WITH SPRINGFIELD AREA CHAMBER OF COMMERCE, BRANDON ALMS

I

than 250 programs from various institutions available via an online portal called Grow U. On the portal, employees can find everything from high school completion programs to certificates, along with associate’s, bachelor’s and master’s degrees, and it’s available to full-time, part-time and seasonal staff from the first day of employment.

Deanna Partridge, Herschend’s vice president of talent development, says that Herschend covers 100% of 100 programs, including the cost of books and fees; for the remaining programs, the company covers up to $5,250 per year, the tax exempt limit. And it’s all paid up front by the company.

Feedback about Grow U has been “tremendous,” Partridge says. At press time, 500 employees had already taken the first step to begin using the portal. While Grow U comes with no strings attached—employees who use the benefit aren’t obligated to continue with Herschend for a certain period of time—Partridge says it supports retention by demonstrating Herschend’s commitment to its employees’ growth. The program is projected to cost $1–2 million each year, and “whether someone takes advantage of the benefit or not, I think they’re excited that we would invest so heavily in our employees,” she says.

2 WORK HISTORY

Some employers are willing to relax educational requirements for applicants with meaningful work history. But what about applicants who are literally entry level—as in, they have no work history? It’s natural to feel nervous

Be specific. Make the employee responsible for clearly defined tasks, rather than sharing everything about the business, which can feel overwhelming.

2

Get creative. To preserve certain benefits, employees may have to limit the hours they work. If someone can only work a limited number of hours each week, consider deploying that person to cover lunches, breaks and other scheduling pain points.

3

Make the work visual. Set the employee up for success by using clear visual cues, like colored labels, to highlight important places and processes.

Interested in hiring Hive of the Ozarks staff or creating a program like it? Reach out to Melissa Skaggs at thehiveoftheozarks@gmail.com.

about hiring people who haven’t had a chance to develop soft skills, such as time management and follow-through, but if no organization takes a chance on applicants who are completely green, novice workers may get caught in a vicious “lack of experience” cycle.

Nonprofit Hive of the Ozarks is stepping in

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3 CRIMINAL BACKGROUND CHECK

Since Springfield Leather Company’s founding, it has sold items to prison craft shops.

This is why Chris Costa, senior director of operations, says the company has always viewed people who are incarcerated as good customers—and potentially, future employees. “People make mistakes,” Costa says. “That’s the tricky reality. You’ve probably made plenty— they’re just not written on a piece of paper for everyone to see.”

Through word of mouth, Springfield Leather has become known as a place where applicants who fear they’ll get screened out by a criminal background check can still score an interview.

During the interview process, the company looks for character and humility and resists the impulse to hold applicants’ histories against them. Springfield Leather asks questions such as: “When you came out of prison, what did you learn? What are your goals? Who’s your support group? What is your life structure like now?” When people answer with openness and report having established support systems, Costa says there’s a good chance that they’re ready for an opportunity at Springfield Leather.

He insists that the onboarding dynamic is the same for all employees, regardless of criminal background. Some new hires develop into wonderful team members, and some don’t. “When they start working, that’s

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People make mistakes. That’s the tricky reality.

You’ve probably made plenty— they’re just not written on a piece of paper for everyone to see.”

Working with People Who Have a History of Incarceration Tips From Chris Costa of Springfield Leather Co.

I Get candid. Ask straightforward questions about the applicant’s support system and goals. Look for open, honest answers.

2 Stay engaged. Once you’ve hired someone, preserve this open dynamic. Remain vigilant about signs of addiction, which can derail other employees who are committed to staying sober.

3 Don’t judge. In prison, even small infractions get punished. This dynamic can incentivize people to lie, so consciously create a different dynamic, one where people feel they can reach out when they’re struggling.

4 Nurture relationships. If you want more than a transactional relationship with employees—if you want them to put special effort into the company—be willing to put extra effort into them.

CHRIS COSTA, SENIOR DIRECTOR OF OPERATIONS AT SPRINGFIELD LEATHER COMPANY

when you find out,” he says. Generally, the employees who’ve been incarcerated are enthusiastic and eager for a fresh start. “They are extremely loyal, which is hard to buy,” he says.

Jeremy Hahn, executive vice president of Life360 Community Services, agrees.

“Those who come to us with less than perfect backgrounds and come to us in sincerity, oftentimes they end up becoming fantastic employees,” Hahn says.

Life360 hosts a wide range of service programs, so Hahn says it’s key to evaluate the need for criminal background checks on a position-by-position basis. For example, he says, Life360 is “ultra-careful” when filling positions that work with kids but more open when filling

packing or processing roles. Given the impact of incarceration on American life—the United States incarcerates a higher percentage of the population than any other country, according to the Prison Policy Initiative—this approach may be part of solving workforce woes.

Expert Advice Reach Out to Victory Mission + Ministry Victory Mission runs two programs that can help people who’ve been incarcerated re-enter the workforce: a multimonth restoration program and an intensive boot camp.

Contact John Pace, director of outreach and workforce development, at 417-864-2200 to learn how your organization can get involved.

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PHOTO BY ANTHONY WILLIAMS

to help bridge this gap, with special emphasis on workers who have cognitive differences or differing abilities. Its Willard coffee shop, also called Hive of the Ozarks, preserves a staffing ratio that includes 50% typically-developing people and 50% people with differing abilities.

Employees work 500-hour paid internships, a structure that allows Hive to train more people than it could on a conventional shift work model. And while employees are learning to serve up housemade granola, cookies and coffees, they’re also developing the soft skills that will launch them over the entry-level hump.

“This is a stepping stone to help you find a job you really want,” says Melissa Skaggs, director of Hive of the Ozarks. “The basic work skills are the same no matter where you work.”

Considering how difficult it is to fill entrylevel positions right now, it’s not surprising that two businesses have already reached out about hiring Hive workers once they’ve completed their internships. “They’ve told us: ‘We’ll take all of your employees,’” Skaggs says.

3 COMPLICATED CHALLENGES:

HOW ARE BIGPICTURE ISSUES UNDERMINING WORKERS?

W

Workers who have no trouble soaring through applicant screening filters may still get tripped up by cracks in our societal structures.

Challenges with child care, mental health and transportation have grown so large; they’re undercutting people who might otherwise thrive in the workforce. But 417-landers—businesses, individuals and nonprofits—are offering solutions.

extra charge. There are emotional benefits, too. Parents find comfort in knowing their children are well cared for, close by. And by being part of the Prime complex, kids get early exposure to the idea that work is a rewarding part of adult life.

“I enjoy coming here every day, so I feel like exposing my kids to these interactions shows them that work can be fun,” Adam Mulligan, fixed asset analyst at Prime, says.

Anna Messick, director of the Learning Center, says the goal is to alleviate stress for employees. “Parents don’t have to worry about bringing lunch or anything,” she says. “It’s all provided here at Prime.” In a 24/7, 365-day business like transportation, this is particularly beneficial, Mulligan says, and it’s worth the financial cost Prime incurs for the Learning Center.

Without an on-site solution like this one, working parents have to source child care on their own.

Greene County’s licensed capacity is 9,303, according to CCAMO. That means there are 9,303 possible child care slots for the 13,112 kids under age 6 in our county who

have working parents. And this shortfall of 3,809 child care slots is the best-case scenario, according to CCAMO CEO Robin Phillips. Child care workers are in such short supply right now that most programs are only able to operate at 65–70% of their capacity, Phillips says.

The equation gets even tougher in rural counties. In Barry County, for example, there are 161 slots for 1,075 kids under age 6 with working parents. That’s seven kids for each slot—assuming the programs were able to operate at full capacity. The Life360 Preschool hopes to alleviate some of this stress. As part of the Life360 Resource Center in Monett, the preschool offers affordable child care centered around the concept of family support. With an on-site family coordinator, parents get help with things like bedtime routines and vacation budgets.

Parents are required to work volunteer hours at the preschool, and although Life360 strives to keep costs low, there are fees. This structure reflects the organization’s philosophy that “everyone needs to contribute to the community,”

I CHILD CARE

PHOTOS BY LEAH STIEFERMANN, BRANDON ALMS

According to nonprofit Child Care Aware of Missouri (CCAMO), our state has lost 11,628 child care slots since the beginning of the COVID-19 pandemic. This loss is apparent in the anxiety of working parents. But while the need for child care feels acute at this moment, it’s been building for a long time.

That’s the reason Robert Low, president and founder of Prime, Inc., created the Prime Kids Learning Center 23 years ago. In this in-house daycare facility, kids of Prime employees interact in the gym, classrooms and outdoor play space. The company cafeteria brings them breakfast, lunch and afternoon snacks each day. On-site medical care and security set parents’ minds at ease.

Employees who utilize the Learning Center pay a weekly fee that’s in line with the cost of other 417-land daycare programs. It offers extended hours—kids can arrive as early as 6 a.m. and stay as late as 6:30 p.m. for no

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Parents don’t have to worry about bringing lunch or anything.

It’s all provided here at Prime.”

ANNA MESSICK, DIRECTOR OF THE PRIME KIDS LEARNING CENTER

Every family is different and has different needs.”

CHRISTINA FORD, FOUNDER OF KIDS INN

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2 MENTAL HEALTH

More than 20% of U.S. adults report experiencing “high levels of psychological distress,” according to the Pew Research Center. In Greene County, this translates to roughly 47,000 people, which means every business likely includes employees who’d say they’re in distress.

Of course, you might not know that someone’s feeling this degree of stress, which is why Dr. Shelly Farnan-Moore of Burrell Behavioral Health says it’s critical to make mental health central to workplace culture. With Burrell’s Be Well Community, Farnan-Moore says she hopes

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Now the sign of a leader is: How much am I willing to understand those I lead?”

Supporting Mental Health in the Workplace Tips from Dr. Shelly Farnan-Moore of Burrell Behavioral Health

DR. SHELLY FARNAN-MOORE, VICE PRESIDENT OF BE WELL INITIATIVES AT BURRELL BEHAVIORAL HEALTH

Make it a priority. Shift the culture so that supporting brain health is as natural as supporting other health needs.

Schedule ongoing training. “Our business outcomes are directly affected by the brain health of our employees,” Farnan-Moore says.

Take care of yourself.

Leaders often ask Burrell to care for their teams.

Once Burrell begins working with a company, Farnan-Moore says: “The first person who realizes how much they’ve been holding in is always the leader, the owner.”

Looking for expertise?

Reach out to Burrell Behavioral Health’s Be Well Community at 417-761-5000.

we’ll “change our entire culture so that it’s not ‘if we need brain health supports.’ We all have a brain and will all need brain health supports.”

Through the Be Well Community, organizations can arrange virtual or in-person sessions with Burrell experts. Farnan-Moore says this isn’t only about employee welfare; it’s good for the bottom line.

“Historically, successful leaders were smart, had grit and were business savvy,” she says. “We went to work and we kept work separate from life.

Now, our incoming employees are expecting something different. Now the sign of a leader is: How much am I willing to understand those that I lead?”

3 TRANSPORTATION

In the wake of the pandemic, Community Foundation of the Ozarks (CFO) sought ways it might help workers who were struggling to thrive in the labor market. CFO zeroed in on transportation because of stories like this one: “One person typically worked four days a week at a medical center [in Springfield], and was willing to work one day a week in Ozark to get extra hours,” says CFO President Brian Fogle. “She didn’t have a driver’s license and had to take a cab. It was $17.60 each way to get back and forth. That ate up [the pay] from two of the eight hours she was working.”

To help with costs like these, CFO launched the Let’s Get to Work Fund in December. At its launch, the fund had $382,000 to distribute to organizations that could help workers with transportation expenses. It’s now received more than $600,000 in total gifts. In addition to partnering with nonprofits, CFO has collaborated with the Small Business Development Center (SBDC) to help employers access funds on behalf of their employees. Jen Johnson, chief of staff of the Springfield Area Chamber of Commerce, is part of the team that administered the SBDC funds.

She says the SBDC administered two rounds of $30,000 grants. Johnson recommends that, in the short term, employers direct workers who need this funding to the nonprofits listed at cfozarks.org/transportation.

“The rapid response indicates that the need is deeper and more complex than I realized,” Johnson says.

Dive Deeper For more on navigating the odyssey of the labor market, visit biz417.com/hiddenworker.

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PHOTO BY BRANDON ALMS

according to Jeremy Hahn, executive vice president of Life360 Community Services.

The organization is willing to help out with these costs through programs like “back to work” scholarships, which help parents cover the gap between the day they start a job and need child care and the day they receive their first paycheck.

If a business wants to subsidize child care for an employee, it can fund a specific scholarship.

Like most child care centers, Life360 Preschool prioritizes serving kids who need full-time care. This makes sense; it’s the most efficient way to deploy precious resources and benefit the most people. But where does this leave part-time workers? Or people who have part-time help from a grandparent and need supplementary care? Or people who are willing to work unusual hours or extra shifts—if they can find child care?

Christina Ford hopes Kids Inn, a drop-in center that’s set to open this summer in Springfield, can provide a solution. As she envisioned Kids Inn, Ford drew on her own experience as a mom in Nashville, where she used drop-in care. When her husband became head coach of Missouri State University’s men’s basketball team, she saw the need for something similar in 417-land.

“Every family is different and has different needs,” Ford says. Once parents complete Kids Inn’s brief registration process, they can take advantage of the service whenever they need it.

Spaces will be available on a first-come/firstserved basis. And instead of requiring a weekly or monthly financial commitment, Kids Inn will operate as a “pay as you go” service.

Since Kids Inn will be open until 8 p.m. on weeknights and 10 p.m. on Fridays and Saturdays, Ford hopes it will help parents plug gaps in their child care plans.

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PROFILES | Financial Advisors

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Cameron Duncan, Client Advisor; Jaice Cahill, Client Advisor; Justin Giles, Vice President Client Advisor; Robin Cole, Registered Sales Assistant; Randy Lyons, Senior Vice President Senior Client Advisor

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EVERYWHERE YOU NEED TO BE

PHOTO BY BGSTUDIOS PHOTOGRAPHY

Crista Hogan accepting the 2022 ATHENA Award from the Springfield Area Chamber of Commerce.

CALENDAR

SCENE

60 NETWORK

62 ATHENA Awards Luncheon 63 Springfield Area Chamber of Commerce Annual Meeting

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64 Downtime

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Morning Event

 11:00 a.m.–1 p.m., Wednesday, May 4

SMALL BUSINESS AWARDS Join the Springfield Chamber of Commerce in celebrating local small businesses that are finalists for the 2022 W. Curtis Strube Small Business Award.

Oasis Hotel & Convention Center, 2546 N. Glenstone, Springf ield; visit springf ieldchamber.com or call 417-862-5567 for more information.  7:30–8:30 a.m., Friday, May 6

FIRST FRIDAY COFFEE The Ozark Chamber of Commerce hosts a monthly meet-and-greet for its members.

Drop in for a few minutes or stay the whole hour.

Free for chamber members, Ozark residents and Ozark businesses; location varies each month.

Visit ozarkchamber.com for more information.  5:30–8:30 p.m., Friday, May 7

OZARK COMMUNITY AWARDS BANQUET Join the Ozark Chamber of Commerce and Finley River Community Foundation in recognizing the Citizen of the Year, Chamber Start of the Year, Business of the Year and more. $75 per person, $550 per table; Ozark Community Center (The OC), 1530 W. Jackson St., Ozark.

For more information, visit ozarkchamber.com.  11 a.m.–1 p.m., Tuesday, May 10

NIXA CHAMBER LUNCHEON Join Nixa Area Chamber of Commerce for a recurring luncheon that features a variety of topics. Lunch will be served, and there’s a raffle. $15–25 for members, $30 for guests; The Bridge Church, 308 W. Mount Vernon, Nixa. Visit nixachamber. com for more info.

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 7:30–8:30 a.m., Thursday, May 12

GOOD MORNING, SPRINGFIELD! Knock out some networking before the workday officially begins at the Springfield Area Chamber of Commerce’s monthly breakfast event. $30 for members, $40 for non-members; Second Baptist Church, 3111 E. Battlef ield, Springf ield; register at springf ieldchamber.com; call 417-862-5567 or email addie@springfieldchamber. com for more info.  4–6 p.m., Thursday, May 12 BUSINESS AFTER HOURS Mix and mingle with Springfield Area Chamber of Commerce members at this casual monthly happy hour held at locations around Springfield. Come for food, drink specials, door prizes and lots of connections.

Los Cabos, 4109 S. National, Springf ield; register at springf ieldchamber.com; call 417-862-5567 or email parker@springf ieldchamber. com for more information.  11 a.m.–1 p.m., Wednesday, May 18

HEALTH CARE OUTLOOK Join the Springfield Chamber, Small Business Development Center and industry leaders to discuss health care in the Springfield Region and what is on the horizon for the health care community.

DoubleTree by Hilton, 2431 N. Glenstone Ave, Springf ield; register at springf ieldchamber.com; call 417-862-5567 or email rachael@ springf ieldchamber.com for more information.  11:30 a.m.–1 p.m., Thursday, May 26

GOOD AFTERNOON OZARK NETWORKING LUNCHEON Good Afternoon Ozark is a monthly Ozark Chamber of Commerce membership luncheon. Members and guests

Lunch Event

are invited to network, get caught up on upcoming events, enjoy a delicious catered lunch and hear from fellow Chamber members about issues that affect the business community. $12–17 for members, $20 for non-members, Ozark Community Center (The OC), 1530 W. Jackson St., Ozark. For more information, visit ozarkchamber.com.  11:30 a.m.–1 p.m., Wednesday, June 1

MAXIMIZE YOUR MEMBERSHIP Learn how to best utilize a membership with the Springfield Area Chamber of Commerce and all the opportunities and benefits available to members. The meeting will allow members to meet new contacts and learn how to connect with the Chamber’s following online as well.

Free for members; Springf ield Area Chamber of Commerce, 202 S. John Q. Hammons Parkway, Springf ield; visit springf ieldchamber.com or call 417-862-5567 for more info.  7:30–8:30 a.m., Thursday, June 2

GOOD MORNING, SPRINGFIELD! Knock out some networking before the workday officially begins at the Springfield Area Chamber of Commerce’s monthly breakfast event. $30 for members, $40 for non-members; Evangel University Chapel, 1111 N. Glenstone, Springf ield; call 417-862-5567 or email addie@springfieldchamber. com for more information.

 7:30–8:30 a.m., Friday, June 3

FIRST FRIDAY COFFEE The Ozark Chamber of Commerce hosts a monthly meet-and-greet for its members.

Drop in for a few minutes or stay the whole hour.

Free for chamber members,

All Day

Evening Event

Ozark residents and Ozark businesses; location varies each month. Visit ozarkchamber.com for more information.  4–6 p.m., Thursday, June 9 BUSINESS AFTER HOURS Mix and mingle with Springfield Area Chamber of Commerce members at this casual monthly happy hour held at locations around Springfield. Come for food, drink specials, door prizes and lots of connections.

Anderson Engineering, 3213 S. West Bypass, Springfield; register at springfieldchamber.com; call 417-862-5567 or email parker@ springfieldchamber.com for more information.  11 a.m.–1 p.m., Tuesday, June 14

NIXA CHAMBER LUNCHEON Join Nixa Area Chamber of Commerce for a recurring luncheon that features a variety of topics. Lunch will be served, and there’s a raffle. $15–25 for members, $30 for guests; The Bridge Church, 308 W. Mount Vernon, Nixa. Visit nixachamber. com for more info.  11:30 a.m.–1 p.m., Thursday, June 23

GOOD AFTERNOON OZARK NETWORKING LUNCHEON Good Afternoon Ozark is a monthly Ozark Chamber of Commerce membership luncheon. Members and guests are invited to network, get caught up on upcoming events, enjoy a delicious catered lunch and hear from fellow Chamber members about issues that affect the business community. $12–17 for members, $20 for non-members, Ozark Community Center (The OC), 1530 W. Jackson St., Ozark. For more information, visit ozarkchamber.com.

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JULY 14, 2022 | 11:30 A.M .–6 P.M. OASIS HOTEL & CONVENTION CENTER LADIESWHOLAUNCH.BIZ417.COM

Works In Progress: Stories Of Radical Candor And Finding Your Leadership Style MELISSA BARNES | VP of Twitter Canada & Latin America Presented by Husch Blackwell

Women Who Mean Business Panel KESHA ALEXANDER | MARY SCHRAG JUDY THOMPSON | KATIE TOWNS Presented by Mercy

Hustle Hour: A Speed Networking Session MODERATED BY KRYSTAL CREACH Presented by BKD CPAs & Advisors

The Power Of Fun: How To Feel Alive Again CATHERINE PRICE | Keynote Speaker Presented by Volt Credit Union

[THE SCENE]

ATHENA Awards Luncheon

The ATHENA Award honors women who are devoted to the community and professional excellence. This year’s ATHENA Award recipient was Crista Hogan, with the 2022 Virginia Fry Rising Star Award going to Rachel Anderson.

Date: March 10 | Host Organization: Springfield Area Chamber of Commerce | Location: White River Conference Center Website: Springfieldchamber.com

Abe McGull, Crista Hogan, Wendy Doyle

Jessica Gilmore, Gabe Martin

PHOTOS BY BGSTUDIOS PHOTOGRAPHY

Nancy Riggs, Tara Horton

Lisa Bakerink, Diana Tyndall, Lexy Saner

PHOTO BY TK PHOTGRAPHER

Ashley Norgard, Rachel Anderson, Jessica Harmison-Olson, Brandy Harris

[THE SCENE]

Springfield Area Chamber of Commerce Annual Meeting

The Springfield Area Chamber of Commerce’s annual meeting began with a reception followed by dinner and programming. This event allowed community members to look back on the past year and make plans for moving forward.

Date: March 22 | Host Organization: Springfield Area Chamber of Commerce | Location: Oasis Hotel & Convention Center Website: Springfieldchamber.com

Anya O’Reilly, Gary Leonard

Outgoing Chamber Chairman Logan Aguirre addressing the crowd.

PHOTOS BY RYAN KOWALSKI

Mary and Jeff Schrag

PHOTO BY TK PHOTGRAPHER

Samantha Metzger, Chase Seiller, Deborah Peana, Jill Wiggins, Regan Rowland

Anjanette LaBellarte-Gilbert, Paul & Carol Reinert, Regina Waters

PHOTO COURTESY CLIF SMART

DOWNTIME

KICKING BACK

Missouri State University President Clif Smart isn’t shy about supporting musical entertainment in 417-land. When the Broadway tour of Kinky Boots arrived at Juanita K. Hammons Hall, he even tried on the show’s iconic footwear. Smart enjoys seeing the musicals, concerts and speakers that make stops on their tours at Hammons Hall. “I enjoy going with friends, we typically go with other folks so it kind of becomes a whole evening,” Smart says. “You have to take breaks from work to be able to be efficient and productive.” Smart enjoys a wide variety of live music and shows, everything from opera to rock. “We’re big fans of all versions of live music,” Smart says.—Jo Jolliff

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May/June 2022

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