Fargo INC! September 2025

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Brady Drake, Fargo INC! Editor

Mike Dragosavich

Brady Drake Brady@SpotlightMediaFargo.com

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Paul Hoefer Paul@SpotlightMediaFargo.com

Al Anderson Al@SpotlightMediaFargo.com

Austin Cuka

AustinCuka@SpotlightMediaFargo.com

Matt Purpur Matt@SpotlightMediaFargo.com

Josh Vachal Josh@SpotlightMediaFargo.com

ClientRelations@SpotlightMediaFargo.com

Jessica Ventzke

Tyler Duclos

Missy Roberts

John Stuber

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SPOTLIGHT MEDIA'S OTHER PUBLICATIONS

We always hear that the people are what make the Fargo-Moorhead community great. So, why not meet them? Each month we cover a different topic led by local voices. We meet advocates, experts, and people just like you!

meetfargo.com /meetfargo @meetfargo @meetfargo

Growth Leaders is one of Spotlight's annual publications dedicated to showcasing our local companies and the services they bring to the Fargo-Moorhead area.

Bison Illustrated is your number one source for all of the behind-the-scenes action inside the North Dakota State University Athletic Department.

bisonillustrated.com /bisonillustrated @bisonmag @bisonillustrated

You may already be familiar with our Faces of Fargo-Moorhead-West Fargo publication which we publish once per year in order to highlight the faces behind all of the great businesses in the community.

Future Farmer is our farming publication which brings great tech-focused content to readers across North Dakota and Minnesota.

futurefarmermag.com /FutureFarmerMag

Are you in need of a new career? The Great Places to Work Fargo-MoorheadWest Fargo Annual Career Guide highlights amazing businesses in the area that provide great growth opportunities, benefits, and more!

By Riley Schumann, Lighting Specialist,

SETTING YOUR EVENT APART

t Livewire, a great event isn't just about stunning lights, highquality video, and crisp, punchy sound; it's about helping your on-stage talent – and your brand –truly stand out.

That's why every visual element is a core consideration across every event we produce. Adding special elements like luscious drapery or dynamic set pieces can do wonders! When your event has a sense of style and drama, your audience is more engaged, creating a real, meaningful impact.

We understand that one of the most common reservations about adding these elements is the perceived cost or complexity. It’s easy to assume that a custom red carpet or intricate stage visuals are reserved for top-tier organizations with seemingly infinite budgets.

However, we view scenery as a powerful tool that can scale to any event. A custom branded video arch at the entrance of your event, for example, makes every attendee

feel like a VIP from the moment they arrive. Similarly, subtle scenic additions can have a huge impact, often being a more cost-effective way to build excitement than building permanent structures or complex custom sets. These elements add immense value in terms of brand reinforcement and atmosphere, making them a smart choice for events of all sizes.

We know that to truly captivate an audience in today’s world of distractions and notifications, events have to be more than just a basic stage platform.

Our team uses creative scenic and staging elements to build anticipation and deliver memorable moments. (Picture a portal-like doorway descending to the stage to reveal a speaker - we’ve done it!) These theatrical elements are not just for show; they create a sense of wonder and surprise that makes your message unforgettable. They transform a simple presentation into a dynamic performance, leaving your audience talking about the moment

long after the event is over.

We also believe that the smaller details are just as important. The right lectern or podium can give a speaker confidence and a professional presence, while carefully selected stage furniture can be a huge part of the overall scenic design, making the stage feel intentional and complete, and in line with your organization’s brand, mission, and message.

Elements like drape and backdrop are crucial for creating a polished look, hiding unsightly venue features, and focusing attention where it needs to be.

Want to know what we think one of the best parts of our job is?

Brainstorming with our clients! We love exploring new and innovative ways to use these elements to create something truly unique. From initial concepts to flawless execution, our team is passionate about collaborating with you to bring your biggest idea into the limelight.

Kensie Wallner Photography

Jeremy Albright

Gabriel and Carissa Photography

NDSU Evening of Distinction 2024

Center nVision Conference

Christmas Gift 2023

Discover Fargo’s New Top Choice For Self Storage:

PREMIERE STORAGE

By Brady Drake

by Jeremy Albright

Constructed in 2024 and conveniently located right off I-29 and 52nd Ave, Premiere Storage was built with the customer in mind—combining security, cleanliness, and convenience under one climate-controlled roof. Whether you're decluttering your home, relocating for work, or need extra space for your business inventory, Premiere Storage delivers a first-class storage experience unlike anything else in town.

STORAGE BUILT FOR FARGO’S NEEDS

Premiere Storage offers a range of unit sizes designed to fit a variety of personal and business storage needs, including:

5’x5’

10’x5’

10’x10’

10’x12’

10’x15’ 10’x20’

"You can’t store anything with a motor in here," CoOwner Jon Kungel said. "Our units are strictly for personal items, business records, seasonal things like Christmas decorations, lawn furniture, trade show materials, or just the things you don’t want cluttering your home or office."

From regulated temperature and humidity to 24/7 access, the facility is designed to make self storage easy, secure, and flexible. Plus, month-to-month rental agreements allow you to store stress-free without long-term commitments.

Photos

PREMIERE STORAGE ACCEPTS TENANT DELIVERIES!

*Conditions apply

One convenient aspect of the Premiere Storage experience is the indoor loading area.

SECURITY IS TOP OF MIND AT PREMIERE STORAGE

In the growing city of Fargo, the demand for modern, secure, and accessible storage is greater than ever, and Premiere Storage, a locallyowned, state-of-the-art facility is exactly what this area needs.

"What really sets us apart is the experience," Kungel said. "We’ve got an indoor loading area—which nobody else in town offers with 24/7 access. Other places might have drive-up units, but you sacrifice security and climate control."

At Premiere Storage, every corridor is equipped with cameras—there isn’t a blind spot in the entire building. App-based access means no keys, no hassle. Customers can rent a unit at midnight, receive immediate access to the app, and walk straight into their storage space without talking to anyone.

ENJOY 24/7 ACCESS WITH THE PREMIERE STORAGE APP!

Two freight elevators, along with carts and other tools, make moving items in and out seamless, even from the third floor.

Two freight elevators, along with carts and other tools, make moving items in and out seamless, even from the third floor.

It's not hard to see that this space was designed to rival premium storage operations in markets like Phoenix, Florida, and Texas, where land is expensive and expectations are high.

"That’s why we went with a three-story facility; we wanted to maximize the space but still give people Class A access and experience."

SAFETY,

CLEANLINESS, AND COMMUNITY AT THE CORE

Beyond being clean and secure, Premiere Storage is also proud to partner with the Fargo Police Department by allowing law enforcement K9 units to train on the premises to add an extra layer of security for both employees and customers.

"We take pride in our facility," Kungel said. "It’s a really clean, well-run facility. Even our office is as nice as most offices in Fargo."

WHY CHOOSE PREMIERE STORAGE?

• 100% climate-controlled, secure units

• Indoor loading area & 24/7 app-based access

• Cameras in every corridor

• Two freight elevators

• Located off I-29 & 52nd Ave—easy for residents and businesses alike

• Month-to-month rentals with competitive rates

• Moving supplies and local moving partners available

• Clean, modern facility opened in 2024

Premiere Storage also sells moving supplies on-site and works closely with local moving companies to offer customers the convenience of having their belongings picked up, stored, and ready whenever they need them— perfect for those building a new home or relocating to Fargo.

If you’re looking for self storage in Fargo that puts your needs first, Premiere Storage is the clear choice.

The Evolution of Screen Printing in Signs and Decals

By Ellie Johnson, Custom Graphics

How a century-old technique still shapes modern signage

What is the greatest number of colors you have screen printed?

A: An average job ranges from one color to a handful. However, we have done some complex jobs where there are up to 14 colors.

What is the most difficult part of screen printing?

A: Screen printing is still very much a hands-on craft. Unlike automated processes, it requires physical labor and a sharp eye for detail. One of the most challenging aspects is color matching. Inks must be mixed by hand, adjusting the formula until the hue and shade are just right. This requires both technical knowledge and an artistic touch because lighting, material type, and even the order of printing layers can affect the final look.

What does the process of color mixing/color matching look like?

A: To accurately match the color, we mix a variety of inks to get the exact hue and shade needed. Once we’ve mixed the color, it’s important to test it in the same lighting conditions where the decal will be displayed.

What is the difference between screen printing and digital printing?

A: Screen printing is an art form. It’s the process of handcrafting each specific color and creating layer upon layer, that when laid together, create a design. Digital printing, on the other hand, relies more on the preparation of the design beforehand. The printing itself is straightforward, working much like a standard paper printer, but on a much larger scale and with a variety of materials.

What is the largest and smallest screen we can produce?

A: We produce decals ranging from ½ inch to 7 feet wide by 4 feet tall, with production runs that can exceed 10,000 parts.

What does the future of screen-printing look like in signage and decals?

A: While digital printing has made many advancements, screen printing still takes the lead for durability and continues to be ideal for decals used in harsh environments such as agriculture, construction, marine, and industrial.

When did screen printing first show up in the modern world?

A: Although screen printing dates back somewhere between 960 and 1279 AD, in 1907, a man from England named Samuel Simon patented a method using silk mesh for commercial printing.

How did screen printing influence the boom of decals on vehicles and ag equipment?

A: In 1946, a screen printer named Forest Gill invented bumper stickers by combining fluorescent paint and selfadhesive paper. This was the start of what we now know as adhesive vehicle graphics.

Screen-printing made it possible to mass-produce highquality decals that were weatherproof, which was an essential function when producing agricultural decals.

The Evolution of Screenprinting in the Decal Industry

Expansion into Industrial Applications: (1930s-40s)

Birth of the Modern Sign Market: (1950s)

The Big Boom: (1960s-1970s)

Industrial Scale Production: (1980s)

Peak Dominance: (1990s)

Hybrid Era: (2000s-2010s)

In WWII, screen printing was used to make labels, warning decals, and instructions for machinery, along with banners, flags, and other signage.

Screen printing is adopted by billboard companies and vehicle branding. Decals become weather-resistant, opening up outdoor advertising opportunities. Introduction of solvent-based inks and plastisol.

• Adhesive-backed vinyl film has become common for decals.

• Large-format screens allow oversized graphics for buses and trucks.

• Multi-station presses enable faster production time for high-volume orders.

• Signage companies start specializing in custom corporate branding.

• Semi-automatic and fully automatic presses dominate, boosting speed and reducing labor costs.

• UV curable inks emerge, meaning instant dry times and excellent outdoor durability.

• Mass production of decals for appliance panels, control boards, and industrial labeling.

• Large-scale screen printing reaches its peak share in the signage industry.

• Specialized inks for metallic finishes, reflective coatings, and textured effects become common.

• Fleet graphics boom, with large decal kits produced in volume.

• Combination of digital printing and screen printing emerges.

• Digital printing for complex imagery and screen printing for solid color layers and protective overcoats.

PARTNER

On a crisp fall evening in Fargo, hundreds gather in a room alive with anticipation. The BIO Girls Gala has become a fixture on the community calendar, a night that raises critical funds, yes, but even more, it celebrates resilience, confidence, and the belief that every girl deserves to know her worth. BIO Girls’ mission is simple and urgent: improve the mental health of adolescent girls through empowerment of self and connection with others.

That purpose animates every story told from the stage, every video, and every quiet moment when a guest realizes they are part of something bigger than themselves.

It wasn’t always this polished or powerful. The first gala in 2019, BIO Girls shouldered production themselves. The heart was unmistakable; the vision was clear. But the staging, show flow, and technical storytelling hadn’t yet caught up to the scale of their ambition. To serve more girls and to invite more people into the mission, the gala needed a platform that could match the organization’s spirit.

Enter a partnership. In early 2020, BIO Girls asked for help bringing their story to life, and Mobile Pro said yes, not as a vendor but as collaborators who would treat the gala as if it were their own.

Then the world changed. As an inperson celebration suddenly became impossible, BIO Girls faced a choice: cancel a vital fundraiser or leap into a first-ever virtual gala. They chose courage. With Mobile Pro’s support, the team pivoted quickly, carrying the mission into living rooms across the region. What might have been a lost year became a breakthrough, a proof point that creativity and calm under pressure could turn uncertainty into impact.

By Brian Bestge, CEO, Mobile Pro

From that first event to every year since, the relationship has been fueled by big ideas and meticulous care. CEO Brian Bestge brings the “what if” spark, while director of client experience Shannon Jacobson and event production coordinator Amber Rook ensure every detail serves the audience, translating creative concepts into an evening that feels intentional, warm, and flawlessly executed.

Today, when guests step into the BIO Girls Gala, they’re greeted by an experience that feels effortless, the kind of “seamless” that only happens when a hundred details have been thought through in advance. Months before doors open, Mobile Pro sits with the BIO Girls team to listen,

dream, and map bold ideas onto a technical canvas. Stage layout, ambience lighting, audio design, show flow, and video content are approached as pieces of a single story, never as separate tasks. Mobile Pro delivers full-scale live event production and rentals, from LED video walls and precision lighting to immersive audio and broadcast-ready switching, all perfectly tuned to the tone and purpose of the night.

And then there are the moments. One year, dancers on stage “interacted” with the LED wall behind them—a color burst, a scene change, a BIO Girl appearing to take flight—and the room felt it: production not as

spectacle, but as storytelling that carries the mission forward. Another year, an unthinkable curveball: the original venue was double-booked. Just 60 days before the gala, Shannon discovered the issue, and Brian got to work. A new venue with greater capacity and creative freedom became the backdrop for a night that almost didn’t happen, yet ultimately soared thanks to quick thinking and strong local relationships.

If you ask BIO Girls what this partnership feels like, the answer is simple: “Over time, our partnership has strengthened to the point where Mobile Pro feels like an integral part of our team. They understand

our mission and vision for each event, and they play a crucial role in ensuring a top-notch experience for our guests.” That trust is earned in the unglamorous hours: site walks, run-of-show painstakingly refined, redundancies planned, rehearsals tuned to the heartbeat of the program.

Reliability isn’t an accident, either. In the past six years of partnering with Mobile Pro, BIO Girls reports zero production issues, a testament to preparation and a team that treats every cue, every handoff, and every transition as mission-critical. When the technical foundation is rock solid, the message can shine.

The results speak clearly. Since partnering with Mobile Pro, the BIO Girls Gala has seen a 66% increase in funds raised and a 54% increase in attendance. Bigger rooms. Broader reach. More people are saying yes to a mission that is changing lives across the Midwest. Those numbers matter because of what they unlock: more girls served through a proven 12-week program that blends life-skills lessons, smallgroup mentoring, non-competitive physical activity, and faith-framed encouragement—the program BIO Girls was built to deliver.

This is what happens when a cause with courage meets a partner who believes production is more than button-pushing. Mobile Pro’s philosophy is that staging, lighting, sound, and screens are not ends in themselves; they are tools to amplify stories of hope so they land in the heart. Done well, they make a room feel seen and invited to give, to volunteer, to carry the mission home.

Of course, the gala is only one chapter of a much bigger story. BIO Girls began in Fargo in 2013 and has grown to more than a hundred program locations, with a vision “to improve the mental health of adolescent girls

through empowerment of self and connection with others. "That vision has animated bold goals, like reaching one in six North Dakota girls annually, and a steady expansion powered by sponsors, volunteers, and a community that refuses to lose momentum, and the story keeps unfolding.

This year’s gala theme is JOY, the seventh annual celebration and BIO Girls’ signature event, an evening of purpose, powerful testimonies, and the kind of emotion you can feel in the first seconds of a standing ovation.

Guests will gather on Thursday, October 9, 2025, at Butler Arena in West Fargo for dinner, stories, and auctions designed to fuel the mission for another year. The team is even introducing a new fundraising game, a fresh, interactive element that keeps seasoned supporters engaged and new guests leaning in. It will be a night that looks and sounds beautiful for a reason: because the message it carries is beautiful.

If you ask Mobile Pro why this partnership matters, the answer is people. It’s Missy and Macy, and the BIO Girls team, who never stop dreaming. It’s a staff and volunteer

“Over

time, our partnership has strengthened to the point where Mobile Pro feels like an integral part of our team. They understand our mission and vision for each event, and they play a crucial role in ensuring a top-notch experience for our guests.”

—Missy

Heilman, Founder & CEO, BIO Girls

Connect with Mobile Pro today!

family that brings a thousand details to life so a nine-year-old can hear a sentence that changes everything: you are enough. It’s sponsors who underwrite possibilities and guests who raise their paddles because they see exactly where their generosity goes. And it’s a production crew that believes the right story, told the right way, can move a community to action. BIO Girls has always been the hero here. Mobile Pro is proud to play a supporting role, one built on the conviction that technology, in the right hands, can make purpose visible. Together, they’ve created a gala that doesn’t just fund programs; it multiplies impact. As BIO Girls’ leadership put

it, Mobile Pro isn’t simply a service provider; they’re part of the team. That’s the partnership model the region needs more of: nonprofits with a clear mission, and production partners who are as invested in outcomes as they are in cues.

Because when genuine people work shoulder-to-shoulder—when vision meets craft, and care meets excellence—events stop being just events. They become catalysts. They become invitations. They become nights you remember because they remind you what a community can do when it decides to move in the same direction.

And to every nonprofit dreaming up its own version joy, know this: you don’t have to do it alone. Find partners who listen, who dream with you, and who sweat the details so your mission can shine in the light. That’s where lasting impact begins.

Golf may be our game, but hosting unforgettable events is our specialty. From corporate holiday parties to bachelor/bachelorette celebrations, Suite Shots offers flexible spaces, great food, and a lively atmosphere for any occasion.

EVENT SPACES

FOOD & DRINK

• Full event menu for all spaces and bay events.

• Crowd favorites: double smash burgers and wings (top sellers).

• Seasonal drink menus and rotating daily specials.

• Ability to customize menu to fit your group’s style and budget.

• Rooftop terrace with stunning views of South Fargo and live music during warmer months.

• Guests don’t need to golf to enjoy the event spaces, food, or atmosphere.

• Flexible setups to match the mood—from casual to formal.

ST. ANDREWS ROOM

Seats up to 12; perfect for board meetings or intimate gatherings; includes a TV for presentations.

AUGUSTA ROOM

Fits up to 75 guests; ideal for medium-sized parties, team celebrations, or mixers.

PEBBLE BEACH ROOM

Holds up to 126 guests; includes an attached bar; can be divided into three smaller rooms for flexibility.

VIP BAY AREA

Four bays in a private section; perfect for large parties with golf, food, and drinks all in one space.

TWO-BAY PACKAGES

Great for smaller celebrations like birthdays or casual taeam outings.

Options to host food buffets right at the bays.

WHY BOOK NOW?

• The holiday season fills up quickly—early booking ensures your preferred date and space.

• Suite Shots delivers more than just a venue—we deliver an experience guests will remember.

SCAN THE QR CODE TO BOOK YOUR NEXT EVENT!

PERFECT FOR:

• Corporate meetings and holiday parties.

• Weddings, rehearsal dinners, and anniversaries.

• Birthdays, bachelor, and bachelorette parties.

• Fundraisers, tournaments, and community events.

By Brady Drake

ccasionally, an event emerges that shakes things up—one that challenges your perspective and leaves you inspired. That event is DisruptHR!

GET TICKETS NOW!

DisruptHR is the ultimate knowledge exchange designed to energize, inform, and empower thought leaders in HR and beyond. Starting at 4:30 p.m. on October 23, you’ll experience 12 expert speakers, each with just 5 minutes to share their insights. Think of it as speed dating with innovative ideas poised to transform HR and the companies they support.

To give you a taste of what to expect, we’re highlighting the fantastic speakers you'll hear from at this high-profile event.

Q: Tell us about yourself.

A: I’ve had a lot of jobs— from dream gigs to “never again” moments—each one teaching me something that shapes how I work today. Now, as the founder of DevelopHR Consulting, I help small businesses ditch the HR overwhelm and build workplaces where people can thrive. I’m a Midwestern wife, mom of two teenagers, and firm believer that a good laugh can solve almost anything— well, that and good coffee.

Q: What will you be speaking about at DisruptHR?

A: Eight years ago, I wrote "A Place to Grow: Finding My Way Through 19 Jobs." Back then, I felt like I was drifting. Today, with 24 jobs behind me and a business I love, I see it as a purposeful redirection. My talk is about rethinking growth, releasing the need for a perfect plan, and trusting that detours lead to the good stuff.

Q: Why are you passionate about this topic?

A: For years, I felt embarrassed by my career path and wasted energy trying to hide it. Running my own business showed me that every stop gave me skills I use today. Growth looks different for everyone, and every step is a chance to learn something new.

Q: What general business advice do you have for readers out there?

A: Don’t focus on what others are doing—get excited about

what you’re doing. I recently learned that the Latin root of “compete” means to strive for something, not against someone. That stuck with me. There’s room for all of us, and I’d rather compete for the clients and work I want than against another business.

Q: Can you share a specific experience that has significantly shaped your career?

A: I can’t point to just one. Looking back, there were goals I thought I’d “failed” at—getting a promotion, hitting a certain salary by a certain age, or, yes, becoming an Olympic gymnast (my “career” started and ended at age five, but in my head it was going places). Over time, I’ve realized that resilience has been the constant. God’s given me the ability to eventually see the bright side, pivot when something doesn’t work out, and dream up the next idea.

Q: How do you stay motivated and inspired in your professional journey?

A: I don’t stay motivated and inspired all the time—and I’ve stopped expecting to. Those things come and go. What matters is showing up in the “in-between,” when the work feels routine or I’m running low on energy. Early in my career, I’d jump to a new job the minute the spark faded, thinking I should feel inspired every single day. Turns out, that’s not reality. Now I see motivation as the bonus fuel, not the engine.

Q: What do you think are the key traits of successful leaders today?

A: Great leaders start as great team players—humble, hungry, and smart. Add in curiosity, the guts to fail, and the grace to own your mistakes, and you’ve got the real deal. A title might put “leader” on your signature line, but how you show up is what earns it.

Q: How do you handle setbacks and challenges in your career?

A: Depends on the day. I’d love to say I handle them with grace, immediately learn the lesson, and move on. But the truth? I overthink, get way too critical of myself, throw a mini pity party, and cry to my husband… then I get back to work. The older I get, the faster that cycle goes—which I’m calling progress. From the outside, it might look like I’m handling it well, but there’s usually a whole lot of internal noise before I get there.

Q: What advice would you give to young professionals looking to make an impact in their field?

A: Be intentional—and realistic— about how you define impact. We tend to romanticize achievement at a young age... started varsity in 8th grade, made “40 under 40,” youngest to ever (fill in the blank). That mindset can make you feel like a failure when your first job doesn’t involve radically changing the world in nine months. Sometimes impact looks like earning the trust to lead a client meeting, being asked to train a new teammate, or improving

Christy Jacobson

a process that makes your team’s day a little easier. Be ambitious and passionate, but don’t confuse speed or youth with impact.

Q: How do you maintain a healthy work-life balance?

A: By admitting it’s not really a balance. It’s more of a see-saw, shifting toward whatever needs me most in the moment—sometimes my kids, sometimes my husband, sometimes work, and sometimes me. Letting go of the idea of perfect balance is something I’m actually proud of. Everyone has a different tolerance for how much they can juggle, and sometimes you have to fall flat on your face to figure yours out.

Q: What are some emerging trends or technologies that excite you the most?

A: Sometimes a quick scroll leads you down an intriguing rabbit hole. That happened when I saw a LinkedIn post from Andrew Stone about a video shoot for Chipp—a company that builds and integrates AI agents for businesses. I was intrigued enough to check out their site and testimonials, and now I’m excited to learn more. Granted, I haven’t done a deep dive yet, so if anyone from Chipp wants to give me the inside scoop, I’m all in.

Q: How do you approach personal and professional growth?

A: My goal is to stay curious and not limit myself to strictly business books or “self-help.” Some of my biggest lessons have come from

the most random places. There’s a novel I’ve read no less than ten times because of the personal and professional lessons it teaches me. I’ve built trainings and pulled quotes from a movie I watched (Mulan is full of leadership lessons). Growth can come from anywhere if you’re paying attention—and I’m always on the lookout for it.

Q: Can you share an example of a project or initiative that you're particularly proud of?

A: I don't know that I can point to one specific project or thing that I am particularly proud of. It might be because I tend to see everything through the lens of “what could I have done better?” But I am proud (and still a little surprised) that I’m running a successful business. It was a dream I didn’t even know I had until later in life, and even then, I half-expected to fall on my face. I think that’s part of why it’s worked, I’m not holding on too tightly. I’ve learned to embrace pivots, trust the process, and believe that God will keep guiding and providing.

Q: What qualities do you believe are essential for fostering a positive workplace culture?

A: I promise I’m not getting a kickback for saying this again, but if every employee, business owner, and board member focused on being an ideal team player—humble, hungry, and smart—workplace culture would take care of itself. I’ve seen it over and over: when those three traits are present, trust grows, teamwork clicks, and the culture becomes the thing that keeps people around.

Charissa Quinlan

provided by

Charissa Quinlan

Q: Tell us about yourself.

A: I’m a wife. A mama. A learner. A reader. A dreamer. A problem-solver. A scientist. A traveler. A Gilmore Girls fanatic. A work in progress.

Q: What will you be speaking about at DisruptHR?

A: Normalizing failure at work.

Q: Why are you passionate about this topic?

A: As a scientist we are taught that failure is not only a normal part of breakthroughs, but a critical part of the process. It’s only through the iterative cycle of experimenting, failing, making adjustments, and experimenting again that you *might* find success. However, when you transition to the corporate world, the focus tends to be on the success itself—the end result. You lose sight of the critical learning experience— the journey—that must happen along the way to achieve the goal, making success elusive and perhaps unrewarding.

Q: What general business advice do you have for readers out there?

A: Find what motivates you, what you’re passionate about and follow it.

Q: Can you share a specific experience that has significantly shaped your career?

A: In graduate school I worked on building a start-up company around our technology and pitched it to investors, scientists, and business leaders at business school competitions. Though we didn’t move forward with the company, I found my passion for the business side of science, and it inspired

my focus on how we bring novel therapies out of the lab and to the patients who need them most.

Q: How do you stay motivated and inspired in your professional journey?

A: When I’m having tough moments, I come back to my why—my goals, how what I’m doing drives that journey—and I take risks on exciting opportunities. If I’m not feeling outside my comfort zone at least 25% of the time, it’s time to take a new step.

Q: What do you think are the key traits of successful leaders today?

A: Bold. Curious. Authentic. Intentional. Inspiring. Communicator.

Q: How do you handle setbacks and challenges in your career?

A: I reflect, focus on what I learn from them and use that to fuel my next steps.

Q: What advice would you give to young professionals looking to make an impact in their field?

A: Build meaningful connections with others in your field—get to know them, learn from them, share with them. You never know where opportunities to work on exciting projects or new roles may come from.

Q: How do you maintain a healthy work-life balance?

A: Work life balance has looked different for me at different stages but something I keep constant is being present for the small daily moments—like taking the kids to school and reading books together at bedtime.

Q: What are some emerging trends or technologies that excite you the most?

A: I firmly believe learning is a lifelong journey so I’m excited about the development of nearly endless opportunities, formats, and topics of certificates and educational programs designed for working professionals to build their skills and networks, outside of their organization.

Q: How do you approach personal and professional growth?

A: With curiosity. I love to learn new things that challenge me and the way I view the world.

Q: Can you share an example of a project or initiative that you're particularly proud of?

A: My prior role at Aldevron was building our client-facing project and program management organization from the ground up. It was a challenging journey full of learning from failures and successes that taught me so much about leadership and about myself. They are a team of incredible humans who make a difference in the world every day and I’m proud to have worked alongside them.

Q: What qualities do you believe are essential for fostering a positive workplace culture?

A: Somewhere people feel they can be their authentic self, do meaningful work that fuels them, and with colleagues who support them in achieving their goals.

Josh Kampa

provided by Josh Kampa

Q: Tell us about yourself.

A: I'm an Army brat, born in Germany and raised all over the U.S.—a journey that shaped my love for people, stories, and adaptability. I've been happily married for 14 years to an HR professional, and we’re proud parents to three incredible kids: Haylee (18), Harper (12), and Paxton (10). We call Forest Lake, MN home, and I love to cook, plan our next international adventure, coach my kids' travel basketball team, or just hang with the family.

Professionally, I've spent the past decade partnering with HR leaders and teams, offering both strategic insight and practical support. I love being a go-to resource who helps turn challenges into growth opportunities

Q: What will you be speaking about at DisruptHR?

A: "FBI (Freakin' Brilliant Ideas) for HR"

Q: Why are you passionate about this topic?

A: In my early days working alongside HR teams, a CHRO once told me, “HR—just two letters, but so much between the H & R.” That insight stuck with me, and over the years, those two letters have come to represent an even greater breadth of challenges, responsibilities, and impact. HR sits at the heart of every organization, driving culture, strategy, and results.

What excites me most is discovering clever, out-ofthe-box ideas—sometimes

surprisingly simple ones—that help chip away at the evergrowing HR to-do list. I love being part of the journey that turns smart ideas into meaningful change.

Q: What general business advice do you have for readers out there?

A: 1) It's a small world, don't be an asshole.

2) If you don't believe and love what you do, do something different, or for someone different.

Q: Can you share a specific experience that has significantly shaped your career?

A: Growing up as an Army brat, constantly on the move every few years, I picked up some powerful lessons early in life that have shaped both who I am and how I approach my career. I learned that you don’t need travel internationally to experience different cultures—just a few states away or they’re right in your own backyard. I developed a deep appreciation for people and the rich tapestry of their differences. I developed a deep appreciation for people and the rich variety of their differences. And above all, I came to understand the value of finding common ground and building authentic connections..

Q: How do you stay motivated and inspired in your professional journey?

A: I’m fortunate to be surrounded by the unwavering CONTINUED

support of an incredible wife and three amazing kids—they're the heartbeat behind everything I do. Their encouragement fuels my motivation every single day. I also feel deeply connected to the company I work for—what we stand for, the mission we drive, and the people I get to work alongside, both colleagues and clients. That shared sense of purpose is what keeps me inspired and passionate about the work.

Q: What do you think are the key traits of successful leaders today?

A: In my experience, the most successful leaders share a few defining traits. It begins with a genuine care for their people—no matter their title, tenure, or role. Great leaders understand that respect and empathy should extend to everyone, not just those in their inner circle. They also welcome fresh perspectives and aren’t threatened by team members who may excel in areas beyond their own expertise. Instead of feeling challenged, they feel energized by collaboration and growth.

Q: How do you handle setbacks and challenges in your career?

A: One piece of advice my mom gave me—long before I even understood what it meant—was, “You can get bitter or better.” Over time, those words really sank in. Don’t get me wrong, I still have my bitter moments,

but these days they show up less often and don’t linger nearly as long.

Q: What advice would you give to young professionals looking to make an impact in their field?

A: Before signing on with any employer, do your homework. Research thoroughly, ask the tough questions, and be unapologetically selective. Your list of “must haves”— whether it’s purpose, culture, flexibility, or growth—should be your compass, not a wishlist. Surround yourself with like-minded individuals who inspire you, challenge you, and help you stay aligned with your values. And don’t forget to cultivate a tight inner circle of mentors—people who’ll call you out, lift you up, and help you level up.

Q: How do you maintain a healthy work-life balance?

A: A truly healthy work-life balance starts at the top. It’s embedded in the culture an employer creates and reinforced by the leaders we report to directly. If that culture prioritizes wellbeing, flexibility, and respect for life outside of work, it trickles down into every corner of the organization.

Q: What are some emerging trends or technologies that excite you the most?

A: AI it still carries an element of the unknown, and with it, a healthy dose of fear. But when thoughtfully

Josh Kampa

implemented, it becomes a powerful HR asset—one that gives time back to teams by automating routine tasks and streamlining processes. This shift allows teams to redirect energy toward strategic initiatives, deeper employee engagement, and impactful cultural development. It’s not about replacing the human touch—it’s about amplifying it.

Q: How do you approach personal and professional growth?

A: Growth is a lifelong process. Personally, I try to focus on selfawareness through reflection and feedback. Professionally, I seek environments that align with my values and offer opportunities to stretch my skills. Mentorship, continuous learning, and surrounding myself with inspiring people are key. For me, growth is about progress, not perfection.

Q: Can you share an example of a project or initiative that you're particularly proud of?

A: One of the most meaningful initiatives in my career has been helping to build a collaborative platform through the “Between HR” events in Fargo. These gatherings and my time up here the past four years have brought together incredible HR professionals, local leaders, and nonprofits, creating space for innovation in benefits and human resources. It’s been incredibly rewarding.

Tansey Cregan

Q: Tell us about yourself.

A: If there is a hard way to get somewhere or a path less traveled, it is almost a certainty I will end up on that journey! My name is Tansey, I have spent my lifetime, my career has been no exception, finding myself navigating through ambiguity. Challenges, exciting opportunities, goals not for the faint of heart, this is where I have learned I fit best; of course, it took me a hot minute to quit resisting where the universe was guiding me before I just began accepting it. I value the unique opportunity I've had to gain perspective from different angles that not everyone gets to experience. It's these experiences and perspectives that are the reason I'm a disruptor. The status quo has never been something I could understand, nor get comfortable in.

As I look back, I can now see that this way of navigating life has allowed me to learn some pretty impactful lessons, as well as gain a true appreciation for those relationships along the way. I feel very fortunate to know I can be a risk taker and not only be able to come out the other side stronger, but also have a powerhouse of family, friends, and network by my side. Through each experience I can truly say I understand the reason, the lesson, and I have found friendship. For that I know I am blessed!

I hope that the way I tackle life, career, and family and the attitude I show up with will also reflect in my children as they begin their own journeys. My partner Matt and I have a full home with our blended family. Kendra is 17, Ty 14, Alex 12, and Claire 9. It is such a joy watching them grow and getting to share with them the lessons I learn, as well as teach them to share with us and each other in the same way. We stay busy yet still enjoy most our times together

connecting; family dinner around the table each night or some pretty emotionally charged game night competitions!

Q: What will you be speaking about at DisruptHR?

A: The layer in the middle of the org chart.

Q: Why are you passionate about this topic?

A: The middle is where everything connects, and where so much potential often goes unnoticed. I care deeply about this layer of leadership because middle managers quietly carry the weight of culture, performance, and people. They translate vision into action, keep teams aligned and engaged, and grow future leaders—often through much ambiguity. I believe when we empower the layer that leads from the middle, we don’t just fix what's broken—we unlock what’s possible.

Q: What general business advice do you have for readers out there?

A: You are worth trusting! Your gut is always right for you so make sure you check in there first every time for everything, trust yourself. True alignment in your role is the game changer. From there, it is a smoother path to align with others and build connections that resonate with who you are, the work you're doing, where you're headed, and the way in which you want to get there.

Q: Do you have any book or podcast recommendations?

A: I greatly enjoy reading case studies and finding ways to apply that knowledge and those lessons to my own work. I know I may be a bit different than others in this regard, so my top two book

recommendations could be slightly more on the analytical side than some prefer. However, I've read each of these multiple times and each time I always take away something new that I've been able to successfully apply.

The first book I always recommend is "Creating a Kaizen Culture: Align the Organization, Achieve Breakthrough Results, and Sustain the Gains" by Jon Miller, Mike Wroblewski, Jaime Villafuerte.

Second is "The High-Velocity Edge: How Market Leaders Leverage Operational Excellence to Beat the Competition" by Steven J. Spear.

Q: Can you share a specific experience that has significantly shaped your career?

A: This is hands down the experience I had leading the last team I was a part of. I was an outsider coming in to lead a team of diverse crossfunctioning roles. For the most part everyone was either very established in the company and their role, or brand new to one or both. This team had already been through different managers with varying leadership styles, as well as quite a bit of consistent change. Their resilience is still something I admire most from any of my experiences so far in my career. I compare my own resilience to them as my north star in everything I do.

They did not need me to show up with yet another set of different focuses and directions. Instead, they just needed someone to support them and clear the way so that they can do what each of them do best. Being mindful of showing them the potential they have always had but just needed some clarity around. When I recognized this, I knew transparency and trust had to be

Tansey Cregan

our primary focus as a team. This team challenged me to be authentic in every step we took—they would not let me show up in any other way than my authentic self. It was through them challenging me that I grew more in this role than I ever had before. Authentic and transparent leadership was a catalyst not only for the growth of this team, but for my growth as an individual as well.

I am so blessed to have had the experience working with that group of amazing people. Not only for the potential they tapped into in themselves and each other, but for holding me accountable to growing and finding my own potential as well.

Q: How do you stay motivated and inspired in your professional journey?

A: I am always hungry to learn; my mindset is constantly on continuously improving. Through that it leads me to always have new and fresh ways of looking at my professional landscape. It's almost impossible to lose motivation when there is always something new and/ or progressive to learn how to tackle.

Q: What do you think are the key traits of successful leaders today?

A: I think for anyone, especially leaders, it is critical to be mindful of being self-aware. That is the foundation and from there leaders can have a growth focus on other key traits. Amongst those that I continue to focus on growing in are authenticity and the ability to collaborate cross-functionally.

Q: How do you handle setbacks and challenges in your career?

A: I'm ashamed to admit that in the past I didn't always handle this with a

clear mind, in the best way. However, I have changed and grown to be focused on trusting the journey. I find that when I'm confidently aligned with those I trust around me (trusting myself as the first step), I can trust that I will overcome the setbacks and challenges as I am meant to. And as always, there is a lesson in everything. Embracing the lesson and applying it forward has been my approach throughout.

Q: What advice would you give to young professionals looking to make an impact in their field?

A: Show up as yourself and never be afraid to ask the questions no one else is! Build that network, it will be your sounding board, your support system, and you never know when it will be your next opportunity.

Q: How do you maintain a healthy work-life balance?

A: For me there are two primary focuses for this. The first is communication, both with work and with my personal life. That clarity opens the door for authentic, meaningful, and usually needed conversation as you're trying to navigate finding balance. The second is my planner and daily planning routine. I am a highly organized person and it all lives and dies by my planner.

Q: What are some emerging trends or technologies that excite you the most?

A: Of course, AI—this for me is a given. And not just to jump on a bandwagon. I have been an early adopter for quite a while and where the future is headed is exciting! I not only want to embrace the progress and opportunities, but I also want to

help carve the path forward.

Q: How do you approach personal and professional growth?

A: I have always been a very goal driven person; I think this may come from just an inherent competitive nature I was born with. So, for me, I always have a fully developed goal, or a few, that I am focused on with milestones for progress. This is true in both my personal and professional life.

Q: Can you share an example of a project or initiative that you're particularly proud of?

A: Leading the last team I was a part of! We knew we had a challenging road ahead of us to achieve what we set out to. In order to get there, it was such an honor to have them put their trust in my leadership as I developed and lead them through an organizational change model focused on Kaizen. The journey came with a lot of new learning, expectations, and accountability for everyone. To see the team become change agents, embrace continuous improvement in each of their departments and roles, and build a level of respect for each other and ownership of their outcomes—that was something I will never forget being a part of!

Q: What qualities do you believe are essential for fostering a positive workplace culture?

A: A positive culture starts with transparency, thrives through open communication, and is sustained by accountability. When people know what’s expected, feel safe to speak up, and see follow-through on what’s said, trust grows. And trust is the foundation of any great workplace.

Crystal Whalen

Q: Tell us about yourself.

A: I was born and raised in Fargo-Moorhead. I grew up in Sabin, MN, as the daughter of two hard-working parents and three sisters—each of them inspiring me in their own way with distinct God given gifts. I am a mother to two daughters enrolled in Fargo Public Schools. I’m currently pursuing my bachelor’s degree in business management with an emphasis in banking. When I can, I enjoy volunteering in the community, serving on both the Atonement Lutheran Church and Jefferson Elementary School PTA board of directors. I have a soft spot for organizations that exist to serve young people or marginalized populations.

Q: What will you be speaking about at DisruptHR?

A: I’ll be talking about my profession as a compliance manager and how it's a calling to serve people beyond just enforcing rules.

Q: Why are you passionate about this topic?

A: When people hear my job is in banking compliance, their eyes gloss over, and there’s often a joke about being in the group no one wants to deal with or working where “dreams go to die," but I see the role so much differently. One of the keys to success in any role is the ability to build and maintain relationships— compliance is a people business at the heart of it. Yes, I must be able to read and interpret very technical details of the law, but beyond that, I

am just making sure that we are thinking about whether what we do is the right thing for our internal and external customers. To effectively do my job, I get to live out my core values of integrity, curiosity, and fairness every day to inspire growth, solve problems, and achieve shared objectives that deliver products and services our customers want. We spend a substantial amount of time at work each week, and to enjoy what we do, we must recognize what our values and mission are so that we can align our work to them. I found it in an unlikely field, but I’d love to help inspire other people to find joy in their work.

Q: What general business advice do you have for readers out there?

A: Be authentic. It’s easy, especially early in your career, to try to replicate the successful model others have used, but their secret sauce isn’t yours. Your value is the gifts you were given—the authentic way you communicate, your grit, your knowledge. Be confident in your strengths and don’t underestimate the importance of the talents that are uniquely yours.

Q: Can you share a specific experience that has significantly shaped your career?

A: When I was young, I was a shift manager at a local restaurant. The time came to hire an assistant manager, and I wasn’t given the role. When I asked the owner why I wasn’t

given the opportunity, she said, “I didn’t know you were interested." As simple as that is, it was formative for me. Since then, I have made sure that I show my desire for growth both by direct communication and indirectly through action. The willingness to continue to learn and grow by taking on additional responsibilities that give me that extra depth and breadth of experience (even when it isn’t “my job”) has proven the best way for me to grow personally and professionally. I eventually became the General Manager at that restaurant before they sold to new owners, and I started my career in banking. Since then, most of my promotions were not roles that I applied for but roles I slid into because I was never afraid to do the work that enabled growth.

Q: How do you stay motivated and inspired in your professional journey?

A: I am purpose-driven; when I understand where I’m going and why I’m headed there, the motivation is there naturally. I find that when I am in a period where I am feeling unmotivated or uninspired, it’s time to seek out a new opportunity. That doesn’t necessarily mean a new job; it may be as simple as finding a new task or project to take on where I can learn, grow, and find my inspiration.

Q: What do you think are the key traits of successful leaders today?

A: I believe that grit is the most critical skill you can have. Never be afraid to lead with curiosity, fail forward, and try again. I can teach someone how to read a law, how to find appropriate processes to understand if they comply, but I cannot teach the ability to take the initiative to solve a problem. Effective communication is another skill critical

Crystal Whalen

to success. This doesn’t simply mean that you know how to present information or that you can write an email; it means catering your communication to your audience. It means getting to know the people you work with enough that you know how to approach challenging topics and provide appropriate influence rather than using a one-size-fits-all approach.

Q: How do you handle setbacks and challenges in your career?

A: I am a processor and take things personally, so initially, I struggle with letting my emotions drive. Once I get past the emotional reaction, I can rationalize and create an action plan to move forward. Generally, each setback or challenge I’ve had has made me a better person, stronger, more intelligent, and more adaptable, so I try at the end of those challenging periods to remember to look back at the growth that happened as a result. This approach means I don't allow myself to dwell on setbacks or challenges too long before looking to the future.

Q: What advice would you give to young professionals looking to make an impact in their field?

A: Don’t let yourself fall into the “it’s always been done that way” or “we tried that before, and it didn’t work” traps. If you aren’t learning and growing, you’re falling behind. Be innovative, look for ways to do better, and ask the question even if you think it’s been asked before. Be bold in pursuing growth—you don’t make a difference by standing in the background and following along with the status quo.

Q: How do you maintain a healthy work-life balance?

A: This is a lifelong battle. I enjoy what I do for work, so sometimes it’s hard to disconnect. It’s beneficial to have people at work and in your personal life to hold you accountable for disconnecting and remind you why it’s crucial. I see work-life balance a little differently than most. I am a whole person both at work and in my personal life. Sometimes, when I am at home, I’m working to get things done or because I found inspiration and have an idea I want to think through—I am still an employee when I’m home. Sometimes when I’m at work, I need to make an appointment or leave to take care of a family member. Work-life balance to me is about the flexibility to be a mom, daughter, employee, etc., regardless of the time of day.

Q: What are some emerging trends or technologies that excite you the most?

A: Oh gosh. As a risk manager, the pace of change in banking is both alarming and exciting for me. The FinTech companies out there are driving us bankers to think creatively to offer innovative products and services (even if I am occasionally frustrated by the lack of regulation in that space). Use of AI makes me nervous because I fear that people won’t remember that it’s a tool, not an answer, so we need to use it wisely. That said, it’s great to be able to use this to gain efficiency in my work so that I can spend more time adding value.

Q: How do you approach personal and professional growth?

A: Every situation has a lesson for me to learn from it, and I believe there’s a plan for my life and a purpose I’m here to serve. I have goals I want to accomplish, but I keep myself open to possibilities.

I think growth is equal parts intention and chance—most of my development opportunities came from experiences I didn’t set out for intentionally. I enjoy reading non-fiction and finding correlations to my everyday life. I joke sometimes that I am like a toddler. I always say, “But why?” Staying curious helps me continue to grow, and even if something is unrelated to my field, there’s something I can take away from it.

Q: Can you share an example of a project or initiative that you're particularly proud of?

A: I helped launch a few products at my former employer that were new to the industry and unproven from a regulatory perspective. We moved at a rapid pace to get to market and were creative in how we balanced risk and rewards. This allowed me to partner with people whose primary concern was moving quickly and thinking creatively, and with people who were concerned with everything that could go wrong in uncharted territory. It was fun to negotiate with both sets of people and bring them together, think creatively, and be a part of the solution. We launched quickly. The launches were not without problems, but because the team had learned to work so well together, we were able to identify and address concerns quickly. The launch of these products is one of my favorite accomplishments in my professional career, and I still watch the news and celebrate the successes of the teammates I learned so much from.

Q: What qualities do you believe are essential for fostering a positive workplace culture?

A: Honesty, integrity, and the ability to put other people ahead of yourself. Trust and collaboration drive a positive workplace culture, which cannot be cultivated when we’re all looking out for ourselves. Getting people to buy into a shared mission and knowing you’re in the trenches together makes a big difference. Giving honest information as soon as possible builds trust, which makes the difference between a workplace where you work together and one where you’re afraid to make a mistake.

Q: Do you have any book or podcast recommendations?

A: I enjoyed "The Situation Room" by George Stephanopoulos and Lisa Dickey. The book takes you through each presidency since the Situation Room was formed under the Kennedy administration. It gives insight into key events throughout history and a glimpse into various leadership styles of our nation’s leaders. There’s a quote I always come back to: “Trust is the foundation of teamwork. It enables people to express dissent—another vital component of an effective Situation Room. No president is served well by sycophants and groupthink; a healthy debate is critical to finding the best path forward.” Beyond presidents and the situation room, this is a valuable reminder for leaders as well—we should aspire to create an environment where healthy debate is encouraged, where our teams and our colleagues feel safe providing a different perspective or opinion because those are the conversations that drive us forward.

provided by

Kristi Huber

Q: Tell us about yourself.

A: I’m an executive coach, keynote speaker, and founder of Perspective Shift Consulting. I work with highachieving leaders and leadership teams to help them reconnect with purpose, rebuild capacity, and lead with greater clarity and alignment.

After years in executive leadership, I started noticing a pattern: leaders who were successful on paper but quietly disengaged or burned out. That experience led me to define and develop a concept I call Leadership Drift, when leaders lose connection to why their work matters, often without realizing it.

To help address that, I created the Radical Clarity framework, which helps leaders reflect on their values, voice, energy, and vision, so they can lead with intention and authenticity. My work focuses on realignment, not just performance, because when leaders are clear, they make better decisions, inspire stronger teams, and shape healthier cultures.

This has become the throughline of my career: helping leaders get back to the core of who they are so they can lead with presence and impact.

Q: What will you be speaking about at DisruptHR?

A: "Want Employee Engagement That Inspires? Start With the Drift No One’s Talking About.”

Q: Why are you passionate about this topic?

A: I believe burnout is the most urgent and misunderstood challenge companies face today. The truth is, what we call burnout is often something deeper. It’s Leadership Drift.

It’s the slow, quiet disconnect that happens when high-performing leaders, especially managers, lose touch with their purpose, their energy, or their sense of alignment. And when that happens to a leader, it doesn’t just affect them it ripples across the entire team.

That’s why I care so much about this work, because I’ve been that leader. And now, I help others name what they’re feeling, reconnect with what matters, and lead from a place of clarity again.

I want leaders to have tools, not just to manage their own drift, but to recognize it in others and create space for realignment inside their teams. Because when leaders are aligned, cultures heal, teams reengage, and companies regain the capacity they didn’t even realize they had lost.

For the organizations that lean into this? It’s a game-changer. It’s the difference between a burned-out workforce and a culture built on clarity, energy, and purpose. That’s the impact I want to make.

Q: What general business advice do you have for readers out there?

A: The next big risk to your business isn’t burnout, it’s Leadership Drift. Your managers aren’t just tired, they’re disconnected. And when they drift, so do their teams. In Gallup's 2025 State of the Global Workplace study, they found that manager burnout is driving overall disengagement. Gallup found that 70% of team engagement is attributable to the manager. Start measuring what really drives engagement: alignment, energy, and clarity.

Build cultures where leaders don’t just perform, they pause, recalibrate,

and lead with purpose. Because when leaders are lit up, teams follow. And that’s how you turn drift into momentum.

Q: Can you share a specific experience that has significantly shaped your career?

A: A pivotal moment in my career was working with a leadership team during an intentional strategic shift. I saw firsthand how disengagement wasn’t about performance; it was about misalignment. That experience clarified for me how critical it is to equip leaders with the tools to reconnect with their purpose, and it inspired the development of my Leadership Drift and Radical Clarity frameworks.

Q: How do you stay motivated and inspired in your professional journey?

A: I stay motivated by staying aligned. Motivation, for me, doesn’t come from chasing milestones anymore; it comes from reconnecting with meaning. When I feel off track, I return to my purpose: helping leaders realign with their values, vision, voice, and vitality through Radical Clarity.

I’ve learned first-hand that burnout begins with misalignment. So I build in space to reflect, reset, and listen both to myself and to the leaders I serve. I believe that’s where real inspiration lives. Helping others find clarity has a way of deepening my own. And when I’m aligned, I don’t have to force motivation; my purpose does the work for me.

Q: What do you think are the key traits of successful leaders today?

A: Successful leaders today are those who prioritize clarity, curiosity,

and coaching. They invest in their own growth by seeking coaching outside their organizations, creating space for honest reflection, fresh perspective, and deeper alignment. That external support helps them stay grounded, selfaware, and strategic in high-stakes environments.

But they don’t stop there; they bring that mindset into their teams. They ask powerful questions, develop others intentionally, and create cultures of trust and growth.

Leaders who both receive great coaching and know how to coach their teams to greatness are the ones driving engagement, resilience, and lasting impact.

Q: How do you handle setbacks and challenges in your career?

A: I’ve learned to see setbacks as signals and opportunities to realign. When challenges show up, I pause and ask: What is this trying to teach me? Where might I be out of alignment?

I rely on the same Radical Clarity framework I teach others, checking in on my values, vision, energy, and voice. That helps me move forward with confidence and purpose.

Q: What advice would you give to young professionals looking to make an impact in their field?

A: My advice to young professionals is this: Don’t just chase success, pursue alignment.

Get clear on your values early and check in with them often. Understand what energizes you, what you stand for, and what kind of impact you want to make. When you're aligned with who you are, your work

becomes more meaningful and your influence more powerful. Impact doesn’t come from having all the answers; it comes from showing up with intention, curiosity, and a willingness to evolve.

Q: How do you maintain a healthy work-life balance?

A: Work-life balance is something I’ve definitely had to work at. It doesn’t come naturally to me. I’m driven, I care deeply about the work I do, and it’s easy for those lines to blur.

What’s helped me most is shifting the question from balance to alignment. When I’m aligned with my values, energy, and purpose it becomes easier to set boundaries, protect my time, and stay present in both life and work.

I don’t always get it right, but I’ve learned that when I start to feel stretched thin or disconnected, it’s usually a signal to pause, reflect, and realign before burnout sets in. Alignment doesn’t guarantee balance, but it gives me a compass to come back to. reading books together at bedtime.

Q: What are some emerging trends or technologies that excite you the most?

A: One of the trends that excites me most is the growing use of executive coaching as a strategic advantage, not just a remedial tool. More leaders are recognizing that self-awareness isn’t a soft skill; it’s a performance edge. The smartest, most forward-thinking executives are investing in coaching to sharpen their clarity, expand their influence, and stay grounded in fast-changing environments.

Kristi Huber

It’s exciting to see companies finally understand that when leaders grow in alignment, everyone benefits, culture strengthens, engagement rises, and impact multiplies. Coaching is a catalyst for transformational leadership.

Q: How do you approach personal and professional growth?

A: I approach personal and professional growth as a nonnegotiable investment, not a luxury. For years, I’ve set aside money in my personal budget specifically for professional development. Whether it’s coaching, courses, books, or experiences, I believe growth doesn’t just happen, it has to be prioritized. Making that commitment has kept me evolving, challenged, and aligned with my purpose. The return on that investment shows up in every area of my leadership and life.

Q: Can you share an example of a project or initiative that you're particularly proud of?

A: One initiative I’m particularly proud of is creating the Leadership Drift to Radical Clarity framework. It emerged from a challenge I’ve seen organizations struggle with for years: leaders and teams quietly disengaging, not because they lack talent or ambition, but because they’ve lost alignment with their purpose, values, or energy.

For a long time, there’s been no clear answer to this problem, just surface-level solutions that never quite address the root cause. I want to change that. This framework is designed to help leaders name the drift, realign with clarity, and lead with greater presence and purpose. It’s a practical, transformative tool for re-engaging leadership and culture at every level. Helping solve this long-standing challenge is one of the

"This book is a reminder that leadership isn’t about being the smartest or most strategic person in the room. It’s about being the most aware."

most meaningful parts of my work.

Q: What qualities do you believe are essential for fostering a positive workplace culture?

A: A positive workplace culture starts with leaders who are aligned, aware, and intentional. When leaders operate with Radical Clarity, clear on their values, purpose, energy, and voice, they create environments where trust, transparency, and engagement thrive.

The biggest threat to culture isn’t conflict, it’s Leadership Drift. When leaders become disconnected from their purpose or start leading on autopilot, that disconnection trickles down and erodes morale, momentum, and meaning.

That’s why I believe executive coaching is essential not just for individual growth, but for an organization's cultural health. Coaching helps leaders stay grounded, reflect more deeply, and lead in a way that fosters connection and clarity across the entire organization. Aligned leaders build cultures people want to be part of.

Q: Do you have any book or podcast recommendations?

A: If you’re a leader searching for purpose, alignment, or a way to reconnect with what really matters, "Inspire Greatness" by Matt Tenney is a must-read.

This book is a reminder that leadership isn’t about being the smartest or most strategic person in the room. It’s about being the most aware. That’s exactly where Leadership Drift begins, when we stop being present, stop reflecting, and start performing on autopilot.

Tenney’s approach brings you back to center. He challenges leaders to lead from a place of mindfulness, service, and clarity, not ego or pressure. Leading with intention, alignment, and a deep connection to why you lead.

If you’ve been feeling disconnected in your role or you lead a team that’s burning out, this book offers more than inspiration; it offers a recalibration. Because the most powerful leaders don’t just drive performance. They create the conditions for clarity and greatness, in themselves and their teams.

Annie Wood

Chief of Staff

provided by Annie Wood

Q: Tell us about yourself.

A: I'm a believer in taking action, creating meaningful connections, and putting learning into practice. In fact, you might see my motto "go first" tattooed on my arm as a reminder to initiate conversations and invite people into community. One of my missions in life is to help people find more success and ways to use their individuality to create the workplace communities they want to be part of. You can often find me nerding out about what I've learned from a podcast, a recent article, or attending an event.

Q: What will you be speaking about at DisruptHR?

A: Wouldn't it be great if your organization were truly invested in keeping you as part of the team without stifling your opportunities for growth and mastery of your craft? Heck yes! And it's possible. Tellwell Story Co believes that each person needs to have a clear path toward their goals, combined with coaching and learning opportunities, rather than needing to move on to keep leveling up. At the heart of Tellwell's "Trail Maps" initiative is a unique approach to learning and development that supports people's evolution and lifelong learning. Using the knowledge, skills, and abilities (KSA) framework, each teammate has co-created a plan that aligns their areas of interest for growth and learning with Tellwell's goals for sharing stories that matter.

Q: Why are you passionate about this topic?

A: For so many people, the idea of staying feels like stagnation. They fear that being in the same job will get boring and repetitive. Being part of a team and a workplace community is often the aspect of a

job that people don't want to leave, but often end up feeling like they need to go in order to grow. I want to challenge these ideas. I care deeply about helping people find ways to evolve, grow, and move toward mastery within our organization because I know that enjoying the people we work with, paired with right-sized challenges, can lead to career satisfaction.

Q: What general business advice do you have for readers out there?

A: Carve out time to reflect on your week so that you can learn from your experiences. Too often, I see folks miss the valuable lessons that life is offering them simply because they're focused on their to-do list. I set a reminder in my phone each week that simply prompts me to jot down any ideas in a note by asking, "What did this week teach me?"

Q: Can you share a specific experience that has significantly shaped your career?

A: I like to share the fun fact that in my career, every job I've held didn't exist before I stepped into the role. This means that I've never felt the need to "fill someone else's shoes" and that I've had to learn to navigate ambiguity in order to make progress. These experiences have taught me to stay curious and explore different ways of tackling a problem. I've also learned to be sure that I'm clear on the goals and priorities, so that what I'm spending my time on is aligned with the "why" of what we're doing.

Q: How do you stay motivated and inspired in your professional journey?

A: As my favorite college professor, Dr. Amy O'Connor, would say,

"Learning is fun!" So I find ways to continue learning and challenging myself to grow. I wholeheartedly believe that keeping my brain and my heart engaged in my work is the key to staying motivated. I love building new skills, trying new ways of doing things, and finding outlets to share my learning. In my role at Tellwell, I get to support our team's learning and growth, too! And as a team, we work with many nonprofits and mission-driven organizations to share their stories of impact, which keeps my heart in the work.

Q: What do you think are the key traits of successful leaders today?

A: Caring about people is the most important element of being a leader. Being able to genuinely care about the folks on your team is the foundation for having productive and respectful relationships where we can do good work together. I've found that when people know that I care about them and honor their efforts toward our shared goals, they're more bought in and open to feedback.

Q: How do you handle setbacks and challenges in your career?

A: When I was about six years out of grad school and into my professional career, I was exhausted and overwhelmed by a role that had expanded far beyond what I originally said yes to when I joined that team. I didn't know how to set boundaries or assert myself productively to figure out how to move forward, so I was burned out, and it was taking a toll on the people around me. After my last day at the organization, I took a month to reset and really look at the role I'd played in my own demise as well as think about what I wanted next—I called that month "Annie-tober." From there, I sought out a counselor and

a coach who could help me develop the skills to navigate challenges with better mental processes, practice assertiveness, and use strategies for proactively managing my energy. Now, I honor the anniversary of Annie-tober by reflecting on what I've learned in the past year, setting goals for the year ahead, and practicing gratitude for the investments I've made in myself.

Q: What advice would you give to young professionals looking to make an impact in their field?

A: The world is full of people with ideas. What will set you apart is taking action on your ideas and then iterating to make them better.

Q: How do you maintain a healthy work-life balance?

A: At Tellwell, I'm really fortunate to have two weeks each year (during the 4th of July and the Christmas holiday season) where we shut down the office to reset, recharge, and relax. We call it "Re:Week" and people are encouraged to explore or go on an adventure! These weeks are fun to look forward to and to plan for (in addition to other PTO!) as part of our rhythm of the year. In addition to those bigger pauses in my work, I'm committed to a morning routine that helps energize me and wake me up for the day. For me, consistency is key and helps me show up for my team.

Q: What are some emerging trends or technologies that excite you the most?

A: I love seeing more offices test out "Summer Fridays," which is something we do all year round at Tellwell with half-day Fridays. I've seen the value of that extra time in my own life when I can get a

jumpstart on the weekend or have a little extra "me time." I'd love to see more organizations put systems and practices in place that support people.

Q: How do you approach personal and professional growth?

A: I don't try to separate who I am as a person and who I am as a professional. For me, all my growth is both! To balance my learning, I spend time learning from thoughtleaders like Cy Wakeman or Adam Grant because they focus on leading teams and organizations as well as how to be human. I also have regular counseling sessions to work on my own issues so that I don't work those out on the people around me. Experience is often the best teacher, so I also regularly reflect on what I'm learning by doing.

Q: Can you share an example of a project or initiative that you're particularly proud of?

A: In the spring of 2025, Tellwell hosted WellTold: A Nonprofit Storytelling Conference for the first time ever. As the executive producer of the event, I had so much fun working with the speakers to share tactics and frameworks, designing the day of learning so that people left inspired and equipped, and weaving creativity and connection throughout the event. The overwhelmingly positive feedback from the speakers and attendees made me so proud of the learning experience our team delivered in-person to 150 folks and online to 70+ more people. We also have an active online community with learning and connection opportunities a few times each month!

Annie Wood

Q: What qualities do you believe are essential for fostering a positive workplace culture?

A: I believe that most people want to contribute to their communities by doing work that matters alongside people they trust with a clear goal to achieve. When leaders can help their teams understand why what they're doing is important, that's a foundational element. Then, layering in the norms and practices so that people can trust each other builds on that. Finally, leaders are responsible for being the goalkeepers who champion what the team is working toward.

Q: Do you have any book or podcast recommendations?

A: The "We Are For Good Podcast" with Jon McCoy and Becky Endicott is excellent! It's filled with wisdom, heart, and lessons that people in any organization can apply to leading, learning, and innovating.

A book that I love and re-read at least annually is "The Answer to How is Yes: Acting on What Matters" by Peter Block. Every time I read it, I'm challenged to focus on the why and purpose of my goals instead of getting sucked into the how.

James Bergman

by

James Bergman

Q: Tell us about yourself.

A: I am an intuitive songwriter specializing in custom collaborative songwriting for individuals, organizations, and businesses. I also work as a speech-language pathologist in early Intervention (birth to 3 years old services in the home with a parent coaching model). Prior to this position, I worked in the schools for 10 years. My wife and I live in Fargo with our two kids (6 and 8) and our dog, Butters.

Q: What will you be speaking about at DisruptHR?

A: I will be talking about an injury I sustained while working in the schools. While getting hurt on the job is not uncommon, my experience was extremely unusual and brought about a massive shift in my life and my worldview. If it wasn't for this incident, I have no idea who I would be right now. By realizing what made this injury possible, I discovered how wellness is so much more than just healing what happened to us; it is realizing who we are and what we were made to do.

Q: Why are you passionate about this topic?

A: It feels so essential to where we are right now as a collective. The world around us, and especially the world of work, is changing so rapidly. A lot of us are not prepared for how these changes might impact our futures. By getting a better understanding of who we are and the invisible burdens we all carry with us, we can uncover the power to adapt and shift into the new roles that this moment demands. We can realize that we are all connected and find new ways to better the lives of ourselves, our families, and the communities we are being called to create.

Q: What general business advice do you have for readers out there?

A: Do what you love. If you can find a way to make a living doing it, even better, but when we make time to follow our passions, they lead us to a better place. They help us grow. They help us thrive. It is easy to find other things that seem more urgent, but the things that light us up help to lighten our load. They can give us the energy we need to approach the mundane yet necessary tasks with more levity and a different perspective. When we prioritize play, we provide those around us with permission to do the same. By doing what we love, we shift ourselves toward a new understanding of life and work.

Q: Can you share a specific experience that has significantly shaped your career?

A: One experience that significantly shaped my career was realizing that it is okay to follow your passion. A few years into my career in the schools, I was having lunch with some speech therapists in the district, and we talked about a position that opened up in Early Childhood Special Education. I was working at a high school at the time, but I loved (and still love) working with younger kids, and this position seemed perfect. The thing that was holding me back was my devotion to my coworkers and the team that I was a part of. I was used to going wherever the district needed me. I was just happy that I had a secure job, a good union, and a reasonable schedule. One coworker in particular said that if I wanted the job, I should just apply. By taking that leap and doing what was right for me, I started to pay more attention to what it was that I wanted. Since that time, I have made more and bigger shifts toward

a career path that reflects the life I want to create for myself and that allows me to share the gifts that I have to offer the world.

Q: How do you stay motivated and inspired in your professional journey?

A: I stay motivated and inspired by realizing that all of the experiences we have are leading us somewhere. It is difficult to have this perspective when we are in the middle of a situation we wish we didn't have to deal with, but the lessons we take from it make us stronger. These episodes build our resilience and give us the tools we need for what is to come. The reasons we are who we are and know what we know are the experiences that shaped us. They bring us to where we find ourselves and give us the skills we need to move forward. This realization can help us accept ourselves and our situations even when they are not what we would have chosen. The future versions of ourselves need us to be where we are right now. Even though we usually don't realize this in the moment, as Steve Jobs put it, "You can't connect the dots looking forward; you can only connect them looking backward."

Q: What do you think are the key traits of successful leaders today?

A: Curiosity, humility, and big-picture thinking. I think many of us are used to leaders who pretend to have all the answers. Some of us are still seeking this. But when leaders realize what they don't know, they can begin to ask questions and invite others in to help understand our problems from a different perspective. I have been involved in industries where everyone is used to doing things a certain way and doesn't give pause to ask "Why?". So much of the time, we are so busy

James Bergman

doing what we are doing, we don't slow down to ask, "How can we do this better?" By actively listening to the experiences of others, leaders have the opportunity to broaden their perspective and understand challenges from multiple angles. By asking questions, welcoming others in, and learning from their experiences, we have an opportunity to develop our leadership skills and move away from "the way it has always been done."

Q: How do you handle setbacks and challenges in your career?

A: This has been difficult in the past. Sometimes, I can see the positive impact that a certain project could have on our community, but when others can't, or won't, it is easy to take it personally. Over the years, I have begun to understand that each setback and challenge is a lesson that is teaching us something we came here to learn. When a certain initiative I was developing was not acknowledged a few years ago, I was frustrated, but that experience made me understand that sometimes we see things that the future will hold, but it is not yet the time or place. When things don't work out the way we think they should, it is important to acknowledge how we are feeling, allow ourselves to feel it and let it go, and wonder where it will take us next, and what important truths we have learned as a result.

Q: What advice would you give to young professionals looking to make an impact in their field?

A: Get to know yourself. It is easy

to go down a career path and have a specific idea about what a professional in that industry should look like. Often, we contort ourselves to fit into the boxes and categories that we imagine others expect of us. There is nothing wrong with being adaptable. That is a necessary skill in almost any work environment, but by taking time to know yourself, your skills, your values, and your dreams, you can shape your own vision for the future.

Q: How do you maintain a healthy work-life balance?

A: Making time to do what you love and prioritizing self-care is such an important part of finding balance in your life. In my current position, I am driving around a lot. This provides a lot of time for inspiration. One of the things I love about songwriting is that it can be done almost anywhere. As I am driving, I often listen to books on tape or podcasts, and when I hear something that sounds like it belongs in a song, I take note. I might make a voice memo or start a Google Doc, and give that idea some space to develop. Having that freedom inspires and invigorates me. I also find that taking time for what lights me up provides the energy and inspiration I need to focus on my job when I need to.

Q: What are some emerging trends or technologies that excite you the most?

A: Emerging Digital Academy. Yes, it's a coding bootcamp, and it may not be a trend or a technology, but it offers the chance to utilize

technology and create new trends that could benefit any industry. EDA provides an avenue for local individuals, businesses, or organizations to have a dream realized. Every cohort has an opportunity to work on "client projects," and members of our local community have the chance to propose different projects they would like some help with. The students and staff are incredible to work with, and each one's knowledge and background provides a slightly different perspective. I have had the opportunity to work with them on two occasions, and both were amazing reminders that we can do so much more when we know the local resources around us and invite others to work on a common goal.

Q: How do you approach personal and professional growth?

A: We are always growing, but everything has a season. In the past, I would have viewed personal and professional growth as a line graph that keeps pointing up. We take a course, learn a new skill, and keep moving upwards towards the next one. But part of growth is rest. Over the last few years, I have been diving into the area of personal growth and development, but sometimes, all this striving to learn the next new thing just ends up reinforcing this idea of "not-enoughness." By taking time to metabolize and integrate what we have learned rather than just moving on to the next new thing, we have the chance to continue our own personal and professional growth, even when we are not in the middle of actively working on it.

Q: Can you share an example of a project or initiative that you're particularly proud of?

A: I love living in Fargo. "Fargo feels like a city with a small town's heart and soul," as I put it in one of my songs. It is big enough that there is always something new to learn about, and it is small enough that if you want to be a part of it, you can. The one thing that I noticed is that while we have many amazing community programs and organizations, there is no great system for helping people find what they need.

That is why I started "The Milestone Park Project." Emerging Digital Academy helped me to develop a website that lets parents complete developmental checklists and get recommendations for services based on those results. My initial idea was to put signs in school parks that include a list of expectations for kids entering kindergarten and a QR code that links to the website. While this idea is still in the process of being actualized, I think this could be transformative for kids and their parents.

James Bergman

BOOK/PODCAST RECS

Q: What qualities do you believe are essential for fostering a positive workplace culture?

A: Authenticity is essential. When people can bring their whole selves into the workplace without fear of judgment, it becomes a place where they can explore and express who they are, rather than who they think they are expected to be. When people feel comfortable being themselves, they are more able to share their gifts and experiences in a way that benefits the entire organization. As people open up about what they care about, their workplace can help them do more and find ways to integrate those passions into their work. This also provides a shining example for what is possible in our jobs and our lives when we show up as who we truly are.

Q: Do you have any book or podcast recommendations?

A: I just finished reading "Talking to Strangers" by Malcolm Gladwell. I always enjoy his books, but this one felt very relevant right now. Beyond just the main points—how

we "default to truth", assume people are transparent, often misinterpret behaviors, and need to use caution and humility when dealing with others, one big takeaway for me was how the strategies that work in one situation don't automatically translate to others. By focusing on the bigger picture, and realizing there are pieces still out of frame, we can think more critically about be more effective as professionals and citizens.

I also have been loving podcasts like "Soul Boom" by Rainn Wilson, "We Can Do Hard Things" by Glennon Doyle, Abby Wambach, and Amanda Doyle, and "The Bible for Normal People" by Pete Enns and Jared Byas

Follow James on:

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"Talking to Strangers" by Malcolm Gladwell

"Soul Boom" by Rainn Wilson

"We Can Do Hard Things" by Glennon Doyle, Abby Wambach, and Amanda Doyle

"The Bible for Normal People" by Pete Enns and Jared Byas

Dave Erickson

Q: Tell us about yourself.

A: I'm married to my lovely wife, Amie, and we live in Hawley with our 3 kids—Josiah (9), Mara (7), and Luka (1). I work as the VP of Operations at Grafstrom Construction in Fargo. I'm also the Wednesday Worship Director at Hawley Lutheran Church. My hobbies outside of work and leading the band at church include strength training, running, cold plunges, reading, podcasts, and spending time with my family at the lake.

Q: What will you be speaking about at DisruptHR?

A: Death and Dying. Gratitude. Memento Mori.

Q: Why are you passionate about this topic?

A: We push death and dying as far to the fringes as we possibly can in American culture. Other cultures around the world have a much healthier relationship to death and dying. Why? What do they do differently? How do they handle difficult times as it relates to the topic? I'm passionate about this topic because embracing the fact that I'm going to die someday, in fact actively reminding myself of it every single morning, has been one of the greatest life hacks I've ever encountered. It gives every day infinitely more meaning. It makes every goodnight kiss to my wife and three kids that much more powerful. We're so scared of it, but we don't need to be. With the right mindset, we can turn this unavoidable fact of life into a catalyst for living more fully and meaningfully.

Q: What general business advice do you have for readers out there?

A: Focus on providing value to all

the people around you—even if it's unpaid at first or it's "not your job." The money usually catches up.

Q: Can you share a specific experience that has significantly shaped your career?

A: The biggest thing for me was waiting very patiently for what some might have thought was "too long" for the right opportunity to come along. I was working a few parttime jobs to provide for my family (trucking pigs, painting houses, and carpentry). My dad and I were working our way through about 400 corn cobs outside my huge country garden, making "freezer corn," and he asked me (kindly and caringly) when I was going to figure out what I'm doing with my life. I told him, "I'm just not sure yet, but when the right opportunity comes, I'll know." About a year after that moment, Hans (owner of Grafstrom Construction) called and offered me a full-time management position at the company. I jumped at it, and the rest is history!.

Q: How do you stay motivated and inspired in your professional journey?

A: Working hard to provide for my family is the low-hanging fruit here. We all need to pay the bills right?! I've seen families struggle to make ends meet financially, and that causes so much stress on the whole family, and especially a marriage. So first and foremost, I work hard (and budget harder) to ensure we can live a minimally stressful life from a financial standpoint. The second thing that motivates and inspires me is witnessing firsthand how much I grow as an individual due to the challenges faced in the workplace. Problems arise. Sometimes surprising and unexpected ones. Being forced to handle bigger and

bigger problems translates into more and more personal growth (in my humble opinion). And that growth can have a major impact on how a person handles all the "life things" outside of work/the workplace. The challenges I face at work make me a better person outside of work.

Q: What do you think are the key traits of successful leaders today?

A: Humility. Openness. Willingness to admit when they're wrong. Willingness to admit when they don't know the answer to something.

Q: How do you handle setbacks and challenges in your career?

A: Trust the process. Know that if you're providing value to others, you'll always have a place somewhere in the world of work.

Q: What advice would you give to young professionals looking to make an impact in their field?

A: Go above and beyond. And if co-workers tease you about "being a suck up," don't apologize. Let them have that crappy opinion. They'll bear the fruits of their labor ,and you'll bear yours. Play the long game. Have grit.

Find ways to automate. Identify the processes you know you'll be doing repeatedly in your job, and find ways to streamline them and make them more efficient. You're essentially buying back time.

Q: How do you maintain a healthy work-life balance?

A: I have a checklist of five daily physical/mental health habits. If I don't do at least three of them each day, I've failed. They are: meditate, cold plunge, breathwork, reading (at

Dave Erickson BOOK

RECS

least 30 minutes), and exercise (at least 30 minutes). When I do those things at some point throughout my day, they recharge me and make me more productive in the time I'm actively grinding at the keyboard.

Don't work past 6 p.m. unless you're facing unusual circumstances. Most of the time, it can wait until the next day. Go touch grass. Spend time with people you love.

Q: What are some emerging trends or technologies that excite you the most?

A: Vibe coding and LLMs are incredible tools. They've made

many of my processes faster, more accurate, and more efficient.

Q: How do you approach personal and professional growth?

A: By not putting a bunch of focus on it. If you're doing the right things, it happens naturally.

Right things = physical health (exercise, diet, cold exposure, heat exposure), mental health (spirituality/ religion, meditation, healthy relationships), work/life balance, and knowing that someday I'll be permanently parked underneath a grave stone. Nobody on their deathbed says, "Geez, I wish I had spent more time at work so I could

have gotten that promotion."

Q: Can you share an example of a project or initiative that you're particularly proud of?

A: I'm just proud of helping one of my best friends (Hans Grafstrom) build a successful business!

Q: What qualities do you believe are essential for fostering a positive workplace culture?

A: Radical and open honesty— even if it hurts. Have the tough conversations. Don't let stuff fester. Everyone says that... actually doing it is a different story.

"Good Energy" by Casey Means "Winter Swimming" by Susanna Soberg

"What Doesn't Kill Us" by Scott Carney

"Breakfast With Seneca" by David Fideler

"The Comfort Crisis" by Michael Easter

"The 21 Irrefutable Laws of Leadership" by John Maxwell

Darcy Bakkegard

Darcy Bakkegard

Q: Tell us about yourself.

A: I believe in the power of education to change lives and the power of teachers to lead that change. To help teachers do this work, I co-founded The Educators' Lab USA and am a board member of The Educators’ Lab Global. I design and facilitate The Teacher Empowerment Incubator, a pilot program that supports rural teachers as community collaborators and problemsolvers.

I want to drive change in education and empower teachers as changemakers. Through my work, teachers reconnect with their purpose, rekindle their spark for teaching, and reignite the joy of teaching and learning. This method, while originally formulated with teachers in mind, transcends occupation and has proven helpful and effective for anyone.

In addition to my joy work, I'm the co-author of The Startup Teacher Playbook, a frequent contributor to Edutopia, I hold a Master’s of Secondary Education, am an ISTE Certified Educator, and am an experienced international presenter and keynote speaker. I'm always up for brainstorming and collaborating. I lives in Fargo with my husband and our triplets.

Q: What will you be speaking about at DisruptHR?

A: The power of—and need for—joy. And specifically, the necessity of and rejuvenating power of joy, and how we can

use that energy to help us address the problems we face.

Q: Why are you passionate about this topic?

A: Because life is pretty shitty. And it is also amazing. Which factors are you going to focus on? We don't have time for people to wax poetically about the past or stew and rut about what's wrong (in the world, in our community, in our places of employment, etc). We need people to do something. And there is ample evidence that by doing—by taking action—we can not only make a difference, we can improve our own mental and physical wellbeing. From that perspective, why isn't everyone passionate about joy?

Q: Can you share a specific experience that has significantly shaped your career?

A: Not specific, but ubiquitous. Two things:

1. The general negativity around professional development/professional learning.

2. The tendency for people to "Yeah, but..." themselves into not even trying new things. They've heard no so many times; they have the judgment of dozens of people occupying their brain space; they immediately think of all the reasons why something might not work they never take the first steps to even try.

Learning new things should be joyful. Finding the answers to the challenges we face CONTINUED

should be and is joyful. I want to shift the "Yeah, but's..." to conversations centered around "What if...". There is amazing power in "what if" and when we capture that energy and try new things, when we turn problems into possibilities, we unlock so much joy and help make the world better.

Yeah, I know how cheesy this all sounds; I can hear myself. But I'm tired of seeing students who don't care. I'm tired of seeing amazing teachers (or insert any profession) burning out and quitting because they just can't do it anymore. I want everyone to know that they have the power to spark change. I want that for students and teachers; for moms and nurses; for anyone who's frustrated and feeling like their ideas (or they themselves) don't matter.

Q: How do you stay motivated and inspired in your professional journey?

A: At a workshop this summer (the Teacher Empowerment Incubator training in May), a veteran teacher of 24 years looked at the group and shared: "I looked at the roster of people in this group and I was like, I'm the oldest person here. I've been teaching the longest. I'm losing my spark. I'm losing my fight in a community of no's. I needed the spark. Now (after the training) I'm like—yeah! Let's kickass!"

That's a pretty good motivator.

Q: What do you think are the key traits of successful leaders today?

A: Trust. Empathy. Listening.

Darcy Bakkegard

Q: How do you handle setbacks and challenges in your career?

A: I try to control what I can control: My perspective, perception, and actions. Sure, I may rage or whine for a bit (ask my poor husband), but generally and sincerely, any setback is an opportunity to reassess. To try something different. Without fail, in my life and in my short business journey, every "setback" has yielded powerful opportunities for personal and professional growth.

Q: What advice would you give to young professionals looking to make an impact in their field?

A: Look at who and what needs help, what needs to shift, what needs to give or grow, and do your best to help.

Q: How do you maintain a healthy work-life balance?

A: Well, I have five-year-old triplets, so if I work too much, they get really mad at me and complain. Okay, they rage. That has basically meant I work when they are at preschool or asleep. They are also common guests at most of my virtual meetings.

For me, the imbalance right now is that I want to be working more. I love what I do. This work truly brings me joy, and my brain is happier when I'm working. In turn, I'm a better person and mom, and wife when I'm able to feed my soul. But I also remind myself that I will never get my kids as little kids again. So when I get frustrated that the balance is leaning

heavily on being a mom, I try to shift my perspective and remember that I only get this time with them once. That helps.

Q: What are some emerging trends or technologies that excite you the most?

A: With the addition of AI tools and the myriad capacity-building benefits they present, I'm hopeful that this shift helps us double down on and re-commit to human connections. We build our capacity for collaboration and problem-solving in new ways.

Q: How do you approach personal and professional growth?

A: Ideally, with a design thinking lens: what isn't working? Priya Parker writes in "The Art of Gathering:" Start with what you want to be different and go from there. While she's talking about hosting gatherings, it's just sound advice: What do you want to be different? Then work backwards, looking for strategies, resources, and people that can help you create the difference.

Q: Can you share an example of a project or initiative that you're particularly proud of?

A: The Teacher Empowerment Incubator

Q: What qualities do you believe are essential for fostering a positive workplace culture?

A: Joy.

Devlyn Brooks

provided by

Devlyn Brooks

Q: Tell us about yourself.

A: I am married to one rad cat who still thinks the '80s rule. She keeps me honest, young and driven in mission. Shelley and I met way back in college, but reconnected later in life to marry and blend our families. We have four children: Garrett and his wife Anna who live in Lakeville, MN; Carter who lives in Minneapolis; Ava and her boyfriend Hunter who live in Fargo; and Siri, a senior at Moorhead High School. Our menagerie at home includes two rescue huskies named "Gus Gus" and "Howie" and two cats named "Ginger" and "Little Girl." I love pastoring, writing, reading and throwing worms in the lake. Which some people call fishing. I'm an ordained pastor in the ELCA and have served Faith Lutheran Church in Wolverton, MN, for eight years. Last year I published my first book; I write a weekly faith-focused newspaper column that appears in 45 newspapers in seven states; and I host a podcast called "Lead with Light" for the Dakota Medical Foundation.

Q: What will you be speaking about at DisruptHR?

A: Embrace Yes!

Q: Why are you passionate about this topic?

A: I believe that faith calls us into action. We're not supposed to live our lives based on our fears. But rather we are called to people of action; people who do; people who serve; people who lead. And we do so much more confidently when we embrace saying "yes" in our most challenging moments.

Q: What general business advice do you have for readers out there?

A: The details matter. What I mean

is that you play how you practice. And if your shortcutting the small things, it eventually will be revealed. Sorry friends, there are no shortcuts in life that don't come without consequences.

Q: Can you share a specific experience that has significantly shaped your career?

A: Being laid off from a software firm that I built. The company was purchased by a larger company, and it became apparent there wasn't a new role for me. This ended a 30-year run in the media and forced me to come to terms with the fact that it's not what we do that defines us, but rather how we show up in whatever role we currently have that does. I never dreamt that I would leave media. Then I found out there was an entirely new role waiting for me that I could never have imagined. Friends, the right role will find you if you are prepared. I promise.

Q: How do you stay motivated and inspired in your professional journey?

A: It's pretty easy to stay motivated when you work at an agency that serves 500 of your neighbors every single day. But also, I embrace yes. When new opportunities come along, my first instinct isn't to shy away. You really can't be afraid to take on new adventures. It is the greatest learning lab you'll ever know.

Q: What do you think are the key traits of successful leaders today?

A: Curiosity, a willingness to learn, empathy, flexibility, imagination, and the ability to surround themselves with colleagues who are smarter than them.

Q: How do you handle setbacks and challenges in your career?

A: As my Mama taught us: "One day at a time, son. One day at a time." I never knew the deep insight in that seemingly simple advice as I grew up. I only understood it after she passed, and I went through a series of deeply personal losses. You can't rush heartbreak; you can't ignore or bury it. Our society teaches us to rush through difficult emotions. But those who possess wisdom understand that you don't get through life without scars. So... take each setback one day at a time and lean into what your grief is telling you. You will learn a lot about yourself.

Q: What advice would you give to young professionals looking to make an impact in their field?

A: Learn everything. Do all the shitty jobs. It's in that process you'll learn who you are, and you'll build empathy for later for those you'll lead. Sorry, friends, there are no shortcuts. Leaders earn their respect; it's not by annointment.

Q: How do you maintain a healthy work-life balance?

A: Umm, well, I maybe am not the one to ask. But let me just say this: We get done what we prioritize. You'd be surprised what you can do when you decide the elements in your life that fill your cup, and which are filler. Cut the filler.

Q: What are some emerging trends or technologies that excite you the most?

A: Corporate culture embracing flexibility; willingness to rethink what "benefits" means to employees; younger generations embracing physical media again; colleges

Devlyn Brooks

BOOK RECS

rethinking what a "major" means.

Q: How do you approach personal and professional growth?

A: Embrace Yes! No, seriously. I never sabotage opportunities for growth or new challenges by allowing my inner anxiety to lead me immediately to say no. This has led to some really awesome opportunities I never could have dreamt of for myself. Do your self work. Know who you are. Find your peace with that person. When you do, the growth opportunities will chase you. I promise.

Q: Can you share an example of a project or initiative that you're particularly proud of?

A: The life-saving work we do every single day at Churches United to serve 500 of our neighbors.

Q: What qualities do you believe are essential for fostering a positive workplace culture?

A: Embrace Yes! If you create space in an organization so that everyone isn't afraid to "Embrace Yes!", you'll attract and keep employees who are inspired to grow. A leader who understands that there a quite a number of positions in which a

person's attitude and aptitude are far more important than their skills. Be willing to hire those people and help them integrate into your organization. Give me someone who burns with passion and curiosity over a person who merely possesses talent every day of the week.

Q: Do you have any book or podcast recommendations?

A: Well, you mean other than mine? I'd highly recommend "Abundance" by Derek Thompson and Ezra Klein; "The Fifth Discipline" by Peter M. Senge; "I Had a Hammer" by Hank Aaron; and the Gospel of Mathew No, seriously, there's some good stuff in there.

"The Fifth Discipline" by Peter M. Senge

"I Had a Hammer" by Hank Aaron

"The Holy Bible" "Abundance" by Derek Thompson and Ezra Klein

Bree Gill

provided by

Bree Gill

Q: Tell us about yourself.

A: I was born and raised in Fargo and still call it home today with my amazing husband, Andrew. Together, we have a beautifully blended family of six kids, one cat, and a giant Cane Corso who definitely keeps life interesting. I spent about a decade as a stay-at-home mom before making the leap into the workforce at 30—something which felt scary but exciting at the same time. After trying a few jobs that didn’t quite click, I found my place at Burian & Associates in 2022, and I haven’t looked back.

Being part of a growing small business, I unexpectedly found myself stepping into an HR role— and quickly realized it’s exactly where I’m meant to be. I love the work, the people, and the constant opportunity to support others while learning something new every day. Outside of work, I’m usually running between football games, concerts, and shows with our kids. I also love working out, spending time with my husband, and collecting some of the world’s weirdest pets—from praying mantises to whip scorpions. Creepy crawlies have always had a place in my heart!

Q: What will you be speaking about at DisruptHR?

A: My topic is "Sparkles, Stereotypes, and Showing Up as Me"—it's part HR, part personal storytelling, and part glitter. I'll dive into the evolving world of workplace attire and how outdated dress codes are often less about professionalism and more about policing identity. From blazers to sparkly boots, we'll talk about how self-expression shows up at work, and why it's time we stop pretending "business casual" means the exact same thing for everyone. It's about giving people permission to show

up as themselves—sparkles, tattoos, personality, and all. Expect a few laughs, some uncomfortable truths, and definitely a reference to my long nails.

Q: Why are you passionate about this topic?

A: For too long, I tried to shrink parts of myself to blend in in every aspect of my life. I worried that sparkles were too much, that my style or long nails would make people take me less seriously, or that I needed to blend in to belong. But the truth is, the more I showed up as me, the more confident I felt, and I get better at my job when I feel good. Working in HR, I see how often people feel like they need to dim who they are just to be accepted at work. I'm passionate about challenging that. Authenticity is a strength that people shouldn't have to trade in for a job title.

Q: What general business advice do you have for readers out there?

A: Don't be afraid to grow into who you are, even if you start late, or it looks different from what you pictured, or it feels scary. Some of the best things in my life came from just saying yes and figuring it out along the way.

Q: Can you share a specific experience that has significantly shaped your career?

A: One experience that really shaped my career was working on our company handbook. As a relatively new HR professional in a growing small business, the project gave me the chance to understand the company's values, culture, and people. What made it especially meaningful was the trust and support the leadership showed me

through the process - they believe in my abilities and gave me the space to help shape something important. I realized this wasn't just a job, but a place I could make a meaningful impact by helping create a workplace where people feel supported and heard.

Q: How do you stay motivated and inspired in your professional journey?

A: There are a few key things—my incredible team, my strawberry rockstar, and the amazing people I've met along the way in this field. While my energy drink gets me through busy days, it's really the support and collaboration with my team that keeps me inspired. I'm reminded every day how awesome it is to work with people who care about their work and each other.

Q: What do you think are the key traits of successful leaders today?

A: The best leaders today are the ones who really get that people are different and that it's a good thing. They listen, care, and make sure everyone feels like they belong. They're flexible and can handle change when change is necessary. Being transparent and honest helps build trust within the team. Great leaders create a space where people can be themselves and do their best work.

Q: How do you handle setbacks and challenges in your career?

A: Setbacks and challenges are part of the journey, and they are inevitable. When they happen, I take a deep breath, remind myself that it's normal to face setbacks at times, and figure out what I can learn from the circumstance. I try to stay patient and lean on my team and support system for help when I need it. And

sometimes, a quick break helps me reset and tackle the issue.

Q: What advice would you give to young professionals looking to make an impact in their field?

A: My biggest advice would be to do the scary thing. Step outside your comfort zone, take on challenges that feel a little too big. Impact isn't about being perfect; it's about being brave enough to try.

Q: How do you maintain a healthy work-life balance?

A: Honestly, I don't always have strict boundaries. If I'm not busy, I'll often read and answer emails outside of "regular work hours." But I balance that by being fully present with my family and prioritizing important events. I also make sure to step away and recharge when I need to, whether that's an early lunch or working from home to have a change of pace.

Q: What are some emerging trends or technologies that excite you the most?

A: Right now, AI powered recruiting is my jam. I am eager to learn about how it can help find the right people faster. I will also stop and watch company videos on social media. It's really cool to see how they are using drones, creative lighting, and even TikTok to make awesome content.

Q: How do you approach personal and professional growth?

A: Personal and professional growth go hand in hand for me. Being willing to step into the unknown and learn, even if it's uncomfortable. Celebrating small wins along the way helps me stay motivated.

Q: Can you share an example of a project or initiative that you're particularly proud of?

A: One project I am especially proud of is creating a working SOP. Starting from scratch meant gathering input from everyone, understanding key processes, and putting them into

Bree Gill

guidelines that are clear. Building something foundational has been a time-consuming but valuable learning experience.

Q: What qualities do you believe are essential for fostering a positive workplace culture?

A: This starts with trust, respect, and communication. One of the most important things is allowing everyone a chance to share what matters to them. When people feel heard, they're more engaged. It also takes consistency and a genuine commitment to support each other, not just professionally, but as people. A strong culture is built when everyone has a voice and feels they're part of something that values them.

Q: Do you have any book or podcast recommendations?

A: I encourage making reading or listening a regular habit. Anything that sparks your interests or challenges your thinking. With so much content available online now, you can easily listen throughout your day.

BY KAYLA HARDY, HR SENIOR TALENT AND ORGANIZATION DEVELOPMENT PROFESSIONAL, WIPFLI

unning a business today demands grit, creativity, and constant reinvention. But amid the hustle of sales, operations and growth, one critical area often gets sidelined until it’s too late: human resources

Whether you’re a solo entrepreneur, leading a tight-knit team, or scaling without a dedicated HR function, understanding the fundamentals of employment compliance— and more importantly, how to nurture talent and culture—is essential.

Here’s what you need to know now to protect your business, support your team, and build a workplace that’s built to last.

Kayla Hardy is a senior talent and organizational development professional at Wipfli with 15 years of HR experience across the financial, healthcare, and manufacturing industries. She holds dual degrees in business administration and HR management, along with PHR and SHRM-CP certifications.

A passionate advocate for leadership development, Kayla empowers others through strategic human resource practices and people initiatives. She has volunteered with the Central Dakota Human Resource Association (CDHRA) for over a decade, currently serving as president, and contributes at the state level on the North Dakota SHRM Council.

Wipfli’s people services help organizations build stronger workplaces by aligning talent strategy with business goals. From part-time HR generalist support to compensation planning and organizational design, we offer scalable solutions that meet growing demands—especially for middle market businesses navigating complex workforce challenges without full-time HR teams.

The North Dakota Department of Labor and Human Rights is a state agency responsible for enforcing labor laws, promoting fair employment practices, and protecting the rights of workers and employers across North Dakota. Its work spans a broad range of areas, including investigating wage and hour disputes, addressing discrimination and harassment complaints, administering state labor standards, and ensuring compliance with workplace safety regulations in coordination with federal agencies. The department also provides education, guidance, and outreach to help both employees and businesses understand their rights and obligations under state and federal law, fostering a fair, safe, and equitable work environment throughout the state.

The North Dakota Small Business Development Centers (ND SBDC) is a statewide network dedicated to supporting entrepreneurs and small business owners through personalized advising, training, and resources. Serving businesses at every stage—from startup planning to growth and succession—the ND SBDC provides expertise in areas such as business planning, market research, financial analysis, funding strategies, and operational improvement. By connecting clients with local, state, and federal resources, as well as offering no-cost, confidential advising, the ND SBDC helps strengthen North Dakota’s small business community, drive economic development, and foster long-term success for businesses across the state.

1. Review your basic HR documents (classifications, policies, offer letters, I-9 forms).

2. Start documenting performance and development efforts—even simple learning goals or check-in templates help grow the people and the culture.

3. Test one new talent or AI tool—whether it’s a training platform or a resume-screening tool.

HR isn’t just a compliance function—it’s a business driver. When you invest in smart employment practices, people development, and a strong culture, you’re not just avoiding risk, you’re building a foundation for long-term success.

And best of all? You don’t have to do it all at once. Start small. Be intentional. And remember, great workplaces don’t happen by accident; they’re built, one decision at a time.

By Brady Drake

usinesses of every size operating in the Fargo–Moorhead–West Fargo area can tap into a wide array of HR outsourcing solutions within a 100-mile radius. From startups looking to streamline administrative functions to larger companies aiming for strategic HR partnerships, local and regional providers offer a variety of services that include payroll, benefits, talent acquisition, legal compliance, and organizational development.

This guide focuses on both Professional Employer Organizations (PEOs) and traditional HR consulting firms that are regionally based and provide tailored support to local businesses.

PRO Resources

(Fargo, ND / Detroit Lakes, MN)

A well-established regional PEO, PRO Resources has been delivering HR solutions for over three decades. With offices in Fargo and Detroit Lakes, they offer a comprehensive menu of services, including payroll administration, health insurance and retirement plan management, workers' comp coverage, new hire onboarding, and employee wellness initiatives. Their team also provides legal compliance support and risk management, serving as a full-scale HR department for small to midsized companies. Their hands-on approach means businesses get personalized guidance without having to expand internal HR teams.

| proresourceshr.com

| /proresourceshr

| /pro-resources

Preference PEO

(Fargo, ND)

Operated under Preference Employment Solutions, Preference PEO emerged from the acquisitions of Payroll Express Inc. and Overland Payroll Inc. These moves brought decades of payroll and benefits expertise under one roof. Today, the firm offers bundled HR services: from payroll and tax filings to benefits administration, onboarding, employee handbook development, and workplace compliance. As an employee-owned business, Preference blends the personal feel of a community-rooted firm with the capacity of a full-scale PEO solution.

| preferenceemploymentsolutions.com

| /preferencejobs

| @preferencefargo

HighRoad Partners

(Fargo, ND)

This firm specializes in what they call "HR insourcing," providing clients with flexible HR management that integrates seamlessly into their operations. HighRoad’s team brings personalized attention to each client, offering services like payroll processing, recruiting, employee relations, compliance monitoring, and performance management. They also guide businesses through benefits planning and administration. For companies that prefer a collaborative HR partner without ceding full control, HighRoad presents an ideal balance.

| highroadpartners.com

| highroadpartners

| @highroadpartners

| /highroad-partners

CBI Business Services

(Fargo, ND)

CBI offers a hybrid of business services that blend accounting, bookkeeping, and HR compliance. They support small businesses with essential tasks like payroll processing, tax filings, and maintaining HR documentation. Their approach suits clients looking for an integrated partner who can handle both financial and HR basics under one roof.

| cbipayroll.com

Allegro Group

(Fargo, ND)

Allegro specializes in executive search, leadership consulting, and talent strategy. They are often engaged by mid-sized to large companies seeking high-level talent acquisition and succession planning. While not a full-service HR firm, Allegro's insight into leadership placement and organizational design can be a key part of long-term HR strategy.

| allegro-group.com

| /allegrogroupinc

| @allegro.group

| /allegro-group-inc.

Sagency

(Fargo, ND)

Operating in a similar space to Allegro, Sagency offers executive coaching, leadership development programs, and strategic HR advisory. Their services help organizations build internal leadership pipelines, enhance team performance, and align HR efforts with business growth. Sagency is especially useful for firms looking to cultivate a strong company culture.

Express Employment Professionals (Fargo,

ND)

Primarily known for staffing and recruitment, Express Employment Professionals also delivers HR support through their placement services. They manage elements such as onboarding, payroll, and compliance for temporary and contract workers. For businesses that need quick workforce solutions, Express combines recruiting expertise with back-end HR functions.

| expresspros.com/us-north-dakota-fargo

Choosing the Right Fit

Outsourcing HR can reduce internal strain, minimize compliance risk, and offer cost-effective access to professional expertise. Whether you’re a small business without an HR department or a growing company needing scalable support, the Fargo–Moorhead region has a number of reputable partners that understand local business dynamics and can meet you where you are.

For full-service co-employment, PRO Resources and Preference PEO offer comprehensive solutions. For more collaborative and flexible arrangements, HighRoad Partners, HRMG, and AlignHR stand out as regional experts with a personalized touch.

These providers bring not just services, but true partnership—and with them, peace of mind.

By Ciarra Beckstrand

FLINT GROUP

Why Flint Group swapped flowers for diapers–and how it’s changing the new parent experience at work.

Having a baby in America in 2025 can feel like signing up for a lifetime subscription you’re not quite sure how you’ll afford — and no one’s offering a discount. From hospital bills to diaper duty, new parents are juggling more than ever, often with little to no real support.

The Village is Shrinking and Flint Noticed

We used to say it takes a village to raise a child, but for many, that village has gotten smaller, more spread out or disappeared entirely. And while most companies respond with a polite congratulations and maybe a bouquet, Flint Group chose a different path: one rooted in empathy, built for real life and backed by culture in action.

“We used to send flowers or a plant to congratulate our new parents,” says Danielle Woodard, HR Manager at Flint Group. “But we realized the last thing new moms need is another thing to keep alive.”

A Moment of Honesty Sparked Meaningful Change

That comment led to a deeper conversation between Woodard and Flint Group President Jodi Duncan – and the result was a twopronged support system that offers flexibility and relief and has become a defining part of the company’s culture.

Flint earned its infant-friendly workplace designation in 2018 by creating a flexible, supportive

environment for new parents. Team members are welcome to bring their babies to work or work from home with them until the child is six months.

Setting Parents Up For Success Back at Work

Flint’s office is fully equipped to support the shift with:

• Comfortable, private Mother’s rooms that provide spaces for feeding, pumping or just taking a breather

• Pack ‘n Plays

• Swings and toys

It’s all designed to make the transition back to work smoother and a little less overwhelming to reflect Flint’s belief that family and work can coexist with the right support in place.

A Simple Idea That Meets A Real Need

Forget gift cards and onesies, plants and flowers. In 2019, Flint Group started sending a giant box of diapers straight to employees’ homes each month during the baby’s first year. It’s all handled through an Amazon subscription paid for by the company and parents choose the size they need. Launched in 2019, the monthly diaper subscription benefit delivers a large case of diapers every month to new parents’ doorsteps during baby’s first year.

At about $600 per family, it’s a simple but deeply appreciated perk.

“Getting a huge box shipped right to my door helps take some of the financial burden off our family,” says Lauren Clow, Digital Project + Traffic Manager. “It’s a perk we actually use without having to think about it.”

Culture Means Action

At Flint Group, these benefits aren’t just policies, they’re proof that the agency listens, adapts and builds a culture where employees can grow their careers and their families.

BEMOBILE

Inside the employee-led committee quietly changing lives–one teammate at a time

With small beginnings, BeMobile, a local Verizon Wireless retailer, born in Grand Forks, North Dakota, started with a simple mission: connect communities and support the people behind the work. As the company grew, one thing stayed the same: the belief that caring for employees means more than perks or parties.

Real-life Doesn’t Stay at Home

BeMobile recognized that when life throws unexpected challenges at people, such as medical bills or emergency home repairs, those struggles follow them to work and affect how they show up.

That understanding led to the creation of the Caring Committee in 2020, an employee-led initiative designed to provide real, timely support to teammates in their hardest moments.

Support That Starts with Listening

The committee meets monthly to review anonymous application requests with care and intention. If more clarity is needed, Kelly Berntsen, human resources generalist at BeMobile, works directly and confidentially with the applicant to provide a full picture to the group.

“I’m starting my fifth year as chair of the Caring Committee, and it’s truly the highlight of my role in HR,” Berntsen said.

CONTINUED

“There’s no greater joy than lifting the spirits of a teammate going through a tough time. Whether it’s a virtual hug or a financial helping hand, we aim to be a light during someone’s darkest day.”

That light is making a difference. With more than $150,000 budgeted annually, the Caring Committee supports close to 100 employees each year. It’s more than a benefit. It’s a message that says: You matter here, not just when you're clocked in. That level of care builds loyalty, connection and a culture of appreciation that lasts.

Support That Goes Deeper Than Dollars

For one anonymous BeMobile employee, the impact was deeply personal.

“When my family was hit with an unexpected medical crisis, I didn’t know how we were going to get through it,” they said. “The support I received from the Caring Committee wasn’t just financial, it was

emotional. I felt cared for, valued and not alone.”

Living Core Values > Stating Them

This initiative does more than boost morale. It lives out the company’s core values:

• Adaptability to meet people where they are

• Accountability shaped through thoughtful support

• Community built on the belief that we are stronger together

“Our team shows up for us every single day when they’re on the clock,” said Jake Miller, chief operating officer. “We’re proud to have the Caring Committee in place to show up for them off the clock when the unexpected happens. This is one of my favorite examples of our purpose in action.”

The Strongest Connection

is Human

In a company known for keeping people connected, one of the most powerful connection BeMobile offers has nothing to do with wireless and everything to do with care.

APEX PHYSICAL THERAPY & WELLNESS

How Apex Physical Therapy and Wellness is building stronger teams through healthy competition

What if your next team meeting took place on a charter bus to a grape-stomping festival? Or over a cold plunge with coworkers in Duluth? At Apex Physical Therapy & Wellness, employee engagement starts with adventure. Through its Apex Engage program, the company is redefining how small businesses build culture and connection – especially when facing the challenge of trying to unite six locations.

The Why Behind Apex Engage

The idea sparked after Brooke Erstad, CEO and Director of Apex Physical Therapy & Wellness, attended a session on employee engagement hosted by the American Physical Therapy Association. Inspired by another clinic’s approach, she brought the concept back and customized it to fix Apex’s unique team.

The program gives people something meaningful to work toward while building stronger relationships across all six of the Apex locations.

“We want people to enjoy coming to work,” says Director of Human Resources, Betsey Erickson. “If they’re connecting with each other, they’re more likely to stay.”

How the Program Works

The Apex Engage is a points-based program that rewards employees for activities in four areas:

• Personal development

• Professional growth

• Community involvement

• Marketing support

Whether it’s taking a lunch break walk or organizing a blood drive, tasks add up. Once employees reach the goal, they qualify for a fully paid team trip. Those who can’t attend can choose a partial PTO reward instead.

“This program allows our employees to create a ripple that helps them develop personally and professionally and help us to grow,” CEO Brooke Erstad says. “It gives employees something meaningful to work toward while building stronger relationships and team culture across all of our locations.”

Where They’ve Gone So Far

The first trip was a one-day chartered outing to the Grape Stomp Festival in Alexandria, MN. The second was a two-day trip to Duluth, MN that included a team-building hike, shared meals and optional group activities.

CONTINUED

“The cool part is seeing people choose to spend time together without being asked,” Erstad said. “Some went cold plunging, others grabbed pedicures or hit a local brewery. People were bonding across clinics and departments.”

Impact That Sticks

Out of 62 eligible team members, 31 qualified for the most recent trip. Post-trip surveys scored the experience at 4.85 out of 5 stars

“I love our Apex Engage program because it allows me to earn amazing trips by doing simple things I already enjoy,” says Doctor Kayla Heger. “It’s even more meaningful to share the experience with coworkers who feel like family.”

What’s Next

Apex plans to expand trip options, explore family-friendly ideas and refine the program with employee input.

WIDMER ROEL

Skip Day, summer hours and the people-first perks that help keep Widmer Roel refreshed and retained

Summer at Widmer Roel isn’t just a season. It’s a strategy. From closing the office early on Fridays from Memorial Day to Labor Day, to taking the whole team to the lake for a firm-wide Skip Day, this CPA firm is proving that small investments in culture can make a big impact on morale, retention and team connection.

It All Started With a Sunny Day

Skip Day traces its roots back to 1975, when the employees said, “it’s nice out, we should go to the lake,” and partner, Charlie Nord said, “okay, lets

go!” So they shut down the office for the day and did just that.

Since then, it’s grown into a cherished annual tradition that honors something Midwesterners understand well: when you survive long, brutal winters, the sunny days matter. Now, each year, the firm picks a day to close up shop and heads to the lake. The day includes chartered transportation, a catered lunch, an open bar with alcoholic and nonalcoholic options, golf bingo, lakeside games and plenty of time to simply unwind.

“I love Skip Day,” says Brody Engen, CPA – Tax Supervisor. “It’s a great way to get out of the office, get some golf in, and get to know everyone outside of the office.”

At around $6,000 to organize, it’s a low-cost, high-impact way to strengthen relationships beyond the pressures of tax season.

Half-Days, Full-Hearts

From Memorial Day to Labor Day, Widmer Roel also adopts summer hours, closing the office at noon on Fridays. It’s a 36-hour workweek with no PTO required. In total, it adds up to about 56 extra hours of free time for employees during the summer.

“One of the benefits I appreciate most is summer hours,” says Paige Fabre, Senior Audit Associate. “It’s a great mental break and allows me to spend quality time with friends and family at the lake and a great way to recharge and return to the office refreshed.”

Culture As A Competitive Edge

In an industry where time is tightly tracked, Widmer Roel invests theirs in something different: people. Biweekly culture committee meetings ensure employee programs stay fresh, intentional and meaningful.

“Our summer Fridays and Skip Day are huge morale boosters and some of our favorite recruiting tools,” says HR Generalist Kelsey Powers. “There are no meetings, no expectations. That time is theirs.”

More than perks, Widmer Roel offers proof that in a high-pressure profession, culture still matters – and that investing in employees and ensuring they feel valued and recharged pays off long after summer ends.

Dakota Businesses Fortify for the Future

From SBA loans to disaster planning, now is the time for Main Street owners to prepare for the next disruption

By Michael Danielson, Veterans Business Outreach Specialist

Photo Courtesy of VBOC of the Dakotas

About the VBOC

The Veterans Business Outreach Center (VBOC) program is designed to provide entrepreneurial development services such as business training, counseling, and resource partner referrals to transitioning service members, veterans, National Guard and Reserve members, and military spouses interested in starting or growing a small business. U.S. Small Business Administration (SBA) has 22 organizations participating in this cooperative agreement and serving as VBOCs.

The last decade has taught small-business owners across the Dakotas that stability can be a fragile thing. Between supply-chain disruptions, shifting consumer habits, extreme weather, and the occasional national crisis, longevity now depends as much on preparation and strong relationships as it does on a good product or service. The good news is that there is a deep bench of federal and local resources designed to help Main Street businesses build resilience. From free counseling and veteranfocused entrepreneurship training to low-interest

disaster loans and continuity planning tools, support is available. The challenge for many owners isn’t whether help exists, it’s knowing where to begin.

A smart starting point is to perform a quick risk and resilience audit. This doesn’t require expensive consultants or a thick report, just a clear-eyed afternoon review of your business. Identify your top three revenue sources and consider how each would fare if interrupted for a week, a month, or three months. List the employees or contractors who are essential to daily operations and ask yourself which systems, such as point-of-sale equipment, suppliers, or your website, would stop your business cold if they failed. Finally, take stock of your financial buffer, whether in the form of savings, a line of credit, or pre-approved emergency funding. These answers help you prioritize whether your biggest risks are in workforce continuity, cash flow, supply chains, or physical safety. Ready.gov’s business continuity guidance offers a simple framework to turn these insights into a written plan you can test and improve.

Before chasing financing or rewriting operations, it’s wise to connect with local advisors. The Small Business Development Center (SBDC) network in both North and South Dakota offers no-cost, confidential consulting and training, with offices in Grand Forks, Fargo, Sioux Falls, Rapid City, and other regional hubs. SCORE mentors, often

retired business executives, also provide invaluable guidance. These resource partners can help you stress-test your assumptions, refine your cash forecasts, and prepare the kind of one-page action plan that lenders, insurers, and even potential partners want to see.

Financing is a central part of future-proofing a business, and SBA-backed loan programs are designed to give owners flexible, affordable options. The SBA’s 7(a) loan program is the most common, covering everything from working capital to refinancing. The 504 loan program, administered in partnership with Certified Development Companies, offers long-term, fixed-rate financing for major assets like real estate or equipment. For smaller, more targeted needs, the SBA Microloan program provides loans up to $50,000 through local intermediaries, ideal for startups or modest capital improvements. When disaster strikes, SBA disaster loans, like the Economic Injury Disaster Loan (EIDL), provide lowinterest, longer-term relief for working capital and recovery costs. The key is to familiarize yourself with the basics before you need them so you’re not scrambling during an emergency.

lson, Veterans Busine

For employers of National Guard or Reserve members, the Military Reservist Economic Injury Disaster Loan (MREIDL) can be a lifeline. If a key employee is called to active duty, the program offers working capital to offset the resulting loss in revenue. While not every business qualifies, owners should research eligibility and documentation requirements in advance, as these loans have specific timelines and application procedures. Knowing that this resource exists, and how to access it, can make a significant difference when military service impacts your staffing.

Preparedness, however, is not just about funding. Ready.gov and FEMA’s Ready Business resources offer step-by-step guidance on creating and testing a continuity plan. This means identifying a small leadership team to make quick decisions, setting remote-work protocols, prioritizing your most critical functions, and establishing clear communication chains for employees and customers. Annual tabletop exercises, short, scenario-based drills, can reveal gaps in your plan you might never notice on paper. Ready.gov also offers checklists for IT recovery and supplier contingency planning, helping you address vulnerabilities before they become crises.

Veterans, service members, and military families have access to targeted programs through the SBA’s Veterans Business

Outreach Centers (VBOCs) and entrepreneurship training such as Boots to Business and Military Spouse Pathway to Business. These initiatives provide free training, one-on-one coaching, and direct connections to lenders and mentors. In the Dakotas, the VBOC often collaborates with local SBDCs to host workshops and networking events, making them an excellent entry point for military-affiliated entrepreneurs looking to strengthen their business or recover from setbacks.

Building resilience requires a combination of operational planning, financial readiness, and relationship-building. Start by digitizing and securely storing critical records such as payroll, vendor contracts, leases, insurance documents, both offsite and in encrypted cloud storage. Develop a concise, one-page continuity plan that names backups for critical roles, lists emergency contacts, and establishes primary and secondary communication channels. Aim to build a financial reserve of 30 to 90 days’ worth of operating expenses, whether in cash or available credit. Review your insurance coverage to ensure you understand your policy’s exclusions and consider adding riders for high-risk perils in your area.

Workforce continuity is equally important. Crosstrain staff so at least two people can handle each critical function. Maintain a list of

reliable temporary staffing providers and stay in touch with local military liaison offices if you employ reservists. Strengthen relationships with vendors, securing written lead times and backup suppliers for your most essential inputs. Prepare clear, templated messages for customers in the event of closures, delays, or service changes to ensure quick and transparent communication preserves trust during disruptions.

When disaster is officially declared, the SBA opens specific application windows for EIDL loans. The process includes an online application, an inspection to confirm losses, and repayment terms designed for longterm recovery. While not immediate relief, these funds can bridge payroll and operating costs while you pursue insurance claims or grants. Your SBDC counselor can help you prepare the necessary documents, such as a schedule of liabilities and ownership information in advance, making it easier to submit a complete application quickly.

Cybersecurity is another critical area of preparedness, especially as small businesses increasingly become targets of ransomware and phishing. Back up your systems daily, test your ability to restore them, enable multi-factor authentication for key accounts, and limit administrative privileges. A simple cyber incident response plan, identifying who to contact, how to isolate affected systems, and what to communicate to customers, can

significantly reduce downtime and reputational damage. Many SBDCs now offer cybersecurity training as part of their consulting services, often using free federal resources.

For retailers and restaurateurs, preparedness often means being ready to pivot. Converting part of your operation to online ordering or local delivery can maintain revenue during disruptions. Negotiating rent relief or deferrals with landlords, and securing a short-term line of credit for payroll, can buy crucial time. Local chambers of commerce and SBDCs have helped many food-service businesses craft “pivot plans” that keep staff engaged and customers connected during downturns.

Ultimately, the strongest predictor of business survival in a crisis is not a perfect plan, it’s the relationships you’ve built. Lenders who know you personally are more likely to work with you. Vendors who value reliability may prioritize your orders in a shortage. Local agencies may bend the rules for business owners who have been proactive and communicative. Meeting your lender and your SBDC counselor before you need them, attending a SCORE workshop, or joining a VBOC seminar can reduce the friction of urgent decision-making when the unexpected happens.

Resilience doesn’t come from one action or one program, it’s cumulative. It’s the sum of realistic forecasting, diversified revenue, trained staff, organized

records, and trusted advisors. For many small businesses across North and South Dakota, the path forward starts with a 90-day commitment to three things: know your cash, know your critical people, and know where to go for help. Federal programs, from SBA loan options to Ready. gov planning templates to veteran training initiatives, exist to be used, not just read about. Choosing one action to take this week is the simplest way to start building the habits that keep Main Street businesses strong for the long haul.

VBOC of the Dakotas

701-738-4850

und.edu/dakotasvboc

/dakotasvboc

@DakotasVBOC

4200 James Ray Dr Grand Forks, ND

10 Questions

Questions 10

ohn Machacek, Chief Innovation Officer for the Greater Fargo Moorhead Economic Development Corporation, has worked with countless startups throughout our community over the years. He knows their ups, and their downs, but most of all, he knows the questions to ask them. Here are John Machacek’s 10 questions for Adam Zach, CEO, Zegacy.

By John Machacek

Photo provided by Adam Zach

01

This is a bit of a first where I’m revisiting one of my earlier interview subjects to catch up on some changes. First of all, will you please tell me your Zegacy elevator pitch?

We’re the space between renting and owning. We turn renters into homeowners and give real estate investors their next property with a buyer already in place. A lot of people call this “rent-to-own." Zegacy is the first rent-to-own marketplace.

02

Can you elaborate a bit So, like I just referenced, you were my fifth interview for the magazine back in the July 2020 issue. That was for your startup, Set Your Rent, which you have since rebranded to Home Equity Partner. Will you please explain at a high level, the difference between your new startup, Zegacy, and Home Equity Partner?

Home Equity Partner raises capital and buys homes itself for renters to live in, and then

eventually own. Zegacy doesn’t buy homes—it is a marketplace that pairs renters who are close to mortgageready, which is usually 1-3 years out, with independent investors who buy the home and later sell it back to the tenant. Home Equity Partner owns assets; Zegacy never does.

03

With that, I can right away see you have a twosided market. And when I looked at your website’s homepage, basically right away, you see the options “I’m A Tenant” or “I’m An Investor." Will you please comment on fostering and work on these markets?

Two-sided marketplaces are tricky - you have to nurture both sides. We are focused on building the investor, aka supply, side first, so every renter, aka the demand side, has a real path to homeownership. Investors tell us what they want to buy, browse opportunities, and pick deals with a resident already lined up. At the same time, we foster the tenant side with a simple intake and instant match score so renters can shop any home on the market—like a preapproved buyer—with a clear path to ownership.

Most of our leads come through paid ads or partnership referrals such as agents, lenders, and more. We nurture these leads through a lot of education and tech: steady content, an AI chatbot, feature improvements to our matching

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algorithm, along with a lot of one-onone conversations about rent-to-own. Our team has seen both sides—one of our founders is currently living in a rent-to-own home—and together we have the experience of facilitating over 100+ rent-to-own transactions. Our platform is improving to help guide clients step by step, from matching to under contract to closing.

04

While you’ve been perfecting and proving out the rent-toown model for both market sides over the past five years, I’m sure there is still quite a need for educating people about this. When I was on your website, I also noticed an “Ask Me Anything” chatbot feature. Am I correct in that assumption about the need to answer questions or educate potential investors and renters?

Absolutely. Rent-to-own has a reputation gap, so we lead with education and transparency. Our site starts with a plain-English “Everything You Need to Know About Rent to Own Homes” video that covers pros, cons, and who should—or shouldn’t—use rent-to-own, plus an Ask-Me-Anything chatbot that walks people through Zegacy’s step-bystep process. We review the chatbot’s question log to spot confusion and then update our content, support, and matching accordingly. For investors, when they click into a resident or property, intuitive calculators pre-filled with typical assumptions help them model returns—including 18 and 36

month examples—so they can decide quickly and confidently. For renters, the goal is the same: clear answers first, then action if appropriate. In fact, with most clients, we suggest they simply rent or wait to qualify for a mortgage because rent-toown can be more expensive than a traditional rental; when it fits, though, it can be a great win-win for tenants and owners.

05

You participated in gener8tor’s gBETA program this past year. What can you tell me about your experience with that?

Absolutely loved it. It was a short, intense, non-dilutive sevenweek sprint that raised the bar. It challenged us, provided accountability, and was an immersive experience with our founders. Gener8tor’s amazing mentor network delivered fantastic advice and provided warm introductions to lots of new contacts. During the program, we rebuilt our website, clarified the model, and tightened our focus—moving from an early subscription experiment to a transaction-based marketplace with a clearer path from match to offer. That combination of challenge and accountability changed how we operate day-to-day, and it set a higher standard for the company going forward.

06

From

gener8tor’s perspective, I would guess your progress has been a sign of their success, too, as one part of gBETA

is helping startups get prepared if they decide to raise private equity funding. And you are now in that phase as we speak. Raising private equity funding. How has the process been to be a startup raising private funding?

I have raised capital before for real estate, where the goal was optimizing for ROI based on specific tangible assets. A disruptive marketplace, on the other hand, needs fuel to launch and scale, so we chose the venture path based on the total market size. I think that is the difference between a small business and a startup, one is going for profit day one, and the other is more about creating a disruptive product for future monetization.

gBETA and Gener8tor really helped us solidify what we wanted, determine valuation, and craft our messaging. I actually really enjoyed sharing our vision and mission with as many people as possible. Most would provide feedback, suggestions, and improvements to make the product better.

We are fortunate to be closing our angel round with roughly $170,000 in secured funding, which will allow us to expand on the 100 users we currently have and progress the tech feature sets.

It is also a great benefit to have things like the North Dakota Angel Match Program geared at helping entrepreneurs in North Dakota.

07

Thinking of the desire to get more people into homes, that reminds me of a question from that 2020 interview where you talked about how this is bigger to you than just getting a financial return. Does the scaling of Zegacy further feed into that?

100%. Impact—not just returns—is why I’m building Zegacy. I don’t have to do this; I WANT to do this.

I have a reminder in my iPhone that goes off at 8 a.m. every day, which asks, “Who can Adam, and only Adam, uniquely serve today?"

Scaling the company simply scales the outcomes: more renters become owners, and more local investors put capital to work with purpose. That was a big takeaway for me during my time in Bismarck as a recipient of the Goldman Sachs 10,000 Small Businesses Program— if we can 100X the model, we can 100X the number of families who become homeowners. The “aha” moment was realizing tech needed to be leveraged to accomplish this.

My favorite moments in the business are the photos when someone moves in and then, months later, when they qualify for a mortgage—see the full transition

from renting to owning.

Since rent-to-own has a mixed reputation, part of our mission is to do it transparently and help give the category a good name. Even at this stage, we’re seeing it work. In the last 90 days, we onboarded 60 renters and 20 investors, made four matches, with one new home under contract. Zooming out, 36.2% of Americans rent—the highest in 50 years—so the need is huge. Our goal is simple: more owners, stronger neighborhoods, and returns investors can be proud of.

08

You are one of the most organized entrepreneurs I’ve worked with, and you are diligent about asking questions about resources, following up on those, and actively using them. Do you have any thoughts or comments, or tips you might want to share about organizational process or maybe even just entrepreneurship in general?

There are so many lessons learned and tips I’d give, but I’ll boil them down to these:

First, wake up early. I can’t think of a single habit that’s boosted my productivity more than replacing 8–10 p.m. with 4–6 a.m.—trading two hours of usually unproductive TV/food binging in exchange for setting goals, planning, exercise, and deep work.

Second, partner up. I’m blessed with wonderful business partners and co-

founders. They’re better than me at so many things. With shared vision and values—but complementary skill sets—someone like me, who is more creative and pie-in-thesky, doesn’t get burned out by the day-to-day details. You don’t have to get “business-married,” but a strategic hire, JV, or partnership can improve your odds and reduce sleepless nights.

Third, be a lifetime learner. Always be consuming books—I love audiobooks at the gym, networking with people smarter than you—lunch is great, and finding new ways to learn. Time is tight, so most high-charging entrepreneurs should cut news, most social media, sports, and friendships that don’t serve bigger ambitions. It’s amazing what 20–40 minutes a day can teach you—saving years of frustration and fast-tracking your growth.

Fourth, persistence. The life of an entrepreneur is hard. Only in the life of an entrepreneur can you have both the best day of your life and the worst day of your life on the same day. The entrepreneur roller coaster is full of uncertainty, highs and lows, and a lot of risk. By default, entrepreneurs create ideas, but we have a hard time sticking with the ideas that actually work. We tend to jump from one idea to the next, never giving each idea the time it needs to determine success. I am guilty of this, and it's hard to determine when to pivot and when to persevere. Most of the time, a poor idea executed well will work. However, a great idea executed poorly will always fail.

Lastly, non-negotiables. With all the sacrifices entrepreneurship requires, define what you won’t sacrifice. For me, it’s health and

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relationships—along with my values, such as faith, freedom, etc. No amount of business growth should compromise the two things that bring the most happiness on Earth: your health and the quality of your relationships. Determine your non-negotiables and be willing to sacrifice the rest.

09

If you could jump in a time machine and visit Adam from a number of years ago, what kind of hindsight advice would you give yourself?

It would ironically be a lot of the advice I just mentioned. But a few that are personal to me would be:

One, don’t start so many projects. Focus on the one or two that matter most and put all your attention there.

Two, educate first, sell second. People don’t buy from people they don’t trust. Through education, you help clients make the best decision—even if it’s not your solution.

Three, eliminate, automate, delegate. Most things should not be done by you. My framework is, can this be eliminated, can this be automated, can this be delegated? Only after those three filters should it be something I take on.

Four, join masterminds earlier. There’s a ton of free content and networks that I recommend starting with, but I’ve personally gotten 1,000 times the value in

paid mastermind groups where the caliber of the room is above my level. I’ve made great connections and learned a lot in those communities. Start small and go from there.

10

What can we do as a community to help you and Zegacy succeed?

Two things: spread the word and partner with us. If you know a renter who’s close to mortgage-ready, send them our way. If you know an investor looking for their next property, introduce us—the fastest way to help is a warm intro. Also, some specific asks would be:

About John

• Agents: Bring motivated renterbuyers and inventory. You get paid on the original purchase or sale.

• Lenders and Bankers: When you have a non-qualified mortgage applicant, send them to us. We can often pair them with an investor you can finance today, and you’ll likely handle the take-out mortgage later for the tenant— double win.

• City, County or State leaders and nonprofits: Consider a government sponsored rent-to-own support program—similar to Section 8 or down-payment assistance. Let’s pilot a rent-to-own pathway to create more long-term owners.

By Mark Puppe, Communications Specialist, Wordwork

BEN HOLDEN ISN’T TALKING ABOUT REAL ESTATE, HE’S BEING ABOUT IT. AND THE PAST ISN’T HOLDING HIM BACK.

Hillary Ehlen

all need a place to live and have, at some time, changed our path to get there. Some paths are smooth, some are rocky and some will lead us astray but none are easy.

So, we all can appreciate the topsy turvy, yet inspiring path traveled by Boston native, former inmate, current Fargo resident and House of Holden, LLC owner, Ben Holden

Ben moved from Boston to Moorhead in hopes of finding greater social and economic opportunities. However, he was still in-and-out of jail, his income remained inconsistent, and personal struggles perpetuated. Compared to his path in Boston, things in the local metro were pretty similar. He wanted to change but was unsure how to make that happen.

Adam Martin has a similar history and after his fifth felony, thought “There must be more to life than this” and made an about-face on his own path by launching F5 Project, a local effort to support formerly incarcerated individuals.

Since its founding 2016, F5 has become and continues growing as a prominent, highly reputable and trusted across the region. It is missioned to “disrupt the cycle of crime, addiction and isolation through

individualized care that fosters resilience and restores hope.”

Ben was among F5’s earliest participants and credits the program with having helped straighten his path and go forward. It enabled him to leave crime behind, secure a vehicle, find employment and activate skills that Adam recognized early, but he would realize later.

“While at F5, it quickly became clear that Ben possessed remarkable business instincts,” Adam said. “Once those skills were refined, it was evident that his potential for success was unstoppable.”

“F5 enlightened me to skills I did not know that I had and pointed me in the direction of people who empathized with me,” Ben said.

Those revelations motivated Ben to break down barriers and discover greater opportunities along the way.

“Taking bold risks and consistently putting in the hard work to move forward, Ben’s resilience, determination and willingness to push beyond comfort zones have been inspiring to witness,” Adam said.

“There’s talking about it, and there’s being about it,” Ben said. “I had been subtracting from society but am a

now new man and adding to society.”

Following F5, Ben became a laborer at Gateway Building Systems. This was Ben’s chance to apply the intuitive skills discovered during his F5 experience, learn a new industry and evolve into a team leader and mentor. He began earning and saving money, working as many hours as allowed, and demanding himself to make decisions based upon knowledge rather than impulse or wants.

Ben has always loved working for Gateway and the people he works with. He is also determined to continue contributing to the team. However, he began considering business as a pathway to achieving and contributing more beyond workdays at Gateway.

“My responsibilities and opportunities have continuously grown at Gateway and given me intuitions and valuable realizations that I can utilize as a business owner,” Ben said.

As Ben’s business acumen grew, so did his understanding that professionals have the information and expertise needed to make critical business decisions. He just needed to find the right professionals and know where to look.

He did not have to look far before

finding his first, Gateway Human Resources Manager Jeremy Leiviska whom the Gateway website appropriately tags as “unofficial counselor” to the business.

“Ben was very curious and unsure how to take a bite out of the world's offerings,” Jeremy said. “One conversation led to the next and Ben was ready to get his feet wet. He is always full of fire.”

Jeremy had equipped Ben with tactics and information for starting a business and enabled him to understand not just know about licenses, regulations, administration and other duties that intuition alone cannot manage but no business owner can afford to neglect.

Ben was covering his bases but still unsure about which direction to go when entering the business world. He remained a bit beleaguered by his history, living conditions at the time and uncertainty about whether business ownership was the right path for him.

As Ben wondered, he remembered something Adam said during his time at F5, “When someone has lost everything and is given the chance to start over, the one barrier that often holds people back—fear of trying—can disappear.”

Ben sought and eventually found relief from that fear by joining a bowling league where he met Mary Schimke of Archer Real Estate Services and whom Ben now retains as House of Holden’s realtor.

“When I first met Ben, he lived in an apartment, felt unsafe, and seemed defeated,” Mary said. ”I got to know him better and learned more about his priorities. Listening to his own story, I was really affected by the difficulties he'd gone through.”

Mary helped Ben secure his first property purchase and has been inspired by his dedication to considering others’ needs as he determines his own business priorities and goals.

“Owning a home was a huge achievement for Ben,” Mary said. “It really hit me hard, that he was also using this achievement as a way to help others who had difficulty renting a safe and affordable place to live.”

Business transactions are not the only benefit Mary receives from having House of Holden in her portfolio. The relationship has also enhanced how she does business.

“For me, working with Ben helped me see beyond my own business goals to really understand how much one transaction can impact a person's life,” Mary said. “Ben distinguishes himself through understanding and empathy while also staying firm to his own boundaries and business goals. Sometimes this is a difficult balance, but Ben seems to have a good handle on this.”

For this column, Ben and I met so he could share his story and introduce

me to House of Holden. I will echo Mary but go further and say Ben has an ironclad grasp on customer service and being an empathetic partner to tenants, fellow property owners and the community.

“Real estate has a fine line between having enough tenants to make a profit and becoming a slumlord who leases as many units as possible and makes profit their top priority,” Ben said. “I will never become a slumlord because I have lived under the pressure and misplaced priorities to the point that tenants were considered cattle rather than people.”

From Ben’s perspective as real estate owner, customer service is more than providing functional appliances, maintaining landscapes or vacuuming the hallways. It means doing all that is possible to facilitate the greatest quality of life.

He has enhanced safety by adding security cameras to his properties, personified leases by getting to know rather than sort tenants and taking other unique measures to distinguish House of Holden as a business and himself as customer service provider.

provided by Mark Puppe

Ben bookkeeping for House of Holden

When someone becomes a House of Holden tenant, it is established that outdoor social gatherings either end or move into a tenant’s own unit before 10 p.m. Sunday to Thursday and before 12 a.m. on Friday and Saturday.

Also, tenants are not allowed to park on the street for prolonged periods. Afterall, there’s something special about seeing snowplows removing snow curb-to-curb and unobstructed.

Ben also knows the neighboring property owners by name and will always converse when he has the chance. Efforts and relationships like these strengthen the community fiber and ensure a better quality of life for all.

He entrusts CMG Senior Loan Officer Steve Rowe to find, evaluate and help optimize financial opportunities for House of Holden. Steve was also key to Ben’s first property purchase.

“Ben had the vision of himself being better off down the road because of homeownership; and the income it would generate for him and the stability it would bring to his life and the lives of others,” Steve says.

“From there it just comes down to how can I make the math work to get him across the finish line so we can make that future a reality.”

Ben plans to achieve that reality by purchasing homes incrementally at a viable pace and until reaching a plateau to be determined by the total number of units he can either directly or hire someone to manage.

This keeps Ben’s service authentic, helps relationships thrive and ensures the business stays on its intended track. However, he also expects quality and respect from service providers.

“If I can’t get a hold of someone on the phone I won’t do business with them,” he said.

He did not set that standard for his own convenience, ego or preferences. Instead, it assures him that tenants receive a reliable return on the rent they invest in House of Holden. According to Ben, cutting corners and minimum cost increase vulnerability to crime, cause preventable breakdowns and poor customer service; costs and losses to which he will not subject his tenants or business.

Mary believes businesses tend to make clients fit their services rather than trying to evaluate clients' needs and adjust how services are delivered.

“Listening to clients is key,” she said. “Never underestimate a person or judge their abilities, get to know people instead.”

And that is why Ben’s and House of Holden’s stories are so exciting and refreshing.

In 2017, we saw a Ben Holden who was, as he put it, subtracting from society as he stumbled down a spiraling path.

In 2025, and in the same Ben Holden, we see a gainful, dependable and mission-driven business owner who continues working full-time as a truck driver. He does not hesitate to hop out of the cab to help coworkers or go the extra mile to provide customers with the greatest quality of life possible.

“I am incredibly proud of what Ben has accomplished since his time with F5 Project,” Adam said, “and I believe, without a doubt, that we’ve only seen the beginning of what he will achieve.”

Ben loves his job at Gateway, is impassioned about building the House of Holden business and aspiring to continue enhancing the quality of life for tenants and others. And, although it’s years down the road, Ben is really excited about the country cottage he sees on his retirement horizon. wordwork.co