January 2026 Connect

2026: January

An AmericanHort Member Benefit

A KNOWLEDGE RESOURCE FOR OUR INDUSTRY

IN THIS ISSUE

Connections That Power the Year Ahead As we step into 2026, this issue reflects the connections that strengthen our industry, communities, and workforce. Explore Ken Fisher’s outlook on the year ahead, insights from 2025’s economic trends, and stories on programs that build talent and community. From education initiatives to advocacy efforts, discover how collaboration powers a vibrant future.

FEATURES A Message from Ken Fisher 2025: A Year of Measured Recovery and Strategic Adaptation Beyond Taxes: What Ag Businesses Should Know

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ADVOCACY & HRI UPDATES

EDUCATION & EVENTS

Tools for Your Career from the HRI Leadership Academy 11

Top 5 Ways to Use Sage, the AI Assistant 12

Advocating for Fair and Practical Wage Policies 12

HortCred: A New Foundation for Workforce Training

14

Download the Grower Calendar

Back

LETTER FROM CEO

A Letter from Ken Fisher As we come to the close of 2025, I want to take a moment—on behalf of the Board of Directors and the entire AmericanHort team—to express our sincere gratitude for your continued support of AmericanHort. Your partnership is invaluable as we work together to help our members and the horticultural industry perform better, grow faster, and prepare for the future.

This year, our industry continued to advance amid shifting market dynamics, policy uncertainties, workforce pressures, and rapid innovation. Throughout these changes, AmericanHort remained focused on being your trusted partner, advocate, and resource to grow our industry. With the strong leadership of our Board of Directors, the dedication of our talented staff, and the engagement of countless industry leaders, we achieved meaningful progress in supporting your business and strengthening the future of our industry.

Looking ahead, we anticipate new opportunities, and your AmericanHort team is actively preparing resources and solutions to help you navigate the year ahead—whether managing market conditions, workforce needs, or regulatory and advocacy issues. Please save the date for Cultivate’26, July 11–14, 2026, in Columbus, Ohio. Cultivate continues to be a premier opportunity for industry professionals to network, conduct business, participate in high-quality education, and support the Horticultural Research Institute (HRI). The tremendous success of Cultivate’25, including record industry support and engagement, reflects our shared dedication to celebrating and supporting the businesses that power this industry.

AmericanHort is committed to being your employee development partner.

Our expanded educational programming now includes an array of in-person and virtual events, certification programs, and continued growth of the HRI Leadership Academy. New in 2025, we broadened our educational reach by offering Spanishtranslated programming, ensuring that 2 | AmericanHort.org

all members of your team have access to consistent, high-quality training. In 2026, we will introduce expanded greenhouse and nursery certification offerings and launch HortCred, a micro-credentialing platform designed to help you rapidly train and develop your workforce. Please watch for updates on our 2026 calendar of programs and events through our emails and at AmericanHort.org.

The legislative and regulatory landscape continues to evolve and directly affects every horticultural business. This past September, our Advocacy team, joined by more than 140 industry members, actively engaged lawmakers and federal agencies during our Impact Washington Fly-In Summit.

Together, we advocated for H-2A/H-2B reforms, increased research funding, Farm Bill reauthorization, and sound tax policy.

Our collective voice is being heard, and the industry is benefiting from constructive dialogue on labor, workplace rules, tax provisions, and regulatory issues. Your continued support and engagement in these efforts remain essential.

The Horticultural Research Institute (HRI), our foundation for research, scholarships, and leadership development, continues to grow in reach and impact thanks to the generosity of our members. In 2025, HRI will invest over $500,000 in industryspecific research and award more than $50,000 in scholarships to support the next generation of horticultural leaders. The HRI Leadership Academy is building a strong group of industry leaders, and applications for the 2026–27 class are now open. Your generosity in support of HRI ensures that our industry continues to innovate, lead, and thrive.

AmericanHort is a member-supported association, and your participation and

engagement are the driving forces behind our success. As we look ahead to 2026, we remain committed to being your advocate, your resource, and your growth partner.

I look forward to working with you in the coming year to discover new ways to strengthen your business and ensure the long-term success of our industry.

On behalf of our exceptional AmericanHort staff and the Board of Directors, thank you for being a valued member of AmericanHort. What we do together matters!

Wishing you a Merry Christmas and a joyful Holiday Season.

Ken Fisher AmericanHort President & Chief Executive Officer

Welcome

New AmericanHort Members!

We extend a warm welcome to the new members who joined in October and November.

PREMIUM MEMBER

Glacier Nursery, LLC Kalispell, MT See the rest at AmericanHort.org/NewMembers or scan the QR code

Nominations Open for AmericanHort Board of Directors The AmericanHort Board of Directors comprises leaders who drive growth, innovation, and success in the horticulture industry. Nominate an inspiring member or apply yourself to help shape the future of horticulture.

This dedicated group steers the association’s mission to serve and support horticulture businesses. Board members serve three-year terms, with the next term starting in July.

Step forward to make an impact!

The nomination period is open until February 12, 2026.

Contact Ed Overdevest, Overdevest Nurseries LP, Immediate Past Chairman and Nomination Committee, with questions at ejo@overdevest-nurseries.com.

For more information or to apply, visit AmericanHort.org/BoardofDirectors or scan the QR code.

Only owners and employees of Class A Member Companies (Basic, Plus, and Premium Company Members) or Class B Members (individuals engaged in academic studies or the horticulture industry as a profession but not affiliated with a company qualifying for Class A membership) may apply.

2026: January 3

ECONOMIC REVIEW

2025: A Year of Measured Recovery and Strategic Adaptation

By Dr. Charlie Hall, Professor & Ellison Chair in International Floriculture, Texas A&M University and AmericanHort Chief Economist

As 2025 ends, the green industry can reflect on a year that, while not delivering the robust growth many hoped for, demonstrated our sector's fundamental resilience and capacity for strategic evolution. Following the turbulence of recent years, 2025 offered a period of stabilization that allowed businesses to recalibrate and position themselves for sustainable growth.

Economic and Policy Forces Shape Operating Conditions The economic environment provided mixed signals throughout the year. The Federal Reserve's cautious rate adjustments offered some relief to capital-intensive operations, though financing costs remained elevated compared to pre-2022 levels. Housing market recovery proved uneven across regions, with Southern and Mountain West markets showing strength while coastal areas lagged. This geographic disparity created distinct regional patterns in landscape installation and maintenance demand.

The new administration's trade policies created both challenges and unexpected opportunities. Tariffs on imported nursery containers, growing media components, and certain equipment pushed input costs higher, particularly affecting greenhouse operations dependent on specialized imports. However, these same policies stimulated domestic production of hard goods and accelerated "Buy American" preferences among government and commercial clients. The government shutdown in October and November disrupted USDA inspection services and delayed some H-2B visa processing, though impacts were less severe than initially feared.

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Industry Adjustments in Labor, Operations, and Technology Labor availability showed modest improvement, aided by targeted workforce development initiatives launched by industry associations and educational partnerships. Community colleges expanded horticulture programs, while several states introduced tax incentives for green industry apprenticeships. Nevertheless, competition for skilled workers remained fierce, with successful firms differentiating themselves through culture, career pathways, and competitive compensation packages nearing or at livable wage rates.

Supply chain reliability markedly improved from previous years, though input costs remained stubbornly high. Fertilizer prices stabilized but didn't retreat to historical norms. Fuel costs fluctuated within a manageable range, allowing for more predictable pricing strategies. Smart growers who invested in production automation during 2024's uncertainty found themselves with competitive advantages as labor costs continued climbing.

Technology adoption accelerated beyond expectations. Artificial intelligence tools transformed customer service and inventory management for progressive garden centers. Robotic mowers and automated irrigation systems moved from novelty to necessity for landscape maintenance firms serving commercial properties. Digital plant

Environmental considerations dominated market dynamics. Extended drought conditions in traditionally temperate regions forced wholesale shifts in plant selection and landscape design philosophy. Native plant production couldn't keep pace with demand, creating premium pricing opportunities for prepared growers. Waterwise landscaping evolved from regional niche to national imperative, fundamentally reshaping consumer expectations.

The retail sector experienced continued consolidation, with lawn and garden retailers either thriving through specialization or struggling against online competition. Those embracing experiential retail—offering workshops, design consultations, and community events— maintained customer loyalty despite price pressures. Box store growers refined their exclusive live goods programs, partnering with buyers to enhance fulfillment strategies and selection.

Commercial landscape services emerged as the year's strongest performing sector.

Corporate campus beautification projects increased as companies competed for workers returning to offices. Municipal green infrastructure investments, supported by federal programs, drove demand for specialized installation and maintenance services. Healthcare facilities and senior living communities prioritized therapeutic landscapes, creating new market opportunities.

to our November winner

Lyndsey Zinni

Looking toward 2026, leading economic indicators suggest cautious optimism. With inflation moderating and interest rates potentially stabilizing, consumer confidence should gradually improve, though any expansion will likely be gradual rather than dramatic. Trade policy uncertainty may likely persist, making supply chain flexibility and domestic sourcing relationships increasingly valuable competitive advantages.

As we prepare for 2026, the foundation laid in 2025—technological advancement, workforce development, and sustainable practices—positions our industry for measured optimism. Success will require continued adaptation, strategic innovation, and unwavering focus on delivering and articulating value in an evolving marketplace.

GO

Congratulations

Next Year’s Forecast

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Market Trends and Sector Performance

Financial performance across the industry reflected this mixed environment. EBITDA margins compressed slightly for most operators, though efficient firms were able to maintain profitability through operational excellence. Capital expenditures were focused on essential equipment replacement and technology upgrades rather than expansion.

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health monitoring systems helped growers reduce losses and optimize production schedules.

EK & F

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Millcreek Gardens, Ostrander, OH In each issue of Connect, we’ll be “hiding” a new small graphic. When you find it, email us at ConnectSeekAndFind@AmericanHort.org, and tell us where you found it.

For this issue, respond by February 2.

2026: January 5

PINION

Beyond Taxes: What Ag Businesses Should Be Talking About in 2026

By Tommy Irvine, Lead Agriculture Advisor, Pinion

Tax planning is only one piece of a financially resilient horticulture business.

The most successful growers take a broader, year-round approach—one that examines the whole operation, not just the books.

Today’s environment is challenging: labor shortages, rising interest rates, higher input costs, slim margins, shifting consumer preferences, and rapid advances in technology. These pressures require growers to think more strategically than ever before.

That’s why ongoing conversations with your advisor can be the difference between reacting to change…and staying ahead of it.

Below are the key topics smart growers are discussing with their advisors throughout the year—beyond the usual tax talk.

1. Long-Term Business and Capital Strategy A strong financial strategy isn’t just about minimizing taxes—it’s about positioning your business for sustainable growth. Many growers are weighing expansion opportunities, automation, new greenhouses, and facility upgrades. These decisions have long-term impacts on cash flow, borrowing capacity, and risk.

Advisors can help model scenarios and answer questions such as: 6 | AmericanHort.org

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What will financing truly cost over time?

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How would an expansion affect seasonal cash flow?

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Is this the right moment to buy equipment or acquire land?

As Pinion Agribusiness Advisor Keaton Dugan notes, “Long-term planning is what separates strong operations from vulnerable ones. A strategy only works if you know where you want to go.”

2. E ntity Structure and Business Evolution Over time, operations often outgrow their original entity structure. Changes in ownership, new family members joining the business, added divisions, or growing facilities can all create misalignment.

The wrong structure can increase tax inefficiencies, limit flexibility, or complicate succession. Regular check-ins allow advisors to evaluate whether your current structure still fits—or whether shifts could better support liability protection, reinvestment, or long-term transition planning.

3. Succession and Transition Planning Most growers intend to eventually transition the business. Few start early enough. The most successful transitions—whether to family members, employees, or an outside buyer—unfold gradually and intentionally.

This planning typically includes: •

Clarifying ownership expectations

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Defining next-generation leadership roles

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Establishing valuation methods

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Creating buy-sell agreements

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Planning for retirement income

As Dugan reminds clients, “A transition is not an event—it’s a process. The sooner you begin, the smoother it will be for everyone involved.”

4. Financial Benchmarks and Performance Visibility You can only improve what you measure.

More growers are using timely financial data to guide decisions—especially in an industry with seasonal swings.

This includes product-line margins, labor efficiency, overhead allocation, inventory management, and cost-of-goods performance. Regular reviews with your advisor help identify strengths, weaknesses, and opportunities to improve profitability.

Dugan emphasizes this point clearly: “Accurate records are the foundation of all good planning. Data allows you to make decisions with confidence instead of gut instinct alone.”

This might include adopting automation, adjusting production schedules, evaluating input purchasing strategies, exploring energy efficiency projects, or modernizing equipment plans.

Moving Forward with Intention Those who meet with their advisors throughout the year—not just during tax season—gain clarity, reduce surprises, and make more strategic decisions. Whether you’re planning to expand, strengthen efficiency, grow future leaders, or reinforce long-term viability, proactive conversations create a more stable path forward.

Strong advisory relationships don’t just support your numbers—they support your future.

Need Help Getting Started?

Premium members receive a complimentary phone consultation with Pinion’s expert consultants to discuss questions or concerns. Additional services can be arranged directly with Pinion at a negotiated rate.

To connect with Pinion experts, contact AmericanHort at 614-487-1117 or email MemberServices@AmericanHort.org, or scan the QR code for more information.

5. Operational and Risk Management Strategy Labor shortages, weather volatility, supplychain issues, and rising input costs demand constant evaluation. Advisors help you assess insurance needs, understand risk exposure, and align operational decisions with your long-term goals.

Don’t forget to pass along your Connect Issue to your colleagues.

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2026: January 7

MEMBER SPOTLIGHT

Building Community at The Growing Place Siblings Becca and Michael Massat carry forward a family tradition while building a team that feels like family. At The Growing Place in Aurora and Naperville, Illinois, the transition from second-generation to third-generation leadership isn’t simply a passing of the torch, but a thoughtful blending of legacy and reinvention. Siblings Becca and Michael Massat grew up in the business, started in 1936 and cultivated by their parents since the 1970s.

Today, the pair are carrying forward the legacy while carving out their own vision for the business with an eye toward community, culture and experiences that go far beyond plants.

Transitioning Ownership

Building the Right Team

Transitioning the business from one generation to the next has been a learning process. “It’s a big learning adventure,” says Becca. “Our parents still help out, they give us guidance, and we're always able to feel them out on how they would do things.”

Hiring practices at The Growing Place are deliberately structured to foster the right culture. Michael explains that they conduct “a very selective hiring” of people they feel will fit in with their company’s atmosphere and philosophy. He and Becca dedicate quite a few hours each spring to getting new staff and returning staff up to speed with systems and processes that they’ll need to know for the coming season.

Michael added his own perspective on the challenges of generational transitions, noting, “Parents give you as much as they can, but there’s so many things that you end up learning on your own.”

Some of what you learn, Michael noted, you learn the hard way. “We get to relearn a lot of the lessons that they’ve probably already learned.”

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When it comes to hiring new employees, both siblings emphasize group interviews.

During the group interview process, all the department heads are in the room.

“The candidate interviews with a bunch of people, so you can see which department would be a good fit,” says Michael.

A key to determining if someone is a fit for their organization is assessing their personality.

Both recognized the impact of a lively, inclusive environment, noting the all-ages appeal of bingo.

“The plant knowledge and how to take care of plants can be taught, but it’s nice to have a base of a friendly personality to help with customer service,” says Becca. “You get a good feel for a person’s abilities and personality just talking to them.”

“If it’s a fun environment, we think that’s more conducive to people wanting to be both employees and customers,” adds Michael.

The siblings also indicated that as much as 60% of their staff were first their customers. This speaks to just how much their customers enjoy their time at The Growing Place.

Through intentional hiring and creative community programming, Becca and Michael Massat are ensuring that The Growing Place will remain a vibrant space for gardeners and neighbors alike well into the future.

Beyond the Garden: Creating a Third Space Creating a “third space” as the place where people can gather in community is another priority for the Massats.

“We want to become a third space, so people want to come and hang out, and then perhaps buy something,” says Becca.

The Growing Place hosts after-hours events twice a month. One of those events was a bingo game, and it became a standout success, so they are planning a bingo night series next summer.

2026: January 9

HORTSCHOLAR SPOTLIGHT

Building Connections Melinda Knuth’s time as a HortScholar shaped her horticultural career.

For Dr. Melinda Knuth, now an assistant professor at North Carolina State University, her HortScholar experience remains a defining chapter in her professional journey.

She participated in the program in 2017 while pursuing her Ph.D. at Texas A&M, which blended horticulture with business management and consumer preference.

Applications are Open for HortScholars at Cultivate’26 Gain industry insights, hands-on experience, and career-building connections this July in Columbus, Ohio.

HortScholars network with leaders, volunteer behind the scenes, attend educational sessions, and explore groundbreaking products and trends.

Undergraduate or graduate students attending two- and four-year colleges and universities in North America pursuing a degree in ornamental horticulture, floriculture, or a related field are invited to apply by January 30.

For more information, visit AmericanHort.org/HortScholar or scan the QR code.

She was encouraged by her advisor, Dr. Charlie Hall, to apply to the HortScholar program. It was a recommendation that not only led to an especially meaningful HortScholar experience, but also one that continues to pay dividends nearly 10 years later.

Staying in Conversation Knuth’s time at Cultivate marked her introduction to AmericanHort and to the industry’s leadership. She was energized by the networking. The experience revealed to Knuth just how connected and collaborative the horticulture industry can be.

“The biggest takeaway for me was that the horticulture industry is very interconnected and very social,” says Knuth. “There’s competition, but people are friendly; we want to talk to each other, to rub elbows, and to really connect.”

Today, Knuth carries that insight directly into her work as a faculty member. She balances teaching and research, focusing on business optimization, consumer preference, demand for horticulture products, and sustainability education for industry members.

She makes a point to stay in conversation with the industry. “I spend a lot of time talking to industry members, validating what I’m teaching with what the industry wants students to know.”

Connecting students with internships and professionals is central to her approach.

“Students who are in our programs and who are wanting to join the industry are very passionate,” says Knuth. “The future of our industry is quite bright.”

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HRI UPDATES

Tools for Your Career from the Horticultural Research Institute Leadership Academy The Horticultural Research Institute (HRI) created the HRI Leadership Academy to build the next generation of green-industry leaders through focused leadership training, business skill development, personal growth, and a strong professional network. When leaders grow, the entire industry becomes stronger.

“The HRI Leadership Academy had a significant impact on my leadership style. It helped me shift my mindset from focusing on what I was lacking to leading with clarity and confidence, and it gave me the tools and language to drive real change within my organization,” says John Terhesh, a graduate of the Class of 2024.

As Nursery & Retail Vice President at Breezy Hill Nursery, Terhesh adds, “I am currently turning around an underperforming nursery, and the academy strengthened my ability to make tough decisions, rebuild a team, and move forward with greater certainty.”

Managed through HRI and supported by AmericanHort, the HRI Leadership Academy provides tailored training, coaching, and access to an extensive network of industry professionals.

“The program will give you practical tools, fresh perspectives, and a network that continues to support you long after it ends,” says Terhesh. “It is a rare opportunity to grow in ways that will stay with you for the rest of your career.”

HRI is now accepting applications for the HRI Leadership Academy Class of 2027. This one-year program includes in-person training with online courses and culminates in a final presentation at Cultivate’27.

“For anyone considering applying, I would say this: do it,” says Terhesh. “It is one of the best investments you can make in yourself as a leader.”

Learn more and apply at HRILeadershipAcademy.org or scan the QR code.

…Continued from Page 10

Networking It Forward Knuth also remains deeply engaged with AmericanHort. As a Community Connector lead for the Generation Next group, she works to bridge students and emerging leaders with opportunities. Knuth has been instrumental in initiatives like advocating for free AmericanHort student memberships and coordinating transportation for student groups to attend Cultivate.

This year, she’s organizing a busload of North Carolina State students to participate—removing both cost and access

barriers. In conjunction with Seed Your Future, they’ll tour these students around the trade show, introducing them to the depth and breadth of all the horticulture industry has to offer. In other words, Knuth is once again networking at Cultivate.

As for Knuth’s long-term objective, that is to strengthen the industry’s talent pipeline.

“I hope my legacy is that we’ll be able to show a clear pipeline connecting academics with industry.”

2026: January 11

ADVOCACY UPDATE

Top 5 Ways the AmericanHort AI Assistant Supports Members Sage, the new AmericanHort AI-powered assistant is designed to make your experience more efficient and impactful. Here are the top five ways Sage helps members every day: 1.

Advocacy Updates: Get quick access to advocacy initiatives and learn how you can get involved.

2.

Events & Webinars: Easily find upcoming events and webinars that interest you.

3.

Educational Resources: Discover new educational offerings, such as HortCred, and know what is available for you to access in the Learning Center to further your knowledge.

4.

Certification Guidance: Receive answers about AmericanHort Certification programs and how to get started with Greenhouse Section Grower or Greenhouse Technician training programs.

5.

Personalized Support: Get fast responses to your specific questions about programs, events, and industry best practices.

Remember, Sage is not just a search tool.

Ask Sage detailed questions to get the most custom answer and information you need. Make sure you are logged in to your AmericanHort profile to ensure you are receiving the most detailed response from the AI assistant.

Access Sage on any page of the website or by visiting AmericanHort.org/Sage or scan the QR code.

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Advocating for Fair and Practical Wage Policies In December, AmericanHort submitted formal comments to the Department of Labor regarding its proposed rule on Adverse Effect Wage Rate (AEWR) methodology for H‑2A workers. This rule is critical because it determines wages for seasonal agricultural labor, directly impacting greenhouse, nursery, and floriculture operations.

The letter emphasized three key points: 1.

Transition to OEWS Data: With USDA’s Farm Labor Survey discontinued, we support using Bureau of Labor Statistics data but urged improvements to ensure horticultural jobs are accurately represented.

2.

Two-Level Wage Structure: We endorsed the Department’s plan to differentiate wages based on skill and responsibility, while calling for clear, consistent standards nationwide to avoid confusion and inequities.

3.

Recognition of Employer-Provided Housing: We advocated for the Adverse Compensation Credit (ACA) to reflect housing’s real economic value and apply equally to U.S. workers.

These reforms protect U.S. workers while ensuring that horticulture employers can remain competitive and economically viable. Without fair, predictable wage rules, businesses face unsustainable costs, labor shortages, and reduced program participation.

Read the full letter at AmericanHort.org/Advocacy or scan the QR code.

HR CORNER

Navigating “He-Said, She-Said” Situations in the Workplace— Insights for Industry Pros During a recent AmericanHort HR Peer Sharing Group call, members tackled a challenge familiar to many HR professionals: how to effectively handle “he-said, shesaid” incidents. Such situations are often emotionally charged, lack clear witnesses, and can escalate if handled poorly. With the right process and mindset, HR can help reduce risk, support employees, and maintain a healthy workplace culture.

The HR Peer Sharing Group emphasized that the best outcomes come from prompt, structured, and documented action that protects people and preserves fairness.

Below are the top recommendations for how to manage these tricky situations.

Ten Tips for Handling “He-Said, SheSaid” Incidents •

Stay anchored in facts. Ask for specific details, timelines, and examples.

•

Meet with all parties involved and document thoroughly—take detailed notes and keep them in a secure file for an extended period. Retain notes for years to identify patterns in case issues arise again.

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Dig deeper when severity or protected status is involved. Escalate your level of investigation accordingly.

•

Act quickly and consistently. Timeliness helps prevent escalation and shows fairness. Move quickly as you verify who is involved and sources of information.

•

Assess credibility thoughtfully and look for patterns. Consider histories, prior behaviors, and overall reliability.

Determine whether individuals have been part of past complaints or ongoing issues.

•

Expect the truth to land somewhere in the middle. Avoid taking any account at face value. Probe for details to be sure you understand the context of the situation.

•

Consider joint conversations. In some cases, meeting with all parties involved brings clarity.

•

Encourage early reporting. As one member shared, “You can never go to HR soon enough.”

•

Establish a clear reporting path. Define whether employees should go to their manager, HR, or follow a specific sequence.

•

Invest in prevention—consider civility and communication training that clarifies acceptable behavior across age, gender, and other differences; proactive training can reduce incidents.

Learn from Your HR Peers If you’d like to share experiences, gather ideas, and gain real-world insight from others facing the same challenges, we invite your company’s HR professionals to join the AmericanHort HR Peer Sharing Group. The group meets online monthly.

Learn More Contact Mary Beth Cowardin at MaryBethC@AmericanHort.org or 614-487-1117 Visit AmericanHort.org/HRPeer or scan the QR code

2026: January 13

EDUCATION

HortCred: A New Foundation for Workforce Training HortCred, the newest addition to the AmericanHort education portfolio, helps employees gain specific, job-ready skills quickly. Each digital badge focuses on one competency—such as pest management, irrigation, or professional development—and can be completed on demand.

Fully online and mobile-friendly, HortCred lets employees learn in the office, greenhouse, or on the go.

Upon completion, learners earn a digital badge that documents skills for both employees and managers. Employers can require core badges and offer electives aligned to roles or interests, making HortCred useful for onboarding and ongoing development. The program also supports managers by helping structure training plans and identify staff ready for advanced responsibilities.

Learn more at AmericanHort.org/HortCred or scan the QR code.

Technical Training for Production Teams The Plug & Cutting Conference, which will be held September 14-16 in Philadelphia, PA, is the place for hands-on training in young plant production, with sessions on propagation, sanitation, pest management, media and fertility, and environmental controls. Designed for both new and experienced staff, it strengthens skills, standardizes processes, and improves crop quality.

Learn more at AmericanHort.org/Plug or scan the QR code.

Sheraton Philadelphia Downtown Philadelphia, PA 19103

Stay updated on the event at AmericanHort.org/Plug

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with and through show management. Exhibitors any other company to use their exhibit space wish to exhibit at MANTS should submit a wait INDUSTRY EVENTS

see AmericanHort at

Suitcasing Policy

s policy includes attendees trying to solicit s who are letting non- registered companies

Come

e act in which unauthorized individuals or companies attempt to solicit Free for AmericanHort members.

NTS. The unauthorized individuals may have registered as show attendees or th space with companies who are registered as legitimate exhibitors. In the Sponsored by JANUARY 7–9, 2026 the exhibitor is knowingly permitting a non-registered company to use its Baltimore Convention Center an act in defiance of show rules.

dividuals or companies attempt to solicit iduals may have registered as show attendees or re registered as legitimate exhibitors. In the mitting a non-registered company to use its s.

Baltimore, MD

Charting Your Career Path

ot permitted at MANTS. This policy includes attendees trying to solicit at Any Stage emselves, as well as exhibitors who are letting non- registered companies oth space.

Visit us at Booth #2342

January 28, 12:30 PM ET

ompanies must be contracted with and through show management. Exhibitors Careers today often span multiple paths and their exhibit space nor permit any other company to use their exhibit space roles. Join horticultural consultant Nicholas umstances. All companies that wish to exhibit at MANTS should submit a wait Staddon for a practical session on identifying the link to which is found on the homepage of the MANTS website, the right career, evaluating employers, m.

Member Reception

mastering interviews, crafting résumés, and

ing Policy

who is observed to be soliciting business in the aisles or other public spaces, in building networks for long-term success. ny’s booth, or in violation of anyJanuary portion of the will be asked Tuesday, 6,Show 5–7Guidelines, PM iately. Please report any violations you observe to Show Management. You Learn more at AleofHouse ow office at 410-649-7472 Pratt or flagStreet down one us as we walk the show floor. t the business card of the individual who is suitcasing.

Show Management will 206 W. Pratt St. AmericanHort.org/ ind the “suitcasers” and remove them from the building.

Thank youmeaning to our reception sponsor! tors who engage in suitcasing, they have knowingly included, and panies not registered with Show Management to work from the exhibitor’s penalties to include closure of your booth, loss of years of seniority, and /or future shows. Incidences reported will be addressed by Show Management.

GrowForward or scan the QR code.

together to protect our MANTS exhibitors, our show integrity, and reputation piece of Trade Shows.”

WITH US

We want to get to know you better. Help us by joining us on social media— our way of connecting with our members and community. @AmericanHort

@youramericanhort

About AmericanHort AmericanHort is the national association of horticulture businesses and professionals across the spectrum of the industry. Perform better, grow stronger and prepare for the future as a member of AmericanHort, the green industry’s leading association.

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AmericanHort Connect 2026: January Publisher: Mary Beth Cowardin, Vice President, Marketing & Member Engagement Editor: Cindy Whitt, Marketing Communications Manager Hello@AmericanHort.org 2130 Stella Court Columbus, OH 43215-1033 USA (614) 487-1117

©2026 AmericanHort. All rights reserved. This material may contain confidential information, and it is for the sole use of AmericanHort members. The information contained herein is for general guidance and not for the purpose of providing legal advice. It cannot be distributed, reprinted, retransmitted, or otherwise made public without prior written permission by AmericanHort. Please contact the editor at (614) 884-1147 for permission with acknowledgment.

2026: January 15

Download a copy of the calendar at AmericanHort.org/2026GrowerCalendar or scan the QR code.

Plan for a successful new year with the AmericanHort grower calendar.

Download the 2026 calendar, and don’t forget to make extra copies for your office.

Download the 2026 Grower Calendar

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RY

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APRIL

JULY

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FEBRUA

AUG

MAY

Wk

BER S M T W 45 1 T F 2 3 S 4 5 46 8 6 7 9 10 11 12 47 15 13 14 16 17 18 19 48 22 20 21 23 24 25 26 49 29 27 28 30 1 2 3 4 5

M

NOVE

Wk

ar H

Wk

BE

DECEM

SEPTEM

BER S M T W 36 30 T F 31 1 S 2 3 37 6 4 5 7 8 9 10 38 13 11 12 14 15 16 17 39 20 18 19 21 22 23 24 40 27 25 28 29 26 30 1 2 3

Wk

E S M T W 23 31 T F 1 2 S 3 4 24 7 5 6 8 9 10 11 25 14 12 13 15 16 17 26 21 18 19 22 23 20 24 25 27 28 26 27 29 30 1 2 3 4

JUN

MARC

Wk

S M R T W 49 29 T F 30 1 S 2 3 50 6 4 5 7 8 9 10 51 13 11 12 14 15 16 17 52 20 18 19 21 22 23 24 1 27 25 26 28 29 30 31

UST S M T W 31 26 T F 27 28 S 29 30 32 2 31 1 3 4 5 6 33 9 7 8 10 11 12 13 34 16 14 15 17 18 19 20 35 23 21 22 24 25 26 27 36 30 28 29 31 1 2 3 4 5

Wk

S M T W 18 26 T F 27 28 S 29 30 19 3 1 2 4 5 6 7 20 10 8 9 11 12 13 14 21 17 15 16 18 19 20 21 22 24 22 23 25 26 27 28 23 31 29 30 1 2 3 4 5 6

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M T W T 10 1 F S 2 3 4 5 11 8 6 7 9 10 11 12 12 15 13 14 16 17 18 19 13 22 20 21 23 24 25 26 14 29 27 28 30 31 1 2 3 4

Wk

Calend

Join us for Culti vate’26 Learn in More at Am Columbus, OH erican Hort.or on July 11-14. g/Cult ivate

BER S M T W 40 27 T F 28 29 S 30 1 41 4 2 3 5 6 7 8 42 11 9 10 12 13 14 15 43 18 16 17 19 20 21 22 44 25 23 24 26 27 28 29 30 31

OCTO

S M T W 27 28 T F 29 30 S 1 2 28 5 3 4 6 7 8 9 29 12 10 11 13 14 15 16 30 19 17 18 20 21 22 23 31 26 24 25 27 28 29 30 31 1

Wk

S M T W 14 29 T F 30 31 S 1 2 15 5 3 4 6 7 8 9 16 12 10 11 13 14 15 16 17 19 17 18 20 21 22 23 18 26 24 25 27 28 29 30 1 2

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RY M T W T 6 1 F S 2 3 4 5 7 8 6 7 9 10 11 12 8 15 13 14 16 17 18 19 9 22 20 21 23 24 25 26 27 28 Wk

rower

2026 G

JANUA

M

T W 1 T F S 2 4 1 2 5 6 3 7 8 3 11 9 10 12 13 14 15 4 18 16 17 19 20 21 22 5 25 23 24 26 27 28 29 30 31

Wk

TBD Message

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