September Voice 2025

Recruitment and retention in the Rockford Region

Meeting the moment with strategy, partnership, and purpose

By Nicole Koblesky, Rockford Area SHRM

I’ve been in the HR profession for over 20 years, and while I don’t love aging myself in print, I think we’d all agree that the past five years have been the most dramatic in terms of change. Our need to adapt, stay resilient, and lead with empathy has never been greater. Workplace challenges aren’t new. We’ve always had to hire great talent, navigate change, foster positive work environments, hold teams accountable, and develop leaders. That’s the course of doing business. What is new is the scale

and speed of disruption—starting with the pandemic; followed by the Great Resignation; historic labor shortages; remote/hybrid work; heightened mental health concerns; social, economic, and political unrest; and now, the rise of artificial intelligence (AI).

At the national level, conversations around these challenges continue. I had the opportunity to attend the SHRM (Society for Human Resource Management) National Conferences in 2024 and 2025. Both carried similar themes: instability, incivility, worker displacement, and a powerful call to action to “Rise Up.” Keynotes and sessions focused on the future of work,

AI’s integration with human intelligence (HI), inclusion, leadership, civility, and the need for HR to lead with courage, vision, and clarity.

Locally, we’ve felt the impact of these challenges, and in my experience, the Rockford Region has shown an amazing ability to adapt, shift, and keep our momentum. Our business community has stayed the course, supporting workforce development, embracing flexibility, and investing in our people.

Organizations like the Greater Rockford Chamber of Commerce, GoRockford, Rockford Promise, RAMP, Youth Build Rockford, RPS 205, Rockford University, NIU Rockford,

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Midwest Aerospace Conference happening Oct. 23

Hosted by the Rockford Area Aerospace Network

By David Forward, Rockford Area Aerospace Network and Woodward

The Rockford Area Aerospace Network (RAAN), a committee of the Greater Rockford Chamber of Commerce, is gearing up to host its annual Midwest Aerospace Conference (MAC2025), Oct. 23, at the Embassy Suites Hotel & Conference Center in downtown Rockford. This highlyanticipated event promises to deliver a full day of valuable insights, networking opportunities, and actionable takeaways for attendees.

This year’s conference is designed to empower small aerospace and defense manufacturing businesses by focusing on two key themes: business growth and operational efficiency. The growth sessions will explore pressing topics, such as current market trends, reshoring

GRCC’S 40 UNDER 40

Every thriving community is powered by people who bring vision, creativity, and determination to their work. This year’s 40 Under 40 honorees represent the very best of that spirit. These young professionals are entrepreneurs, executives, nonprofit leaders, and innovators who are not only excelling in their careers but also reshaping the way business is done.

What sets this group apart is not just their professional success but the breadth of their impact. They are building companies that create jobs, advancing technologies that make industries more efficient, and championing causes that strengthen our communities. They balance bottom-line results with a commitment to service, proving that leadership is about more than titles—it’s about making a difference.

40 UNDER 40 RECEPTION

Tuesday, Sept. 16, 3 p.m.

Prairie Street Brewing

200 Prairie St, Rockford

Please join us for a complimentary dessert and champagne reception as we raise a glass to the Greater Rockford Chamber of Commerce 2025 40 Under 40 honorees. Cash bar will also be available.

Reception attendees will receive an advance copy of GRCC’s One magazine profiling the 40 Under 40 honorees.

strategies, Department of Defense (DoD) business opportunities, and mergers and acquisitions (M&A). Meanwhile, the operational efficiency sessions will dive into strategies for improving business outcomes through advanced tools and technologies, including data analytics, enterprise resource planning systems, manufacturing execution systems, and automation concepts.

A unique highlight of the conference is the matchmaking session, where small and mid-sized businesses can connect directly with major aerospace primes (aka elite contractors) and tier ones to explore potential partnerships and business opportunities. Companies,

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Last day to register is Sept. 9.

Registration will not be available the day of the event.

Presented by

A best friend at work

That

seemingly silly, yet critical, employee metric

By Angela Kay Larson, Greater Rockford Chamber of Commerce CEO PERSPECTIVE

Throughout my career, at nearly every place I’ve worked, I commissioned, orchestrated, or completed some sort of employee engagement survey. It’s well documented that employees are a company’s greatest investment and that engaged employees have a positive correlation with profitability. According to Gallup, “companies with actively engaged employees have 21% higher profitability.”

As for those numbers measuring “engagement,” the same Gallup employee survey reports that only 32% of employees are engaged in their work—a number that has been steadily declining since 2021. There’s a cost to that—approximately $2 trillion in lost productivity in the U.S.

Just what is employee engagement? I’ve often heard it described as an employees’ willingness to invest extra time and effort in accomplishing work goals. Not just showing up and delivering the minimum required, but, for example, showing up a little early and delivering more than expected. HR Cloud defines employee engagement as going “beyond job satisfaction, directly impacting workplace productivity, retention, and company culture. Engaged workers are more committed to their roles and the organization’s goals, leading to better performance and business outcomes.”

Having that “best friend at work” adds to an employee’s engagement in their work and in relating to their coworkers. As humans, we instinctively want connections to others and to feel like we belong. Friends, whether in our social or work lives, provide connection and belonging.

Retaining talent, means keeping them engaged in your company and not looking for a better offer elsewhere (which apparently, 51% of employees are doing). Increasing employee engagement is not easy, but the advice is clear.

First, create a culture where everyone feels seen, heard, and valued. This is more difficult with remote or flexible working environments. What used to happen casually around the water cooler or as folks gathered in a meeting room now requires more intention. When you meet up with employees face-to-face, make eye contact and genuinely ask about them and their work. Start video meetings early so you can greet and chat as folks log on. Schedule regular one-toone meetings with each individual and do all you can to not change the date and not be distracted by email or phone calls.

Second, communicate, communicate, communicate. Speak openly and often, sharing your vision, the company’s priorities, your expectations, and your mistakes (always with lessons learned

and plans for recovery, of course). Communication boosts morale, increases efficiency, and provides stability.

Third, make smart investments in workforce, tools, and systems. It is no small feat to ensure your staffing is aligned with your efficiency expectations and that everyone has the training and tools to do their jobs safely and well. It’s even harder to leverage investments in systems that run your operations, human resources, customer interactions, and finances. Anyone who has ever been part of converting an operating system or migrating to a digital platform knows that the work is part technology, part creativity, and part behavioral change. I have a few lessons learned on that front if you ever want to grab a cup of coffee and chat about ERPs, e-commerce, or CRMs. Fourth, feedback. Employees want to know how their doing and where they can do better. Whether you use

an intricate performance management system or rely on those regular oneto-one meetings, give your employees feedback. Recognize accomplishments, coach them through difficulties, and celebrate wins as a team. Pro tip: Rely on an HR professional to get this one right—they usually have a well-stocked feedback and recognition toolbox. And finally, encourage work friendships. The data on the percentage of employees with close work friendships varies from 20% (Gallup) to 77% (Nectar), however most studies show the correlation between a best friend at work and engagement, mental health, and productivity. Work friendships are born of trust and regular interactions, while maintaining professional boundaries. What are you doing to give your employees the opportunity to start and grow workplace friendships?

Kay Larson, GRCC CEO, takes a “humans first” approach to corporate culture. She strives to create an environment built on mutual respect, listening, and compassion. Sprinkle that with a little bit of laughter and fuel it with good coffee, and she believes teams will be more engaged in achieving goals and celebrating wins.

ABOUT THIS ISSUE…

If you’ve been following the results of GRCC’s quarterly Business Sentiment Survey, you know that the ability to attract and retain top talent is one of the most pressing challenges facing organizations in the Rockford Region.

In this issue of the VOICE, we explore the strategies, innovations, and lessons shaping the future of talent recruitment and retention. You’ll find perspectives on redefining the workplace experience, the rise of AI in HR, the necessity of professional development, and the timeless importance of mentorship, leadership, and trust.

What becomes clear is that retention is not just about keeping employees on the payroll—it’s about creating environments where people can thrive, grow, and see a future. Recruitment is no longer just filling roles—it’s about telling a story that resonates with the values and aspirations of potential team members.

Whether you’re a business owner, HR professional, or team leader, I hope you discover insights and inspiration that you can apply within your own organization.

—Christine Hand, managing editor

UPCOMING EDITORIAL THEMES FOR THE VOICE

Oct – Innovation and Manufacturing Nov – Contracting with the Government Dec – The Business of Nonprofits Chamber members are welcome to submit non-advertorial, thought leadership articles for publication in the VOICE. Visit rockfordchamber.com/the-voice for our editorial calendar, article submission guidelines, and advertising information.

Angela

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Rock Valley College, Rockford Career College, Career Education Associates of North Central Illinois (CEANCI), Ogle County Economic Development Corporation (OCEDC), The Workforce Connection, and countless others have come together—each in their own way—to invest in the current and future workforce. Together, these partnerships offer career readiness programs, internships, job fairs, upskilling opportunities, and a shared commitment to strengthening the talent pipeline from classroom to career.

As we move forward, we’re beginning to see stability in the labor market. Unemployment rates have improved and are now in close correlation with national rates; that is, as of July, 4.5 percent and 4.2 percent, respectively. Our community’s efforts to invest in the workforce are a testament to where we are today and have contributed to Rockford earning recognition as a great place to live, work, and play.

To maintain this momentum, it’s important to consider recruitment and retention strategies that align with your mission and business strategy.

Recruitment strategies

Align on strategy. Know your metrics and understand the state of the local workforce, with national trends as context. Identify your challenges and

opportunities, and share your workforce story with leaders, board members, and key stakeholders to support recruitment strategies.

Act with urgency. If a candidate is the right fit, don’t wait. Top talent is hard to find and easy to lose, especially in today’s competitive labor market.

Embrace technology. AI is a powerful tool with amazing recruitment solutions and efficiencies to help streamline the hiring process. AI isn’t going to wait for us to catch up, so it’s important to understand its capabilities, use it wisely, and, if you haven’t, start now.

Build A-teams. I once had a veteran say to me, “The team is everything,” and he was absolutely right. Hire people who want the job, not those who just need one. Look for passion, energy, and trainability.

Tap into community resources. Get involved and be a part of the conversation and solutions. My mantra: “People matter; connections matter.” Stay engaged with community partners, schools, colleges, workforce agencies, and local vendors to enhance your talent strategies.

Hire for potential. Be willing to train candidates who align with your culture and mission, even if they don’t check every box on day one.

Retention Strategies

Upskill and invest. Grow and develop your talent from within.

Offer job enrichment, cross-training, career pathing, mentorship, volunteer opportunities, stretch assignments, and formal onboarding.

Enhance employee experience. Create environments where employees want to stay. SHRM’s 2025 State of the Workplace report highlights key retention drivers: teamwork, purpose, fairness, and recognition—areas to prioritize when measuring engagement and satisfaction to guide continuous improvement.

Prioritize leadership development. Great leaders are essential and the backbone of a healthy culture. Equip your leaders to manage effectively and lead through change.

Stay market competitive. Know your industry’s trends in compensation, benefits, and total rewards. Provide value-added programs and act swiftly to keep pace with competitors in your sector and niche.

Promote flexibility. While remote work doesn’t fit every profession or sector (e.g., healthcare, manufacturing,

retail, or service industries), creative scheduling and flexibility can still be part of your strategy.

The state of the workforce, both nationally and locally, will continue to shift and evolve, but the heart of workforce success remains the same—employees want to feel valued, challenged, and connected to purpose. Whether you’re leading a company, running a team, or guiding communitywide initiatives, we each play a role in shaping the kind of region that attracts and retains great talent.

With continued collaboration, strategic investment, and leadership that prioritizes people, the Rockford Region is well positioned to compete for talent and serve as a destination for lasting careers and strong business growth.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Nicole Koblesky is board president of Rockford Area SHRM, an award-winning chapter dedicated to advancing the HR profession through education, networking, and strategic community partnerships. She also serves as a voting member of Illinois State SHRM and is VP of HR and administration at Rock River Valley Blood Center.

COLUMNIST

Leadership succession planning

Turning today’s talent into tomorrow’s leaders

By Lesly Couper, Workplace Staffing & Search GUEST

What would happen if your CFO stepped down tomorrow? Would you have a clear, confident answer about who steps in next? Or would your organization scramble to respond?

Leadership succession planning is one of the most critical, yet most overlooked, aspects of employee retention and longterm organizational health. Companies that fail to plan for the future often find themselves facing disruption, uncertainty, and costly turnover at the worst possible moments.

When that time comes, will your organization be ready?

Why succession planning matters

Succession planning is an important piece of your overall organizational strategy. Organizations that invest in an effective succession strategy are more resilient, engaged, and future-focused. Here’s why it matters:

Mitigates disruption. Smooth transitions minimize operational and cultural shocks.

Enhances talent development. Identifying high-potential leaders early creates a stronger, more prepared workforce.

Fosters continuity. A good leadership succession plan protects institutional knowledge and long-term strategic direction.

Improves engagement. When employees see growth opportunities ahead, they stay invested and motivated.

Performance vs. potential

One of the most common mistakes organizations make is promoting high performers into leadership roles without evaluating whether they have leadership potential.

Performance is about delivering results in the current role. Potential is about the capability to grow, lead others, and thrive in more complex, strategic positions. Great succession planning starts by distinguishing the two and building tailored development opportunities that cultivate the leaders your organization will need in the future.

Inventory your talent pipeline

To know where you’re headed, you need to understand where you are. That means taking inventory of your current talent landscape. Key factors when assessing potential successors are: individual career aspirations, leadership

readiness, criticality of the role and individual, cultural fit and alignment, and risk of departure.

Once you identify the gaps between your current bench and your future needs, you’ve found the roadmap for your leadership development strategy. Culture fit is a non-negotiable

Even the most skilled employee will struggle if they’re not a fit for your organization’s culture. That’s why cultural alignment should be a core consideration in any succession planning process. Ask yourself: Does this person reflect our values and vision? Can they inspire and align teams under pressure? Will they be trusted and respected across the organization?

Because here’s the truth: If the fit isn’t right, nothing else will be.

Start developing leaders today

The best way to prepare for future leadership gaps is to start growing your leaders now. Here’s how to do it:

• Launch leadership development programs that build targeted skills.

• Invest in mentorship and coaching for high-potential talent.

• Assign stretch projects that challenge and expand capabilities.

Waiting until a position is vacant is too late. Development must be ongoing, intentional, and aligned with strategic goals.

A future-proof succession plan

Want to build a succession strategy that sticks? Keep these principles in mind:

• Align with your long-term strategy.

• Revisit and revise; succession planning isn’t a one-time event.

• Include cross-departmental and external candidates when appropriate.

• Be transparent to empower and motivate.

The best time to plan is now

The leaders who will take your organization into the future are likely already on your team. But without a clear path, support, and development, their potential may never be realized. Succession planning isn’t about predicting the future—it’s about preparing for it. And the time to start? Right now.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Couper is president of Workplace Staffing & Search, a locally owned agency that provides temporary staffing, direct hire, executive and professional placements, and HR consulting.

Lesly

Purpose over paycheck

Inspiring tomorrow’s workforce

By Tabatha Dougherty, CEANCI GUEST COLUMNIST

Gen Y or millennials (the 30-somethings) and Gen Z (the 20-somethings) already make up over half of the workforce. Next up is Gen Alpha, the largest generation this world has ever seen.

As Generation Alpha (our future workforce) begins another new school year, it’s important to reflect on who they are now, who they will be in a few years, and what they’ll expect from you when they’re ready for employment. Students today are more technologically oriented and aware of the world. They’re also more isolated from each other than any generation before them. The expectations and needs that future employees are bringing to employers will require flexibility from both parties.

Students in school now are mostly Generation Alpha. They were raised in the constant presence of technology and have had the world at their fingertips since birth. This generation made its debut in 2010, along with Apple’s iPad. As adolescents, they are now learning to use artificial intelligence with ease. Admittedly, today’s quick technological evolution is something many of us (especially Gen X or older) struggle with. In our lifetime, the 8-track, cassette tape, CD, and MP3 player have all become obsolete. The vinyl album has come back for its nostalgia and charm, but the rest are probably gone forever.

The effect of the long separation from the pandemic continues to challenge educators. The isolation alone had a noticeable impact on crucial learning skills, as well as communication, teamwork, and accountability skills—all essential to productive work.

If you’re an employer of young “Z” employees, you know that this generation needs you to give them a place to work that they can feel good about. This generation is also not afraid of change. So if you can’t provide that good feeling, they will move on. Acceptance, encouragement, and accommodation are non-negotiables when considering what they’ll do for most of their every day. That might look like inclusion, mentoring, or a choice from the vast variations of remote and on-site work combos.

The need for employers to be flexible will continue forever. Generation Beta just started being born this year. So in

about 16 years, they’ll be applying for jobs at your company, with a whole new list of ways to challenge us as employers. It all seems impossible to manage, but what young workers truly want is quite simple: PURPOSE. They will ask what good your company does for others, for the planet, for the future. Today’s young people volunteer more than generations before them, and they have different values. Purpose drives a college student to spend precious money to go on a community service trip during spring break instead of the kind of trip my generation would have tried to go on. Why? Because bonding with his fellow volunteers gives him joy. Because helping communities along the trip feels like paying something forward. A paycheck is important to live but not the most important factor for everyone when applying for jobs.

If you’re wondering how your company can do this, start with a connection to what young applicants value. Make the most of opportunities to show young people what a difference your company makes, whether it’s the services you provide or the goods you produce.

During a high school tour of a manufacturing company in Rockford, the owner showed students a tiny metal part that the company produced. He asked, “Do you know what this is?” The group sat in silence. He explained it was an essential pin used in the landing gear of commercial airplanes and asked the students to imagine the impact that this little pin had on the world. Lightbulb moment. That’s how you inspire today’s young employees. Give them a purpose, and they’ll give you so much more back.

The Career Education Associates of North Central Illinois (CEANCI) is one of 56 Education for Employment Systems in the State of Illinois. Through grant funding, it supports 14 high school career and technical education programs in the region and connects employers with the next generation of employees through career exploration events. Learn more at ceanci.org.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Tabatha Dougherty is a former business owner and high school art/graphic design teacher. Now the director of the Career Education Associates of North Central Illinois (CEANCI), she and her team help school CTE programs retain funding through the Perkins V grant with a variety of services, professional development, and career exploration events.

(continued

such as Collins Aerospace, Woodward, and GE Aerospace, are among the customers expected to participate in these sessions, providing attendees with a rare chance to build relationships and grow their businesses.

This year, we expect to attract customer companies from outside the Rockford area as well. The matchmaking session is open to all conference attendees (with preference given to RAAN members), making it one of the most valuable components of the event.

With a focus on delivering actionable insights and fostering meaningful connections, the Midwest Aerospace Conference continues to serve as a cornerstone event for RAAN and the regional aerospace community.

RAAN: A vision for regional aerospace excellence

The vision of RAAN is to be the leading aerospace cluster in the nation, leveraging the power of a collection of Midwest aerospace and defense businesses to attract growth, optimize business competitiveness, and improve results. The organization hosts a variety of events throughout the year, with the Midwest Aerospace Conference serving as its flagship gathering. Last year’s MAC drew approximately 300 attendees

and featured more than 30 exhibitors, making it one of the most successful RAAN events to date.

RAAN’s origins can be traced back to the Rockford region’s unique strengths in aerospace. Early research revealed that Rockford had the sixthhighest concentration of aerospace and defense companies in the nation, with approximately 90 aerospace-related businesses located within a 25-mile radius. This discovery sparked the creation of RAAN as a network designed to bring these companies together to exchange ideas, share resources, and collectively strengthen the regional aerospace industry.

The first RAAN symposium was a modest gathering of 16 companies showcasing their capabilities and discussing ways to collaborate. From these humble beginnings, RAAN has grown into a thriving network with a bold vision: to build world-class aerospace supply chains within the Rockford region.

The tagline “Every System, Every Aircraft” was adopted to reflect this ambition, underscoring the idea that the region could supply the components and systems needed for aircraft around the globe.

Building a stronger aerospace community

RAAN’s success lies in its ability to create a sense of community and

collaboration among aerospace companies in the region. The organization hosts quarterly RAAN socials, where members have the opportunity to visit each other’s facilities, learn about different operations, and discuss opportunities for collaboration. These events provide a platform for customers to share their needs for products and services, while suppliers can identify gaps in the regional supply chain and offer potential solutions. Over the years, these interactions have led to the formation of numerous business relationships and partnerships.

In addition to networking opportunities, RAAN members benefit from access to training programs and resources that help them stay competitive in the ever-evolving aerospace industry. For example, the Illinois Manufacturing Excellence Center (IMEC) offers training classes for manufacturing companies, and RAAN members enjoy discounted rates

for these programs. This commitment to professional development ensures that RAAN members are equipped with the skills and knowledge needed to adapt to industry changes and seize new opportunities.

The Midwest Aerospace Conference, formerly known as the RAAN Conference, is the pinnacle of the organization’s efforts to support the regional aerospace industry. By attracting businesses from across the Midwest and beyond, the event has become a platform for showcasing the region’s capabilities and fostering connections that drive growth and innovation.

To learn more about the conference or to register, visit rockfordchamber. com/event-calendar. Don’t miss your chance to be part of this exciting event and contribute to the continued growth and success of the Rockford aerospace community.

David Forward is the chairman of RAAN and VP of operations for Woodward. He joined the company in 2018 as VP of quality for the Aircraft Turbine Systems Group and transitioned to VP of operations in 2021 leading the controls business. In 2025 David became the global process champion, leading the SAP S/4 implementation across the Woodward enterprise.

GLOBAL AEROSPACE SUMMIT

By Bruce Krandel, RAAN

The Leadership Council Southwestern Illinois hosted the inaugural Global Aerospace Summit, Aug. 13-14 at the Regency Conference Center in O’Fallon, Illinois.

Registered attendees had the opportunity to tour Southwestern Illinois College’s new Advanced Manufacturing Center in Belleville or West Star Aviation in East Alton.

Conference sessions included:

• Bridging Education and Industry: Innovative Aerospace and Avionics Training Initiatives

• Ag Sector Innovations: Powering Sustainable Solutions in the Aviation Industry

• Navigating the Future of Aerospace: Insights from Industry Leaders

• Shaping the Future: Acclaimed Workforce Development Efforts Driving Innovation: Public-Private Partnerships Supporting the Aerospace Industry

• Government Contracting: Opportunities and Tips for Success

Dr. Gina Caronna, president and CEO of the Rockford-based Workforce Connection, was part of the “Acclaimed Workforce Development Efforts” panel. She talked about the partnerships and programs the Workforce Connection has developed to place people in positions at Collins Aerospace, Woodward, and AAR. Their efforts with AAR have been particularly successful, resulting in hundreds of jobs.

Illinois Governor J.B. Pritzker stressed the growing importance of aerospace in the state, particularly in Southwest Illinois and the Rockford Region. He mentioned Boeing’s $200 million investment in a new production facility at the MidAmerica St. Louis Airport in Mascoutah, Illinois, to manufacture the MQ-25 Stingray for the U.S. Navy. This 290,000 square-foot-facility is expected to create over 300 jobs in Southwest Illinois.

The summit emphasized how aerospace growth in Illinois has significantly outpaced the national average and will continue to do so well into the future.

GUEST COLUMNIST

More than professional development

How Leadership Rockford builds community—and retains talent

By Heather Metcalf, Hughes Recruiting & Consulting

When I joined the Greater Rockford Chamber of Commerce (GRCC) in May 2024, I didn’t expect that a few months later I’d be part of something truly special. That September, Carolyn Mitchell, our VP of sales and marketing at Hughes Recruiting & Consulting, signed me up for the Leadership Rockford program. She wanted me to build connections, learn more about our city, and hopefully make lifelong friends.

I wasn’t born and raised in Rockford—I moved here after college— so I was excited to dig deeper into the community where I live and work. What I didn’t expect was how strongly this program would connect me to the people, places, and purpose that make Rockford thrive.

In my role as a client specialist at Hughes Recruiting & Consulting, I see every day how important professional development is for attracting and keeping great talent. People don’t just choose jobs, they choose communities. When professionals feel connected to where they live, they’re more likely to stay, grow, and give back. Leadership Rockford was a crash course in creating those connections.

From our first day, we explored Rockford in ways I’d never experienced. The History of Rockford & Downtown Tour took us all over the city, sharing stories of resilience and reinvention. I even learned about my late greatgrandfather’s business, Lawson Transfer. At Prairie Street Brewing, we not only heard about the building’s historical significance but also the vision it took to bring new life to a community landmark. It reminded me that talent retention isn’t just about pay or benefits; it’s about pride in the place you call home.

Our Public Safety session at the Winnebago County Jail was just as eye-opening. We toured the facility and heard from law enforcement professionals about the challenges they face. Seeing the investments in safety gave me a deeper appreciation for the systems that keep our community strong.

The Health Care session at the Rock River Valley Blood Center offered another perspective. We often think of health care as a workplace benefit, but that day I saw it as a shared community responsibility. A strong local health care network doesn’t just support employees—it supports families and future generations.

What tied everything together was the people. One of my favorite memories was volunteering with classmates John Gleason, Danielle Angileri, and Salvador Morales. We painted Santa houses and Christmas presents for Stroll on State, then ended the night at the Top of Embassy Suites, rewarding ourselves for our “elf” work. We all came from different industries and backgrounds but shared a desire to understand Rockford better and give back. Those relationships don’t end with the program; they grow, strengthen networks, and inspire new ideas.

The program wrapped up with one more unforgettable moment. In our final session, all 50 classmates voted for the top four people they believed could guide and inspire the next Leadership Rockford class as moderators. I was honored to be chosen, alongside Whitney Martin (Made for Rockford), John Gleason (COO at Anderson Gardens), and Kaleb Price (i3 Broadband community engagement specialist). That vote of confidence was

humbling and energizing—a perfect example of how this program builds leaders ready to serve.

For businesses, Leadership Rockford is more than professional development, it’s a retention strategy. It helps employees grow, see their community in a new light, and develop a true sense of belonging. It left me with more than knowledge; it gave me a renewed investment in Rockford’s future.

If you’re a business leader looking to keep your best people engaged or a professional wanting to deepen

REGISTRATION NOW OPEN FOR THE 2025/26 LEADERSHIP ROCKFORD CLASS

your roots here, I can’t recommend Leadership Rockford enough. It’s not just a program. It’s an invitation to step into the heartbeat of the city and see where your leadership can make a difference.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Metcalf is a client specialist at Hughes Recruiting & Consulting, focusing on talent acquisition and client relationship management. With over 15 years of leadership experience, she excels at fostering strong connections. Beyond work, Heather blends professionalism with creativity through photography, travel, and actively supporting her high school son’s sports activities.

The next Leadership Rockford class begins Sept. 24 and runs through March 2026.

Designed to provide a holistic understanding of the Rockford community, Leadership Rockford is an eightmonth program suitable for emerging leaders, new arrivals to the community, or professionals eager to become more involved in the Rockford region.

Registration is limited to 50 participants, so register now.

Heather

Accelerating Creatives and Entrepreneurs (ACE)

Building an innovation and entrepreneurship ecosystem in the Rockford Region

By Spitaman (aka Spitty) Tata, ACE

An innovation and entrepreneurship ecosystem is vital to a region’s economic growth. An ecosystem surrounds an entrepreneur and gives them the assistance they need at the right time. It supports the innovator from idea to business success and is focused on ensuring that the journey is as smooth and efficient as possible.

Rockford’s long history of entrepreneurship and its ability to reinvent itself is a testament to how ecosystems and industry clusters succeed. At one point, it was textiles. At another point, it was furniture. And then Rockford reinvented itself as the “screw capital of the world,” making fasteners of all shapes and sizes. An undercurrent of manufacturing DNA supported all these industries. The manufacturing journey has now evolved into a regional aerospace cluster. In each era, entrepreneurs helped each other start up in a niche to strengthen the cluster.

Aspiring entrepreneurs in our region need a vibrant ecosystem to support their work. In answer to this, a network called ACE (Accelerating Creatives and Entrepreneurs) was formed to collaborate with multiple agencies to guide entrepreneurs through the innovation process:

• The Rockford Public Library has resources for early research and exploration.

• ThinkBig! offers courses and coaching.

• The Small Business Development Center at Rock Valley College assists with mergers and acquisitions.

• Rockford University offers business courses.

• The Rockford Local Development Corporation (RLDC) helps with funding and capital.

• The Chambers of Commerce in the region assist, attract, and retain businesses.

• Makerspaces help entrepreneurs experiment with ideas and learn new skills.

In the innovation space, EIGERlab, part of the ACE network, has been at the forefront since 2004, providing resources, support, and mentorship to innovators. As a hub of creativity and technological advancement, EIGERlab has played a pivotal role in nurturing groundbreaking ideas. Some entrepreneurs who began their journey at EIGERlab have gone on to become global successes.

Comply 365 is such an example. In 2007, Kerry Frank and her husband, Dude, started Comply 365 in their

Thriving in the age of AI

Why professional growth keeps you and your organization ahead

By Courtney Vossekuil, Spherion

The phrase “knowledge is power” has never been more relevant. Technological advancements are reshaping industries at lightning speed, creating new opportunities and redefining existing roles.

For professionals in any field, this means one thing: You can’t afford to stand still. For organizations, it means another: If you want to attract and keep top talent, investing in professional growth is no longer optional; it’s essential.

Professional growth fuels recruitment

Talented professionals are drawn to environments where they can grow. In a competitive job market, a company’s reputation for training, skill development, and access to cutting-edge tools can make all the difference. When candidates see that your organization is staying ahead with AI-driven programs, industry trend awareness, and continuous learning opportunities, it sends a clear message … This is a place

815 INNOVATION AWARDS

OCT. 25, 5-8 P.M.

RPL NORDLOF CENTER, 118 N MAIN ST, ROCKFORD

Join local entrepreneurs and the ACE network in celebrating the bold thinkers shaping the Rockford Region’s future at the 2nd Annual 815 Innovation Awards. The event is hosted by Whitney Martin, and Kerry Frank, co-founder of Comply365, is the keynote speaker.

Awards will be given across nine categories: aerospace, robotics and automation, manufacturing and product design, software and innovative technology, healthcare, education, arts and architecture, young innovators, and the John Lundin Community Impact Award.

For information on award nominations, event registration, or sponsorships, please contact Karmen Chiodini at 815-965-3522 or visit www.eigerlab.org/event-list.

basement. They transformed aviation by replacing the 50-pounds of manuals pilots were required to carry in their flight bags with digital flight manuals on an iPad. Over the next 11 years, they grew the company into a trusted industry leader, revolutionizing how airlines manage operational content. Since Kerry stepped down from her role as CEO, the company has continued to grow, serving over 140 customers in more than 40 countries.

Kerry will share her entrepreneurial story as the keynote speaker at the 815 Innovation Awards, Oct. 25, at the Nordlof Center in downtown Rockford.

If you are an entrepreneur or innovator with a bold product or service idea but

where their skills will stay relevant, and their careers can thrive. In other words, professional growth isn’t just a perk; it’s a recruitment strategy.

Knowledge expands your opportunities

Continuous learning isn’t just about survival; it’s about unlocking opportunities. By staying aware of the latest trends and programs, you can:

• Spot gaps in your industry before others do.

• Take on more complex, high-value tasks.

• Position yourself as a thought leader within your organization or field. AI is changing the game

There’s a misconception that AI is replacing jobs. In reality, it’s replacing tasks, and the professionals who embrace it are becoming more valuable. For individuals, this means being able to do more in less time, freeing up space for strategic, creative work. For companies, it means a more productive, engaged

lack the wherewithal to take that idea to fruition, contact any of the organizations in the ACE network, and they will guide you to the right agency or mentor. If you need to learn about business basics, ThinkBig! or Growth Dimensions’ Venture Program are good places to start. And EIGERlab should be a spot along your journey if you want to develop a new product or service. Consultants (initially free of charge) will help with product development coaching, prototyping, and even early runs.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Spitaman (aka Spitty) Tata retired after a long career at Woodward Inc. Since then, Spitty has been involved with many community organizations: Discovery Center Museum, Transform Rockford, Bridges to Prosperity, EIGERlab, Wings and Wheels Museum, and the Miracle Mile. He also coordinates the ACE network.

workforce and an employer brand that says, “We prepare our people for tomorrow, not just for today.” How leaders can drive growth, recruitment, and retention

• Offer ongoing learning opportunities in AI and other programs relevant to your work.

• Encourage cross-functional training so employees see new career paths internally.

• Recognize and reward those who adopt and champion new tools.

• Share success stories where new skills have led to innovation or career advancement.

Professional growth is the bridge between personal success and organizational success. It attracts ambitious candidates, keeps high performers engaged, and ensures both

individuals and businesses can adapt to whatever might come next.

The future is not something to wait for; it’s something to prepare for. And the best preparation is to keep learning, keep adapting, and keep pushing your professional boundaries.

Spherion of South Central Wisconsin and Northern Illinois is a locally owned staffing and recruiting firm serving the region for 35+ years. Backed by a tenured team, they combine local insight with national resources to deliver tailored workforce solutions, building lasting partnerships with organizations and job seekers who power the region.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

As area manager, Courtney Vossekuil leads Spherion’s Rockford operations with over a decade of staffing expertise. A Rockford Promise mentor and Leadership Rockford alum, she serves on multiple local boards and is an active member of the Rockford, Belvidere, and Beloit Chambers, and Rockford Area SHRM. She was recently named a

GRCC 40 Under 40 honoree.

State Street cred

Rockford-focused professionals earn world-class credentials

By Christine Hand, managing editor

At the corner of State and Main in downtown Rockford, the offices of the Greater Rockford Chamber of Commerce (GRCC) and GoRockford are neighbors. Coincidentally, Caitlin Pusateri, chief operating officer for the GRCC, and Kristen Paul, executive VP for GoRockford, are neighbors at home too. So it’s not surprising that, in another serendipitous occurrence, both Kristen and Caitlin recently earned world-class credentials in their respective fields— credentials that directly benefit the Rockford Region.

Pusateri was designated a Certified Chamber Executive (CCE) by the Association of Chamber of Commerce Executives (ACCE). The CCE designation is the only globallyrecognized certification program exclusive to the chamber of commerce industry and is recognized as the highest and most elite professional designation in the chamber profession. Pusateri is one of 26 chamber professionals to earn the Certified Chamber Executive designation in 2025 and one of only four CCEs in the State of Illinois.

The CCE program assesses the applicant’s knowledge of core areas: management, planning and development,

membership, communications and revenue, and operations. And participants must demonstrate how they’ve led their chamber to achieve strategic goals.

Paul earned the Certified Destination Management Executive (CDME) designation from Destinations International—the highest individual certification available in the tourism marketing and management industry.

The CDME program is a rigorous educational and professional development program tailored for senior leaders in destination marketing and management. It equips participants to apply strategic leadership, develop forward-thinking initiatives, and enhance organizational productivity. Designation holders must also complete continuing education every four years to maintain the credential.

But these achievements are more than academic. The experience of navigating these programs has equipped Pusateri and Paul with knowledge and resources that directly benefit the community they serve.

“I got to spend time with people from all over the world and learned how different communities deal with different situations,” Paul said. “I now know people from across the country that I can call on and draw on their expertise. It’s

pretty cool that our community gets to benefit from experienced professionals all over the nation.”

“Sitting through the CCE makes you look back at your own organization. We’re a nonprofit but a business too. Is our house in order? How do we operate? What are our goals and motivations? Why do we do what we do? And then, how do we tell that story?” Pusateri said.

“It’s also given me an appreciation for the importance of process, procedure, and efficiency in operations. As our manufacturing partners know all too well, how we work matters almost as much as why. Our mission is incredibly important and should drive what you do, but how we do it really matters.”

With a shared commitment to the advancement of the Rockford Region, Pusateri and Paul look forward to many more successful collaborations as elite professionals in their fields.

“I think Kristen and I have interesting positions, because nobody sits around when they’re five years old and says, I

want to work for a convention and visitors bureau or I want to work for a chamber. It’s not an industry that’s necessarily well understood,” Pusateri said. “To have a body of professionals say, this is the standard and you’ve met it, that gives the region something to point to and say, I might not understand their work, but this tells me that they are really good at it, and they know what they’re doing.”

“I think that Caitlin and I are really similar. We’re in the behind-the-scenes, boots-on-the-ground, get-things-done role. We’re generally involved in most projects and events. I think it’s important for organizations to have people in those roles who are highly educated. It shows that the community has great resources at multiple levels and that they are among the best in the industry,” Paul said. “I’m just so proud to work for an organization that does what’s best for the community and ensures the people within that organization have what they need to be successful, including professional development and education.”

Internships with impact

The value of support and experience

By J. Hanley, Winnebago County State’s Attorney GUEST COLUMNIST

When I first became State’s Attorney in December of 2020, our office was severely understaffed. Retaining the dedicated public servants working in the office while attracting more like them became a top priority. So, we took action.

In addition to developing a culture based upon our shared value of trust and increasing pay for staff, we built a fullfledged internship program. We attended job fairs, strengthened relationships with law schools, particularly Northern Illinois College of Law, and secured funding to pay legal interns who chose to work in Winnebago County. We then created an infrastructure to develop their legal abilities. Each intern receives a specific courtroom assignment with a defined role and real responsibilities, all under the guidance of a knowledgeable and seasoned attorney. We’ve built a direct pipeline from colleges and law schools to Winnebago County.

Our plan has worked and the results have been stunning. During my first summer as State’s Attorney in 2021, we had only five law school interns. By contrast, this past summer, there were 20 interns, 14 of which were law school students! This past November, we

welcomed five new prosecutors, four of which were former interns.

Enough from me, let’s hear some firsthand accounts of the intern experience:

Jake Schutter, intern

As a law student, I was provided with valuable court room experience and treated by my colleagues and judges as if I was a licensed attorney. In addition, the office provided me with a family atmosphere filled with people willing to help me learn and grow in my professional career. The internship experience also gave me the opportunity to get connected with the Rockford community. I value my internship experience at the SAO more than anything I did throughout all of law school and believe it put me in the best position to be ready to start my professional career.

Hannah Haggestad, intern

There’s book learning in class, and then there is the real world of the criminal justice system. Until I interned this summer, I had no concept of the gulf between the two and the invaluable insights I would gain. From reading witness statements, listening to jailhouse calls, and discussions with the

prosecuting attorneys handling cases to ultimately sitting in on jury trials, I learned more this summer than in two years of pre-law classes. If you are interested in a legal career, you can’t get a better summer experience than interning at the State’s Attorney’s Office.

Daisy Avila, intern

I was assigned to the felony division where I worked alongside two attorneys. As a first-generation law student, I had never stepped foot in a courtroom until this internship. I had the privilege of observing various courtrooms and learning about the different stages of the criminal process. Overall, I enjoyed my summer internship and the experience reinforced my passion for the law.

Caleb Yoon, intern

I had a fantastic experience as an intern. I don’t have time to write more because I’m too busy preparing to make arguments in court!

Evan Pinsel, Assistant State’s Attorney, former intern Attorneys I was interning under asked for my opinion on issues they were

dealing with in cases, took what I had to say into consideration, and never treated me like I was ‘just an intern.’ I was given my own caseload, guidance, mentorship, and, above all, I was never left to fend for myself. I did my first two trials as an intern, experiences my fellow classmates did not get. Once I was welcomed into the office by all of the staff, I knew I didn’t want to go anywhere else. Now I’m a first-year attorney with a full felony caseload, and I wouldn’t change a thing.

Jacob Finley, Assistant State’s Attorney, former intern

During my time as an intern, I was trusted to make decisions and important arguments. The experience prepared me to seamlessly transition into becoming a full-time Assistant State’s Attorney. I now have the opportunity to mentor interns. Seeing the interns learn and grow is rewarding, because I know they will be great attorneys with the help of this office.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

J. Hanley was elected to office in 2020 and is the 19th State’s Attorney to serve the people of Winnebago County, Illinois. Born and raised in Rockford, Illinois, he understands what makes this community tick and takes pride in advocating on behalf of the citizens of Winnebago County.

Caitlin Pusateri

Kristen Paul

Project SEARCH

A case study in preparing non-traditional talent for the workforce

By Therese Michels, Mercyhealth

When Ethan Buetsch’s case manager at Belvidere’s North Boone High School counseled him on afterschool educational options, the Project SEARCH program piqued his interest. Buetsch, now a recent graduate of the program and newly hired Mercyhealth employee, is happy he made that choice.

Project SEARCH is an intensive ninemonth internship program that provides training, education, and workforce development to students with intellectual and developmental disabilities. What began as a single-site initiative at Cincinnati Children’s Hospital in 1996 as a way to create employment opportunities for disabled youth, has grown into an international network. It’s a collaborative initiative that involves businesses, educational institutions, vocational rehabilitation services, developmental disability organizations, and supported employment agencies.

In Rockford, Project SEARCH is a collaborative initiative that includes RAMP, area school districts, Mercyhealth’s Javon Bea Hospital–Riverside, and Embassy Suites by Hilton Rockford Riverfront. Mercyhealth

became involved with the program in 2017. Since that time, Mercyhealth has seen 58 students graduate from the program, with 82% gaining employment. Ten new students begin this school year.

To qualify for Project SEARCH, students must be between the ages of 18 and 22 and on track to graduate from high school. They must also have an Individual Educational Plan (IEP) and any form of disability.

During each school year, the student interns at Mercyhealth rotate through several different hospital departments— food services, environmental services, respiratory, pharmacy, facilities, sterile processing, supply chain, linen, cardiology, lab, medical/surgical, and the pain center. Buetsch chose to rotate through experiences in respiratory, pharmacy, and food services. Not only did he learn to successfully complete tasks in each department, he also grew more independent and confident working with department mentors.

Additional classroom instruction, facilitated by a teacher from Rockford Public Schools, includes learning to

budget, complete a resume, and navigate public transportation. Buetsch said the instruction taught him to advocate for himself. One project he found especially valuable was making a mock purchase of a home working with an assigned income. He then had to figure out how to cut his imaginary expenses when his budget didn’t balance.

Buetsch said when he was deciding how to manage his outgoing funds, he learned how to be more responsible with spending: “If you need a pair of shoes, they don’t have to cost $150.”

Today, Buetsch works in food services at Mercyhealth, where he began in the dish room and is now training to serve cafeteria food to Mercyhealth employees and hospital visitors. His supervisor,

Martha Wilson, describes him as very dependable.

“I’m so happy to see how much he has grown,” she said.

Buetsch says he enjoys the work, and everyone is helpful and nice to him. He made friends with his fellow classmates and exchanged phone numbers to keep in touch.

He’s also aware that he has matured since he started Project SEARCH. To any students entering the program in the future, he has this advice: “Be yourself. Learn and have fun.”

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Therese Michels is the media relations specialist at Mercyhealth and has spent most of her career in health care marketing and communications. She is also a mental health advocate and has served on the board for the National Alliance on Mental Illness Northern Illinois for more than a decade.

GUEST COLUMNIST

From inmate to industry

Rebuilding lives and supporting local workforce needs

By Rick Ciganek, Winnebago County Sheriff’s Office

Walk into the Winnebago County Jail today, and you might be surprised to hear the sound of precision machining tools, not just cell doors. In partnership with Rock Valley College, the Sheriff’s Office offers a computer numerical control (CNC) training program that gives incarcerated individuals the opportunity to learn real job skills, ones they can take straight into the workforce after release.

It’s not about checking a box. It’s about giving people the tools to restart their lives and meet the very real local need for qualified workers in skilled trades.

Bridging the gap

The idea behind the CNC program is simple: If you want people to succeed after incarceration, you have to prepare them before they leave. The program trains participants to design, program, operate, and maintain milling machines; operate lathes; and understand modern manufacturing safety standards. It also offers a week of job readiness training, which focuses on essential workplace skills like communication, professionalism, teamwork, and punctuality to help participants transition successfully into

the workforce.

Graduates don’t just walk out with knowledge; they leave with job-ready skills and a renewed sense of purpose.

“It was the first time I felt like someone invested in me. Now I want to prove that it mattered,” a recent program graduate said. What employers need to know

If your business is looking for dependable, skilled workers, it may be time to think differently about hiring. People coming out of jail or prison often face an uphill battle. But those who complete structured training programs like ours are some of the most motivated candidates you’ll meet. Here are a few tips for employers considering hiring from an inmate job training program:

• Provide mentorship. Assigning a workplace mentor can ease the transition and help build confidence.

• Set clear expectations. Structure and routine help returning citizens adapt quickly.

• See the potential, not just the past. Many of our graduates want the chance to prove themselves and stay on the right track.

Where they excel

Industries like manufacturing, logistics, and skilled trades have seen the most success hiring justice-involved individuals. These roles often rely on hands-on skills and real-world problem solving—areas where many of our graduates excel.

“The person we hired from the program was one of our most punctual, hardworking employees. He asked questions, showed up early, and wanted to learn,” a local manufacturing supervisor said.

Incentives that make it easier

For employers, hiring individuals with criminal records isn’t just good citizenship; it can also come with benefits, such as:

• Federal Bonding Program – Provides free insurance to employers who hire at-risk individuals.

• Work Opportunity Tax Credit (WOTC) – Offers federal tax credits for hiring individuals from target groups.

Why it matters

When employers are open to second chances, everybody wins. Recidivism goes down. Families are stabilized. Local industries get reliable workers. And people who once felt forgotten get a shot at something better. This program isn’t about lowering the bar. It’s about raising expectations and giving people the training to meet them.

The Winnebago County Sheriff’s Office, in partnership with Rock Valley College, leads innovative correctional programs that reduce recidivism and prepare individuals for successful re-entry into the workforce. For questions about the CNC training program or to connect with jobready candidates, contact the Winnebago County Sheriff’s Office.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Rick Ciganek, chief deputy of the Winnebago County Sheriff’s Office, is a seasoned law enforcement leader with over 34 years of dedicated service in public safety.

FEATURED

COLUMNIST

Placemaking

Strengthening Rockford’s identity and vitality

By John Groh, GoRockford

You may not be familiar with the term “placemaking,” but you’ve certainly felt its effects.

Whenever you return from a trip to see Symbol on the riverfront and think, “It’s good to be home,” or when you pass the Rockford Peaches mural in Midtown and feel a wave of local pride—you’ve experienced the power of placemaking. What is placemaking?

In the destination marketing industry and across disciplines like urban planning and economic development, placemaking refers to the process of intentionally designing and activating public spaces to strengthen the connection between people and the places they share. These efforts go far beyond aesthetics. When successful, placemaking inspires civic pride, supports economic activity, improves safety and walkability, enhances mental health, and reflects a community’s identity and values.

Space making, a related concept, focuses on reclaiming or reshaping underutilized areas to serve community needs, fostering connection, creativity, and inclusivity.

Why GoRockford leads in placemaking

For GoRockford, placemaking is not just a creative outlet; it is a strategic investment in Rockford and our region’s future. Our mission to grow tourism and enhance Rockford’s image as a vibrant and welcoming destination is rooted in how people experience place. When we elevate our shared environments, we make Rockford and the region more

compelling for visitors, businesses, and, most importantly, residents.

GoRockford’s commitment to public space extends beyond murals and sculpture. Through our Forest City Beautiful initiative, we also invest in landscaping, floral displays, and corridor clean-up efforts throughout the city’s core and along key gateways. This work honors Rockford’s heritage as the “Forest City” while demonstrating our belief that beautification isn’t just cosmetic—it’s foundational. Thoughtfully maintained public spaces promote safety, create a sense of welcome, and signal that this is a community that values its surroundings and its people.

Placemaking also aligns with key goals that support Rockford’s broader development. It boosts local business by increasing foot traffic and generating economic activity in surrounding neighborhoods. It improves quality of life, as people are drawn to walkable, beautiful, and engaging environments— places where they create memories and want to stay. It enhances brand perception by reinforcing Rockford as a creative, authentic, and confident city through vibrant public art and cultural installations. And it fosters inclusion and connection by ensuring that residents see themselves reflected in the spaces around them through communityinspired designs and projects. Examples of placemaking in action

One of the most visible and beloved efforts is our CRE8IV public art initiative,

launched by GoRockford in 2019. From downtown to neighborhood corridors, murals and sculptures have become landmarks and gathering points. These works reflect local heritage, amplify diverse voices, and spark spontaneous moments of joy and reflection.

Consider the mural of Mila Rose on the La Chiquita building, a cultural anchor in southwest Rockford’s Mexican community, or the “Hold Me Up” sculpture installed at the Main/Auburn roundabout, a tribute to veterans and a complement to local volunteer-led beautification efforts.

At Stroll on State, placemaking takes a festive form. From giant, Rockfordthemed balloons like Rick Nielsen’s five-neck guitar to the parade itself, we design experiences that bring people together, instill pride, and show off our city’s creativity and humor.

Public art even plays a role in wellbeing. Sculptures like “Liquid Sunshine” by Michael Alfano on the Perryville Recreation Path remind us of the healing, joyful power of color, form, and light in unexpected places.

What’s next: Davis Park and beyond

The revitalization of Davis Park represents the next significant opportunity in Rockford’s placemaking and space-making story. With the Rock River, our greatest natural amenity, as its focal point, the transformed park can serve as a signature gathering place for

STROLL ON STATE APPLICATIONS OPEN

The 13th annual Stroll on State, presented by UMB Bank, will be held Saturday, Nov. 29, 2025, 2-9 p.m. GoRockford is now accepting applications for food and retail vendors, as well as the Stroll on State Holiday parade. Volunteer and Dasher Dash 5k registration is also open.

Food and retail vendors

Food trucks, artisans, and specialty retail vendors are invited to apply and showcase their unique offerings to the estimated 85,000 attendees. Space is limited, and vendors are selected to ensure a diverse and festive experience. Stroll on State’s vendor experience includes outdoor dining and shopping at two market locations, including the Rockford City Market Pavilion at the corner of East State and Water Street and along Wyman Street, just west of the river.

Apply by Oct. 17, 2025, at www.gorockford.com/stroll-on-state/vendorapplications/

Stroll on State holiday parade

The Stroll on State Holiday Parade, presented by NECA/IBEW 364 Power Connection, features large-scale balloons, festive floats, marching bands, and costumed characters. The parade begins at 2 p.m. from 401 S. Main Street, and travels east on State Street to Third Street. Additional details, including lineup details and call times, are sent directly to participants closer to the parade date.

Parade applications are open to individuals, organizations, and businesses.

both residents and visitors. It will pair natural beauty with smart design and dynamic programming, contributing to the ongoing economic development of our downtown core.

Placemaking is community building

Ultimately, our commitment to placemaking is a commitment to our people. It is about crafting a Rockford that tells its story boldly, welcomes newcomers warmly, honors its heritage, and gives everyone a reason to look up and look around. It is not a side project; it’s central to our work of growing tourism, promoting civic pride, and shaping the Rockford we all want to live in and share.

In every sculpture, mural, garden bed, and revitalized space, we’re not just decorating Rockford—we’re defining it. Whether you’re a business owner, resident, artist, or community advocate, you play a crucial role. Support a local mural, adopt a greenspace, share ideas for neighborhood improvements, or simply help keep your corner of Rockford clean and vibrant. Placemaking is a team effort, and, together, we’re shaping a city we’re proud to call home.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Each unit must be decorated for the holidays and follow basic safety rules outlined in the application.

Apply by Nov. 10, 2025, at www.gorockford.com/stroll-on-state/paradeapplication/

Dasher Dash 5K

Dasher Dash 5K is a family-friendly, holiday-themed run/walk through downtown Rockford. Finishers receive a medal, long-sleeved shirt, race swag bag, and finisher beer or hot chocolate.

Register at www.DasherDash.com by Nov. 1, 2025, to guarantee a race shirt. Registration closes Nov. 28.

Volunteer for Stroll

Stroll on State is a free event for the entire community. To make that possible, more than 4,000 volunteer hours are needed leading up to Stroll and on event day. No experience is necessary to volunteer. There is a job for everyone, including Santa’s Workshop, decoration days, and event day. Volunteers can sign up at www.gorockford.com/stroll-onstate/volunteering/.

Sponsor Stroll on State

Stroll on State is made possible by the generous support of local businesses and organizations. Sponsorship opportunities are still available for 2025. Contact strollonstate@gorockford.com for details.

As president/CEO of GoRockford, John Groh works to make the Rockford Region a thriving, multi-dimensional destination that is recognized, respected, and modeled.

GUEST COLUMNISTS

The business case for partnerships

Looking beyond revenue to talent and growth

By Melissa McCormick, Grace & Salt Leadership Academy; Anisha Grimmett, A New Look by Nisha; and Abbie Honaker, Take Charge of Holistic Health

In business, we often think of partnerships in terms of referrals, joint promotions, or revenue-sharing opportunities. While those matter, the true power of partnership goes far deeper. When businesses collaborate strategically, they not only increase their bottom line they also strengthen their workforce, sharpen their culture, and fuel long-term growth.

At a time when recruitment and retention challenges are front-page news, partnerships may be one of the most underutilized strategies for building stronger businesses and healthier communities. Together, we’ve seen firsthand how collaborative relationships can enhance leadership, team performance, and overall employee well-being.

Partnerships build leadership capacity

From a leadership development perspective, partnerships create opportunities for leaders to broaden their skills and perspectives. When leaders engage with partners outside their own walls, they develop stronger communication, adaptability, and influence. They’re pushed to think strategically, make decisions with greater awareness, and connect with diverse voices they wouldn’t encounter otherwise.

For organizations struggling to prepare the next generation of leaders, partnerships can act as a training ground. Whether through community initiatives, cross-industry collaborations, or joint leadership development programs, these experiences stretch leaders beyond their immediate roles and prepare them to lead in increasingly complex environments.

Partnerships strengthen employer brand

For many employees, company culture and values matter as much as salary. Partnerships can amplify a company’s reputation as a purpose-driven employer. When businesses collaborate with community organizations, nonprofits, or local schools, they send a clear message: We care about more than profit; we care about people.

This alignment with community impact helps attract and retain talent. Employees want to work for organizations that are visible, involved, and invested in something larger than themselves. Partnerships are an extension of brand identity, showcasing that values are lived out, not just stated on a website.

Partnerships support employee well-being

Retention is not just about career growth; it’s also about sustainability. Employee burnout is one of the biggest threats to retention today. Partnerships that promote wellness—whether through fitness, nutrition, or mental health resources—demonstrate that employers truly value their people.

By leveraging external partners, companies can bring in expertise they don’t have internally. This might look like partnering with wellness providers for stress management workshops, collaborating with local businesses to offer discounted services, or hosting joint health initiatives. These collaborations show employees that their well-being is supported holistically, which in turn builds loyalty.

Partnerships yield tangible ROI

While the people benefits are clear,

partnerships also make solid financial sense. They can reduce recruitment costs by tapping into shared talent pipelines, minimize turnover by fostering engagement, and increase productivity by developing healthier, more capable teams.

The ROI of partnerships is often exponential: One relationship can ripple into new opportunities, resources, and networks that would be costly, if not impossible, to develop alone.

From transactional to transformational

The most successful partnerships aren’t transactional; they’re transformational. They’re built on shared values, trust, and a genuine desire to create impact beyond immediate business gains. As business owners, we’ve each seen how partnerships have multiplied opportunities, not only for our companies but also for the clients, employees, and communities we serve.

The bottom line? Partnerships are no longer optional—they’re essential. They strengthen leadership, culture, well-being, and financial performance. Businesses that embrace collaboration

are better positioned to recruit, retain, and thrive in today’s competitive environment.

Self-assessment

Take a look at your current network… Where could a partnership bring new strength to your business? Whether it’s leadership development, brand alignment, or employee well-being, the right collaboration can be the catalyst that takes your business to the next level.

McCormick, Grimmett, and Honaker will present Radiance: A Women’s Leadership Experience, Sept. 18, 4–7 p.m. at Rockford University. This transformational leadership event blends clarity, energy, and confidence to help women lead boldly. Seating is limited to 50 attendees. Go to www.takecareholistichealth.com/radiance to register.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Melissa McCormick is the founder of Grace & Salt Leadership Academy. She draws on 30+ years in corporate leadership to empower women to break barriers and thrive. Melissa equips women to excel through her five pillars: courage, communication, connections, community, and care, as described in her book, “Grace & Salt.”

Anisha Grimmett is a former aerospace engineering professional turned personal stylist. As the founder of A New Look by Nisha, she now helps women align their style with their careers through curated, confidenceboosting wardrobe strategies. Anisha is also a mentor and speaker committed to empowering women and young girls.

Honaker is the owner of Take

Health, a modern, functional health practice that helps women regain energy, clarity, and confidence through personalized wellness strategies. She specializes in root-cause lab testing and custom coaching to support ambitious women juggling work, family, life, and everything in between.

Abbie

Charge Holistic

Anemic employee engagement

Gallup poll highlights leadership challenges

By Jim Harter, Gallup.com

U.S. employees remain emotionally detached from their workplaces, and most are still watching for their next opportunity. As of midyear, Gallup data show 32% of employees are engaged in their work, a stagnation that points to deeper organizational challenges.

Leading organizations today has increased in complexity with transitions to hybrid and remote work, rapid organizational change, new customer and employee experience expectations, inefficient performance management practices, and changes in technology.

Since 2000, Gallup has used employee engagement surveys to track U.S. engagement through 12 scientifically validated items that capture the daily experiences and behaviors most strongly tied to performance outcomes across industries, measuring employee engagement nationwide. In the decade following the 2008 global economic crisis, engagement climbed steadily, peaking at 36% in early 2020. Then came the pandemic, and with it, the Great Resignation. Since 2021, engagement has generally declined, hitting an 11-year low of 30% in 2024.

Gallup’s latest employee engagement statistics show that engagement has inched up one percentage point in the second quarter of 2025, but for the full first half of the year, the overall trend remains flat. Gallup’s latest research sheds light on why engagement is important on a macro scale: The cost of disengagement in the U.S. is now approximately $2 trillion in lost productivity.

Among the 12 items that collectively measure employee engagement, Gallup found in Q2 2025:

• 47% of employees strongly agree that they know what is expected of them at work.

• 31% strongly agree that someone at work encourages their development.

• 32% feel strongly connected to their organization’s mission or purpose.

• 28% strongly agree that their opinions count at work.

Further complicating things, fewer than one in five employees (19%) are extremely satisfied with their employer as a place to work, and most (51%) are still actively looking or keeping an eye out for job openings elsewhere.

Why employees are detached: four themes

To understand the persistent gap between what organizations do and what employees need—and what it will take to close it—earlier this year, Gallup asked

thousands of employees, “What’s missing from your current work experience that would make you feel more connected to your employer?” Their responses fell into four core themes affecting workplace engagement:

1. Organizational culture: a sense of belonging, autonomy, wellbeing, values

Thirty-two percent (32%) describe their workplace as isolated or impersonal, lacking the conditions that help people feel emotionally connected to their teams. For Gen Z workers (44%) and remote employees (41%), the lack of cohesion is even more stark.

“There is a gulf between fully remote employees and ones who could go into the office.”

“More team building; more feedback.”

2. Leadership transparency: communication, employment stability, strategic vision, visibility, involvement

Twenty-nine percent (29%) say they lack clear, honest or consistent communication from leaders. Employees want transparent leadership, visibility and two-way trust; not top-down directives in isolation.

“My employer stopped being receptive to ground-up communication. That was a giant blow to morale.”

“Communication is lacking where I work in all facets of the business. More communication would be effective in improving morale as well as efficiency in operations.”

3. Resource investment: compensation, perks and benefits, human and financial resources, tools and systems

A quarter of employees (25%) say their organizations underinvest in people, pay, tools, or staffing.

“Lack of follow-through on [the] promise of increased wages.”

“Coworkers. All locations have been short-staffed for years, so we’re all working solo.”

“Too many managers and not enough laborers.”

4. Performance management: development, accountability, recognition

Fourteen percent (14%) cite a lack of feedback, recognition, or development opportunities.

“Transparent development and succession planning with clear objectives and expectations.”

“One-on-one meetings.”

“Accountability from certain parties.”

What leaders are facing, and how they can respond

Challenges like staffing, recruitment, and maintaining employee engagement and retention continue to test leadership capacity. Stagnant engagement and a growing sense of employee detachment may reflect deeper shifts in how leadership and management are impacting employees.

In the Q2 survey, Gallup asked 500 senior leaders at the vice president level and above to name their organization’s biggest challenges. Their open-ended responses fell into these categories:

• Financial and economic pressures.

• An increasingly complex regulatory and political environment.

• Volatile customer behavior and shifting market conditions.

• Staffing and recruitment challenges.

• Complexities of integrating infrastructure and emerging technologies.

All of these factors increase the strain on leaders.

Though the business landscape has transformed, many traditional management systems haven’t kept up. Outdated and inefficient performance practices worsen issues instead of solving them. Meeting today’s demands requires strategies that improve employee engagement, along with clear leadership and follow-through:

Organizational culture – Culture doesn’t form by chance. Especially in hybrid environments, connection takes planning: frequent feedback, shared routines and meaningful interaction. Everyone should understand the organization’s priorities and know how their roles fit as things change.

Leadership transparency – In times of change, ambiguity from leadership can create uncertainty. Employees want leaders who show up, explain the “why” and invite input. Without space for employee voice, trust breaks down, and building trust becomes even harder. A manager’s job must include regular, meaningful, and individualized feedback with each team member, regardless of whether they work remotely, hybrid or on-site.

It might feel easier to ignore employee concerns when talent is abundant, but that’s shortsighted. Employees are often closer to customers and can spot problems early. Their choices affect

outcomes, whether leadership listens or not.

Resource investment – Employees notice when organizations cut corners. They want fair compensation that reflects their efforts, tools that enable success and staffing levels that promote sustainable work.

Performance management – An effective talent retention strategy means performance systems must align with clear leadership and culture to deliver the full benefits of employee engagement. Many employees learned the value of increased autonomy during the pandemic, but it only works if expectations and accountability are clear. Once- or twice-a-year reviews can’t replace weekly feedback on individual performance, team collaboration and customer value, the kind of insights best supported by effective employee engagement tools. Developing engaged employees requires real-time feedback. Some of your managers could successfully oversee larger teams, but who are they? Organizations need a valid way to answer that. Gallup has studied this and is expanding on its solutions to help.

Hope is strategic

Gallup’s global research shows that the No. 1 thing employees want from leaders is hope, which means having a clear vision of the future and their role in it. For leaders genuinely asking how to engage employees, hope isn’t vague optimism. It comes from clarity, consistency, coaching and credibility, and is a foundation of successful employee engagement programs.

Organizations that succeed will be those that give employees a sense of hope and connect their employee engagement strategy to people’s daily experiences. They will treat engagement not as a survey metric but as a performance system, one supported by intentional employee engagement initiatives based on trust, accountability and leadership at every level.

If your employees aren’t on board, no strategy will work, and no effort to increase employee engagement will be sustainable. But when you equip your managers with the right skills and your culture supports them, you can improve employee engagement and performance. This remains true even during economic uncertainty and difficult conditions.

Learn more about the latest trends in the global workforce by downloading the State of the Global Workplace: 2025 Report today at www.gallup.com. This article was reprinted with permission from Gallup, Inc.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

GRCC BOARD APPOINTS TASK FORCE TO SUPPORT RPS205 SUPERINTENDENT RECRUITMENT

As the Board of Education that governs our region’s largest school district works to recruit a new superintendent, the GRCC Board of Directors has formed a task force to guide the Chamber’s work in engaging the business community to support those recruitment efforts.

“Ensuring the priorities of the business community are heard and recognized is important to us,” said Lesly Couper, GRCC Board president. “This work aligns with two of our strategic initiatives. First, to serve as the proactive voice of members in pro-business advocacy. And second, to address members’ current and future workforce needs.”

The business community benefits from a unified voice in supporting all the region’s schools and their implementation of talent strategies for two key reasons:

• Our schools’ abilities to ensure academic success and provide career and technical training and pathways are critical to our current and future workforce.

• Our schools’ reputations are critical to talent recruitment and business retention and attraction.

The GRCC Task Force, chaired by Paula Carynski, former president of OSF Saint Anthony Medical Center, includes members of the Chamber’s Government Affairs and Talent Committees. The group meets weekly to review the Board of Education’s progress, track local news media stories, discuss relevant business perspectives, and identify ways to offer support of the recruitment process.

The task force prioritized four areas that are critical to business and economic success and important in the selection of the new superintendent. They believe the next leader of the region’s largest school district should have the experience and ability to develop clear strategies to:

• Reduce chronic absenteeism (46%).

• Increase proficiency in math (12.1%) and English language arts (21.7%).

• Develop employability skills among all students.

• Elevate engagement in Illinois Pathways for career and college readiness.

The work of the task force will continue until the selection process is complete. To initiate the process, the Board of Education contracted with BWP & Associates, one of the top executive recruitment firms specializing in education.

To gain input on expectations for the next superintendent, the firm is issuing a community survey, which will be open Sept. 22 –Oct. 2. Focus groups and community engagement days are scheduled for Sept. 30 – Oct. 1. BWP expects to present a slate of candidates to the Board of Education by Nov. 18 and a second round of interviews (with community input) by Dec. 10.

GRCC MEMBER Q&A

Longtime members of the Greater Rockford Chamber of Commerce (GRCC) can attest to the fact that the Chamber has changed a lot over the past couple of years. Likewise, things at your business have probably changed some too. As veteran employees retire or relocate, new employees at your organization might be unfamiliar with the Chamber’s benefits and processes.

That’s why we’ve added a Member Q&A column to the VOICE. Each month, we’ll address one of the most common questions we get from members. And when we’ve answered all your questions, we’ll circle back and do it again.

How do I log in to Info HUB to register for events, pay invoices, and more? Excellent question. So excellent, in fact, we created a step-by-step guide showing you how to set up your login credentials for Info Hub. Go to www.rockfordchamber.com, click on the Engagement tab at the top, then select Resources.

Let’s hope all your future questions are that easy to answer.

A place to call home

RPS’s efforts to attract student teachers

By Jason Pope, Rockford Public Schools GUEST COLUMNIST

In the midst of a national teacher shortage, Rockford Public Schools (RPS) is leading the charge on teacher recruitment. RPS has been recognized for our innovative and effective strategies around teacher recruitment. From our “grow your own” (GYO) partnerships with Rockford and Northern Illinois Universities to the “war room” which puts a touch of the NFL draft into teacher recruitment, RPS is changing the way school districts approach building talent pipelines. Our GYO partnerships have produced 52 teachers working in RPS classrooms with another 120 preparing to enter the classroom over the next four years.

However, GYO strategies will only solve part of the equation. Student teaching remains the largest pipeline for yielding teacher candidates. School districts that host student teachers are more likely to hire them after graduation, so attracting more student teachers to RPS is critical.

In 2021 we took a hard look at our student teaching program and decided it was time for a rebuild. Prior to that, our focus was entirely on their experience in the classroom, partnering them with an exceptional cooperating teacher and preparing them to be in the classroom the following year. This approach, however, placed all the burden on the cooperating teacher. We were missing vital opportunities to connect these future educators with a district and a city they could flourish in and call home. Over the next three years we redesigned all facets of our student teaching programs, incorporating onboarding, professional development opportunities, compensation, and community enrichment activities to allow student teachers the opportunity to fall in love with our city and make RPS their career destination.

As educator preparation programs grew in colleges across the Midwest, we knew we needed to expand our college partnerships across the region to provide student teaching opportunities. In 2023, in partnership with Urban Equity Properties (UEP), we secured leases and furnished ten apartments in the heart of downtown Rockford. UEP has been an exceptional partner in this endeavor. They have provided newly renovated high-end apartments with amenities and close proximity to entertainment and

dining in the heart of Rockford. Through our student teaching housing program, students from colleges across the region have an opportunity to gain valuable experience in a large urban district, take advantage of professional development, enjoy a vibrant downtown, and come to love a city they will call home.

The program is working too. Over the last two years, we have expanded partnerships with several of the largest educator preparation programs in the region, including Illinois State and the University of Iowa. Twenty of the 26 students who took advantage of the housing program accepted positions with RPS at the end of their student teaching experience.

Requests to student teach in Rockford have grown exponentially, and more colleges are reaching out to us. Students are seeing how the experience and professional development offered prepare them to be in the classroom. They’re also experiencing a community where they feel connected and can thrive financially. But don’t take my word for it, hear what Allyson, a Chicago native and student teacher from University of Iowa, had to say:

Attending college out of state made my hopes to student teach in Illinois very difficult—logistically and financially. When I learned of the housing program at RPS, I was beyond excited. RPS made my 180-mile move not only manageable but exciting. With the support, I could fully focus on my students and embracing life in Rockford both inside and outside the classroom… I had time to be present with my students, take care of myself, and truly enjoy everything this community has to offer. As I step into my first year of teaching, I am both eager and reassured. Being a new teacher is intimidating anywhere, but I know RPS will continue to stand behind me just as it did during my student teaching journey.

Thanks to the student teaching housing initiative we have an opportunity to see amazing young educators like Allyson thrive in the 815.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Jason Pope is the executive director of talent for Rockford Public Schools, leading a wide range of talent initiatives serving nearly 5000 employees and 28,000 students. He’s also an adjunct SHRM instructor at Northern Illinois University and serves on the Talent Committee for the Greater Rockford Chamber of Commerce.

GUEST COLUMNIST

The employer brand

Your secret (and most powerful) recruiting tool

By Mercedes Brain, Geronimo Hospitality Group & Hendricks Commercial Properties

When searching for their next career opportunity, today’s job seekers are looking for purpose, belonging, and alignment. They want to work at a place where they can show up as themselves, do meaningful work, and grow. It’s not just a Gen Z thing; individuals in all stages of their career and at all levels in the organization are craving a genuine connection with their employer.

If your brand doesn’t resonate with them on a personal level, you’ll lose top talent before the interview even begins. Great brands attract customers, but, more importantly they attract people. The type of people who bring passion, creativity, and purpose to their work every shift, every day.

That’s why the employer brand should be considered one of your most powerful recruiting tools. Now is the time to treat it with the strategic focus it deserves.

Here’s how I’m using the employer brand to turn curious candidates into excited new hires:

Job descriptions that actually sound like you

Most job descriptions are boring and repetitive. We challenged ourselves— and I’d challenge you—to flip the script on job descriptions and use them as an invitation into who your company is and

GUEST COLUMNIST

The end is near

what you’re all about. We weave in pieces of our manifesto, speak in a tone that matches our vibe (bold, human, maybe a little humorous), and paint a picture of what life is like on the team.

Yes, list the responsibilities, but also use this as an opportunity to tell a story that reflects the energy and culture of your organization.

Culture comes first in interviews

Skills matter but so does heart. In interviews, you’re looking for both. Encourage hiring managers to craft questions that reflect your core values and help you understand how someone might bring those to life in their own way.

More importantly, make interviews a two-way street. This is a chance for candidates to get to know you too.

From leadership training and lunch and learns to charitable contributions and team retreats, managers should be ready to speak about what makes the organizational and departmental culture unique and approachable.

We let people meet the team before day one

The people who make up your organization are your greatest asset. So show them off!

The impact of Windows 10 end of life on your business

By Cohen Barnes, Sundog

As a business leader in the Rockford Region, staying ahead of operational challenges is key to your success. With Windows 10 reaching end of support on Oct. 14, 2025, continuing to use the system can lead to serious problems. Unsupported operating systems do not receive security patches, making them vulnerable to cyberattacks. These attacks not only disrupt your business but also damage your reputation.

Additionally, running an outdated system slows down productivity. When software is no longer supported, your employees cannot work efficiently. This affects the entire organization, from client services to internal workflows.

Security risks

Running Windows 10 after end of life leaves your business exposed. Hackers target businesses that run outdated systems because they are easier to exploit. A single breach can result in lost data, downtime, and fines due to noncompliance with industry regulations.

Create job ads and a dedicated career site that feature real team members doing what they do best—collaborating, creating, celebrating wins. Use photos and videos to bring the culture to life so candidates can picture themselves there long before they apply.

Be known in the community

Don’t just say you’re communitydriven, show it. Whether you’re hosting local events, supporting nonprofits, or just showing up where it counts, people notice. That reputation becomes part of your employer brand.

Encourage your team to share their career-related stories and wins on social media; it spreads the word, keeps things authentic, and helps future team members see what it’s really like to work with you.

Consistency Is key

We’ve all experienced the baitand-switch: a fun job post followed by a robotic interview. Make sure the energy of the brand carries through every interaction. From the way you write offer letters to the onboarding process, everything reflects who you are. At our organization, that means fun, welcoming, intentional, and just a little outside the box.

By upgrading to Windows 11, you protect your business from these risks. Windows 11 comes with advanced security measures, such as hardwarelevel encryption and threat detection. Productivity losses and software compatibility

Outdated systems are more than just a security risk. They also slow down business operations. When software and hardware no longer work efficiently, employees struggle to complete tasks. Over time, these small inefficiencies add up, costing the business time and money. Windows 11 solves these problems by supporting modern software and improving system performance. Employees can work faster, collaborate more effectively, and handle more complex tasks without delays. By upgrading, you ensure that your business remains competitive and productive.

Costs of delaying your upgrade

While upgrading to a new system involves upfront costs, delaying this

Build hype with pre-boarding

Once someone accepts an offer, the excitement shouldn’t stop. Keep the good vibes going before their first day. Send a series of branded touchpoints that might include a team welcome, a sneak peek behind the scenes, or a few words from your leaders. New hires should feel part of the crew before they even walk through the door.

Track what works and evolve as you go

We’re always learning. That means tracking where our best candidates come from, asking new hires about their experience, and tweaking as we go.

Employer branding isn’t a one-anddone deal. It’s something that should be nurtured. The better we get at telling our story, the more we attract the right people to help us write the next chapter.

At the end of the day, your employer brand is how people feel about working with you. Put in the hard work to make sure that feeling is real, consistent, and full of possibility. That’s what employer branding is all about and why it’s your most powerful recruiting tool.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Mercedes Brain is the talent acquisition manager for Geronimo Hospitality Group & Hendricks Commercial Properties. As an experienced HR professional, she specializes in aligning internal talent with strategic growth opportunities, ensuring that both employer and employee thrive through well-matched placements.

transition can lead to even higher expenses. Businesses that continue to use Windows 10 will face hidden costs, including increased IT support and more frequent system failures. The longer you wait, the more expensive it becomes to fix these problems.

By upgrading to Windows 11 now, you reduce long-term costs. Windows 11 improves system stability and performance, which lowers the need for IT support and reduces downtime. This results in higher operational efficiency and lower total costs.

Planning for the upgrade

Planning the upgrade to Windows 11 is easier than it seems. Start by identifying which systems still run Windows 10. Review your software to ensure that it will work with the new operating system. It’s also important to communicate with your employees about the transition,

so they understand the benefits of upgrading.

Set a timeline that aligns with your business goals. Prioritize systems that handle sensitive data or critical operations. Before upgrading, make sure that all systems are backed up to avoid data loss.

The end of support for Windows 10 is a significant challenge for business leaders. Failing to upgrade exposes your company to security risks, productivity losses, and financial costs. By transitioning to Windows 11 now, you protect your business and position it for success in 2025 and beyond. Don’t wait until it’s too late—plan your upgrade today.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Cohen Barnes is president/CEO of Sundog and an accomplished leader in managed services, Microsoft cloud computing, and cyber security. His mission is to help small and medium-sized businesses in Northern Illinois create a bigger impact by optimizing their efficiency and improving their performance through technology.

GUEST COLUMNIST

The childcare economy

The impact of scarce and costly childcare

By Stephanie Ferguson Melhorn, U.S. Chamber of Commerce

The childcare sector is critical to the American economy. Not only does childcare generate its own economic output, but since it ensures working parents can go to work, childcare also supports every other industry. In other words, when the childcare systems are strong, it boosts other sectors, too.

There has long been a shortage of accessible and affordable childcare centers in the U.S. The pandemic magnified this issue when 16,000 childcare centers were forced to close their doors, and many providers had to operate at limited capacity. Although pandemic restrictions have lifted, a shortage of affordable and accessible childcare remains.

Breakdowns in childcare are impacting families, business, and the economy in many ways:

• Parents are having difficulty finding quality childcare and balancing caring for children at home with work.

• Children are missing educational opportunities and social interactions.

• Childcare providers are fighting to stay open.

• National, state, and local economies are hemorrhaging millions, if not billions of dollars, as the industry struggles to support the labor force.

The nationwide worker shortage crisis has also taken a toll on the childcare sector. In 2019, there were 920,000 childcare workers. Childcare employment plummeted by more than 30% in the following years, largely due to the pandemic. Plus, the employment challenges that have plagued childcare in all settings in recent years have disproportionately affected women, who make up a super-majority of the childcare workforce, and of whom 40% are women of color.

Although employment in the sector has rebounded, with more than 940,000 workers employed in childcare establishments, finding and keeping employees amid a persistent labor shortage remains a challenge.

The impact on working parents

According to a 2020 U.S. Chamber of Commerce Foundation study, 58% of working parents reported leaving work because they were unable to find childcare solutions that met their needs. Furthermore, 32% of women cited the need to be home to care for family

members as a barrier to returning to work. Taking care of the home and family continues to be the leading reason mothers don’t participate in the labor force. However, this number has been trending down. In 1989, 86% of mothers cited home and family care as the leading reason for exiting the workforce, while 79% reported the same reason in 2021.

The share of fathers retracting from the labor force to care for the home and family has dramatically increased from just 4% in 1989 to 23% in 2021.

A costly problem

In 2019, childcare accounted for 0.3% of U.S. GDP with a gross output of $63 billion—and that number could be even higher if the system worked as it should. On top of that, a U.S. Chamber of Commerce Foundation study found that breakdowns in childcare cause states to lose an average of $1 billion in economic activity annually. Part of the lost revenue stems from the cost of parents missing work because quality childcare was not available—or unaffordable.

Even when parents can find a childcare provider, high costs prevent many children from being enrolled. The national average cost of childcare is $10,500 annually for one child. Averages in high-cost areas like Washington D.C. can reach north of $15,000 a year. In some instances, it is more cost-effective for a parent to stay home than to pay for childcare.

The lack of childcare affects more than just parents. Because of gaps in the childcare system, businesses may be unable to fully staff their operations, leading to facility closures or reduced hours of operation across all industries. Absences and employee turnover cost employers anywhere from $400 million to $3 billion a year, according to a U.S. Chamber Foundation study.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce. GRCC is a member of the U.S. Chamber of Commerce and not a subsidiary of the national organization.

Visit www.uschamberfoundation.org/ education/ece-employer-roadmap to download the Foundation’s Employer Roadmap: Childcare Solutions for Working Parents.

Stephanie Ferguson Melhorn is the senior director of Workforce & International Labor Policy at the U.S. Chamber of Commerce. Her portfolio comprises unemployment insurance and international labor policy. Additionally, she directs the U.S. Chamber’s data center initiative.

YWCA Tech Lab

Free program prepares students for in-demand careers in IT

By Stacey Wright, YWCA Northwestern Illinois

A recovering alcoholic began her transformation more than two years ago when she gave up drinking, entered a longterm women’s life recovery program, and committed to pursuing her lifelong love of technology. With the support of YW Tech Lab, part of YWCA Northwestern Illinois’ workforce development program, she turned that goal into reality. Today, she works for a Rockford-area IT company and continues earning certifications to advance her career—a story that reflects both personal resilience and professional opportunity.

That opportunity is real and growing. On August 6, 2025, Indeed.com listed 48 open technology positions in Rockford alone. Among the most common entrylevel roles is IT support specialist, often called an IT tech. These professionals keep computers, printers, and other devices running, staff help desks, and support technology needs in industries from healthcare and education to manufacturing and government.

While employers may prefer candidates with a college degree, it isn’t always required. In fact, individuals with a few industry-recognized certifications and some hands-on experience can move into higher-paying positions within a couple of years. The need for skilled IT professionals—those who can troubleshoot issues, manage network infrastructure, and support operating

GUEST COLUMNIST GUEST COLUMNIST

Fall safety tips

systems—continues to grow statewide, with strong demand projected for at least the next decade.

Competition for talent is fierce. One large local IT department reports losing nearly 60% of its techs to other employers, often within two years. While turnover is a challenge, many IT leaders prefer to promote from within, creating rapid career advancement for those who prove themselves.

Recognizing this need, YW Tech Lab, funded by the Illinois Job Training and Economic Development program, was designed as a pipeline to connect trained candidates with area employers. The program delivers 380 hours of instruction, including 300 hours of ITfocused training in two highly valued certifications—Google IT Support and CompTIA A+, the gold standard for IT tech positions.

To participate, candidates must have a high school diploma or GED, meet income requirements, and pass ninthgrade-level reading and math assessments. The program is entirely free and includes a laptop, course materials, certification tests, labs, and hands-on training.

Support extends beyond the classroom. A case manager assists participants with career planning and helps them deal with barriers such as childcare, transportation, and household bills to ensure students can focus on their training.

Now’s the time to take stock and prepare for winter

By Jacob Sundberg, BSN, TNS, ECRN, Rescue Basics

gauges on your extinguishers and confirm that neither the extinguisher nor the fire blanket has expired.

Replenish first-aid kits

Many common first-aid supplies are used throughout the year. Take this opportunity to restock any items that are running low or have been completely used to ensure kits are fully prepared for future needs.

In addition to technical instruction, the program emphasizes soft skills, such as critical thinking, communication, conflict management, and problem-solving. Students refine their resumes, develop interviewing skills, and participate in mock interviews. Many progress to paid internships with local business partners, gaining the work experience needed to stand out to employers. YW Tech Lab staff also provide coaching to help graduates navigate their first year on the job successfully.

After the 16-week educational and soft skills phase, students take CompTIA A+ exams, interview for internships, and complete a two-week mentorship training. They also earn an Employability 101 certificate, refresh their LinkedIn profiles, and begin their job search in class using online tools.

Graduates first complete a fourweek paid internship funded by YWCA Northwestern Illinois. They can then opt to extend it for an additional 14 weeks— either with the same employer, if both agree, or with another IT company— through The Workforce Connection’s Work Experience (WEX) program. This extension offers 25 paid hours per week and valuable on-the-job learning. While the program does not conduct job searches for graduates, staff regularly

share job leads to help students connect with opportunities.

The program’s outcomes demonstrate its impact. Immigrants, formerly homeless individuals, single mothers making career changes, laid-off workers, and young adults searching for purpose are building careers with familysustaining wages. These jobs don’t just change lives; they change the trajectory of entire families.

Another four-month Tech Lab session begins in early January, offering a new group of students the chance to turn training into a sustainable, in-demand career, just like the woman who walked into YW Tech Lab looking for a second chance and walked out with a new future.

Since 1891, YWCA Northwestern Illinois has empowered women and supported families. Serving over 13,500 families monthly, programs include child care resources, immigrant support, literacy instruction, and workforce training. The YWCA delivers its mission across Boone, Carroll, DeKalb, Jo Daviess, McHenry, Ogle, Stephenson, and Winnebago counties.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Stacey Wright is the educational program coordinator for YWCA Northwestern Illinois. She holds a bachelor’s in speech communication and journalism, as well as an MA in teaching. Stacey spent 18 years as an educator before transitioning to case management, supporting individuals with disabilities, addiction challenges, and economic disadvantages.

emergency kits for company vehicles that include blankets, jumper cables, and flashlights.

Revisit remote work and closure policies in case of severe weather

Update procedures for when and how closures are announced. Ensure IT support is available for remote workers, and confirm employees know how to access remote systems securely.

Update emergency contact information and employee communication protocols

phone alerts), and provide employees with wallet cards or app-based resources for emergency numbers.

Taking proactive steps to prepare for the changing seasons is key to ensuring the safety of your business and employees.

Rescue Basics offers American Heart Association education in CPR and first aid, and sells and services automated external defibrillators (AEDs).

As the seasons change and colder weather approaches, it’s a great time to review your safety protocols. While the classic reminder to “change your clocks, change your batteries” for smoke and carbon monoxide detectors is crucial, here are additional safety tips to help your business prepare for the fall and winter months.

Inspect fire safety equipment

Every home and business should be equipped with a fire extinguisher or fire blanket. Be sure to check the pressure

Establish and practice emergency plans

Having a clear emergency plan is essential for any business. Now is an ideal time to review and practice your designated meeting spots for various scenarios, such as where you would meet outside in the case of a fire. Revise outdated plans.

Prepare for cold weather emergencies

Unpredictable weather is a common feature of the changing seasons. Prepare

Collect updated contact info (phone, email, emergency contacts), and confirm supervisors have quick access to employee contact lists. Test mass communication systems (texts, emails,

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

Jacob Sundberg is the owner of Rescue Basics, a company dedicated to teaching the public how to perform CPR and use AEDs. Jacob is also the founder and CEO of AED Rescue Connect, a nonprofit dedicated to making AEDs available in public areas for emergency use.

GRCC’s 8-1-5 Rockin’ Eve was a celebration to remember

The Greater Rockford Chamber of Commerce was delighted to welcome more than 550 attendees to its annual fundraising dinner at Hard Rock Casino on Aug. 14.

The theme of the night—8-1-5 Rockin’ Eve—made it the perfect prelude to 815 Day with sparkling champaign, glittering apparel, and a true party atmosphere. The evening’s program was hosted by GRCC CEO Angela Kay Larson and GRCC COO Caitlin Pusateri.

In addition to unsurpassed networking and excellent food, the GRCC’s annual dinner is known for honoring Rockford’s finest, and this year was no exception.

We were proud to continue the tradition of presenting the Citizen of the

Year Award, generously sponsored by PNC Bank. This year’s Citizen of the Year was Jim Pirages, partner, AGHL Law.

We also launched a new tradition at this year’s event: the Made for Rockford Award, recognizing someone who embodies the grit, spirit, and passion that make our region great. Thank you to GoRockford and the Made for Rockford program for sponsoring this exciting new honor. The inaugural Made for Rockford Award recipient was Roger Raley, vice president and general manager, Americas, at Waldom Electronics.

Thank you to all the GRCC members and community leaders who joined us for our biggest event of the year. You made the evening truly special.

“As someone newly planted in the Rockford Region, I’ve quickly come to see what so many of you already know: This is a community rooted in purpose, collaboration and forward momentum.”

Alec Grabowski, president of OSF Saint Anthony Medical Center

“We’ve welcomed 56 new members so far this year—56 new businesses, voices, and leaders who believe in the power of this community. We’ve strengthened partnerships that expand our reach and deepen our impact. With 8-1-5 Impact, we’re moving our region’s economic development strategy forward. Collaborating with GoRockford, we’re putting our region on the map—literally—through national public relations efforts focused on talent, tourism, and business attraction.”

Lesly Couper, GRCC Board chair

“I’d like to express my gratitude to our incredible staff. We may be a small team, but we are mighty—working tirelessly day in and day out to help our business community thrive.”

lived in cities all over the world… But I can honestly say that Rockford feels like home.”

Angela Kay Larson, GRCC CEO

“I’ve

Roger Raley, 2025 Made for Rockford Award recipient

thank you to our wonderful event sponsors

Presenting Sponsor

Executive Sponsor

Citizen of the Year Sponsor

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More new laws in Illinois

Highlights from the 124 new bills signed into law on Aug. 1

By Ben Szalinski, Andrew Adams, and Jerry Nowicki of Capitol News Illinois

Gov. JB Pritzker on Aug. 1 signed into law 124 of the 436 bills sent to him by lawmakers in the spring legislative session. The measures expand what must be covered by state-regulated insurance plans, require libraries to stock opioid antagonists, and adds new training requirements for law enforcement officers, medical professionals, and food handlers.

Carbon sequestration ban

After the state moved to regulate carbon sequestration last year, advocates called on lawmakers to codify protections for the Mahomet Aquifer—a measure which Pritzker signed Aug. 1. The aquifer is the sole source of drinking water for more than a dozen counties in Central Illinois, including communities in and around Peoria and Champaign.

Supporters of carbon sequestration technology, which sees carbon dioxide pollution buried deep underground, say that the process wouldn’t affect any drinking water because the carbon dioxide is hundreds or thousands of feet below where water sits. But environmental advocates pointed to leaks last year at ADM, a major agriculture business that operates one of the few active carbon sequestration wells in the country in Decatur.

Chicago police and firefighter pensions

Despite pressure from government watchdog groups to veto the bill, Pritzker signed House Bill 3657, which will provide Chicago first responders under the Tier 2 pension system with better benefits. Its supporters argued the bill was needed to bring Chicago first responders in line with their colleagues in other departments around the state.

The bill cleared the General Assembly, despite Chicago Chief Financial Officer Jill Jaworski warning a Senate committee it could increase the city’s unfunded pension liability by $11 billion, adding millions more in annual costs and decreasing the system’s funding ratio. The city is already facing a roughly $1 billion deficit in 2026.

AI use in therapy

House Bill 1806 regulates the use of artificial intelligence (AI) in mental health therapy sessions. It specifically prohibits therapists from using AI to make independent therapeutic decisions, directly interact with patients, or detect emotions or mental states. AI use would be allowed for other specified support services. The unanimously passed law took effect upon the governor’s signature.

Paid time for nursing mothers

Senate Bill 212 requires employers to compensate mothers who take breaks at

work to pump breast milk for up to a year after their child is born. The bill prohibits employers from requiring employees to use paid leave time for pumping. It takes effect in January.

Naloxone in libraries

House Bill 1910 requires that libraries maintain a supply of opioid overdose medication, like naloxone. This drug is often administered through a nasal spray like Narcan. The law also requires that at least one staff member be trained to identify overdoses and administer the drug.

Pandemic preparedness commission

Senate Bill 291 establishes the One Health Commission to aid in communication and collaboration between the doctors, veterinarians, and others on public health and safety when it comes to diseases that originate or mutate in animals. The commission is required to submit a report to the General Assembly by Jan. 1, 2028.

Police training on sexual assault

Senate Bill 1195, also known as Anna’s Law, requires police officers in training to participate in traumainformed programs, procedures and practices that are designed to reduce trauma for victims. The bill is named after Anna Williams, a suburban resident who brought the initiative to lawmakers following her own experience with a sexual assault investigation. The bill takes effect in January.

Implicit bias training

House Bill 2517 requires health care providers to receive one hour of training on historic racial discrepancies in maternal care prior to renewing a state license, starting in July 2026. Health care professionals would take the course as part of required implicit bias training and be allowed to count completion of the course toward minimum continuing education requirements.

Gluten training

People required to receive food handling certification will now also have to learn about celiac disease, or gluten intolerance. Senate Bill 1288 added celiac disease education to 13 existing requirements for food handling. The training would teach about its symptoms and ways to avoid cross contamination.

Underground Railroad commission

Senate Bill 1607 establishes a Freedom Trails Commission to identify, preserve and promote historic sites in Illinois

linked to the Underground Railroad. The commission would also work with the National Park Service’s Network to Freedom program to serve as a liaison between the Park Service and local entities involved in the history of the Underground Railroad.

Predatory towing

Senate Bill 2040 gives the Illinois Commerce Commission new powers to punish predatory towing companies which sometimes tow cars under false pretenses only to charge drivers afterwards. The ICC-backed law allows the agency to revoke towing licenses, impound tow trucks, and more.

Lift-assist fees

House Bill 2336 allows municipalities or fire districts to charge assisted living facilities or nursing homes for calls to fire departments requesting help lifting a resident when it is not an emergency. The bill was an initiative of the Illinois Municipal League, which argued the calls to fire departments for the nonemergency service are a burden on local governments and shift liabilities for injuries that happen during the process to fire departments rather than the facility. The fees start being implemented in January.

Insurance coverage for anesthesia

House Bill 1141 requires insurance companies to cover the cost of anesthesia for the entirety of a procedure, rather than limiting the amount insurance will cover to a certain period of time. Rep. Bill

Hauter, R-Morton, who is a physician in Peoria, told lawmakers during debate in April that patients can’t control how long their procedures last and surgeons often encounter unexpected challenges during procedures.

Therapeutic horse riding

Beginning in January 2026, stateregulated insurance plans will be required to cover therapeutic horseback riding. Hippotherapy is a type of physical, occupational, and speech therapy where the movement of a horse is used to treat conditions such as autism, cerebral palsy, arthritis, multiple sclerosis, strokes, head and spinal cord injuries, as well as behavioral disorders and psychiatric disorders, including PTSD.

School bus seat belts

Beginning in July 2031, any newly purchased school bus in Illinois will be required to be equipped with seat belts that go over the lap and shoulders of all passengers. It does not mandate schools or bus drivers to ensure seat belts are properly fastened.

Capitol News Illinois is a nonprofit, nonpartisan news service that distributes state government coverage to hundreds of news outlets statewide. It is funded primarily by the Illinois Press Foundation and the Robert R. McCormick Foundation.

The views expressed are those of the author(s) and do not necessarily represent those of the Greater Rockford Chamber of Commerce.

U.S. Chamber of Commerce

Labor force shor tage by industr y

June 2025

Available workersUnfilled job openings

Durable goods manufacturing

Wholesale and retail trade

Financial ac vi es

Leisure and hospitality Professional and business services

CHICAGO ROCKFORD INTERNATIONAL AIRPORT ANNOUNCES NEW SERVICE WITH AMERICAN AIRLINES

American Airlines is launching a new service, operated by Landline, to connect Chicago Rockford International Airport (RFD) with Chicago O’Hare (ORD) and more than 150 destinations served by American and its partner airlines. Tickets are on sale at www.aa.com or American’s mobile app, with service commencing Oct. 20, 2025.

This is not a typical airport shuttle. With this new service, passengers will check their baggage and clear TSA security at RFD. They will then depart just as they would on any other flight, taking the motorcoach to and from ORD to seamlessly board their connecting flight. This premium motorcoach experience offers many of the same amenities as a flight— complimentary entertainment, Wi-Fi, and power at every seat—and is booked just like any other connection flight in the American Airlines network.

There will be five scheduled daily departures from RFD, and the journey is expected to take approximately one hour and 35 minutes. Tickets for this service are booked through American Airlines, and passengers can earn AAdvantage® miles and Loyalty Points on these trips, just like they would on a regular flight.

For more information about RFD, visit flyrfd.com

Source: U.S. Chamber Analysis, Bureau of Labor Sta s cs Data

NORTHERN ILLINOIS DATA DASHBOARD LAUNCHED

The Greater Rockford Chamber of Commerce (GRCC), Growth Dimensions, and Region 1 Planning Council (R1) launched a new tool to help Winnebago and Boone Counties attract and retain business and create jobs.

The Northern Illinois Data Dashboard is a website that serves two purposes:

• It’s a comprehensive source of economic, workforce, and community data that makes it easier for companies to learn about the advantages of doing business in Northern Illinois. This will help the region attract and retain business and create jobs.

• The dashboard is also an accountability tool that will track the region’s progress on economic, demographic, workforce, education, and other development metrics.

Developed through a collaboration among R1, Growth Dimensions Economic Development for Belvidere & Boone County, and the GRCC, the platform provides businesses, community leaders, and the public with centralized access to key regional data.

“This website gives us all the facts we need to effectively market the Northern Illinois region to potential new businesses, right at our fingertips,” said Angela Kay Larson, GRCC CEO. “We know this region is an ideal place to start, grow, or relocate a business. Now we can show business owners and site selectors exactly how we can meet their unique needs.”

in the newsMEMBERS IN THE NEWS

BOARD APPOINTMENTS

YWCA Northwestern Illinois (YWCA) appointed three new members to its board of directors: Iya Ozturk, casino operations manager, Hard Rock Casino Rockford; Mathew Oakes, Ph.D., professor, Rock Valley College; and Pamela LopezFettes, CEO, Growth Dimensions. The YWCA also announced new board leadership: Chair – Laura Pomerene, SVP director of product management, First National Bank & Trust; Vice Chair – Lesly Couper, CEO, Workplace Staffing & Search; Treasurer – Heather Spillare, CFO, Kaney Aerospace; Secretary – Robin Scott, SVP treasury management, Illinois Bank &Trust.

The Rockford Public Library Board of Trustees elected Jamie Getchius (1), principal engineer for TerraPower, LLC, as its new president, following Paul Logli’s term in the leadership role. Logli will continue to serve on the board as a trustee.

NEW HIRES/ PROMOTIONS/ RETIREMENTS

Thayer Energy Solutions welcomed Kielly Wells (2) as project coordinator and Eli Intravaia (3) as materials handling and site support associate

The Rockford City Market welcomed Rachel Larson (4) as executive director.

Engineering Enterprises, Inc. hired Zach Splayt (5), EI, as a project engineer and Ericka Corral (6) as an accounting assistant. The firm also announced the full-time employment of five previous summer interns: Daniel Harker (7), EI; Kyle Theurer (8), EI; Jenna Dinges (9); Noah Kuchler (10), EI; and Carlie Olsen (11), EI.

Mercyhealth welcomed Shaheen Ahmed (12), MD, board certified internal medicine doctor, to Mercyhealth Mulford, 5970 Churchview Dr., Rockford. In addition to treating patients, she is a faculty member of

the Mercyhealth Internal Medicine Residency Program. Mercyhealth also welcomeed Terry Donat (13), MD, board certified otolaryngologist and facial plastic and reconstructive surgeon, to the staff at Mercyhealth Perryville, 3401 N. Perryville Rd., Rockford.

Aqua-Aerobic Systems announced the following promotions: Sharri Greenlee (14), customer service coordinator supervisor; Michael Beair (15), operations specialist; Ian Stohr (16), logistics supervisor; Leann Torrisi (17), aftermarket rental fleet sales correspondent; Ari Rodriguez (18), senior field service specialist; Josh Frieze (19), senior field service specialist.

Klaas Financial welcomed Nate Breiby (20), CFP®, CRC®, IAR, into the ownership group of Klaas Financial, LLC.

Mosaic in Rockford hired Jacqui Corsi (21) as its new community relations manager.

Fehr Graham hired Tim Chan (22), PE, as a senior project manager; and Lani Rostamo (23) as project assistant.

United Way of Rock River Valley hired Dan Berman (24) as youth opportunity manager, Mishel Browning (25) as community resiliency manager, and

Deanna Feggestad (26) as office coordinator.

Rockford Mutual Insurance Company promoted Paige Summins (27) to manager of casualty and litigation and Troy Bardell (28) to auto claims supervisor.

The Rockford Public Library named Anthony Cortez (29) as its new executive director, following the retirement of longtime leader Lynn Stainbrook.

EMPLOYEE/COMMUNITY RECOGNITION

Alan Zais, executive director of the Winnebago and Boone County Housing Authorities, was appointed to the Illinois Affordable Housing Commission.

Caitlin Pusateri (30), Greater Rockford Chamber of Commerce chief operating officer, was designated a Certified Chamber Executive (CCE) by the Association of Chamber of Commerce Executives. The CCE designation is the only globally-recognized certification program exclusive to the chamber of commerce industry and is recognized as the highest professional designation in the chamber profession.

Rockford Mutual Insurance Company congratulated Stefanie Mila (31), business analyst, for 15 years of service; and Sandra Aarvig (32), customer service specialist; for

10 years of service.

Greater Rockford Chamber of Commerce members appear bolded. Thank you for your support of your fellow Chamber members.

10. Noah Kuchler

7. Daniel Harker

13. Terry Donat

9. Jenna Dinges

15. Michael Beair

5. Zach Splayt

1. Jamie Getchius

11. Carlie Olsen

2. Kielly Wells

12. Shaheen Ahmed

14. Sharri Greenlee

3. Eli Intravaia

6. Ericka Corral 4. Rachel Larson

8. Kyle Theurer

16. Ian Stohr 17. Leann Torrisi

19. Josh Frieze 20. Nate Breiby

18. Ari Rodriguez 21. Jacqui Corsi

22. Tim Chan 23. Lani Rostamo 24. Dan Berman

26. Deanna Feggestad 27. Paige Summins 25. Mishel Browning 28. Troy Bardell

29. Anthony Cortez 30. Caitlin Pusateri 31. Stefanie Mila 32. Sandra Aarvig

business BUSINESS BRIEFS

RPS 205 is looking for industry experts and volunteers to support the 2025 Academy Expo, Oct. 15, 7:30 a.m.-4 p.m., Indoor Sports Center, 8800 E Riverside Blvd, Loves Park. The expo allows local businesses to connect with high school freshmen and showcase their careers. Contact Jessica. hayes@rps205.com.

Carz R Us opened a second location at 7800 North 2nd Street, Machesney Park, after acquiring Ernie’s Auto Repair.

Discovery Center Museum, in partnership with Rock Valley Credit Union, opened a fully-immersive banking experience for play and exploration.

Rockford Career College was named one of USA Today’s Top 250 Vocational Schools in the United States, as part of a national ranking developed in partnership with Statista. This honor reflects the college’s deep commitment to hands-on training, career-focused education, and empowering students to succeed in the workforce and in life.

Chartwell Agency partnered with Regis College, a co-educational, values-based institution near Boston, to develop and execute a dynamic brand campaign, “Rise at Regis,” designed to boost enrollment and enhance recognition in a competitive higher education landscape.

Forest City Gear will sponsor and exhibit at Motion + Power Technology Expo (MPT Expo) in Detroit, October 21-23.

Rockford Park District’s Fall/ Winter 2025/2026 Program Guide is available free of charge online at rockfordparkdistrict.org/ guides, at Rockford Park District Customer Service locations (UW Health Sports Factory in downtown Rockford, and Carlson Ice Arena in Loves Park), and in limited quantities at many other Park District facilities.

Rosecrance Community launched self-service health monitoring stations in Champaign and Rockford. Locally, the PharmaSmart

vital signs health kiosk is at the Rosecrance Ware Center, 2701 N. Main Street, Rockford.

Engineering Enterprises, Inc. received the AEC Employer of Choice and Circle of Excellence awards from PSMJ | Resources, Inc.

The Better Business Bureau (BBB) Rockford Regional Office and the Rockford Public Library are offering a series of free public forums aimed at educating and protecting consumers against fraud, scams, and dishonest business practices. Sessions are offered monthly through the end of the year at the Rockford Public Library’s Main Branch.

First Mid Insurance Group (FMIG), was once again recognized as a Best Practices Agency for 2025, marking the sixth time they have achieved this honor.

The Winnebago County Community Mental Health Board is seeking proposals for a new funding opportunity to encourage innovative mental health and substance use programming. A total of $2 million will be provided for mental health and substance use programming over the next two years to small, communitybased organizations. Application details can be found in the Notice of Funding Opportunity at r1planning. org/wccmhb-funding-resources

In celebration of its one-year anniversary, Hard Rock Casino Rockford unveiled a customdesigned slot machine, titled Rick Nielsen’s Five Neck Fortune, honoring hometown rock legend Rick Nielsen of Cheap Trick and his iconic five-neck checkerboard guitar

The Rockford Housing Authority received a $15,000 grant from BMO Bank to fund educational initiatives and outreach efforts designed to help low-income families understand the essential processes and responsibilities of owning a home.

The Winnebago County Health Department is partnering with the Trauma Informed Community Workgroup to host

free advanced trauma trainings from the Illinois Collaboration on Youth, publichealth.wincoil.gov/ FreeTraumaTrainings

First Mid Bancshares, Inc. (First Mid) was named a Top Workplaces award recipient in the financial services industry for the third year in a row by Energage.

Rockford Mutual Insurance Company now offers their suite of commercial insurance products in the state of Michigan, including businessowners policies, commercial package policies, and commercial umbrella coverage.

LDR Cleaning & Restoration (LDR) donated $815 to the Rock River Valley Pantry in celebration of 815 Day.

The Rockford IceHogs Community Fund will award a total of $100,000 in grants to support nine Rockford area organizations for the 202526 grant cycle: Rockford Park District Street Hockey (Junior StreetHogs), Rockford Park District Buddy Hockey, Rockford Hockey Club, Discovery Center, Fatherhood Encouragement Project, Nikolas Ritschel Foundation (Nik’s Wish), Rockford Area Arts Council, Rockford Phoenix Cheerleading.

Chartwell Agency was recognized at the Healthcare Advertising Awards, receiving three gold awards for its work on the Crusader Community Health website and Rural Medical Training Collaborative (RMTC) logo design and website.

Chartwell also received six international Hermes Creative Awards from the Association of Marketing and Communication Professionals: Rise at Regis campaign (Regis College), RMTC rebranding, RMTC website redesign, Discovery Center Museum website redesign, and Esta Barrett logo design.

The Natural Land Institute’s Legacy Tree Program’s August Tree of the Month is a Pin Oak located at Specialty Screw Corp., 2801 Huffman Blvd., Rockford.

To mark the 50th anniversary of its “Sun Singer” logo, the Rockford Park District Board of Commissioners recognized Polly (Holmberg) Haller and Gail Holmberg, daughters of Eugene “Gene” Holmberg, the graphic designer who created the logo in 1975.

The Chairman and Mayor’s Youth Leadership Council (YLC) is seeking new members for the 2025-2026 school year. The YLC program develops diverse, young leaders through education, civic engagement, and real-world experience with local government. Any sophomore or junior attending a high school in Winnebago County can apply. There are no academic requirements. Applications are open until September 15. Learn more at: publichealth.wincoil.gov/ get-involved/ylc

How to get more exposure for your business—for free!

• Follow the Greater Rockford Chamber of Commerce on Facebook and Instagram.

• Like, comment on, and share GRCC posts.

• Tag GRCC when posting employee announcements or business news.

• Follow and engage with other GRCC members on social media.

Greater Rockford Chamber of Commerce members appear bolded. Thank you for your support of your fellow Chamber members.

NEW CHAMBER MEMBERS

EIGERLAB

www.eigerlab.org

INTERNATIONAL WOMEN’S BASEBALL CENTER

www.iwbc.org

IT’S JUST FUN LLC-AI’MIN

815-275-0959

UNLIMITED POSSIBILITIES,

LLC DBA NEXT LEVEL BUSINESS SOLUTIONS

815-979-2593

www.facebook.com/profile.

php?id=61572913515698

COMMUNITY EVENTS NOW ON SOCIAL

The GRCC is now promoting community events exclusively through our social media channels. So be sure to follow the Chamber on Facebook and Instagram for timely event info and live links. Members may continue to submit event announcements to editor@rockfordchamber.com

For the latest info on fun and interesting things to do in the Rockford Region, check out the events calendar at GoRockford.com

AMBASSADOR SPOTLIGHT FRED MUEHLFELDER

What is your business? What do they provide for the community?

I am a licensed funeral director with Fitzgerald Funeral Home and Crematory. We are a full-service funeral provider that has been serving families in the Rockford area since 1914. I am proud to be associated with a group of people dedicated to providing those families who are going through difficult times with such compassion and care. Fitzgerald Funeral Home and many staff members are active in the community through their volunteerism and service.

How long have you been a Chamber Ambassador?

I have been a Chamber Ambassador for only a few months but am enjoying getting to know new people and the businesses as they grow in the Rockford area.

What is your favorite thing to do in Rockford or favorite thing about Rockford?

I have lived in Rockford since 1970 and have seen so many positive changes in the city. It’s a wonderful place to work, play, and raise a family. I’m always amazed at the great level of kindness and caring in the people of Rockford. I also enjoy the park spaces, the entertainment options, and the locally owned restaurants. You never have a time when you say, “There is nothing to do.” Rockford is a place that has something for everybody.

Advice for someone, especially young professionals, considering becoming an Ambassador?

Even though I have been in Rockford since 1970 and have been involved in many areas of service in Rockford, I still meet new people and learn more about our city as a Chamber Ambassador. My advice for anyone, regardless of age, is to become an ambassador, because you will totally enjoy spending time with you fellow ambassadors and meeting new people. It is another way to give back to the community for sure.

SEPTEMBER 2025 ANNIVERSARIES

Thank you to our members celebrating their anniversaries with the Greater Rockford Chamber of Commerce

25 YEARS

Rockford Generation

Illinois State Credit Union

Natural Land Institute

20 YEARS

Holiday Inn Express

15 YEARS

Header Die & Tool, Inc.

10 YEARS

Movement Fitness

MEMBERSHIP RENEWALS

Thank you to members who renewed with the Greater Rockford Chamber of Commerce in July 2025.

A New Look by Nisha

American Cancer Society, Inc.

Bisconti Computers Inc.

Black Diamond Plumbing & Mechanical

Carz R’ Us

Comcast - Xfinity Retail

Court Street United Methodist

Creative Crane & Rigging, Inc.

Dave Syverson, 35th District, Illinois State Senate

Dry Otter Basement Water Proofing/ Foundation Repair

Dyvines Pet Playhouse

Ege WorkSmart Solutions, PC

Fairhaven Christian Retirement Center

First Mid Bank & Trust

First National Bank and Trust (Rockton)

Forest City Sustainability

Geronimo Hospitality Group

Greater Rockford Chamber of Commerce

Heinzeroth Marketing Group

Howe Freightways, Inc.

Hydraulic Technologies

Ingenium Aerospace LLC

Ingersoll Machine Tools

Integrative Healing Center, LLC

Junior League of Rockford

Kelce & Company

KMK Media Group, Inc.

Larson & Darby Group

LawnCare by Walter, Inc.

LDR Cleaning & Restoration, Inc.

Lifescape Community Services/ Community Kitchen, Inc.

Lucas Group Financial Advisors + CPAs

Midwest Mailworks, Inc.

Northwest Bank of Rockford

Project First Rate

Raymond James & Associates

Reinhart Boerner Van Deuren P.C.

Reno & Zahm LLP

RJ Link International, Inc.

Rock Road Companies, Inc.

Rockford FiberCity®

Rockford Mutual Insurance Company

Rockford Symphony Orchestra

Rockford Township

Rocknel Fastener, Inc.

Servpro of Rockford

Sosnowski Szeto, LLP

Special Olympics Illinois-Region A Spectrum Insurance Agency, Inc.

Stockholm Inn

StraightLine Moving Inc

Summit CPA Group, P.C.

Sunset Funeral Home & Memorial Gardens

The Arc of Winnebago, Boone and Ogle Counties

The Brian Boyer Group - State Farm

The Terrace Senior Apartments

Tommy Corral Memorial Foundation

Tom’s Sealcoating

Venn Digital Marketing

Greater Rockford Chamber of Commerce welcomes

CHaMBER CHAMBER EVENTS ADVERTISERS INDEX

SEPTEMBER 16

40 under 40 Reception, 3 p.m., Prairie Street Brewing, 200 Prairie St, Rockford, presented by Workplace

Join the Greater Rockford Chamber of Commerce as we raise a glass to the 2025 40 Under 40 honorees at a complimentary dessert and champagne reception. Cash bar will also be available.

Last day to register is Sept. 9. Registration will not be available the day of the event.

NOTE: This is a casual, open-format event with high-top tables and standing room. Seating will be available for individuals who are unable to stand for the duration of the event. Tables are not available for purchase.

SEPTEMBER 18

What’s Your Bottleneck? Real Problems, Real Ideas, 9 a.m., Greater Rockford Chamber of Commerce, 308 W State St, Suite 190, Rockford. Presented by Ryan Middlesworth, The Middlesworth Group.

As a business owner or leader, you are constantly juggling priorities. There are customers to satisfy, teams to align, and results to deliver. Even in the best-run organizations, progress can stall. Often, the real issue is a hidden bottleneck, something in your process, structure, or communication that is slowing everything else down.

This interactive workshop helps you step back and identify those barriers. Through real-world examples and guided discussion, you’ll sharpen your ability to spot operational friction and identify clear next steps to create momentum in your business.

SEPTEMBER 23

Good Ol’ Fashioned Networking, 4 p.m., University Club of Rockford, 945 N Main St, Rockford. Join us for a relaxed evening of conversation, connections, and, of course, Old Fashioneds. Mix and mingle with fellow business professionals in a casual, welcoming setting. Open to all Greater Rockford Chamber of Commerce members.

Last day to register is Sept. 19.

OCTOBER 6

Crack the Code, 3 p.m., Greater Rockford Chamber of Commerce, 308 W State St, Suite 190, Rockford.

GREATER ROCKFORD CHAMBER BOARD OF DIRECTORS

EXECUTIVE COMMITTEE

Lesly Couper Workplace Chair

Discover the six types of Working Genius and learn how to build a team that runs smoothly, grows faster, and gets more done. Whether you’re a solopreneur or leading a growing team, you’ll leave this session with clarity and practical steps to bring out the best in yourself and others. Plus, see how this tool can help scale your business and reduce the overwhelm.

OCTOBER 23

MAC2025—Midwest Aerospace Conference, 7 a.m.-5:30 p.m., Embassy Suites, 416 S. Main St, Rockford.

The Rockford Area Aerospace Network (RAAN), in partnership with the Greater Rockford Chamber of Commerce and IMEC, proudly presents MAC2025. With the theme of “The Future of Aerospace Manufacturing,” this year’s agenda centers on aerospace manufacturing business growth and improving manufacturing efficiency through automation and innovation.

Get ready for a full-day of industry insights, expert-led sessions, and valuable networking opportunities. From keynote presentations to panel discussions, the content is designed to deliver practical strategies you can implement immediately to drive performance and profitability.

Back again – exclusive matchmaking sessions

Meet one-on-one with top industry players. These moderated meetings are a rare opportunity to introduce your capabilities directly to key supply chain stakeholders. Note: Matchmaking sessions are available to manufacturers only.

Exhibit hall

Showcase your products and services, explore innovations from others in the field, and connect and collaborate with peers. Exhibit space is limited and assigned on a first-come, first-served basis.

Conor Brown NorthWest Illinois Alliance of Realtors Vice Chair

Nate Jordan Illinois Small Business Development Center Treasurer

Terry Voskuil Woodward, Inc. Immediate Past Chair

DIRECTORS

Wendy Alsteen Hard Rock Casino

Travis Andersen UW Health Northern Illinois Region David Anspaugh

Contractors Assoc.

Armando Cardenas

Affordable Insurance & Tax Service Inc.

Paula Carynski

OSF Healthcare Saint Anthony Medical Center

Jean Crosby Berkshire Hathaway HomeServices Crosby Starck Real Estate

Dietmar Goellner Advanced Machine & Engineering/Hennig

Thomas Green Barrick, Switzer, Long, Balsley & Van Evera, LLP

Troy Haggestad WilliamsMcCarthy LLP

Sheila Hill Think Big Corporation

Jeff Hultman Foresight Financial Group

Carly LaMonica LaMonica Beverages, Inc.

Frank Wehrstein Dickerson & Nieman Realtors

EX-OFFICIO DIRECTORS

Mayor Tom McNamara City of Rockford

Gina Caronna The Workforce Connection

Michael Dunn, Jr. Region 1

John Groh GoRockford

Angela Kay Larson Greater Rockford Chamber of Commerce

Post your jobs and internships on GRCC’s Job Board

Everyone can view job openings at rockfordchamber.com, but only members can post their available positions directly to GRCC’s job board.

Depending on your membership investment level, your job posting also may be shared on GRCC’s social media channels.

To post a job as a member, please be sure to login to your Chamber account.