NKY Chamber Business Journal | March/April 2026

WE BUILD SOMETHING BETTER

At Central Bank, we live, work and play in the same communities you do. You’re our neighbor, friend, business partner down the street. We know and understand you because we build relationships with you – every day. That helps us serve you better, and that’s what makes “highly personal banking” more effective banking. We start with you.

CHAIR'S LETTER

TALENT ATTRACTION AND RETENTION

JASON PAYNE Chair, NKY Chamber President/CEO/Chairman, First National Bank of Williamson

We want to add value for our members and listen to your thoughts… LET’S CONNECT!

Listening to you, our members, is a priority. If there’s a topic or suggestion you’d like us to explore, or simply a question, please contact Lynn Abeln, Vice President of Membership, at (859) 578-6390 or Labeln@nkychamber.com.

REGARDING THIS ISSUE’S TOPIC OF TALENT ATTRACTION and retention, please indulge the sports fan in me for a moment.

March signals the arrival of spring, a time associated with fresh starts and new beginnings. For sports fans, it also marks pivotal moments, from March Madness and the crowning of college basketball champions to the return of Cincinnati Reds Opening Day and its long-standing tradition of hope and excitement. April continues the momentum with the NFL Draft, where top amateur players take the next step toward their professional dreams.

Each of these moments represents the culmination of hundreds of hours and millions of dollars invested to attract, retain and ultimately succeed with top tier talent. In much the same way, the talent we attract, retain and support here in Northern Kentucky will determine the success of our region. Everyone dreams of winning, but what matters most is how the talent is developed and used to make that dream a reality.

As this edition of the NKY Business Journal showcases, our region is filled with talented individuals ready to engage, coach and ultimately take us to celebratory heights.

Our cover story on Northern Kentucky Equipment is a classic example of a small business that has cultivated its workforce to become a trusted retailer for customers both in and outside of our region. As a small operation, having knowledgeable, trustworthy and dependable employees is essential for the company, which is why – as is noted in our feature – the bonds its staff share with one another have become essential to its success.

Northern Kentucky also needs the right resources to attract and retain the right talent, which we cover in our feature on Winning Talent in 2026, as well as our story examining what human resources professionals should know about using artificial intelligence in their recruiting efforts. Additionally, our interview with Dr. Aaron Thompson of the Kentucky Council of Postsecondary Education highlights what the organization is doing to aid in the development of - and battle for - top talent. A feature from the Talent Magnet Institute likewise spotlights how leadership behaviors influence employee engagement and, ultimately, talent retention. Last but certainly not least, our Small Business Spotlight feature on Unataza Coffee shows how one local female entrepreneur is using her talents to achieve the American dream.

As you read this issue of the NKY Business Journal , I hope you will be inspired to join our efforts to make Northern Kentucky the destination for top talent across industries for generations to come. NKY

EDUCATING A WORKPLACE-READY FUTURE

By Tabari McCoy, Scooter Media

Kentucky Council on Postsecondary Education looks to increase workplace readiness

THE KENTUCKY COUNCIL ON POSTSECONDARY

EDUCATION

(CPE) oversees Kentucky’s state universities as well as the Kentucky Community and Technical College System. Currently, the organization is focused on two numbers: 60 by 30, the goal of having 60% of the commonwealth’s population equipped with degrees and workplace-ready credentials by 2030.

For CPE President Dr. Aaron Thompson, achieving that goal is deeply personal, shaped by his own first-hand experiences.

“I grew up in the ‘60s and ‘70s seeing what the disenfranchisement of education could do to a population, to the point of creating an

inability to exist as a critical mass toward making things better and more equitable,” says Dr. Thompson, who grew up the son of sharecropping parents, one illiterate and the other with just an eighth grade education, in a three room shack with a partial dirt floor in Clay County. “My father was a wise man who could do almost anything he needed to within that environment, but he was limited to that environment. He always said if you get an education, you have a chance of getting something bigger than just having to choose what's given to you. To be disenfranchised from education is truly one of the worst cruelties we can put on any group or any

person. I'm grounded in that philosophy and the deep value I have for the power of education.”

This is the message he believes is foundational for Northern Kentucky’s educators and employers.

ELEVATION THROUGH EDUCATION

A first-generation high school and college graduate, Dr. Thompson works to ensure Kentuckians have equal opportunities to improve their lives through postsecondary education. His journey to CPE includes stops as interim president of Kentucky State University, as a faculty member and administrator at Eastern Kentucky University and serving as CPE’s executive vice president and provost. Today, he is the namesake of The Thompson Scholars Foundation, which serves more than 200 low-income students and students of color from early childhood through college in Appalachia as the only nonprofit of its kind in Kentucky.

When asked how employers can make their workplaces ready for the future, Dr. Thompson says the answer is simple: To have a highly educated workforce, there must be a higher education system that is not only well-funded but also working together with the employers it wishes to serve.

This is why CPE promotes the Kentucky Graduate Profile as the state’s postsecondary learning framework. The profile identifies 10 essential skills – critical and creative thinking, professionalism and information literacy among them – that can help people in their first job and throughout their careers. The profile is also aligned with the Kentucky Department of Education’s Portrait of the Learner, a model set of skills learners need before they leave school.

Also available to help students become workforce ready is the website Futuriti (futuriti.org). The site enables users to explore career and workforce topics, including (but not limited to) potential career paths, how to understand the current job market, continuing education options, resources for veterans, working families and more.

Dr. Thompson says having every resource available to help is crucial to creating skilled talent and an environment where individuals can succeed.

“When we talk about being ‘future-ready,’ we’re really talking about economic development, and the only way to sustain that is with a highly educated workforce,” he says. “That means higher education and employers must be working together on the front end to understand what skills will be needed 10 years from now. Students don’t go to college just to earn degrees — they want good jobs. Our responsibility is to make sure education leads to real, job-ready skills, and that’s the purpose behind the 60 by 30 goal.”

ACTIVITIES IN ACTION

In addition to informing people of their options, Dr. Thompson says it’s equally important for employers to invest in potential workers through internships, scholarships and more. He cites the Kentucky Healthcare Collaborative’s awarding of $18 million in scholarships through public-private funding to produce more frontline workers as an example, which expanded upon $10 million awarded by the state to bolster its healthcare field.

That effort complements the Kentucky Aerospace, Aviation, and Defense Investment Fund, a.k.a. the AERO Act, designed to strengthen the state’s aviation workforce through partnerships between postsecondary aviation programs and the aerospace, aviation, and defense industries.

“One of the reasons more people are pursuing healthcare careers is because we have worked with healthcare professionals to drive that interest,” he says. “In transparency, we’ve helped provide scholarships in the healthcare sector, so we’re not just doing what I call a ‘slapshot’ global way of trying to recruit more healthcare workers – we’re targeting. We’re saying that, together, we’re going to get you what you need.’”

The result of those actions is a sense of pride Dr. Thompson says extends statewide across numerous professions.

“Since 2019-20, we've increased degree and credential production by more than 15.1%, which is unbelievable,” he says.

“We’re number one in the nation in improving retention to graduation, number one in improving persistence to graduation, and number two in improving credential output – and healthcare has been one of the leading areas in that output.

We have decided that working together is really creating a paradigm where we can provide what is needed for the future of Kentucky. If you happen to be from an underserved population, it's up to us to make sure you can be part of the outcome we want for Kentucky, just as it was with my life.”

UNITED & EXCITED

Like every other major metropolitan area in America, Dr. Thompson acknowledges the commonwealth – Northern Kentucky in particular – faces several challenges in the current economic, social and political climate. He calls Northern Kentucky “a booming area” despite those challenges, citing several strong colleges and universities and the “unbelievable” work of the NKY Chamber as key to its progress.

If employers and educators continue working together to understand what they need from one another, he sees no reason why that progress cannot continue to everyone’s benefit.

“I want employers to know that I'm coming with real data – about how we responded to their workforce needs and how we're ready to respond even more,” he says. “Innovation is going to come in waves, so how do we make sure that we're still on that surfboard, riding those waves instead of getting swept under. That is exactly what the charge is going to be – ‘What is our next step?’ We're going to be proud to celebrate what we've done, but we've got to be ready to ask, ‘What do we need to do next?’" NKY

LEARN MORE

Kentucky Council on Postsecondary Education 100 Airport Road Second Floor Frankfort, KY 40601

cpe.ky.gov (502) 573-1555

Being Intelligent With AI & HR

By Tabari McCoy, Scooter Media

Local human resources experts weigh the benefits and risks of using artificial intelligence in hiring practices

IT’S AN UNDENIABLE FACT: ARTIFICIAL INTELLIGENCE (AI) IS EVERYWHERE. FROM OUR DAILY USE OF SMART DEVICES to e-commerce, manufacturing, transportation, entertainment and even health care, AI is transforming the way we interact, travel, study, live and work.

And when it comes to work, AI is now helping employers determine who gets hired, promoted, fired and more.

Today, human resources (HR) professionals are using AI for a variety of purposes. This includes automating repetitive tasks and analyzing performance data but also personalizing employee experiences. This can include posting job descriptions and salary ranges, as well as screening resumes. But as the old expression goes, convenience can come at a cost. Several local experts warn that when AI is used without proper oversight, it can do more harm than good – costing employers talent, damaging workplace culture, or, at worst, actual money in the form of legal action.

What are the best ways to use AI ethically to improve your business while avoiding potential pitfalls? We asked four local HR experts – Gilman Partners CEO Angel Beets; Current HR Co-Founder and CEO Charlie Vance; HR Elements President Jamie Bierman and ReFlex: Recruiting Flexibility Founder and CEO Kim Dubé – to share their insights on the topic. Here’s what they had to say.

Q: How is your company utilizing AI in its daily work?

Beets: We’re thoughtful and intentional about how we use AI in our work. It helps us save time on some of the administrative pieces of our jobs, but we don’t use it to make judgments about candidates or to influence hiring decisions in any way. Our clients trust us to find leaders others might miss, and that kind of work still depends on human judgment, relationships, and context – not technology. AI might be helpful in high-volume or batch hiring environments, but we focus on senior, executive, and C-suite searches where the risk of screening out the right candidate is too high.

Vance: We use it to assist employees in their daily jobs. We've

partnered with a company to implement an AI tool that will, for example, read emails and draft potential responses our staff can adjust, edit, or totally disregard, but nonetheless, there's still a human element involved. Hopefully, it saves them time and increases their efficiency – that's the goal.

Dubé: At ReFlex, we use AI as a support tool, not a decisionmaker. It helps with things like drafting job descriptions, organizing candidate data, identifying patterns in sourcing, and reducing administrative work so our team can focus on people, not paperwork. Every hiring decision still sits firmly with our team, and that’s intentional and by design.

Bierman: We’ll set screening questions, for example, we

want people who have a degree or their SHRM certification, so we're using some weed-out or knockout tools. Day-to-day, we will use AI for internal efficiencies, such as Microsoft Copilot. We use it internally to help with email communication, so just basic use cases. We don't use AI for hiring decisions outside of basic resume screening and weed out questions.

Q: What are the most common questions employers have been asking you about using AI in hiring?

Bierman: We’re really not getting many questions, which makes me a little nervous, because it makes me think, ‘They're just using it and not checking.’ Most often, what I've experienced is clients saying, ‘Hey I made this’ or ‘I pulled this using my AI tool; can you check it or validate it for me?’ And that’s fine. I know my clients are trying to be efficient, but they're also not naive enough to think everything they're getting from AI tools is accurate, and we’ve found some pretty big pitfalls, where we’ve been able to help prevent a bigger problem from occurring.

Pay is something that's very interesting with AI. People are using AI to ask, ‘What's the right pay for this job?’ But much of the data you find online via Google or ChatGPT without paying for subscription data or looking at formal salary surveys is self-reported pay data and is deeply flawed. I’ve tested this side by side using two different AI tools, and the pay data was

significantly escalated from the AI tool. If employers rely on that information, they could end up seriously mispricing their positions.

Dubé: Most employers are still asking questions around which tech option to use throughout multiple stages in the hiring process. Many are still relying on AI tech that's built into programs they are already using in their hiring process such as AI-powered chatbots, sourcing tools, scheduling software and candidate ranking systems built into applicant tracking systems

Q: Are there any AI tools you would recommend for stronger data hygiene, communicating with potential hires, or just in general?

Bierman: The tool I'm most familiar with, and comfortable using, is Microsoft Copilot. I think it is more secure in that it pulls from our Office 365 environment rather than going outside. The chatbot has learned how I like to communicate and helps draft potential responses that reflect how I would normally write an email. It's saving me time, and it’s something I would feel comfortable using to help write an email to a candidate.

Vance: It's probably above my pay grade – I'm not a data scientist. There are good and bad applicant tracking system products out there.

The use of applicant tracking systems probably helps you get one step closer to being able to use AI in some way that makes sense in the future, if using them functionally and appropriately. Using an applicant tracking system to aggregate resumes from multiple job boards puts you in a better position to have the right kind of data to be able to functionally utilize AI for your particular processes.

Q: What are the best – and potentially concerning – ways AI is/can be used for talent attraction and hiring from a human resource standpoint? What are some of the main benefits of using AI for HR practices?

Beets: The best thing about AI is that it can speed up some of the more administrative or repetitive parts of the recruiting process. But when AI is used to replace judgment, hiring managers lose nuance. This is especially true around leadership potential, culture fit, and a candidate’s ability to manage complexity.

Vance: Let me start with the best way to use it. I think this is true across all business operations, but it's also true for hiring. The best way to use AI is to fill in the gaps or processes that you have had a hard time automating in the past.

For process automation, it can work in a lot of ways that are really positive and can be extremely helpful for small businesses. We haven't seen a lot of businesses, small businesses, adopt that yet. I think it's challenging today to plug in something that's off the shelf because you really need to understand what your processes are before you can implement an AI tool to solve that problem.

The off-the-shelf products are intended to work broadly; in reality, an AI application should work more specifically. That would typically come about in the process of moving a person through the hiring process, as opposed to making the selection. Where it can go wrong – and this is the important thing that I want to stress here – AI is, by its nature, discriminatory because it is ingesting information from the internet, and the internet is made up of information that we uploaded to it. So, by its nature, it's ingesting our information, which we know is discriminatory. It doesn't have the ability, unless it's programmed properly, to take those things out.

Bierman: When you use AI in hiring, if you're not vetting and testing it, making sure that it's operating the way a human would, it can screen candidates out. It can have bias, because it

pulls from the internet, where we know there is a lot of information that isn’t true, factual or accurate for hiring and retention.

If that is the data your AI system is using, it's going to have bias based on what it's reading and what it's researching. This includes questions like “What are the requirements?” “Does this candidate match them?” and “Does this candidate bring a unique set of skills that otherwise I might not see if I was using a chatbot or an AI bot to screen?” That's especially true from a resume screening perspective.

Q: How can AI be used to reduce or reinforce bias in hiring? What can employers do to help AI ask the right questions when it comes to hiring?

Beets: AI can reduce bias by bringing more consistency to early hiring decisions and keeping the focus on skills rather than snap judgments. Used well, it can help strip away details that trigger unconscious bias and surface strong candidates whose backgrounds might not look “traditional” at first glance.

Again, the key is it must be used well. It might be hard to recognize if the tools we’re using were developed with a bias – or if our patterns over time bring bias into the process. That would be detrimental to the candidates as well as the hiring process.

Vance: AI is most effective when it’s used where it makes sense — in individual steps of the hiring process, not across the entire process. That’s where I’ve seen it work best and remain more controlled, which also helps protect your data from the broader biases of the internet. Used this way, it can reduce the risk of AI hallucinations, bias, and other concerns that come with overreliance on the technology.

When AI is treated as a support tool rather than a replacement for human judgment, employers retain the ability to ask better questions throughout the hiring process. That human oversight is essential for identifying nuance, mitigating bias, and avoiding unintended consequences in hiring decisions.

Q: Any final words of wisdom?

Dubé: In my opinion, the key to AI usage success in the hiring process isn’t just which tool you choose, which is where most companies are currently focused – it’s how you configure and govern it. Fewer data points, clearer consent, regular audits, and honest communication with candidates will do more for trust than any AI feature ever will.

Bierman: Are there things AI can do that would save time? Absolutely. But I do not anticipate a time where AI is going to be able to engage with a distraught employee who has a concern and needs help; or conduct an employee investigation or interview that requires more than just listening. That work involves reading body language, knowing when to ask follow-up questions, and being able to read the room and understanding the situation.

AI can be amazing for efficiency and consistency in certain things. It's a great process creator but it is not something I would ever trust to handle interviewing, screening of talent or many other HR situations.

Vance: I'm concerned about AI, particularly in the use of hiring, selecting and rejecting candidates. Could it be considered discriminatory based on disability or Title VII protected classes? If we want to select the best candidate, are we sure that AI is the right tool for that? I'm not sure that AI is at the place where it can do better than we can, for now.

I’m also concerned about the broader impacts of AI on the labor market and feel that we should be having a more productive conversation as a business community to address what may be coming down the road. NKY

ABOUT THE EXPERTS

ANGEL BEETS CEO Gilman Partners www.gilmanpartners.com

Beets has served as CEO of executive search and leadership development firm Gilman Partners since 2023. She sets the strategic direction of the firm and plays a hands-on role in its leadership development work - providing oversight for GP Elevate, the firm’s program for high-potential leaders, creating custom training experiences for leadership teams across the region, and facilitating strengths-based sessions for businesses and nonprofit groups. Beets is a graduate of Leadership Cincinnati’s 44th class and president of her Leadership Northern Kentucky class of 2018.

JAMIE BIERMAN President HR Elements www.hrelements.com

Owning 20+ years of strategic HR experience in manufacturing, retail and business service industries, Bierman understands the impact of company culture on overall business performance and the employee experience. She holds her SHRM-SCP certification. She strives to make a positive impact on businesses through their culture and HR initiatives, her passion for private business and employee experience leading her to HR Elements.

KIM DUBÉ Founder & CEO

ReFlex: Recruiting Flexibility www.reflexrecruiting.com

Possessing 20+ years of experience in the world of recruiting working for the likes of Fifth Third, Anthem and General Cable (now the Prysmian Group), Dubé is wellversed in the world of talent attraction and retention. She founded ReFlex in 2023 “to help lead a new era of hiring” for small- and medium-sized businesses.

Originally from Montreal, Quebec, Dubé has both Senior Professional in Human Resources (SPHR) and Society for Human Resource Management Senior Certified Professional (SHRM-SCP) certifications.

CHARLIE

VANCE CEO/Co-Founder

Current HR www.getcurrenthr.com

Vance is the CEO and co-founder of Current HR, where he helps smalland mid-sized businesses navigate payroll, HR, and the fast-changing world of employee benefits. An attorney turned entrepreneur, Vance brings practical, real-world insight into how small businesses thrive in today’s regulatory environment.

A Cincinnati Business Courier 30 Under 30 honoree and Entrepreneur of the Year award recipient, Vance has been recognized for innovation in HR and small-business support. Today, he partners with business owners across the country to simplify benefits, improve compliance, and build healthier, more resilient workplaces.

NKY Chamber membership benefits that can help you achieve your business goals

CHAMBER MEMBERSHIP BENEFITS

SAVINGS THAT ADD UP From health insurance to marketing and more, the NKY Chamber connects members to cost-savings partnerships that lower everyday expenses and provide resources to help your business operate more efficiently, so you can protect your bottom line and keep growing.

MEMBER DIRECTORY Leverage the Chamber’s online Member Directory to connect with fellow NKY Chamber members, build valuable business relationships, and keep your dollars within the community.

NETWORKING OPPORTUNITIES With 130+ events annually, there are numerous opportunities to expand your network and build connections.

COMMUNITY CALENDAR Promote your events to NKY Chamber audiences at no cost. NKY Chamber members can submit and post their own events to expand reach and boost attendance.

LEADERSHIP & VOLUNTEER OPPORTUNITIES

Members can become involved in several ways - from participating on a committee, engaging in leadership development programs, to serving as ambassadors

BUSINESS TOOLS & TALENT RESOURCES

BUSINESS & TALENT RESOURCES HUB A one-stop hub for Northern Kentucky’s business and talent development needs. Whether you're launching a startup, growing a small business, or focused on attracting and retaining top talent, the NKY Chamber’s Business & Talent Resources Hub offers curated links to essential tools, programs, and best practices to help.

BUSINESS REFERRAL NETWORKS The NKY Chamber’s Business Referral Networks (BRN) can connect you to teams of 15 to 30 people to help you learn how other members can help you grow your business.

THE VOICE OF BUSINESS IN NKY The NKY Chamber advocates on members’ behalf on key legislative and regulatory issues in Northern Kentucky, Frankfort and Washington, D.C.

HR 100 HR professionals and small business owners can utilize timely programs centered on talent recruitment and retention issues while also often earning SHRMcredits in the process.

HR TRIFECTA Hosted in partnership with NKY SHRM, HR Trifecta brings HR leaders together to discuss three unique aspects of the workforce pertinent to industry professionals.

WORKFORCE BEST PRACTICES SYMPOSIUM

Brings regional experts together for discussions and breakout sessions highlighting strategies employers can use to attract/retain talent and promote workforce development.

TALENT STRATEGIES SPOTLIGHT This regular feature of the NKY Chamber Spotlight podcast features employers and workforce practitioners discussing tactics, resources and more centered on talent attraction, retention and inclusive business strategies.

PROFESSIONAL DEVELOPMENT

WOMEN’S INITIATIVE REGIONAL SUMMIT Powered by PNC, this daylong learning event for women of all career stages features speakers who present inspirational content for professional women.

LEADERSHIP NORTHERN KENTUCKY Powered by Citi, this popular program uses the community as a classroom to develop leaders that will serve the region.

NORTHERN KENTUCKY YOUNG PROFESSIONALS (NKYP) Presented by meetNKY, NKYP creates opportunities for young professionals in the region to connect with peers, enhance their professional development and impact the community.

NKYP EVENT PASS Provides YP employees admission to nearly every event hosted by the NKY Chamber and helps them engage with the community, network with others, and take advantage of professional development opportunities.

WOMEN’S INITIATIVE MENTOR/MENTEE PROGRAM

Designed to help female leaders in your organization, this program pairs like-minded individuals for a one-on-one growth period over one years’ time.

DISRUPT HR NKY A lively, fast-paced event where 14 featured speakers wow us with lightning-fast inspiring messages. NKY

These are just some of the resources and benefits that come with being an NKY Chamber member. To learn more, contact Lynn Abeln, Vice President of Membership, at labeln@nkychamber.com or call (859) 578-6390. You can also find information on all the programs and benefits included in this article at www.NKYChamber.com.

TOOLS OF THE TRADE

The Leadership Habits Quietly Draining Your Team's Engagement

By Mike Sipple, Jr., Talent Magnet Institute

IF YOU’VE EVER WONDERED WHY SOME TEAMS VOLUNTARILY stay late to finish projects while others watch the clock, you’re experiencing one of leadership’s most frustrating paradoxes: your best efforts to drive results may be the very thing pushing your top performers away.

What many leaders don’t realize is that the very habits that once fueled their success may now be working against them. These behaviors were rewarded earlier in their careers, praised in performance reviews, and reinforced by traditional management models. But in today’s workplace, they can quietly push your most capable people toward disengagement or out the door entirely.

This isn’t a story about bad leadership. It’s about outdated leadership.

THE ENGAGEMENT DRAIN YOU DON’T SEE

On the surface, many organizations appear to be doing everything right. Meetings happen regularly. Goals are tracked. Performance is measured. Accountability is clear.

Yet, energy feels low. Initiative is inconsistent, innovation stalls, and high performers start to disengage in subtle ways long before they formally resign.

The frustrating part? You can see it happening, but traditional leadership playbooks don’t explain why.

Often, the culprit isn’t neglect or indifference. It’s a set of wellintentioned leadership behaviors that no longer align with how people do their best work.

Over-managing instead of empowering.

Many leaders step in because they care deeply about quality and outcomes. They’ve built their careers by being reliable problemsolvers. But when capable employees are repeatedly corrected, redirected, or overridden, a subtle message is sent: your judgment isn’t fully trusted.

Over time, even high performers begin to feel less like strategic

partners and more like highly paid order-takers. After all, why take ownership when every decision will be revisited, refined, or quietly undone?

Prioritizing results over relationships.

Results matter. They provide clarity and direction. But when conversations focus almost exclusively on numbers, deadlines, and outcomes, something more subtle can begin to fade. People become less inclined to share ideas that are still taking shape.

Over time, this can quietly shape behavior. Team members may wait until they have certainty before speaking up, choosing caution over curiosity. Cultures like these often remain highly productive, yet struggle to adapt, delivering results today while missing the innovations that will matter tomorrow.

Avoiding vulnerability.

Many leaders believe they need to project confidence at all times. Admitting uncertainty can feel risky. But when leaders never ask for input, never acknowledge challenges, and never show learning in real time, teams mirror that behavior.

These habits worked well in command-and-control environments where information flowed downward and compliance was the goal. But today’s knowledge economy is different. Your best people don’t need to be managed as much as they need to be engaged — and they have options if they’re not.

THREE LEADERSHIP SHIFTS TODAY’S TEAMS RESPOND TO

Highly engaged teams don’t happen by accident. They grow under leaders willing to challenge old assumptions and shift how they show up day to day. Through our work with hundreds of leaders across industries, we’ve identified three shifts that consistently transform team dynamics.

1. Asking more than telling.

Leadership has long been associated with having answers,

but modern leadership is increasingly about asking better questions. When leaders replace “Here’s what we need to do” with “What do you think we should do?” something important changes. Execution improves, not because people were told what to do, but because they helped shape the solution.

Start your next team meeting by asking “What’s one obstacle you’re facing that I might not see?” instead of leading with updates and directives.

2. Leading with authenticity.

Authenticity isn’t oversharing or informality for its own sake. It’s being real about what you’re learning, where you’re challenged, and what you genuinely appreciate. Leaders who show up as humans, not just roles, build trust faster than any team-building exercise ever could. People engage more fully when they feel seen, not managed.

3. Rewarding experimentation, not perfection.

In many organizations, failure is tolerated in theory but punished in practice. When that happens, people play it safe. Leaders who explicitly reward thoughtful experimentation, even when results aren’t perfect, unlock creativity and problem-solving. Teams move faster, learn quicker, and take responsibility for outcomes rather than avoiding risk. These shifts aren’t “soft skills.” They are strategic tools. Organizations that embrace them consistently outperform those that cling to rigid, top-down leadership models. These shifts can feel uncomfortable, especially for leaders who’ve built their careers on having answers and maintaining control. That discomfort is actually a sign you’re on the right track.

THE RIPPLE EFFECT OF RETHINKING LEADERSHIP

When leadership behaviors change, culture follows. Teams that feel trusted stop waiting for permission and start solving

problems proactively. Employees who feel heard speak up sooner, often preventing small issues from becoming expensive ones. Engagement becomes less about programs and perks and more about everyday interactions.

The impact is measurable. Organizations that invest in leaders who listen, empower, and adapt see improvements in retention, productivity, and innovation. Not because they implemented a new engagement initiative, but because they changed how leadership is practiced at every level.

Perhaps most importantly, people begin to experience work differently. Monday mornings feel less like something to endure and more like something to contribute to.

You already know engagement matters. What’s less obvious is how easily traditional leadership training can unintentionally undermine it by reinforcing outdated norms. Engagement isn’t a separate strategy, it’s the heartbeat of your culture.

Rethinking leadership doesn’t require abandoning structure or accountability. It requires evolving how influence is earned. Leaders who make that shift become the kind of leaders people choose to follow, not because they have to, but because they want to.

And in a workplace where talent has more choices than ever, that distinction makes all the difference. NKY

Talent Magnet Institute empowers leaders and organizations to build thriving, high‑performing workplaces. Founded by Mike Sipple Jr. and grounded in over 50 years of executive search experience from its sister company, Centennial Inc., TMI offers leadership coaching, workshops, training, and executive masterminds that drive real organizational impact. Its faculty of 20+ expert coaches and facilitators partners with clients to elevate culture, boost retention, and grow leaders across all levels.

Cost-Savings Benefits for NKY Chamber Members

Save money by gaining access to valuable resources that will help your business operate more efficiently, while improving your bottom line. The NKY Chamber’s cost-savings partnerships can help you reduce everyday expenses, streamline operations, and keep your business growing.

Take a closer look at the many benefits available to NKY Chamber members, and see how these plans can make a meaningful difference for your business. Learn more at NKYChamber.com/Savings.

ChamberAdvantage – Provides small businesses with an easier, more affordable way to offer employee health benefits. Through the NKY Chamber’s partnership with Anthem Blue Cross and Blue Shield (Anthem), ChamberAdvantage offers a self-funded option for groups with 2 to 50 employees, saving members an average of 20%–25% on monthly medical costs.

Health & Wellness Office Supplies

Delta Dental - Offers comprehensive, affordable dental benefit plans through a partnership with Delta Dental of Kentucky and OneAmerica Financial. These plans enhance employee well-being while ensuring cost-effective coverage for your business.

Business Services

Guided Growth, powered by T. Rowe Price – Provides business owners and employees with access to trusted financial guidance and retirement planning tools. This partnership helps members strengthen long-term financial wellness with expert support from T. Rowe Price.

Payroll Partners – Offers reliable payroll and HR management solutions that streamline operations, ensure compliance, and save valuable time. NKY Chamber members receive preferred pricing and personalized service to make managing payroll effortless.

ODP (Office Depot) Business Solutions - Save 10%–55% off your most frequently purchased office products, both in-store and online. With no contract required, it’s an easy way to save money and streamline your company’s supply purchasing.

VIE Ability – Stock up on high-quality office supplies while creating meaningful employment for individuals who are blind or visually impaired. Launched by the Cincinnati Association for the Blind & Visually Impaired, VIE Ability offers more than 40,000 products with a mission-driven approach that supports inclusion and community impact.

PNC Merchant Services - Provides NKY Chamber members with competitive pricing, personalized service, and high-quality payment solutions. This partnership helps members gain access to trusted financial tools that support growth and streamline operations.

Banking

Marketing & Communications

AdSposure - Get discounted transit advertising packages with the official transit advertising partner of TANK. Transit advertising delivers highvisibility marketing that drives awareness while giving back — AdSposure donates one ad or ad credit to the NKY Chamber for every package purchased.

Everything Cincy - Serves as a one-stop platform to promote your business, share deals, and reach new customers across the Greater Cincinnati area. NKY Chamber members receive discounted advertising packages designed to increase visibility and connect directly with consumers.

LINK nky – The Northern Kentucky–focused news publication covers business, community, and economic development stories across Boone, Kenton and Campbell counties. NKY Chamber members can save 10% on advertising to reach engaged local audiences and increase visibility throughout the region.

ClearPath Mutual - Grants NKY Chamber members exclusive premium reductions on workers’ compensation policies, helping lower costs while maintaining strong employee protection.

HR Services

Professional Development

Talent Magnet Institute - Members receive 10% off any TMI engagement (up to $2,500). From executive coaching and leadership training to mastermind groups and strategic talent consulting, TMI helps businesses build stronger leaders and align their people strategy with business goals.

Discounted Memberships

Partner Chamber Memberships - Members of select regional chambers can enjoy discounted membership rates with the NKY Chamber, expanding their network and access to regional resources.

SMALL BUSINESS SPOTLIGHT:

UNATAZA COFFEE

Dayton-based business a bridge for coffee, community and culture

By Tabari McCoy, Scooter Media

THE NAME OF ALEJANDRA FLORES’ BUSINESS – “UNATAZA”

– is a simple amalgamation of the Spanish words for “one” and “cup.” In the nearly 10 years since the conversation that gave birth to her shop’s name, Flores’ entrepreneurial cup is no longer a solo one. In addition to the main coffee shop, Unataza is also home to Spanish classes for adults and children, as well as an event space for bridal showers and more. Above the coffee shop sits Unataza’s Airbnb, the rental unit for up to four that has earned a “Guest favorite” status. Rounding out her business are coffee origin trips that take adventurous travelers to places like

Copán Ruinas in her native Honduras, where they can experience the land and culture she loves.

This is the aura and charm of Unataza, a place where culture and community collide over a friendly cup of coffee.

A WORLD OF COMMUNITY THROUGH COFFEE

At a time when many saw nothing, Flores saw opportunity and seized it.

“In 2019, when we opened in Dayton, there was barely any traffic or businesses operating at similar hours,” says Flores.

“Northern Kentucky and Cincinnati are regions that were in transformation, and that was something that I observed early when I moved here – all the investments and focus were on the cities along the river. To me, that was key. I knew Dayton was next, it was going to happen, and there was no coffee shop.”

That vision manifested itself into what stands today as Unataza, the 6th Avenue-based coffee shop that celebrates Honduran coffee and culture through, as its website highlights, “direct-trade relationships, coffee origin trips and pop-up events in our communities.” Unmistakable with its bright yellow exterior with highlights of blue and white, Unataza features plenty of breakfast and brunch beverages and meals on a rotating seasonal basis that have made it a staple of the Dayton business district.

While traditional fare like lattes, mochas and cold brews are available, Unataza’s standout offerings are the ones rooted in Latin America. This includes its horchata, a double espresso served over rice and featuring a homemade version of the traditional Latin American rice drink with morro, pumpkin seeds, cinnamon and sugar, and its Dulce de Canela, an espresso infused with a homemade brown sugar and cinnamon syrup. Hungry? Try the breakfast tacos, three shells filled with refried

beans, scrambled eggs or veggie sofrito topped with your choice of cheddar or queso, a drizzle of jalapeño crema or sour cream with a scoop of guacamole or salsa with a sprinkle of cilantro and a lime wedge. Bags of coffee are also available for those who prefer to brew at home. This includes Unataza’s New Riff Bourbon infused brew, which features beans from Copán Ruinas soaked in bourbon for a week before being blended with a larger batch of fresh green beans roasted to perfection.

Noting how she and her staff “felt a responsibility” to educate people when they first started, Flores says the evolution of the area has resulted in knowledgeable customers now actively seeking their goods.

“It sounds silly, but people didn’t know what horchata was when we opened – it was a thing we needed to explain,” Flores recalls. “Now, people know what horchata is. It’s the same for our food. We have something called Baleada, which is a wrap with refried beans, and it's a street food from Honduras. The plantain chips we serve as a side on some of our plates used to require explanation, too. We don’t have to do that anymore as the traffic, the culture of coffee, and knowledge of our ingredients have all evolved.”

MODEL CITIZEN

Evolution isn’t just a key element of Unataza’s story; it’s also central to Flores’ personal journey from immigrant to business owner.

Arriving in the U.S. in 2010, Flores – who worked as a mortgage broker in her native land – was working for a development company and missed her family back in Honduras. She was unable to move back home, and was looking for a way to earn extra money to afford trips back to visit Honduras. It was also at that time she noticed the lack of Honduras-style coffee in the area.

Gaining experience in the corporate world, Flores learned about different aspects of software and processes crucial to owning a business. That led to registering a business in 2017 and spending the next two years working pop-up events with a coffee cart before opening her Dayton storefront in late 2019.

The growth of the business since opening has allowed Flores to expand her visits home to full scale coffee origin trips. In addition to visiting some of the farms from which Unataza’s beans are sourced, the trips feature stops in key cities, immersing attendees in the best of Honduran culture.

Flores hopes the trips inspire people to embrace the positives of other cultures instead of focusing on their differences.

“When people took trips to my country, they would say, ‘Oh, this is so beautiful. I did not expect this.’ That touched my heart and inspired a personal commitment in me: ‘We need to change some of the narrative around the way people see us,’” says Flores. “Most of the people who immigrate to the U.S. do so because they're looking for a better life, right? Nobody wants to leave their country of origin. When you listen to stories about mothers carrying their children and walking through a desert, that’s not easy – you don't know what they're running from. They want the opportunity to work to make a better living for themselves and their families. Every country has its pros and cons, but we want to show others the positives of our culture.”

CUP RUNNETH OVER

Focusing on positives is a huge part of Flores’ plans for 2026. She says the growth of the Northern Kentucky riverfront via attractions like MegaCorp Pavilion in Newport have helped keep the Airbnb property above Unataza rented on a consistent basis. Flores hopes to expand upon the Spanish classes Unataza offers, taught by University of Cincinnati Assoc. Professor J. Mauricio Espinoza and Angelica Pineda of Little Minds Play & Learn.

She also wants to grow the coffee origin trips, collaborate with businesses on both sides of the Ohio River and continue improving her culinary skills to expand Unataza’s menu. But as long as she can continue to bridge cultural gaps and keep growing alongside the community she has come to love as a second home, her taza will remain full of joy.

“Belonging to a community that understands the positive impact of supporting a small business is a game changer as a business owner,” says Flores. “Today’s generations want experiences and excursions, and I feel we could do more. I really enjoy sharing the origins of the coffee and the culture. Hopefully, we can give that experience to more people and continue to expand on that.” NKY

GLANCE

Unataza Coffee 603 6th Avenue Dayton, KY 41074 www.unatazacoffee.com

HOURS: 7:30 a.m. to 3 p.m. Monday–Friday; 9 a.m. to 3 p.m. Sunday (Closed on Saturdays)

SOCIAL MEDIA: /unataza.coffee

LEARN TO HABLA ESPAÑOL AT UNATAZA: Unataza offers beginner-level Spanish classes for adults every Wednesday from 6 to 7 p.m., MarchSeptember. Classes for children are offered weekly, Tuesdays, Wednesdays and Saturdays. Adult classes are free and require no registration. Registration and payment are required for children’s classes, which are priced at $35 for a single class, $120 for four weeks of instruction or $168 for six weeks of classes. To register children for classes, call (859) 760-9632.

HARVESTING THEIR TALENT

Northern Kentucky Equipment helps farmers, businesses and homeowners reap the benefits of its products and services

By

THE NAME OF THE BUSINESS TELLS YOU BOTH ITS LOCATION (Northern Kentucky) and the product in which it specializes (equipment). But there’s so much more to Northern Kentucky Equipment (NKE), like the long hours put in to support one of America’s longstanding entrepreneurial economic endeavors – farming. There are the smiles that stem from years of cultivated customer service, saving people money while providing kindness to keep their aspirations moving forward. It’s the pride that comes from launching a business venture between two friends and turning it into a small, tight-knit operation now led by a husband and wife working in unison.

If you’re unfamiliar with all that NKE has to offer, the team is more than happy to show you what they’re all about at their home located at 3005 Verona-Mudlick Road in Verona.

FROM THE GROUND UP

Originally founded by Matt Sand and Jeff Browne in July 2017, NKE is now owned by Sand alongside his wife, Kayleigh, who quit her job in the summer of 2024 to help run the family business. Working with a staff of just eight employees, NKE specializes in equipment for anyone who loves working outdoors professionally or personally. This includes a variety of equipment including new Massey Ferguson tractors, used tractors, zero turn mowers from Gravely, Ariens, and Altoz, new implements from IronCraft, and used UTVs and Skid steers, all of which have financing options available.

NKE’s equipment can be found throughout the region on farms, businesses and homes, as well as special events like the Boone County Fair. NKE’s Massey Ferguson tractors are a regular presence at the event, serving as a photo-op area for children, preparing/maintaining the horse and sports arenas, and pulling people from the parking lot to the fairground. NKE’s business extends far beyond lighthearted affairs, however, as reviews on the company’s website and various media channels feature plenty of satisfied customers sharing their positive experiences with the company’s products and service.

The origins of the company can be traced back to the humble beginnings of Matt’s late father, Gene. Growing up on a farm, Gene was known to often help neighbors fix their lawnmowers and loved tinkering with anything that had a motor.

“My mom had multiple sclerosis and was unable to work, so we were on a pretty fixed income and that repair work provided extra money for my family – then I got involved with it,” Matt says. “I eventually just started working on repair projects at his house at a young age. Later, I was working a full-time office job, and continuing repair work on the side. Northern Kentucky Equipment was really developed because of past relationships with people when I was working out of my dad's house, and from word of mouth and quality of work.”

Recalling how his dad was known throughout Boone County as “Gene Sand, the Lawnmower Man” before his passing in September 2021, Kayleigh says Matt is now continuing that legacy of knowledge and service with NKE. He continues to keep family involved by having his nephews – Gene’s grandsons – Danny and Dylan come out in the summer to pressure wash mowers, clean tractors and more to gain some exposure to business operations.

FAMILY AFFAIR

Much like when Matt worked alongside his dad, NKE’s staff size allows it to operate like a small, close-knit family. In addition to Matt and Kayleigh, the team consists of individuals who know the farming industry well.

Parts and service manager Richie Green is a trusted farmer in his own right, serving on the Boone County Fair Board and whose children raise pigs, rabbits, barrel race horses and participate in the county’s 4-H

program. Likewise, sales director Brad Noel also owns Noel Family Farm, a Gallatin County plot of land that has been in his family for some 200 years and is known for raising cattle for beef production. Rounding out the crew are parts and service worker Shawn Tolson, mechanics Kenny Burke and Logan “Billy” Smith, and part-time employee Arnold “Speed” Baker, NKE’s aptly nicknamed delivery driver.

Despite having just eight dedicated team members, NKE has achieved a loyal customer base, building a strong reputation through customer loyalty and hands-on approach to service. This is evident in the achievements and awards on display at the business, its success built not just on volume alone, but also relationships forged by “treating customers like neighbors rather than transactions.”

Being a small company, having dependable, knowledgeable, and skilled talent is a necessity. That’s why the Sands both say they make a conscientious effort to ensure their employees are cared for and genuinely appreciated, with that same sentiment being extended to their customers. In addition to offering employees a 401(k) with employer matching and health insurance benefits, Matt makes or provides lunch for the staff every day. He additionally treats his team to an annual fishing trip and annual holiday party in a suite at a Cincinnati Cyclones game.

Matt cites his employees as the best thing about owning NKE, not just for the company, but as friends that feel like family.

“If we lose one of them, it's a big deal, and we don't want that to happen,” he says. “We've got a great team and couldn’t do what we do without each and every one of them. With a small team, every employee plays a meaningful role, which fosters accountability, pride and personal service. Our returning customers are always greeted with familiar faces who know their names, their land, and their equipment needs.”

That method in turn helps keep costs down for their growing loyal customer base.

“Operating as small and lean as we do allows us to be more competitive from a price perspective, which also helps farmers/our customers,” Kayleigh says. “We have customers who will drive or have equipment delivered to them from all over the country because of our knowledge, service and competitive pricing.”

Originally a customer before becoming part of the staff, Noel is proud NKE is enabling others like himself to continue the tradition of the American farmer.

“I graduated college with an agriculture degree, so it's nice to be able to work in that sector at home while also giving back to farmers,” he says. “Getting to meet all kinds of farmers from multiple states has been really neat for me.”

A HARVEST OF SUCCESS

Having established the business as a go-to source of knowledge, parts and service for Northern Kentucky and beyond, NKE stays rooted in the community it calls home.

The company sponsors Larry A. Ryle High School’s football, soccer and men’s basketball teams, as well as the Union Raiders youth football program where Matt dedicates available time to as its defensive coordinator and coach to son Bryce . Additional sponsorships include youth program Northern Kentucky Baseball, the At The Yard Baseball Club of Boone County, the Gallatin County High School baseball program and the Walton Verona men’s basketball program.

Outside of sports, NKE also supports the Gallatin County Food Pantry, Mann Elementary where their daughter Kenzie participates in the leadership program, and St. Jude. That is in addition to donating a zeroturn mower to the “Sale of Champions” which benefits the Boone County Utopia 4H Program at the aforementioned Boone County Fair each year. The company also helped a Ryle High School student launch his own

landscaping business, working with him to provide a cost-effective way for him to get the equipment he needed to start the business they now support as one of his residential clients.

“We love giving back to our community!” the couple says. “Supporting local initiatives and maintaining strong relationships is not viewed as a marketing strategy to us. It’s simply part of being a responsible, hometown business.”

Doing so much as a small business doesn’t come without sacrifice, however. Most often, it comes in the late hours that Matt will spend answering Facebook messages, emails and phone calls while also working on advertising, marketing and whatever else may be on the day’s – or night’s – agenda. Likewise, Matt says it’s not uncommon for employees to be up as early as the farmers they serve tracking down parts to help keep their clients fully operational.

“NKE believes our commitment is especially important given the critical role the farm industry plays in the strength and stability of our nation,” Matt says. “American agriculture feeds communities, supports rural economies, and sustains supply chains that reach far beyond the farm gate. Farmers and landowners depend on reliable equipment, and knowledgeable support to remain productive.”

But given the value they are providing to so many, the Sands are more than happy to serve them all.

“It's important for us to be easy to work with,” Kayleigh says. “We want people to be able to pop in, easy peasy, and get back up and running as quickly as possible. We are loyal to our community and our people and feel that same loyalty in return. In an era where bigger often seems better, Northern Kentucky Equipment proves that a small business feel with strong values, expert knowledge, and community focus can compete and thrive. We are laid back people who like to have a good time and we love helping people out!” NKY

Chamber Center CoWorks

The NKY Chamber has officially launched Chamber Center CoWorks, a flexible and professional coworking space located within its Buttermilk Pike offices in Fort Mitchell, KY. Designed to meet the evolving needs of entrepreneurs, remote workers, and small businesses, Chamber Center CoWorks offers a variety of rental options, including fully furnished private offices and individual cubicles.

Shared on-site amenities include a kitchenette and lounge with complimentary coffee, high speed Wi-Fi and network access, a print/ scan/copy center, mail and package receiving, and access to conference rooms and a podcast studio. Tenants also benefit from free parking and 24/7 secure access – ensuring both convenience and peace of mind. Chamber Center CoWorks tenants also benefit from membership in one of the region’s premier business organizations, with opportunities to connect through events, programming, and member resources.

To learn more or schedule a tour, contact NKY Chamber Senior Vice President & COO Gene Kirchner at gkirchner@nkychamber.com or visit www.nkychamber.com/coworks.

The Benefits of Pay & Purpose

Strategies for winning talent in 2026 are a matter of dollars and sense

By Tabari McCoy, Scooter Media

AS A SCORE OF ISSUES CONTINUE TO RESHAPE THE JOB market, the battle for talent is evolving alongside them. So, what is the key to winning the talent battle? Compensation and benefits – or so one might think.

Dan Cahill, managing partner of HSD Metrics, Sean Luitjens, vice president of strategy for Salary.com, and David Noe, HR/ Chamber Program Manager for Payroll Partners, explored the importance of both pay and benefits alongside a third, equally important factor – purpose – in a recent webinar hosted by the NKY Chamber.

The overarching message was clear: Money matters, but so does culture, advancement opportunities, compassion and the feeling that what one does matters just as much if not more than the bottom line.

So, what should employers do? Cahill, Luitjens and Noe share the following strategies to help employers better attract and retain top talent in 2026.

BE BETTER ABOUT COMMUNICATING DOLLARS AND SENSE

If you’re only able to offer an employee a 2% raise or cost-ofliving increase, don’t be surprised when they learn their peers are earning more for doing similar work. That’s a reality Luitjens says employers should take to heart, particularly since millennials don’t share older generations’ taboos about discussing pay, especially in an age where job salaries are often readily available online.

Money may be the factor that initially catches a candidate’s attention, but Luitjens says clearly communicating the factors that go into determining a salary will help candidates understand what your company is offering, why it is structured that way and if they are the right fit.

“Posting a range is tremendously difficult,” said Luitjens. “Do I post a range so that nobody inside is going to be upset? If it’s too low, am I attracting the right talent? If it’s too high, do I include benefits? It's actually more complicated than it seems and there are ramifications. That communication phase of the business is what candidates expect, and I think it's new for HR to have to be in that business.”

Cahill agrees, noting that social media has become “a central part” of modern job searches and that employees often trust external resources more than employers.

“We believe those external resources more than we believe employers,” Cahill said. “We're sort of going through this phase

as employers where individuals are going to HR and saying, ‘This is what you should be paying me.’”

Luitjens suggests putting yourself in a potential hire’s shoes and being prepared to have detailed conversations when it comes to compensation. According to Luitjens, in many instances, candidates aren't realizing and/or aware of why the same position may pay differently at one company than at another for what they believe is the same work.

“We have to be comparing apples to apples,” said Luitjens. “When someone walks in and says, ‘I think I should be making this much money,’ you can respond with, ‘Here are the skills necessary to earn that rate’ or ‘The pay rate for an assistant vice president position at a 20-person company is different than one at a 1,000person organization’. There's a lot of communication, education and translating of internet information so that candidates can understand why a salary is set as it is. That is going to be really critical because candidates expect it and they talk to each other.”

UNDERSTAND THE IMPORTANCE OF CULTURE & CONNECTEDNESS

While the phrase “cash is king” still has merit, Luitjens notes that no company would ever post a job listing saying it was a terrible place to work. That’s why he and Cahill say that a business’s culture matters more today than ever, especially when trying to attract younger talent that may not yet be used to the ups and downs of the workplace.

Creating additional value outside of financial incentives is not just smart, but strategically necessary. Cahill cites what happened in the period of 2021 known as “the Great Resignation” as proof.

“For about three months, turnover dropped; everything was fantastic ... After that, it shot right back up to normal,” said Cahill. “If you’re asking what pay buys you on a transactional basis, I’d tell you about three months. But on the back end of that, the premium that you might pay for not tending to culture and engagement are resignations. If you invest proactively, you will start to see turnover right sized.”

Noe adds that cultivating culture and purpose-driven work is key to attracting and retaining talent, especially those newer to the workforce.

“Younger generations want purpose in their work,” said Noe. “They may not need benefits, and they may not care about health insurance. But if an employer can clearly communicate that across the board and show employees how they can make an

impact through their work in their company, you’re going to keep those younger generation workers.”

Cahill agrees, noting that employee engagement – an employee’s connectedness to an organization – is a factor which cannot be undervalued. That’s why he says recognizing employee success and showing empathy when life gets in the way of work can go a long way toward fostering that connectedness.

“As complex human beings, we all have different levels of connectedness and they are exceedingly dynamic,” he said. “We know this because we ask people about their experiences. If someone completes a survey and says, ‘My boss yelled at me because I was 10 minutes late due to childcare issues,’ that score will be low. If you ask again a week later, after the boss checks in and asks how they’re doing, the score can skyrocket.”

TRANSPARENCY MATTERS

Lastly, Cahill, Luitjens and Noe agree that investing in your employees goes beyond the financial aspect. The trio says there will always be individuals that change jobs for financial gain, which is unavoidable.

What employers can control is how they support the employees who stay. Focusing on employee happiness, productivity and career trajectory will serve employers well to ward off additional departures.

“One of the biggest things to consider about the rising expectations is what does the career framework look like,” said Luitjens. “What opportunities exist for someone at a company? If you promise, ‘We love to promote from within’ but every controller we’ve had has been from outside the company, is that really a career opportunity? Employers have to ask how they close that gap if they want to keep people longer and really show them how they can move up? Deliver on the promise.” NKY

DAN CAHILL

Managing Principal, HSD Metrics www.hsdmetrics.com

Cahill is the Managing Principal of HSD Metrics, which provides outsourced HR survey solutions designed to improve employee, team and overall organization performance. He is a past Cincinnati Business Courier 40 Under 40 award winner and former Chair of the Northern Kentucky Chamber of Commerce Board of Directors. He previously served as Principal Consultant with Horan (now HUB International) and as Vice President with Xerox HR Services.

SEAN LUITJENS

Vice President, Product Strategy, Salary.com www.salary.com

As Vice President of Product Strategy at Salary.com, Luitjens uses his extensive background in roles across organizations to continue its growth and leadership in the compensation technology marketplace. Prior to Salary.com, Luitjens resume includes stints in leadership positions at Visier, Korn Ferry and AIRINC. He additionally served as Principal at Mercer, where he managed the global benefits benchmarking business and worked as the Director of Product Strategy at Monster.

DAVID NOE, PHR, SHRM-CP

HR/Chamber Program Manager, Payroll Partners www.payrollpartners.net

Noe’s role at Payroll Partners spans multiple responsibilities, including identifying, creating, and executing internal initiatives. This is in addition to formulating partnerships with community leaders, and handling compliance, staff development and training strategies among others. He is also the host of the SpeakEasy HR podcast where he and guests have engaging conversations regarding the pressing challenges of the business and human resources world of the day.

Presented by:

Trusted Health Plan Guidance — From Local Experts Who Care

NKY CHAMBER BUSINESS COUNCILS

Erlanger Business Council

Business Resource Roundtables

Tuesday, March 10 | 11:30 AM - 1:00 PM | Receptions

State of the City Update

Tuesday, April 14 | 11:30 AM - 1:00 PM | City of Erlanger Building

Florence Business Council

State of the City Update

Thursday, March 19 | 11:30 AM - 1:00 PM | Florence Nature Center

Business Resource Roundtables

Thursday, April 16 | 11:30 AM - 1:00 PM | Turfway Park

Fort Thomas Business Council

Business Resource Roundtables

Thursday, March 26 | 8:30 AM - 9:30 AM | Fort Thomas City Building

State of the City Update

Thursday, April 23 | 11:30 AM - 1:00 PM | Highland Country Club

Newport Business Council

Business Resource Roundtables

Tuesday, April 28 | 11:30 AM - 1:00 PM | Carnegie Hall at Newport

Register for these events and more at NKYChamber.com/Events

AROUND THE CHAMBER

EGGS ‘N ISSUES: STATE OF RETAIL | RECEPTIONS, ERLANGER

INITIATIVE PRO SERIES | MAZAK, FLORENCE

AROUND THE CHAMBER

FORT THOMAS BUSINESS COUNCIL HOLIDAY SOCIAL | FORT THOMAS COFFEE & COMAL

BUSINESS AFTER HOURS | MARKET BAR AT OVATION, NEWPORT

NKY BREWS AND BASKETBALL | TRUIST ARENA AT NKU, HIGHLAND HEIGHTS

ERLANGER BUSINESS COUNCIL: AI PRINCIPLES FOR BUSINESS | DAV, ERLANGER

FLORENCE BUSINESS COUNCIL: EXPLORING AVIATION AT CVG | TURFWAY PARK RACING & GAMING

EGGS N' ISSUES: STATE OF NORTHERN KENTUCKY | RECEPTIONS, ERLANGER

RIBBON CUTTINGS

MILESTONES

Bonfiglioli USA has been recognized as a Top Employer for 2026 by the Top Employers Institute (TEI), the first time the company has received the honor.

The recognition reflects the collective efforts of the company’s local teams to build a “people-focused, high-performing workplace aligned with Bonfiglioli’s values and daily ways of working.” TEI evaluates organizations through an independent assessment of people strategy, work environment, talent development, learning, and wellbeing.

The recognition confirms Bonfiglioli’s focus on getting the basics right, consistently supporting employees, strengthening leadership, and fostering a culture rooted in respect, accountability, and teamwork. In 2025, the Top Employer program involved approximately 2,500 companies across 131 countries, contributing to the improvement of working conditions for over 14 million people worldwide.

Bonfiglioli is a worldwide designer, manufacturer and distributor of a complete range of gearmotors, drive systems, planetary gearboxes and inverters, which satisfy the most challenging and demanding needs in industrial automation, mobile machinery and renewable energy. Established in 1956, Bonfiglioli operates worldwide in 80 countries with 23 commercial sites, 17 production sites and a wide distribution network comprising more than 550 partners and 5,000 professionals.

Park Wiseway Supply Group (PWSG) has appointed Philip Dolby as its Chief Financial Officer, effective in January.

A Certified Public Accountant, Dolby brings extensive experience in senior financial leadership roles, most recently serving as Vice President of Accounting and Finance. Over the course of his career, he has led financial transformation initiatives that improved financial transparency, strengthened internal controls, enhanced forecasting, reporting capabilities, and accelerated financial close processes.

Mark Christie, Chief Executive Officer of PWSG, welcomed Dolby’s appointment as it strongly aligns with PWSG’s growth strategy and operational focus.

“Philip brings a strategic mindset, deep financial expertise, and a clear understanding of how to create value in a complex, growth-oriented distribution business,” said Christie. “I am confident he will be a strong partner to our executive leadership team and a trusted steward of the business as we continue to expand and strengthen our platform. Philip’s background in acquisitions, process improvement, and financial data management will further support operational efficiency and informed decision-making across the organization. His collaborative approach and focus on aligning financial strategy with organizational objectives will be instrumental as PWSG continues to grow.”

PWSG is a leading wholesale distribution platform comprised of Park Supply, Wiseway Supply, Plumbers Wholesale Supply, Stearns Supply, and Northport Electrical Supply. Operating across multiple locations, PWSG serves plumbing, lighting, and electrical professionals with a shared commitment to exceptional service, reliable supply, and local market expertise.

Darlene Plummer, Kenton County’s Property Valuation Administrator (PVA), recently became the first and only PVA in Kentucky to be awarded the prestigious Residential Evaluation Specialist (RES) designation. The RES Designation is a testament to professionalism and competency in the valuation of residential property and is awarded by the International Association of Assessing Officers (IAAO). IAAO is a global community of diverse mass appraisal professionals advancing fair and equitable property appraisal.

The PVA Office is responsible for the fair and equitable assessment of approximately 69,000 parcels throughout Kenton County, with the majority being residential. As PVA, Plummer oversees a team of 14-15 employees, in addition to the ongoing responsibilities of a PVA. These include budgeting, marketing, development, planning, public relations, human resources, and more.

Plummer is also the only PVA in Kentucky to attain the Assessment Administration Specialist (AAS) Designation through the IAAO. Plummer has been with the Kenton County PVA office since 2001 and is currently serving her third term as PVA. She has announced her candidacy to seek reelection as PVA in the May 2026 primary election. Plummer currently serves as the Education Chair for the Department of Revenue (DOR), is a designated Senior Kentucky Assessor, Certified Kentucky Assessor, and has been a real estate agent/broker for over 40 years. She shares her professional knowledge with other PVAs, deputies, and DOR employees by teaching courses in PVA Office Management and Mathematics of Property Valuation.

“Earning these two prestigious designations demonstrates the commitment the office and I have to continuing education, which is paramount to our responsibility of fair and equitable property assessment,” said Plummer. “I am proud and humbled to receive this recognition and pledge to continue to pursue the best skills available to serve the residents of Kenton County.”

NKYP Lunchtime Leader Chat

Digital Advertising

Without The Guesswork

Helping Northern Kentucky and Greater Cincinnati businesses turn ad spend into measurable growth.

CKREU is a Google Premier Partner digital advertising agency specializing in paid search, marketplace advertising, and local visibility.

We work with B2C, B2B, eCommerce, and local businesses that want clear strategy, transparent reporting, and results they can actually track. No buzzwords. No long-term contracts. Just advertising that works.

Connie Kreutzjans, Founder

As you think about your 2026 marketing strategies, consider advertising in the NKY Business

For more information, contact Diana McGlade at dmcglade@nkychamber.com or 859-578-6381.

EVENT CALENDAR

MARCH

3/3 Women’s Initiative Annual Breakfast, Powered by PNC | Turfway Park, Florence | 7:30-10:00 AM

3/10 Erlanger Business Council | Business Resource Roundtables | Receptions, Erlanger | 11:30 AM-1:00 PM

3/11 8th Annual Workforce Best Practices Symposium | Kenton Co. Public Library, Erlanger | 8:00 AM-1:00 PM

3/12 NKYP Coffee and Conversations | Unataza Coffee, Dayton | 8:00-9:30 AM

3/12 Business After Hours | Doubt It Bar, Covington | 4:30-6:30 PM

3/17 Eggs ‘N Issues | State of Higher Education in NKY | Receptions, Erlanger | 7:30-9:00 AM

3/19 Florence Business Council | State of the City Update | Florence Baptist Church | 11:30 AM-1:00 PM

3/24 Newport Business Council Luncheon | BB Riverboats, Newport | 11:30 AM-1:00 PM

3/24 Government Forum: Governor Andy Beshear | Radisson Hotel Cincinnati Riverfront, Covington | 11:30 AM-1:00 PM

3/26 Fort Thomas Business Council | Business Resource Roundtables | Fort Thomas City Building | 8:30-9:30 AM

3/30 Women’s Initiative Connect Hour | SparkHaus, Covington | 4:00-6:00 PM

3/31 Government Forum: Workforce Policy Update | Embassy Suites, Covington | 11:30 AM-1:00 PM

APRIL

4/1 Getting the Most of YOUR Chamber Membership | NKY Chamber, Fort Mitchell | 9:00-10:00 AM

4/14 Erlanger Business Council | State of the City Update | City of Erlanger Building | 11:30 AM-1:00 PM

4/16 Florence Business Council | Business Resource Roundtables | Turfway Park | 11:30 AM-1:00 PM

4/16 NKYP Lunchtime Leader Chat: Sylvia Buxton | Perfetti Van Melle, Erlanger | 11:30 AM-1:00 PM

4/21 Eggs 'N Issues: Beyond Jobs | Receptions, Erlanger | 7:30-9:00 AM

4/23 Fort Thomas Business Council | State of the City Update | Highland Country Club | 11:30 AM-1:00 PM

4/28 Women’s Initiative Coffee Connect | TBD | 8:00-10:00 AM

4/28 Newport Business Council | Business Resource Roundtables | Carnegie Hall at Newport | 11:30 AM-1:00 PM

MAY

5/7 Business Impact Awards, Presented by Huntington Bank | MegaCorp Pavilion, Newport | 4:00-6:00 PM

5/12 2026 Legislative and Business Policy Recap | TBD | 7:30-9:00 AM

5/13 HR 100 Annual Employment Law Update | Prysmian, Highland Heights | 8:00-10:00 AM

5/14 Business After Hours | TBD | 4:30-6:30 PM

5/18 Women’s Initiative Connect Hour | Alzheimer’s Association Greater Cincinnati | 4:00-6:00 PM

5/19 Eggs 'N Issues: TBD | Receptions, Erlanger | 7:30-9:00 AM

5/19 Business Council Celebration Dinner | Turfway Park, Florence | 5:30-8:15 PM

5/29 NKYP Brews and Baseball with the Cincinnati Reds | Great American Ball Park | 4:00-11:00 PM

Pike Suite 330 P.O. Box 17416 Ft. Mitchell, KY 41017

859-578-8800 NKYChamber.com

The Business Journal is a benefit of membership and included in membership fees. Annual subscription rate for nonmembers is $30.

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© 2026, The Northern Kentucky Chamber of Commerce, Inc. and by the individual authors. All rights reserved.

CEO/Publisher

Brent Cooper | bcooper@nkychamber.com

Marketing & Communications

Shannan Boyer | shannan@scootermediaco.com Amber Potter | amber@scootermediaco.com

Design Lindsey Vanderkolk | lindsey@scootermediaco.com

Photography Emory Davis | emory.gdavis@gmail.com

Vice President, Membership–Sponsorship Sales Lynn Abeln | labeln@nkychamber.com

Director, Sponsorship Investments Strategist Diana McGlade | dmcglade@nkychamber.com

Staff Writer

Tabari McCoy | tabari@scootermediaco.com