NKY Business Journal | March/April 2023

MAGAZINE OF NKY CHAMBER

NAVIGATING NORTHERN KENTUCKY'S TALENT PIPELINE

MARCH/APRIL 2023

P. 8 DEI: FROST BROWN TODD

P. 14 THE DEMOGRAPHIC DROUGHT

P. 18 SMALL BUSINESS SPOTLIGHT: JUNK KING

THE BATTLE FOR TALENT CONTINUES TO BE ONE OF THE TOP priorities for employers throughout the U.S. and in Northern Kentucky. Older adults are working more than in the recent past and work/life balance, corporate responsibility, diversity and inclusion are influencing prospective employees’ decisions regarding where they invest. As someone who has worked in large multinational corporations and small businesses in different parts of the U.S. and abroad, I can tell you firsthand that the search for top talent is expanding into an international one as well. Talent attraction and retention are no longer buzzwords but are essential to the future success of businesses of all sizes. So, the question is, what more can we do to enhance and promote talent attraction and retention in our community? This is a key imperative for the NKY Chamber. Not only is it important to advocate and promote the NKY Metro as a great place to live, work, play, learn and give back, but we must also develop and attract talent in our community so employers consider the NKY Metro as a future location for investment.

In this issue, you will find several feature articles highlighting various aspects of our efforts to help Northern Kentucky win the talent and attraction battle. In this issue, we will feature many of our region’s leading voices on said topics. Based on the efforts of these dynamic individuals and others throughout our region, I am convinced we are well on our way to setting NKY up for success in the coming years.

Our cover feature on NaviGo showcases how the company is working to bolster both our current and future workforce with not only the skills needed to fill immediate needs but to create sustainable careers as well. Their work complements our features on “The Demographic Drought” and “Filling the Talent Pipeline” which tackle the reasons why companies are having issues finding talent and what is being done to address them.

Additionally, Dr. Angela Crawford’s discussion on the importance of leveraging the strength of generational differences is quite timely with so many generations making up today’s workforce. Our small business spotlight on Junk King reveals just how important culture is to a business’s success and stability no matter its size or industry. Likewise, our conversation with Frost Brown Todd’s Chief Diversity Officer, Christopher Johnson, uncovers the ways in which diversity, equity and inclusion can factor into all these aspects.

Rounding out this issue, we will dive into why people leave organizations, Kentucky’s changes to unemployment benefits and Northern Kentucky Tri-ED’s new Atlas database that will showcase the value to employers who keep their talent. It’s a jam-packed issue that reflects the region that has inspired it.

I hope you find inspiration and encouragement as you continue building your business in Northern Kentucky. Let this issue be your guide to ensuring your businesses find, develop, and retain the necessary capabilities for your organization to excel not only this year, but well into the future. NKY

JOHN HAWKINS

Chair, NKY Chamber

President & CEO, MPI Consulting

Closing the Generational Gap

Leveraging the strengths of generational differences in the workplace

By Tabari McCoy , Scooter Media

LONG BEFORE DR. ANGELA

Crawford, Chief Marketing Officer and Consulting Partner with Leadership Excelleration, began helping organizations develop cultures where people from all generations thrive, she was an intern at a telecommunications company. The lesson she learned after one particularly memorable meeting has stayed with her to this day.

“It was in the 90's, and I was asked to take notes during a meeting where senior leaders were discussing whether to invest in cell phones or continue their current path of growing their success with pay phones," Dr. Crawford recalls. “Ultimately, the decision was made not to invest too much in this ‘cell phone thing’ because the mentality was ‘Who would want to carry a phone around with you?’ At that moment – and there’s always a turning moment – I promised myself that when I became the age of most of those people in that room, I would always ask the youngest people in the room what they think and also remember that even the steadiest streams of revenue can disappear through innovation.”

Now with more generations working together than ever before, she has a message for companies that might dismiss what someone thinks simply because of their age: Think again.

TALKING ABOUT MY GENERATION

Dr. Crawford has spent more than 20 years working in senior-level roles and consulting with Fortune 500 companies. She additionally spent six years in higher education prior to joining Leadership Excelleration, where she consults with organizations in various areas of marketing, leadership and workplace culture.

Approximately 8.9 million – that’s the number of people age 75+ that the Bureau of Labor Statistics projects will enter the U.S. workforce between 2020 and 2030 – a jump of 96.5%. Likewise, a Pew Research Center analysis found that more than six million teens (36.6%) had a paying job for at least part of the summer of 2021, the highest rate since 2008. These numbers reflect a fact many employers know to be true: More generations are working together than ever before, presenting a potential problem for conflict among them.

Noting that generational conflict is a big issue, she says leveraging workers of different generations successfully begins with examining what creates biases in today’s workplace.

"Unfortunately, hearing things like ‘Oh, millennials are like this’ or ‘Gen Z, they don’t want to work,’ these types of bias are reinforcing stereotypes … I was reading where an executive said, ‘We’re telling everyone they must come back to the office no matter what,’” Dr. Crawford says. “The younger generations are going to say, ‘Why? Why should I come to work and sit in my office all day on Teams calls?’ because their view of autonomy and power structures are typically different from other generations. A lot of that is due to the modern parental relationship being more of a partnership than a top-down hierarchy in many families and cultures. If you think about it, their questions make sense because they are not constrained by how and where work has always been done in the past.”

While learning how to manage these differences in viewpoints can be recognized and handled via professional development and coaching, the danger of not addressing these issues goes beyond potential legal action that happens when age

discrimination occurs against older workers.

“If you are not leveraging the strength of your entire workforce, you will also miss opportunities to innovate and meet the needs of diverse markets,” she says, noting many people leave companies where they don’t feel like they fit the culture as they see their careers sidelined or feel pushed out as they near retirement, which is detrimental considering that companies need people from all age demographics.

WORDS OF WISDOM

Dr. Crawford says that research is split on how much life stage, versus age, impacts our views of work, so focusing on life stage is also important to resolve generational workplace issues. She adds that “When I graduated college and started my career my priorities were different from when my children were young and even now that they are grown. Every team member we hire has a unique journey and we need to respect and honor them at each of their life stages. By providing flexible work arrangements and cultures where there is a sense of belonging for people of every age and background, we can leverage the strengths of each person.”

Changing people’s ways of thinking, she says, can change lives, regardless of how young or old they may be.

“I once received a thank you email that touched me. It said, ‘Thank you so much for the session you did because my boss is now asking my opinion, and he hasn't done that before,’” she recalls. “The woman who wrote it had just graduated from college and said her boss attended one of my sessions. That's what I love about my work. I get to develop leaders at every level and industry to help them bring out the best in themselves and create cultures where everyone gets a chance to be their best.”

The Case for Diversity, Equity & Inclusion

By Tabari McCoy , Scooter Media

THE GOOD NEWS, ACCORDING TO CHRISTOPHER

Johnson, the Northern Kentucky region has a reputation for being more progressive with its approaches and adoption of DEI practices than the rest of the Commonwealth. But there is still plenty of room to improve.

“I've seen what exists in and around the entirety of the state, and the Northern Kentucky Metro region should be proud of itself,” Johnson, the Chief Diversity Officer for Frost Brown Todd (FBT Law)’s offices nationwide, says. “That said, I will be direct in saying the state of Kentucky certainly could stand to be more progressive when it comes to thinking broadly about DEI, what it means for the future of the workforce and how it touches the businesses and people that we serve. Northern Kentucky is farther along, sure, but that certainly doesn't mean that the work is done; there is a lot of work to do.”

Now, he is committed to doing the work to bring about change to the workplace and hopes more companies throughout Greater Cincinnati and Northern Kentucky follow suit.

SETTING A STANDARD

Recently merging with California-based firm AlvaradoSmith, FBT Law is one of the nation’s largest law firms with 17 locations across nine states, including its West Chester, Downtown Cincinnati and Florence offices. DEI is a longstanding fixture of the firm’s culture, a fact which helped Johnson – who has worked in similar roles for Fortune 50 Humana and in public service for the Commonwealth of Kentucky – join the company in his current role. With a portfolio that includes strategy advancement, community outreach as well as teaching and curriculum development/design, Johnson works across FBT to develop policies and practices to advance an inclusive culture, improve the client value proposition and of course, ensure representation within the firm is reflective of the people and communities it serves

Many of FBT Law’s DEI initiatives are directly tied to talent attraction and retention. Examples of such include its Diversity Scholarship Fund and Bernard McKay Award of Excellence for LGBT Scholars, as well as its participation in four regional job diversity fairs to solicit candidates. Additionally, participating and active members and supporters of groups such as the Greater Cincinnati Minority Counsel Program and the Association of Law Firm Diversity Professionals, the firm also uses a structured panel interviewing system to safeguard against hiring process bias.

Frost Brown Todd Chief Diversity Officer Christopher Johnson discusses the growing importance of integrating DEI in the workplace

“FBT Law recognized there was a need to modernize and connect our DEI strategy directly to the kinds of data that are available to us; we cannot make certain initiatives and create certain efforts simply for the sake of creating them, but we must implement them based on what the data tells us,” he says. “By taking the position that we must spread the responsibility for these efforts to ensure those people in leadership roles –decision makers – are more intricately involved in these efforts, we've helped them embrace DEI and done more to help it to be sustainable and scalable across all (our) offices in all the communities that we serve.”

THE BUSINESS OF DIVERSITY

While internal reactions have been the most immediate way to know the initiatives are working (“Many of our teammates have responded favorably to what we’re trying to do,” he notes), Johnson says the current talent battle necessitates them, which is why he rejects the notion that DEI is a niche in which only Fortune 500 companies can afford to invest. With so many companies in need of talent, limiting your talent pool only limits your workforce.

He says there are three simple ways a company struggling with DEI initiatives can work to improve its efforts. Establishing clear, measurable and communicable goals is the first step. “You've got to be clear about what it is you're trying to do and what it is that you're trying to solve,” he says.

Next, an organization must be in alignment from its leadership down, harkening back to the firm-wide accountability Johnson says has been key to FBT Law’s own DEI programs. Lastly, using data to guide decisions helps to remove subjectivity

from the process and prevents rumblings both internally and externally that a company is only paying lip service to its initiatives.

Simply put, a company must “Walk the talk.”

“This work cannot just be about checking a box, compliance or trying to sound as though you are living up to what it is that people want,” he says. “This work must be integrated into the very fabric of whatever it is that you do, no matter what line of business that you're in.”

JUSTICE FOR ALL

Johnson says the Northern Kentucky business community is still behind in terms of how to integrate DEI into best practices, the way people experience work and how that translates to the community at large. That, however, is not unique to the region as he notes it remains an issue nationwide.

His experiences here are why he is confident the Northern Kentucky Metro’s commitment is trending in the right direction.

“There are several reasons for this, including COVID and the Great Resignation, but also the issues leading to social unrest and that have made plain still existing racial and structural inequities. People have begun demanding that workplaces embrace principles of inclusion, belonging and a true appreciation for diversity that are going to help lead us to a greater, broader and brighter future,” he says. “People are no longer tolerating some of the things that for years were overlooked or not prioritized; they're rightfully expecting that the workplaces they serve are going to serve their interests. That gives me hope because these expectations are in some ways a clear link to good DEI work; we're well on our way.”

"This work cannot just be about checking a box, compliance or trying to sound as though you are living up to what it is that people want. This work must be integrated into the very fabric of whatever it is that you do, no matter what line of business that you're in."

- Christopher Johnson

PICTURED: Christiopher Johnson addresses the audience at the 2022 Women's Initiative Regional Summit, as part of panel discussion "A Bridge to Belonging," with Bonnie Meyer, PhD, Alicia Miller and moderator Sharon Fusco.

Northern Kentucky Atlas Serves as Data Resource for Region

By David McAleese , NKY Tri-ED

MORE THAN 200 UNIQUE DATA VARIABLES ARE AVAILABLE ON THE Northern Kentucky Atlas, a community-accessible data platform launched by Northern Kentucky Tri-ED in late 2022.

This tool provides users with a wealth of information for Boone, Kenton, and Campbell counties.

The Atlas was developed out of a desire to make data free and easily available to the community with the goal of providing a baseline benchmark that allows us to highlight our region’s strengths while also bringing attention to some of the challenges we face. Over time, the tool will enable us to track progress around key metrics that reflect our goal of prosperity for all Northern Kentucky residents.

The platform enables us to collect, analyze and disseminate data to the community, while also putting that power in the hands of individual users.

We have enjoyed strong economic growth in Northern Kentucky in recent years. However, as we look toward the future, maintaining this momentum will become more challenging as resources such as land and talent become increasingly scarce. As Tri-ED Research Director, I believe it is important to utilize data to help better understand the factors that have the potential to disrupt or hinder our economic vitality.

We can’t begin to address problems in our community, or celebrate our successes, without this understanding, as well as aligning with community leaders and other key stakeholders on what our priorities should be. The Atlas can help pinpoint areas in the community where we may be at risk of leaving segments of our community behind as our economy grows.

Users of the Atlas can explore data across eight categories: demographics, infrastructure, quality of life, education, economics, health, housing, and workforce. Each of these categories include detailed topics that provide data on socioeconomics, demographics, environmental factors, health behaviors and outcomes, and more.

With its mapping and visualization functions, most data measurements can be viewed spatially at the county, municipality, zip code, and census tract levels, allowing us to better understand differences between places and geographies across the Northern Kentucky region.

Not only will this dashboard allow leaders to gain important insights into their communities, areas in Northern Kentucky can also be compared to one another, the overall Cincinnati metropolitan area, or an additional 12 “peer” metropolitan areas, such as Pittsburgh or Memphis. These peer metro areas are generally those with which Northern Kentucky often competes for economic development projects, but are also similar to Northern Kentucky in demographic composition and population size.

We worked with the Chicago-based company Metopio to create the Atlas. Metopio COO Angie Grover said they included topics that they believe will be interesting and valuable to the whole community. Each data set is curated from publicly available sources, which are referenced on the dashboard.

“Data-informed community decision-making” is one of four key initiatives developed by Tri-ED, with public and private sector input, as part of our Build + Elevate NKY campaign. “Making data publicly available by developing a dashboard on an open, interactive website” was one of three actions listed for this initiative.

The Atlas dashboard can be found at atlas.northernkentuckyusa.com.

WE WANT YOU TO BE YOU.

We have long believed in the power that diverse perspectives bring to our business. That’s why we are committed to nurturing a workplace where our associates feel a sense of belonging, so they can best serve our customers.

At Fidelity, you’ll find endless opportunities to build a meaningful career that positively impacts peoples’ lives, including yours.

We invite you to bring your unique viewpoints and experiences to a career at Fidelity.

Find your Fidelity at FidelityCareers.com.

The Bucks (Don't) Stop Here

What Employers Need to Know About Changes to Kentucky’s Unemployment Benefits

CHANGES MADE TO THE STATE’S UNEMPLOYMENT insurance (UI) program by the Kentucky General Assembly went into effect on January 1, 2023. The changes to the state’s UI program are significant, one of the most important involving work search requirements being met to avoid negatively impacting benefit eligibility.

Under the new law, Kentuckians will only be eligible for 12 weeks of UI, a vast reduction from the 26 weeks of benefits available before the passage of HB 4. This will remain in effect at least until July regardless of any rise or decrease in unemployment rates. Likewise, according to KYPolicy.org, a change to the types of jobs UI claimants must take under HB 4 can reduce benefits to as few as just six weeks. (A complete list of details regarding the changes to work search requirements as well as rights and responsibilities when claiming UI benefits can be found online at kcc.ky.gov/career/Pages/2023-UIChanges.aspx.)

Kentucky’s new Work Share Program, however, seeks to help companies and their employees offset the difficulties often associated with loss of employment. The program seeks to avoid financial downturns and avoid layoffs through the temporary usage of UI benefits to supplement pay for employees whose hours have been reduced by 10 to 40%. This gives employees the opportunity to keep their jobs and employers can preserve their skilled workforce members.

Businesses must comply with a state-approved plan allowing employers to reduce hours of qualified workers who will then receive both wages and UI benefits via the Work Share Program. A Work Share Program can be in effect for a maximum of one year (12 months); employees can choose to not participate in the program, which also does not subsidize seasonal employers in their respective off-seasons.

To find out more about the Work Share Program, visit www.kcc.ky.gov. Questions can also be directed to Nancy Spivey, Vice President of Talent Strategies for the NKY Chamber at (859) 426-3654 or by emailing nspivey@ nkychamber.com. NKY

Staff Contribution

The Demographic Drought: Looking For Workers Who Are Hard To Find

By Ron Hetrick & Tim Hatton; Presented by Dustin Lester, MPA , Vice President of Consulting, Lightcast, at the October 2022 Eggs N' Issues

POPULATIONS ARE AGING AND TALENT pools are shrinking. The same trends that have led to “Help Wanted” signs all over Northern Kentucky are happening nationwide and around the world. The current labor shortage is both unprecedented and systemic. The lack of workers is partly due to short-term trends in how we approach work, but really, it’s a long-term wave that’s finally cresting: a “demographic drought.”

The number of American workers skyrocketed in the late 20th century as the baby boomers entered the workforce, but as they’ve reached retirement age in the 21st century, no other generation has been large enough to take their place.

But that’s just part of the problem: labor force participation has dropped for prime-age workers, as well. The number of people has continued to grow, but the number of workers has not grown along with it. To match pre-pandemic participation levels, we would need 2.7 million workers to rejoin the labor force.

In 2022, the number of job openings peaked at over 12 million before starting a slow downward trend to roughly 10 million—43% more than in February 2020. At the same time, the unemployment rate has hovered near its record low of 3.5%. The labor market has eased since its peak last summer, and will likely continue to slowly cool, but it remains true that almost everyone who wants a job today can find one, while employers are still in desperate need of workers.

So how do we bridge the gap?

First and foremost, we need to re-engage people on the sidelines. When someone is neither working nor looking for work, it’s either because something has prevented them from working or because they’ve found that it’s not worth their while to join the labor force.

Employers can take steps to address those concerns: remote and flexible work can create more opportunities for workers with children, disabilities, or any other factor that might keep them from keeping a standard 9-to-5 schedule. Flexibility and additional training can also attract recent retirees, which can have an especially significant impact based on how large the aging boomer population is. Expanded benefits like childcare and other accommodations would have a huge impact on attracting disengaged individuals to the workplace, as well.

Conventional factors that draw workers to jobs will continue to be effective, too. High quit rates over the past few years have shown that workers are more willing than ever to leave their jobs for better opportunities, whether that’s increased pay, a better work-life balance, or a clearer path to growth and promotion. Workers have shown their willingness to move, so the only question is whether they move away from your organization or into it.

By 2034, older adults will outnumber children for the first time in US history. It’s nobody’s fault that demographics have shifted so dramatically, but it’s everybody’s problem.

The war for talent used to only concern those looking for high-end IT or engineering workers, but now it’s settled on the front porch of main street America. Everyone will need an intentional strategy, and more than a sign in the window, to grow their labor force—whether that’s by expanding opportunities for those on the sidelines or offering more advantages for those already working. Employers need to be proactive, creative, and data-oriented to keep on track and stay ahead of the curve in the demographic drought. NKY

https://lightcast.io/ .

Dustin Lester leads a diverse team of consultants and analysts to apply Lightcast data to innovative and measurable solutions for workforce and economic development organizations, public sector entities, foundations, and real estate firms. His background in workforce and economic development includes both practitioner and consulting roles including Northern Kentucky Tri-ED and REDI Cincinnati. Dustin received his master of public administration from Northern Kentucky University and a bachelor of science in technology from Bowling Green State University.

"In my 30 years working in hotels I have learned the importance in building a culture that bolsters employee morale. Employee retention is key. You win with people. If you take care of your associates - your associates will take care of your customer. Clean rooms and friendly service is what we're all about! We have an experienced staff that can ensure our guests' 100% satisfaction" - Mick Douthat, General Manager

Pictured left to right (with years of service at Hampton Inn Florence): Tina Elswick - Exec. Housekeeper - 26 years Tim Harmon - Asst. General Manager - 10 years | Tammy Nunnally - Front Desk Associate - 18 years | Mick Douthat - General Manager Caitlin Depenbrock - Director of Sales - 5 years | Betty Abercrombe - Housekeeper - 16 years | Lowell Bailey - Chief Engineer - 10 years

Junk King

Local franchisee bringing treasure to workplace culture, customers

By Tabari McCoy , Scooter Media

“JUNK.”

The word rarely has positive connotations associated with it and Jack Brendamour, Chief Executive Officer and co-owner, Junk King Cincinnati, Dayton and Louisville, is acutely aware of this.

In fact, it almost trashed (pun intended) his current career before it ever got started.

“I met the guy who started Junk King and I initially didn’t want to work here because the words ‘Junk King’ –there just didn’t seem to be anything attractive about that. I used to hesitate when I told people I worked at Junk King. Now, I hold such pride,” Brendamour recalls of his meeting with Pete McCreary, the man who originally co-owned Junk King’s Greater Cincinnati/Northern Kentucky franchises before passing away in 2015. “Now, when I walk into a restaurant or store and anyone who knows anything about us sees ‘Junk King,’ they say, ‘I love Junk King!’ It’s not uncommon for them to share a story about how we’ve helped them or someone they know… that's how we're overcoming negative associations with the term ‘junk.’ We're doing what's right, and good people support good businesses.”

… ANOTHER MAN’S TREASURE

Specializing in fast, safe and environmentally friendly disposal of furniture, electronics and more, junk is a great business for Brendamour, who, along with Judy McCreary, co-owns Junk King’s Covington, Milford, Sharonville, Louisville and Dayton, Ohio franchises. Gaining his co-ownership role in 2018, Brendamour has seen the company grow substantially in recent years and not just in terms of its profits.

As noted in the company’s 2022 Impact Report (see sidebar), Junk King was awarded the Better Business Bureau’s Torch Award for Ethics, given to those who demonstrate “an outstanding commitment to integrity and ethical practices.” In addition, the company was a finalist for the Gems of Excellence Regional Business of the Year Award by the Mason Deerfield Chamber of Commerce, Brendamour himself a finalist for Ernst & Young’s Entrepreneur of the Year.

The company wouldn’t enjoy such success, of course, without the talent of a strong, vibrant and dedicated workforce.

“Our culture is the best thing about our business,” Brendamour says proudly. “We really have amazing employees. We're able to coach them not just how to be better employees, but better members of the community, better stewards of the environment and just grow them professionally.”

Brendamour points to the company’s open-door policy as one example of Junk King’s culture, which invites employees to discuss everything from safety programs and internal job opportunities to

understanding finances, benefits, retirement and more. Likewise, the company allows employees to set their own schedules, a practice Brendamour says helps employees working a second job, that are in school and/or dealing with childcare issues.

Brendamour says making sure employees know they are valued is key to the company’s success.

“If you compensate your employees well and have good benefits, that's a necessity to get great talent. But it's the culture aspect of treating them right and caring about them that makes them want to refer the people they know to work for you, too,” he says. “We’ve been very blessed as so many companies have struggled with retention and getting employees, and almost all of our employees have come from internal referrals.”

Being open to ways to improve, he says, helps as well.

“We have anonymous feedback – posters in different places where you can scan a QR code and send an email directly to me without me knowing who it is,” Brendamour notes. “We aren't perfect, and we try to constantly evolve; we talk about it as a leadership team, and we make sure our employees’ voices are heard.”

A CHRISTMAS STORY

To truly understand why he and so many others like working for Junk King, Brendamour shares a heartwarming story of a woman he met a few years back.

The woman was living in her car with three children before Operation Give Back, one of the 50+ local nonprofit organizations with whom Junk King partners, was able to find her family an apartment. Junk King was contacted to see if they could assist in providing the family with essentials. The company provided mattresses, furniture and cookware among other items. With it being two weeks until Christmas, Brendamour says he asked the woman a simple question: “Do you have a Christmas tree?”

Her answer, he says, sums up why one person’s junk can truly be another person’s treasure – and his company is always happy to provide.

“We get a lot of Christmas trees when people downsize, and we were able to provide her a Christmas tree; she just started crying,” Brendamour recalls. “She said ‘Never in my life have I had a Christmas tree or expected my children to have one, and Junk King just made me feel human again for the first time in so long.’ It's stories like that, that drives the culture that we have and the wonderful customers that support our business.” NKY

AT A GLANCE

Number of Locations: 100+ locally owned franchises in the United States and Canada, five of which call the Tri-State area home in Milford, Covington, Sharonville (its local headquarters) as well as Dayton, Ohio and Louisville.

Number of Local Employees: Approximately 70

History: Founded in 2005 by two friends in San Carlos, California, Junk King is the No. 1-rated junk removal service in North America. The Junk King franchise was acquired by Neighborly Brands in November 2022. Neighborly has more than 30 home services among its family of businesses.

Notable 2022 Local Achievements: Receiving its 513Green Certification by Hamilton County R3Source, Junk King also received a grant from the organization for a Styrofoam densifier, which produces a 60-1 ratio brick that is recyclable. The Styrofoam densifier makes Junk King one of the few recycling processors of that material (which does not decompose on its own) in the Greater Cincinnati area.

This is in addition to the company’s diversion of 430 tons – the weight of five Boeing 747s – from landfills plus sponsorship of, donation to or participation in nine major recycling and 20 nonprofit events. In November 2022, the company began sending items to King’s Treasures (www.facebook.com/ KingsTreasuresCincinnati), its local thrift shop at its Sharonville headquarters that sees a portion of its proceeds each month donated to local nonprofits.

Junk King also provides items to a number of organizations throughout the year, including tens of thousands of dollars worth of books, school supplies and equipment to benefit school children through Side by Side/BLOC Ministries.

junk-king.com

PICTURED: (above) One of Junk King's many annual nonprofit support campaigns, this phopto shows some of their team standing with the hundreds of toys collected and donated to The Boys And Girls Club Of Greater Cincinnati in December 2022. (sidebar) Judy McCreary & Jack Brendamour. Photos provided by Junk King.

Supporting Job Seekers with Disabilities

By Ryan Henson, MRC, CRC , Regional Program Manager – East Central Region Office of Vocational Rehabilitation

GROW NKY’S MISSION IS TO LEVERAGE THE community's full complement of assets to grow, attract, and retain a globally competitive workforce. Its many partners work with businesses of all sizes to address regional workforce challenges, promote diversity, and expand the talent pipeline. Specifically, Pillar 3 is focused on Work-Ready Adults and strives to expand the utilization of regional education, training and support services toward adult work readiness with special attention to underserved individuals.

According to the Centers for Disease Control and Prevention, one adult in four in the United States has a disability. Companies with strong disability inclusion programs have better access to talent and better employee retention. They have the tools they need to help their employees thrive. GROW NKY partner Commonwealth of Kentucky Office of Vocational Rehabilitation is committed to supporting workforce disability inclusiveness in Northern Kentucky.

All Kentuckians with disabilities have an opportunity to be an essential part of the Commonwealth’s workforce and their communities. The mission of the Kentucky Office of Vocational Rehabilitation is to empower Kentuckians with disabilities to maximize independence and economic security through competitive, integrated employment. As a core partner in the Kentucky Career Center, they provide job seekers with disabilities with a thorough assessment and an appropriate offering of services to assist in finding employment. In Northern Kentucky, the agency has offices in Covington and Florence and covers all eight counties in the Northern Kentucky Workforce area.

The agency also works with every high school in Northern Kentucky to provide transitional services from high school into long-term college training, short-term training, or employment. Services offered are for eligible individuals in the program and are specialized based on the unique interests and needs of the individual. In order to receive services, a person must apply and be determined eligible by one of the vocational rehabilitation counselors located in either office in Northern Kentucky. From there, the counselor and individual develop an individualized plan for employment that lists all services the individual will receive to help them gain or maintain employment. The Office of Vocational Rehabilitation also conducts follow-along and follow-up services once employment has been secured.

In addition to assistance with training and targeted job searches, specialized programming such as supported employment, customized employment, and on-the-job training are available. Rehabilitation technology, appropriate job modifications, and assistance with job supports are also available to eligible participants. The Kentucky Office of Vocational Rehabilitation works with community programs and employer partners to provide them with resources needed to support individuals with disabilities. The Office of Vocational Rehabilitation serves individuals who are blind, visually impaired, deaf, or hard of hearing through specially trained counselors to provide job-seeking services as well. If you are an individual with a disability or have limitations preventing you from finding or maintaining employment, please contact either of our offices in Northern Kentucky: In Covington, call 859-2926513 or in Florence, call 859-371-9450. NKY

ESCAPE ROOM

Understanding why people leave organizations

By Tabari McCoy , Scooter Media

“SHOULD I STAY OR SHOULD I GO?’

A famous song by English punk band The Clash, the phrase has also become a familiar refrain among workers nationwide following “The Great Resignation,” a.k.a. the increase in people voluntarily quitting jobs since 2020. As reported by the U.S. Bureau of Labor Statistics in July 2022, the rate of people quitting jobs has reached heights “not seen since the department’s Job Openings and Labor Turnover Survey program in December 2000.” Additionally, the department noted that “the recent quit rates are too high to be explained solely by labor market tightening” and that future research “should also examine whether workers are taking new jobs or leaving the labor force.”

Brenda Cahill, MBA and Senior Solutions Consultant of HSD Metrics, is doing just that. She seeks to help companies throughout Greater Cincinnati and Northern Kentucky mitigate the Great Resignation before it gets any worse.

Cahill is one of the presenters at the NKY Chamber’s 2023 Talent Strategies Symposium this March defragmenting why people leave organizations being her area of expertise. Possessing nearly 30 years of experience in human resources, branding and account management, Cahill specializes in designing surveys, making sense of data and helping organizations make actionable changes.

The Great Resignation, or rather its wake, has HSD Metrics’ services in high demand.

SATISFYING JOB SATISFACTION NEEDS

While it’s no secret many people left jobs during the pandemic, the reasons why they left are what employers should be exploring, according to Cahill.

“The increasing number of obstacles to employee engagement make turnover predictors much more pronounced. Employers have generally benefited from what they believed was an endless supply of workers,” she says. “The model has changed. Workers have more choices. There is increasingly more competition for talent. Employee engagement is not a 'nice to have' or an empty platitude. It is essential for employers if they want to mitigate the cost of losing talent.”

While she says the job market is now settling, the Great Resignation accelerated the top three reasons – compensation, supervision and advancement potential –people are leaving jobs across America’s top 10 industries. They are also key aspects of an “engagement umbrella” that HSD Metrics, with help from the University of Louisville, developed to conduct and analyze surveys to help its clients improve culture and prevent talent loss. Inspired by Maslov’s famous hierarchy of needs, the engagement umbrella examines two levels of factors with compensation, safe working conditions and job stability making up the foundational levels as the basics of job satisfaction.

While some say money can’t buy happiness, Cahill says it most definitely has an impact.

“If compensation is the issue, it is the only issue. If you are paying below market, it will show up in the data. But for most employers, they pay at least at market,” she says. “Employees will say they are leaving for compensation purposes, but what they mean is they won't accept the amount of compensation they are making to work in a difficult workplace.”

Level two of the umbrella examines factors that add an extra layer of engagement among a workforce, including leadership acumen, line of sight and belonging and influence.

"If we give everyone a raise but change nothing else, everyone will feel good about the organization for a few weeks, but it will fade. If we invest in level two factors, change takes longer but it will be more sustainable,” Cahill says. “You will see Generation X, Y and Z being more into this. They want an organization’s values to align with theirs.”

Getting a company’s leadership to commit to using this data to make actionable changes, though, is the next imperative step.

“The challenge after that is ‘how do I pick the top priorities and how do I align the leadership team and CEO to get behind this initiative and trickle it from the top down?” Cahill says. “HR people can only throw so many pizza parties and host so many morale-boosting activities. You need the top leadership team invested.”

SURVEY SAYS

Surveys provide all types of data that can be scrutinized and examined in any number of ways. When they are conducted by employers that workers trust and respect, Cahill says they showcase one universal truth regardless of the survey takers’ history or demographics.

Showing you care is a key component to talent retention.

“I’ll quote HSD Managing Director Adrienne Chiaradonna, ‘Employee engagement is the extent to which employees feel connected and committed to the organization and put extra effort into their work. Employee engagement is not the same as employee satisfaction since an employee can be satisfied with their current employer, but not necessarily committed to going the extra mile for them,’” she says. “If they're not engaged, you can bet they're working at maybe 50, 60% of their full potential … But when you have engagement, and when you try to recruit the right people for your organization, there are proven, profitable results.” NKY

Navigating Northern Kentucky's Talent Pipeline

NaviGo continues decade-long work to help students achieve, aspire to careers

“WHAT DO YOU WANT TO DO WITH YOUR LIFE?”

Answering that question is a challenging task for many students.

According to Gallup’s State of Higher Education 2022 Report, three-fourths of 11,000 students surveyed enrolled in bachelor’s programs and two-thirds of adults pursuing associate degrees considered taking a break from their studies. In addition, 44% of adults not currently enrolled in a degree or certificate program considered doing so in the past two years, further showcasing what many educators and business leaders already know: People are leaving careers they don’t like and/or are not interested in and in some cases, they are not even sure what they should be pursuing as a career.

With 638,236 students enrolled in the Commonwealth’s public schools in 2020-21, according to the Kentucky Department of Education, better navigating college and career options in middle and high school may be critical to the future of Northern Kentucky’s workforce. That’s why one group’s work to ensure the region’s talent pipeline is full of inspired workers thriving in careers best suited to their aptitudes and interests is catching the attention of educators and businesses throughout the region. That organization is NaviGo College and Career Prep Services, a division of Learning Grove, the nonprofit organization determined to make a difference in the lives of as many students and families as possible.

PICTURED: NaviGo Scholars learn about entrepreneurship at NKU from a senior in the program.

Staff Contribution

Role Call

NaviGo empowers middle and high school students to determine their talents, strengths and aptitudes to help them create personalized career plans for their futures. Those plans might include a four-year degree, a two-year degree, a trade school, or immediate entry into the workforce.

“Students may have aptitudes for careers they may not even know exist,” says NaviGo Executive Director, Dr. Kathy Burkhardt. “Allowing students to find out who they are helps them determine what they want to do with their lives. Through career exposure, exploration and industry sector work-based learning experiences, students can figure out what careers match their interests, talents and aptitudes and which ones that don’t.”

Dr. Burkhardt says both are equally important so that students do not waste time and money after high school pursuing a career they later find out they hate.

As they say, this work takes a village and everyone plays a role in helping our youth determine their future plans. NaviGo partners with schools through the Northern Kentucky Cooperative for Educational Services to help provide individualized coaching and work-based learning opportunities and resources to member school districts (which include just about every school district in Northern Kentucky). That partnership helps NaviGo stay informed about student needs while trying to assist schools in the many student-focused college and career efforts they already have in place. Combined with the work of many regional partners and businesses through GROW NKY (Growing Regional Outcomes through Workforce), that creates a powerful collective impact aimed at strengthening the regional workforce pipeline.

The overall goal is to create work-based learning experiences and industry-specific training for high school students that offer viable careers upon graduation. NaviGo NKY College and Career Connector Lorraine O’Moore says this will also reduce Northern Kentucky’s population of “Opportunity Youth,” a national term that applies to the 6,000 Northern Kentuckians ages 16-24 currently not in school or working. O’Moore says her connection with the students is the most rewarding aspect of her role.

John Braden, who facilitates NaviGo Career Services and works directly with opportunity youth students agrees.

“Working with students and helping them make career connections is extremely rewarding,” says Braden. “The work also fits within the framework of goals outlined by GROW NKY, which seeks to leverage the region’s assets to ‘grow, attract and retain a globally competitive workforce.’”

PICTURED: (top) NKU's Jeff Varrone explains a communication activity to the NaviGo Scholars; (middle) Learning Grove Staff: John Braden, Lee Smith, Jennie LaMothe, Lorraine O'Moore & Kathy Burkhardt. (bottom) A Gateway medical student in action, photo provided. All photos by Ben Gastright, unless specified.

The efforts of GROW NKY Partners have also created an online work-based learning platform called MyCareerE3 to assist students in locating career-based learning opportunities provided by businesses in the region.

Jennie LaMothe, NaviGo’s Director of Coaching and Operations, states that YouScience is an indispensable tool in assisting students in the Northern Kentucky region and calls it a game changer for students. The YouScience assessment uncovers students’ aptitudes and then connects their aptitudes and interests to real in-demand careers. “YouScience builds hope by providing students with impactful feedback about their own strengths and aptitudes,” LaMothe says.

Collaborate & Listen

One educator that has seen the value of NaviGo’s programs is Chad D. Molley, Superintendent of ErlangerElsmere Schools. Molley says his district’s middle and high school students use YouScience as part of their individualized learning plans, and juniors and seniors use the MyCareerE3 platform to explore careers via work-based learning opportunities. Smaller groups of students have also used NaviGo’s Career Services program, Molley noting two Lloyd Memorial students who have recently connected with one of the company’s careers coaches and a local business mentor.

“The services provided by NaviGo are an integral part of our GROW NKY Pillar 2 goal that seeks to align and communicate community resources to provide a variety of meaningful opportunities for exposure, exploration, and experience in high-demand workforce sectors including construction, logistics, IT, healthcare and manufacturing and the foundational industries of early childhood and education,” he says. “Through our collaboration with NaviGo we can fulfill our goal and do our part to meet GROW NKY’s mission.”

Lois Post, BSN, RN and Manager of Health Career Programs at the Office of Workforce Development at St. Elizabeth Healthcare, agrees.

“NaviGo has a unique vantage point in that they make direct connections with students and employers in real-time. The organization has a recognized and trusted relationship with the high schools; schools from which we choose students to participate in our healthcare work-based learning programs,” Post says. “NaviGo simultaneously listens to us as an employer, focusing on our evolving workforce needs. The result? Collaboratively, we provide relevant work-based learning programs for students interested in a healthcare pathway while expanding the pipeline to meet our current and future needs.”

Shannon Starkey-Taylor, CEO of NaviGo’s parent company Learning Grove, is extremely proud of the work the company has done. While she acknowledges that NaviGo could operate in its own bubble, she says partnering with schools and businesses is better for all parties involved.

“Although I wasn’t the founder, I humbly say that NaviGo was a gift to the region. If there are people that have not experienced NaviGo and they want that ‘in’ to Northern Kentucky, we are always looking for partners because our impact is made via the partnerships,” she says. “Businesses all need someone to help connect people to them and we serve as that college and career connector. If we continue to honor everyone's role and collaborate, we'll get the outcomes our region desperately needs.”

Making the Grade

NaviGo was founded by Tim Hanner in 2011. Tim retired from NaviGo in 2018, and much like a parent watching their child grow into adulthood, Hanner is “extremely proud” to see all the progress NaviGo has made since its creation. “I urge businesses, schools and parents to check out the work NaviGo is doing because they’re filling a huge need.”

To learn more about NaviGo and how NaviGo services might assist your student, school or business. visit www. navigoprep.org NKY

PICTURED: NaviGo Scholars at a session at Gateway, photo provided

What They're Saying

“NaviGo Scholars is an exciting way that we connect students interested in a particular career path to a local business sponsor in the same career path. We have had hundreds of students participate over the years focusing on career areas like skilled trades, health care, advanced manufacturing, engineering, IT, cyber security and business/entrepreneurship with business partners like Duke Energy, Toyota, St. Elizabeth, NKU and U.S. Bank, just to name a few."

- Larry Tibbs, NaviGo inaugural advisor, training and curriculum developer

“Community and partnership have been and are, the cornerstone of how Gateway approaches its initiatives. We find that besides the obvious benefits – pooling of collective resources, time, and talent, not to mention the impact on the size and scale of projects – we invariably arrive at better educational outcomes for our students when we plug in and work with local partners like NaviGo.”

President, Gateway Community and Technical College

- 2015 Grant County High School Graduate/Current Holmes High School Welding Instructor Kevin Hamlin, a member of the inaugural NaviGo Scholars Class, sponsored by Toyota.

- Dr. Fernando Figueroa

“NaviGo played a huge role in helping me decide what I wanted to do after high school. It was through NaviGo that I was able to get real-world, hands-on experience along with personalized mentoring.”

Larry Tibbs and Jeff Varrone with NaviGo Scholars, photo by Ben Gastright

Gateway Community and Technical College, photo provided.

Gateway Community and Technical College, photo provided.

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FILLING THE TALENT PIPELINE

Local workforce specialists lead the charge to connect Northern Kentucky to jobs, employees

By Tabari McCoy , Scooter Media

RELEASED EARLIER THIS YEAR, THE data in the U.S. Chamber of Commerce’s State of American Business report confirmed what many local employers already knew: Finding workers is not just hard, it’s getting harder.

According to the report, America currently has an estimated 6 million unemployed workers … And 10.5 million unfilled jobs. This means there are 73 available workers for every 100 job openings, a trend the report itself marked as “getting worse.” What does that mean for the region’s employers when it comes to the ever-increasing battle for talent?

Everything – which means change is imperative to its future.

“If employers are going to compete for talent, they have to get creative with the benefits they're offering as well as with the flexibility that candidates are looking for,” says Catrena Bowman, Executive Director of the Northern Kentucky Community Action Commission (NKCAC).

Now, some of the region’s top talent attraction and retention experts are sharing resources, strategies and insights to help companies not only keep their existing talent but fill their pipelines with the talent necessary to compete.

DOLLARS AND SENSE

In most instances, a talent pipeline is defined as a ready pool of candidates qualified and ready to fill relevant/key roles within an organization. The NKCAC recognizes the need to do this on a local level, which is why its job readiness programs target specific services to populations that include seniors, individuals ages 16-24 and single parents. This includes its Employment Assistance Program (EAP), which provides individuals with skills focusing on professionalism as well as finding, keeping and/or securing a better job.

While her office is often busy helping families in crisis, Bowman says her agency hopes to work with employers to alleviate many of the concerns prospective employees may face. Failure to do so, she warns, may have adverse effects upon more than the individual in question.

“Often, we see people take off work because they're sick and they don't have insurance. Is there a way for employers to provide a lower-cost insurance option so employees can go to the doctor on a regular basis?” she asks. “We encourage employers to have programming for employees to help with external issues. You’re able to keep employees longer and you'll attract employees because you have these additional benefits.”

On the opposite end of the spectrum, Bowman says those who are able to pick and choose their next landing spot are doing just that in many cases. This is causing small business owners like Bowman, owner of downtown Covington boutique Inspired Fashion, to sometimes see their talent leave for greener pastures.

“Greener” doesn’t always mean more money, either.

“People are really looking for more than just their wage; they want flexibility. That’s the first thing people ask: What type of flexibility am I going to be offered, will I be able to work from home – what is my work/life balance?” she says.

“Employers must become more agile in how we respond to what people are requesting. We’ve got to figure out how can we continue to keep our bottom line, continue to be productive and provide the flexibility that people are wanting and demanding, really, in this market.”

HEAD OF THE CLASS

Jenny Sand, Director of Economic Engagement and Government Relations at Northern Kentucky University (NKU), believes connecting the region’s higher education institutions to employers like Bowman may help resolve such issues. According to Sand, approximately 82% of NKU’s students stay in the region and

her department is tasked with helping its partners in both the for — and nonprofit sectors engage with that talent base.

That includes hosting a career fair every February along with supplemental, specialized ones throughout the year. In addition, the university utilizes Handshake (https://nku.joinhandshake.com), an online recruiting site that features jobs, co-ops and internships not available anywhere else at Fortune 500 companies.

Noting that “the face of our students is changing,” Sand says there is a simple question all companies need to answer to attract emerging talent: What’s your brand?

“Every company needs to have an opportunity to tell its story. For example, tech students might not be looking at banks or financial service industries as a career path. People might bank at Fifth Third, but they don't realize how much digital technology, cybersecurity and data management work they do,” she says, citing how different opportunities may exist outside of an employer’s known line of work. “When you're telling that story, you must help students see the growth process at your company – what do you have to offer to them in this type of market?”

Continuing, Sand notes,” Many times, companies say, ‘We're a business, so I have to talk to the business students,’

but they're looking for students who can communicate, are problem solvers and critical thinkers. That could be a history, psychology or even theater major … It takes time for the companies to figure out the best way to connect with those students. My job is to help them find the best students across the university.”

PROFITABLE POTENTIAL

While it may seem to be the current buzz phrase du jour to some, both Bowman and Sand say diversity, equity and inclusion are pathways to bolstering the workforce of today and the future. This involves both the hiring of people of different backgrounds and ages as well as making employees know they are valued. Adam Fargo, HR Generalist for Fives Machines Systems, Inc.’s Hebron location, knows this firsthand.

A New York native, Fargo says Northern Kentucky has “drastically changed” and “definitely grown for the better” since his time in the Commonwealth at Ft. Knox during his 20-year Army career. Veterans like himself have been great for his company’s own talent pipeline – Fargo says the average employee is 55. Emerging talent has plenty of pipelines into the company, however, as Fives’ partnerships with the University of Cincinnati and Gateway Community and Technical College provide

access to internships, apprenticeships and other opportunities.

He says a strong culture is important to attracting and retaining talent, which is why celebrating employee milestones and offering hiring referral bonuses is important at the Fives Group. It’s those little things that make people want to tell others about strong companies, he says, becoming one of your most important talent attraction and retention tools in the process.

“Historically, when people see someone from human resources, they think someone is being fired or something’s wrong,” he says. “I have helped produce a culture where I can walk out on our production floor, and, because I know something about nearly everyone, it’s more personable. As a company, we care about you as an individual.”

(UN)COMMON WEALTH

Now, he says it’s up to the region to come together to show that all individuals can thrive in Northern Kentucky.

“There’s an untapped pipeline of talent out there … I don't care if you have five, 500 or 1,000 employees, if you're a manager or owner, try to get to know your people,” he says. “If you want to retain that talent, you want to treat them as a person and not a number. If they can feel that, then they're more apt to stay.” NKY

“People are really looking for more than just their wage; they want flexibility ... Employers must become more agile in how we respond to what people are requesting.”

- Catrena Bowman

“Every company needs to have an opportunity to tell its story ... You must help students see the growth process in your company - what do you have to offer them in this type of market?”

“If you want to retain [your] talent, you want to treat them as a person and not a number. If they can feel that then they're more apt to stay.”

- Adam Fargo

Q&A

Board of Advisors Board of Directors

with the &

WHEN HIRING SOMEONE, WHAT IS YOUR FAVORITE INTERVIEW QUESTION AND WHY?

Angie Burnett

Human Resources Director

Rising Star Casino

I like to start off with, "What makes you want to work for us?" I always love to use this, as it gives the candidate a time to share their interest and excitement for the possible new opportunity and it also shares with the company that this candidate has researched the company and the position.

Catrena Bowman

Executive Director, Owner

NKCAC/Inspired Fashion

Tell me about a time you disagreed with your supervisor on an important issue and how did you resolve it. This is one of my favorite questions because it allows me to gauge if this is a person that understands how to approach a difficult situation in a creative way and with tact. I like people that aren't afraid to share their opinion when it's different than mine. That is how we all grow.

Lee Crume

President & CEO

Northern Kentucky Tri-ED

"Tell me what you know about my company," or "Tell me why you are the best person for this job?" I want to see if they are prepared and/or thought about how they will help the company.

Jason Payne

SVP, Managing Director NKY Republic Bank

"Tell me about where you grew up and your family." It usually helps candidates relax and talk about something that is comfortable and easy to discuss. Plus it helps you get insight on their principles and core value formation.

Stephanie Stitt

General Manager, Accounting and Finance

Toyota Boshoku America

"Tell me about where you grew up and your family?" It usually helps candidates relax and talk about something that is comfortable and easy to discuss. Plus it helps you get insight on their principles and core value formation.

John Sieg

Regional Retail Executive Fifth Third Bank

Tell me about a time when you provided an incredible client experience, what is the situation and your process for giving a great experience? I have several questions that are "Go To" questions but they generally revolve around our clients, culture, and employee engagement.

Joseph Chillo President Thomas More University

Describe a failure that you would have done differently? I like this question as it demonstrates the reflective ability to learn from one's mistake. It also demonstrates the risk adversity or maverick style that one brings to a position.

Kristen Smitherman-Voltaire

Community & Citizenship Manager Turner Construction Company

"What excites you about this role and how do your skills lend themselves to achieving success in the position?" Because, regardless of the role, it allows the candidate to highlight why they are applying and how they can contribute meaningfully.

Corey Walkup

District Manager Wesbanco Bank

"What was the last thing you taught yourself?" I ask this to understand if they are comfortable learning and growing.

Shannon Schumacher

Account Executive, Kentucky Market Leader HORAN

One question that will get candidates thinking and often smiling is "If you could have a 15 minute conversation with anyone in the world who would it be and why?" The conversation helps me get a better read on the candidate to determine culture fit and on the spot thinking, plus it adds a little fun to the interview.

AROUND THE CHAMBER

EGGS 'N ISSUES - MANUFACTURING IN NKY | RECEPTIONS, ERLANGER

The World Affairs Council of Greater Cincinnati & Northern Kentucky hosts a Young European Leaders delegation from Albania, Serbia, Slovakia, Bulgaria, Belgium, Greece, Latvia, Slovenia, Spain, and Switzerland | NKY Chamber, Fort Mitchell

BUSINESS AFTER HOURS | BOARS ROOM, COVINGTON

AROUND THE CHAMBER

DEI SUMMIT SERIES: RECRUITING THE REGION WE WANT THOMAS MORE UNIVERSITY, CRESTVIEW HILLS

NKYP COFFEE & CONVERSATION JOEY & JUNE BOUTIQUE, FORT MITCHELL

WOMEN'S INITIATIVE MORNING CONNECT HOUR | NKY CHAMBER, FORT MITCHELL

Around the Chamber photography by Ben Gastright, except the WI Morning Connect Hour photos by Holly Nibert

WOMEN'S INITIATIVE CONNECT HOUR | SMOKEY BONES, FLORENCE

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PICTURED: Marc Price, ERIGO Employer Solutions-NKY Chamber Ambassador; Angie Cain, Team Kentucky; Phyllis Bruning, Cabinet for Economic Development; Brent Cooper, President & CEO, NKY Chamber; Mike Bilokonsky, President, Whitehorse Freight; Mayor Paul Meier, City of Crestview Hills; Kimberly Rossetti, VP of Economic Development, Northern Kentucky Tri-ED; Maddy Recker,

NKY Chamber Ambassador; friends and employees of Whitehorse Freight

SHARE YOUR GOOD

Bryan Cobb has been promoted to the management team as Vice President vCIO (Virtual Chief Information Officer). Bryan joined C-Forward in 2016 as Project Supervisor. Prior to C-Forward, he spent 15 years as the IT/Facilities Director at the Northern Kentucky Area Development District (NKADD) where he helped position it as one of the most technologically advanced ADDs in the state of KY.

“Bryan possesses the enthusiasm and skill for this next step. His drive and ability to secure our clients’ networks is unparalleled,” said Brian Ruschman, President. “He has unfailingly shown that he has the right mix of foresight, knowledge, and passion for our company, our customers and our community. He will excel in this new role.”

“Our management team has taken our company to new heights the past five years, with double-digit revenue growth each year,” said Brent Cooper, C-Forward’s Founder and Owner. “Last year, we had 98% customer retention and 95% employee retention. Those kinds of results are unheard of in our industry and give us tremendous confidence as we continue to grow the business. With Bryan now joining the management team, we are definitely looking forward to the future!”

Global Business Solutions, Inc. announces that Jay Shelton has been appointed its new Director of Finance and Operations, effective January 2, 2023. The newly added role supports the growth of GBS and increasing demand for their technology solutions.

Shelton comes to GBS with more than 15 years of senior accounting and finance experience across a variety of industries. Prior to joining GBS, Jay served as the Director of Finance/CFO for Brixey & Meyer Capital. Before that, he was the CFO for One Holland Corporation.

“We are thrilled to have someone with Jay’s financial, operational and strategic experience and expertise join our GBS team,” said Gaby Batshoun, President & Founder. “Jay is a dynamic problem solver who shares our business vision and commitment to our customers, partners and team members. By adding Jay Shelton to our GBS team, we are even more prepared to meet our client’s needs now and position ourselves for future growth.”

Adams Law, PLLC is pleased to announce that Olivia F. Amlung has re-joined the firm as an associate attorney.

Admitted to the Kentucky Bar in 2017, Olivia began her practice with the firm focusing on claims involving general litigation, insurance defense, government practice, and school law. After four years with the firm, Olivia served the Commonwealth for a year as an Assistant Attorney General in the Kentucky Attorney General’s Office of Civil and Environmental Law. Olivia now returns to Adams Law to resume her local government practice.

In her current role with Adams, Olivia is a member of the firm’s Litigation Practice Group, primarily focusing on claims involving local government defense, municipal liability, school and special education law, and a variety of other civil litigation matters. She also provides contract review and general advising services for local businesses, cities, school districts, and governmental entities.

She received her B.A. degree in Psychology from the University of Louisville (cum laude), and she graduated from the University of Cincinnati College of Law with a J.D. in 2016. She is admitted to practice in the Commonwealth of Kentucky and the State of Ohio, along with their respective federal courts, the U.S. Court of Appeals for the Sixth Circuit, and the U.S. Supreme Court.

Adams Law, PLLC is pleased to announce that Daniel L. Linneman has been named a Member of the firm effective January 1, 2023.

Admitted to the bar in 2004, Dan focuses his practice on civil litigation. Dan represents a wide range of clients including cities, counties, elected officials and public employees; as well as insurance companies and their insureds, business entities, and individuals in all aspects of conflict resolution, from strategic planning and settlement negotiation to jury trial and appellate practice.

He handles a broad range of legal issues, including personal injury, civil rights, insurance coverage disputes, municipal law, employment and housing law, and general tort law. Dan was raised in the Western Hills suburb of Cincinnati, where he graduated from Oak Hills High School.

He is thrilled to become the newest member of Adams Law, PLLC. He is eager to grow the firm and continue its tradition of providing excellent legal services to clients in Northern Kentucky and Greater Cincinnati.

Adams Law, PLLC is pleased to announce that Aaren E. Meehan has been named a Partner of the firm effective January 1, 2023.

Admitted to the bar in 2014, Aaren worked at a small firm and as a solo practitioner prior to joining Adams in November 2020. Aaren is licensed in both Kentucky and Ohio. She is trained and serves as a guardian ad litem (GAL) and is versed in Collaborative Law. Aaren is a member of the firm’s Litigation and Government practice groups, primarily focusing on school and special education law, and assisting clients with domestic relations matters. She provides guidance to clients navigating dissolution, divorce, and all other family law cases.

Northern Kentucky University announces that Zac Strobl will be the next director of the NKU Center for Innovation and Entrepreneurship, beginning in January 2023.

Strobl takes over for Dr. David Schneider, who is stepping down to serve as the entrepreneur in residence at the CIE, as well as continuing as a professor of practice in the Haile College of Business.

"I am absolutely honored to become the next director of the CIE,” Strobl said. “I was a student entrepreneur at NKU, and I really gained an appreciation for the dedication of our entrepreneurship faculty and staff. I have had the honor of being mentored by our previous directors, faculty and staff. They have invested in me, and now I'm thrilled to be given the opportunity to lead the center."

Strobl currently serves as assistant director of the Center for Innovation and Entrepreneurship, which ignites students’ entrepreneurial mindsets, fuels desires with the resources and education to make their dream a reality, and fosters innovation across campus and across the region. Strobl is also a lecturer in the Haile College of Business, teaching classes in entrepreneurship.

Peoples Exchange Bank is pleased to welcome Jackie Ferrara-Cruz as Mortgage Lender. With over 30 years of experience, Jackie has worked with her clients to help teach, inform and guide them in choosing the right mortgage program whether purchasing or refinancing.

“Jackie really enjoys helping her clients find the right home loan programs and watching their dreams come true,” said Tony Parrish, President and CEO of Peoples Exchange Bank. “We’re excited to have Jackie join our lending team and our customers will really enjoy working with her.”

A graduate of Newport High School, Jackie has donated her time to civic organizations including serving in the children’s ministry at her church for several years. Please join us in welcoming Jackie to the Peoples Exchange Bank team!

Peoples Exchange Bank is pleased to welcome Tom Schirmann as Vice President of Mortgage Lending. With 23 years of consumer and mortgage leadership experience at large, regional, and community sized banks in both sales and operations, Tom is a consummate professional who delivers both personal and superior service to all customers.

“Tom is a true home grown professional, having lived in Northern Kentucky most of his life” said Tony Parrish, President and CEO of Peoples Exchange Bank. “His diverse background and leadership will be a strong addition to our talented lending team.”

A resident of Boone County, Tom also coaches Varsity football at Walton Verona High School. Please join us in welcoming Tom to the Peoples Exchange Bank team!

EVENT CALENDAR

MARCH

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