Category: Economic Development

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Brandon Burton 0:00
This is the Chamber Chat Podcast, the show dedicated to chamber professionals to spark ideas and to get actionable tips and strategies to better serve your members and community.

Hello, Chamber Champions. Welcome to the Chamber Chat Podcast. I’m your host, Brandon Burton. And it’s my goal to introduce you to people and ideas to better help you serve your Chamber members and your community.

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Let’s hear from Becky Womble, President of the Bastrop Chamber to hear about her experience with Community Matters.

Becki Womble 1:03
I’ve been using Community Matters for probably six or seven years now. And in a previous life, I sold commercial printing so I can highly recommend Community Matters because it’s a complete turnkey job for any busy chamber exec and it’s a wonderful, beautiful printed product whenever you’re finished. And I just I’m very sold on Community Matters. And with a printing background I just big endorsement from me.

Brandon Burton 1:44
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Our guest for this episode is Sarah Davasher-Wisdom. Sarah has served as President and CEO of Greater Louisville Inc since January 2020. Sarah has been with goI since 2014. Rising from leading July’s government affairs activities as Vice President of Government Affairs, to now as president CEO. GeoEye was named National chamber of the year in 2019. Personally, Sarah’s also been the recipient of several notable awards at the local, regional and national levels. Sarah has held previous roles in government and public policy including manager of Government Affairs for Tennessee Valley Authority, Strategic Communications Officer for the US Army Corps of Engineers, and Community Development Coordinator for Congressman Lewis. She serves on the boards of several local organizations as well as on the US chambers committee of 100. Sarah is the first woman and youngest person to serve as president and CEO of GLA. Sarah, I’m excited to have you with us today on Chamber Chat Podcast, I’d love for you to take a moment to say hello to all the Chamber Champions that are out there listening and share something interesting about yourself so you can get to know you a little better.

Sarah Davasher-Wisdom 3:13
Oh, hello, Brandon. I’m excited to be on the chamber podcast as well. Then looking forward to this conversation. I think that that bio certainly said a lot about me. So thank you for reading that so eloquently. But the real story goes beyond that. And you know, a lot of people will say what’s something that people don’t know about you or what something that tells more about you personally, and I always like to share that my husband and I are serious ballroom dancers. Between the two of us. We have 50 years of dance experience. And it’s how we met. So we’ve been dancing together for 10 years of which will actually 11 years we’ve been married for 10. And that’s something that not a lot of people do. And not a lot of people know. And it’s something that we’ve continued. Despite any sort of changes in career or relocations, or anything else that we have done, we’ve always remained committed to our dancing.

Brandon Burton 4:09
Awesome. That is, it’s great that you guys have been able to keep that up and have that common bond together. And that that interests. So thank you. I like learning these tidbits about people as we have them on the show and learn those facts that so I had mentioned to you before we started recording, but this is a first for me to have. Three, you’re the third person from Greater Louisville Inc. to be on Chamber Chat Podcast. First time, I’ve had three of any organization on the podcast, which speaks volumes to the great work and impact you guys are having that you keep rising to the top to have different members of the organization on the on the show. But for those that are Thank you, yeah, yeah, for sure. So Those who’ve been listening to the podcast since the beginning. may remember at Kent Oyler on back in 2019. When you guys were Chamber the Year finalists and won Chamber the Year and more recently had Jordan Clemons on talking about using LinkedIn to grow membership and they both are fantastic episodes so encourage anybody to go back and listen but I just I mentioned that because those longtime listeners may be a little bit familiar with with GLI, but for those who may not be just give us a little synopsis, I guess about what GLI is all about, you know size, the Chamber staff budget, scope of work, that sort of thing, just to set the table for our discussion.

Sarah Davasher-Wisdom 5:43
Sure, well, Greater Louisville Inc. We have a staff of about 30 people. And we serve about 1800 members. We are also the Regional Chamber and we are by state so we cover 15 counties, five in Indiana and 10 in Kentucky. We’ve got everything from Fortune 500 companies located here to small retailers and suppliers. We are the home of Humana, and UPS Airlines. And those are two of our biggest companies here. Our main goal was to grow the regional economy. And we do that in several ways through traditional economic development, talent attraction, advocacy and DNI. So our goal is to do all of those things in the best way possible to make our region the strongest for growth. So that’s a little bit about GLI we have a great team, our budget is 5.7 million.

Brandon Burton 6:38
Very good. So you touched on one of the things that we’ll focus our conversation on today. And as you mentioned, those focuses of your work, one being talent attraction. And I’m excited to dive in a little bit deeper and learn about how GLI goes about talent attraction. I know that’s a hot topic for chambers across the country. And you’re so kind to share some of the tips and strategies you guys are using there in Louisville. So we will dive into that conversation much deeper since we get back from this quick break.

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Howdy it’s me, Donna from Yiftee again. Today we get to hear from Christine in upstate New York about her Shop 716 Community card program. She was able to use sponsorship funds for a generous Buy One, Get One program that benefits her whole county.

Christine Langenfeld  9:21  

Hi this is Christine Langenfeld with the Amherst Chamber of Commerce located in Buffalo, New York. We have partnered with Yiftee on our Shop 716 e-gift card program that has been incredibly, incredibly impactful for our small businesses. So happy to have incorporated this program in our shop local initiative here in Western New York. I highly recommend them and give them a chance to show what they can do.

Donna Novitsky  9:50  

Thanks, Christine. So folks, check us out at yiftee.com and sign up for a demo or shoot us an email at sales@yiftee.com. 

Brandon Burton 10:01
All right, Sarah, we’re back. As I mentioned before the break, we’re focusing our discussion today about how you guys are focusing your work around talent attraction. And I know there’s different approaches, you know, chambers go about this work in different ways. But I’d like to learn a little bit more and have you share how how you guys are GLI are going about talent, attraction, and really making your economy there is something that’s really thriving. And I know you’ve mentioned the DE&I efforts as well. And it is a very diverse community as well. And I think that plays into talent attraction. So I anticipate that those two will overlap a little bit. But I don’t want to steal your thunder. So I’ll hand it over to you to to share how you guys are going about this work?

Sarah Davasher-Wisdom 10:47
Sure, well, I’m really excited about our talent attraction programming, because we’ve had a lot of cities come to learn more about it, because they want to replicate it. So it really has been one of those. One of those things that we are known for in Louisville, our program is called Live in Lou and we developed it in 2016, to really show what it was like to live work and play in the greater Louisville region. And the platform itself showcases all of the assets that really differentiate us as a community, we highlight the availability of good jobs and career opportunities, the quality of life and the sustainability, to raise a family and the suitability to raise a family I should say. And then the ability to make a difference. And the reason that we highlight those three things is because in 2016, we did a lot of data, a lot of research into why people want to live in our community. And those were the three reasons. So we target our marketing around those three reasons. And one of the places that people go to learn about a community is on social media. So we use our website and our social media channels to promote feel good stories about the community, new businesses, opening up favorite restaurants. Because we have a fantastic culinary scene here. It’s one of the things that people love to visit for. We also showcase restaurants and festivals. So those are some of the things we really try to highlight. We have also been doing private label campaigns for companies under our live in loop programming. And we basically will look at where there isn’t what jobs are needed for that company. And then where there is an area in the country or even internationally, where that skill set exists and may not be paid as well there as it is here in Louisville. And so then we can geofence and do some targeted marketing, highlighting those things I mentioned earlier, and really go out and connect the the job seeker or the potential low avillion to the job opportunity. And we can use the marketing from the company itself. So it’s a really innovative way for us to recruit individuals to move here to work for a specific company. So it helps our community because we’ve got residents moving in, and it also helps our companies. I love

Brandon Burton 13:10
that name that Lou avillion that just that flows. So well. I love it. Can you share with us some more about the geofencing? So how do you go about that and targeting the right people like the parameters you set on it? Certain radiuses maybe some people aren’t familiar with what geofencing is just give us a little bit of background on that.

Sarah Davasher-Wisdom 13:33
It’s really a technology that we pay for. So we identify what geography we would we would want to highlight usually by ZIP codes, and then the firm actually does the geofencing. But it’s basically a way that you can put information on phone like you’re capturing phone data so that then you can advertise. Because when people are moving in and out of that zip code, you’re capturing that data out that makes sense.

Brandon Burton 14:01
Yeah, it does. Are you guys identifying specifically people that don’t live in Louisville currently that based on the phone data, so when they come and visit or pass by or how does that? How does that

Sarah Davasher-Wisdom 14:15
yes, we definitely are targeting out of town people so that we can get them to move here and and maybe because our goal was talent attraction, we don’t have enough people here in Louisville to fill the open jobs. And so that’s why we’re trying to really focus on talent attraction. We’ve grown the social media channels from 200 followers to 53,000 followers in five years. So there really is a lot of momentum to live in Lou. And then we also have a group of volunteers that we call city champs. It’s kind of a human Welcome Wagon to help people get connected to the interest that they have in the region. The volunteers are incredibly passionate. Excuse me, and If they really want to showcase the best parts of our community and make connections, so the new residents kind of have a friend immediately, when they when they move here. So we train the city champs on all of the things in the community, it’s about a four hour training. And then they identify what interests they have. So we can put on our website that this person is a trained city champ, and this person is interested in interested in parks or ballet, or whatever the situation may be, so that when we have prospective residents interested in those same, those same things, then we can make that connection. And there’s automatically an interest in sharing information so that the person is more likely to relocate to

Brandon Burton 15:42
a level like that it kind of creates a friend, right? They come into the community. And as they’re saying, this reminds me when I was in high school, I moved across the country. And it was a kind of a traumatic thing as a junior in high school, across the country. But the new high school I went to, they had a program at the school where they would match another student up with new students to kind of show you around, and it made all the difference. So I see these these community are the city champs, these volunteers, really being able to be that tour guide of the city, you know, sharing some common interests, really helping to help these new people feel at home, I see that as being a key attribute to being able to really attract and retain these these new people to the community. You had mentioned I mean, the social media following is great. I mean, 253,000 followers is in that short amount of time is amazing. You had mentioned a few examples of some of the things that you’re doing on social media to leverage that and tell the stories of the little bill. Are there some examples that have really taken off that you’re aware of that, you know, I guess you could say have gone viral that they got more traction than other things on your social media stories.

Sarah Davasher-Wisdom 17:03
I think the real life stories of people that have followed live in lieu and actually move to the city have been the most powerful. And that, you know, those are like, really kind of rare, but also that doesn’t negate the success of the platform, it’s just that we don’t always have somebody love it so much that they post about it, you know, I think people often will look at it. And I think, oh, my gosh, this is amazing. But they don’t necessarily write a big story about it, we actually had a couple write a big magazine article about it. And that was that was really a thing that went crazy on social media, particularly locally, people were talking about it. Another thing that has really gotten a lot of media interest on our live and live platform is our newly launched workforce ecosystem hub. And it’s a compilation of all of the workforce development resources. So we have our talent attraction, part of living, Lou, but we also are trying to get people that aren’t working now into the workforce, or people helping them to upskill. And since 2014, when I first moved here, I was hearing about all of these different workforce development programs in the community. And I kept saying, Where is the one stop shop, like work, and I read about all of these in one place, and that that resource just didn’t exist. So there were a lot of programs that were going on utilized and not not utilized to their maximum potential, I should say. So we, for two years, we work to compile all of those resources. And we launched this ecosystem hub on the live and lose site. It’s liveinlou.com/work. And it has 245 organizations and their programs listed. We’ve got a portal for job seekers and a portal for employers, the employers can go on the site and identify any sort of training programs, some of which are free, and funded by the state actually funding from the state available that you can apply for on the site. And that that funding and those training programs are for their employees. So we have a manufacturer, they may be able to get funding to do a certain certain upskilling initiative, and all of that is listed on the site. It also includes different organizations that are helping to remove barriers to work so the employer can help identify those for the employee. A lot of HR offices will use it if they have an employee that’s having difficulty with transportation and or childcare availability. I mean, it’s childcare, transportation, all sorts of barriers that exist out there. And we have all these organizations in our community that are working to overcome them. And now there is one place that you can go and access that on the job seeker platform, you can still you can still see the barriers to work resources and because a lot of job seekers are, you know, trying to figure out ways to manage that themselves, but they also can apply for jobs on there and see what financial assistance may be available to do certifications or apprenticeships or going back to to get a college degree even. So, we’ve really taken a collaborative approach to all of this and worked with the organizations to make sure that the right information is being shared. And we’ve had a lot of hits on it. And the media has been going crazy about it locally, they’re calling it Google’s version of LinkedIn. So we’re excited about it. That is

Brandon Burton 20:36
great. As you’re given that explanation about how live in lieu works, and the job seekers and employers portals, the thought hit me why why do communities, you know, outsource to these big job seeking websites, when they have a chamber of commerce, who’s connected with employers know the needs know that those barriers, they really can give a kind of a white glove service to help match future employees with employers. So I love that how you guys have set this up and strategically having those are calling out what some of those barriers are, and approaches of how you guys are working to overcome those things. And community partners to help overcome those things. As a going about the job seekers, the employers on there, I imagine that you have a wide range of different employment opportunities. It’s not any one type of industry, obviously, but what are what’s kind of the the range of employment opportunities that you see happening through the live in lieu website,

Sarah Davasher-Wisdom 21:48
we’ve got everything from, you know, clerk position, to a nurse position, I mean, every sort of job imaginable is on there. We also with some of the jobs that we learn about some of the jobs that our employers post are also very skill specific, highly technical. And we do have a partnership where we can seek out those highly specific skills, because there are some jobs where you may only have a handful of people in the country that have the ability to do the job. And through a partnership with LinkedIn talent insights, we can seek out those individuals. And that’s more of a specific employer request. It’s not, I mean, they’re usually posted on live in lieu as well. But in those instances, it’s less likely that somebody with that skill set is going to be posting for a job, they probably they’re gonna wait for recruiters to call them. So we find them and call them.

Brandon Burton 22:45
Yeah, that was gonna be my next question. Because there’s those highly skilled labor that you need to kind of seek them out and, and maybe even try to take them from another company. And we won’t say that too loud. But that happens, right?

Sarah Davasher-Wisdom 23:02
Well, we don’t do that from local companies only when we’re trying to get people to move here.

Brandon Burton 23:07
That’s right. That’s right. Now just say this program, it seems like a real game changer, especially in the talent and workforce development space. Is there anything that we’re missing from the live in loop program that we haven’t touched on?

Sarah Davasher-Wisdom 23:23
Um, I would say that, you know, we do overcome objections to moving to Louisville sometimes. And this is where the DNI aspect of this comes in that you mentioned earlier. We in in 2020, we were the epicenter of the Breonna, Taylor, killing and the protests that followed that really showed us that we needed to expand our scope of work. So recruiting diverse talent has been a little bit more difficult. But since 2020, I have been saying all this time, this is also an opportunity for us to show that this time, it’s different and it should have been different every time before but we have to show that the business community is committed to creating an inclusive economy. So we have really expanded our work in the DNI space. And that helps our talent attraction initiatives. So some of the work that we do, and includes a minority business accelerator called power to prosper. We’re getting ready. We’re taking applications for our third cohort right now. And it provides small businesses with knowledge and resources and networks that will help their businesses scale. We also have during 2020 launch a racial equity pledge that identifies five different ways that companies can can make their business more inclusive. And that includes things like diversifying their vendor spend, creating a safe space for conversation ones that are about inclusion. It also includes hiring diverse talent. I mean, and we then with that pledge, we launched a toolkit. And I was, I was excited about the number of companies that signed the pledge, it was over 200 companies. But then I was also excited about the toolkit because the toolkit gave businesses, the tools, they needed to do that. So we didn’t just say, Hey, we’re signing this pledge, we also said, Now, here’s how you go and do these things that are in the pledge. And as our as an organization, we have diversified our own vendor spend in ways that we never thought possible, because we’ve been so intentional about it. And my hope is that every company that sign that pledge has been equally intentional, and that we’re seeing a lot more things have, or a lot of great things happen as a result. Another thing that we do, and then we started doing it 2020 is a procurement matchup event called power to prosper. I’m sorry, I’m forgetting the name of it. It’s not that’s the minority business accelerator. Progress through procurement is our procurement event. And we identify what needs companies have in our community. And then we bring in diverse vendors to and match them up. And then sometimes there’s still a contracting process involved, but it is helping both the employer that has this, this need for a vendor and then they they’ve been having trouble finding a diverse vendor. So then we’re connecting them to a diverse vendor, and hopefully good things come from that. So those are some of the things that we’ve done in the DNI space. And like I said, that also helps our talent attraction and helps our economy grow. And all of the things in a chamber seem to work together cohesively. And I like that about chamber work.

Brandon Burton 26:48
Absolutely. So one of the things that stood out to me is you mentioned that you guys are often involved with overcoming object objections. And occasionally certain objections will rise to prominence. But, and oftentimes, we don’t even hear about some of the objections. So how do you guys go about soliciting feedback of people that may be hesitant of moving to Louisville to understand what their objections might be? So you can address that and learn how to better maybe fine tune this program?

Sarah Davasher-Wisdom 27:18
Well, most of the time, the HR recruiters at our companies will tell us what the objections are. And that’s, that’s really our source of information. There are times that we’re talking with individuals directly, particularly when they’re those highly skilled individuals that we’re seeking out for employers. But most of the time, the HR managers will tell us what stories they’re hearing and a lot of it relates to Louisville, being in Kentucky, and people here, Kentucky and they think that we are not as sophisticated as a place they would like to live. And Louisville is actually very sophisticated. I mentioned earlier, we’ve got a great culinary scene. We’ve got all five types of art organizations. I mean, we really do have a fantastic city is a great place to live and not just a great place to raise a family. I mean, it certainly is that but I mean you can be single here and you can really have a fantastic life. It’s a fun place to be. So but Louisville often gets branded with Kentucky and the demographic and the psychographic of talent looking to relocate is looking for, you know, a city that’s fun and exciting. And Kentucky doesn’t have that brand nationally. Yeah.

Brandon Burton 28:33
Kentucky is a great state though. Okay, yeah. Is it beautiful? Yeah. Well, Sara, you’ve hit on some great points here. As far as talent attraction goes, and I’m sure people listening or are taking notes and seeing how they can make some tweaks to their own talent attraction programs. I’d like to ask if there maybe is any tip or action item that you’d like to share for listeners who are looking to take their chamber up to the next level? What might you suggest?

Sarah Davasher-Wisdom 29:05
Well, I would suggest getting your CCE I’m a big believer in the certified chamber executive program for several reasons. Number one, there is an application process that requires you to really get out there and give speeches and also sometimes like IOM counts. So that’s a training program where you’re networking with other chamber professionals. And through IOM and through CCE which came later for me, I’ve met so many incredibly smart people. And being able to reach out to those individuals being able to hear about their programming as I went through IOM and CCE really, really helped me to know different ideas and different ways to navigate community issues and different ways I could take Our chamber to the next level. And so as a result of my experience being so positive, I have said, anybody that goes through IOM has to commit to doing CCE as well. The CCE process, what I liked about that was beyond the application process that I just described with you, you get to meet so many people, you learn about their programs. There are there’s a body of literature that one has to read that really focuses on governance and finance and making sure the chamber is in good operational order. And I believe that’s incredibly important, because all of the programs that we talk about that are exciting. We can’t do if our chamber isn’t in good operational order. If we don’t have the money, we don’t have the right money in reserves for a catastrophe. I mean, there are all of these things that seem boring to a lot of chamber people, but they’re incredibly important to enabling that programmatic aspect that can be very exciting, and fun to be part of. So that would be the thing I would say, to take your chamber to the next level, because you’ll learn so much as you go through that process.

Brandon Burton 31:06
Absolutely. Anybody who’s been sitting on the fence debating whether or not to get over that hurdle, go go do it, go after your CCE apply, go through the process. And like Sarah said, there’s so much development that comes out of that to benefit your chamber, but also you professionally as you move on through your career. So Sarah, I like asking everyone I have on the show, as we look to the future of chambers of commerce, how do you see the future of chambers and their purpose going forward?

Sarah Davasher-Wisdom 31:37
Well, I see the purpose of Chambers as being incredibly important. And you know, I’ve heard speculation about this, but I believe in chambers very, very much. I think there is a role for chambers and the big community issues of the day. And we’re really starting to see that more and more. I mean, there is no other organization where you can go to and and say that they represent the voice of the business community chambers do that chambers, or that one stop shop you can go to and the people who enjoy being in the chamber world are just ready to help. And to say yes, attitude, and all of the big community issues that we’re so interested in. I mean, everybody wants to figure out how. And so I think that chambers are so so incredibly important. And I think that the people who work in chambers have a real passion for community growth. And it’s becoming a lifelong career for a lot of people. You see that more and more particularly at the CEO level of the chamber world. And I like to see that. I think that there are some incredibly smart chamber leaders out there and I enjoy talking to them frequently. I think chambers are really important to making sure community issues get solved.

Brandon Burton 32:55
Absolutely. I couldn’t agree more. And I I also agree with the scene, people who are making the chamber industry a profession, you know, it’s a career choice for people now, especially at the executive level. But we’re it’s not just a job in their community that gets filled because somebody needed a warm body, but it becomes something that they go after these trainings are IOM, they’re CCE and really develop and help take their community to the next level, which is what it’s all about. But Sarah wanted to give you an opportunity to share any contact information for listeners who might want to reach out and learn more about the living loop program and how you guys are doing things there at TLI. What would be the best way for people to reach out and connect with you?

Sarah Davasher-Wisdom 33:40
Sure, well, I’m happy to provide my email. It’s sdavasher@greaterlouisville.com. And my phone number is 502-625-0073 happy to talk with any chamber leaders about these programs or anything else bounce ideas off of each other. I’m always happy to connect.

Brandon Burton 34:02
Very good we’ll get that in our show notes for this episode as well so people can access that to connect with you. But Sarah, I want to thank you for spending time with us today here at chamber chat podcast provided a lot of value and some great things for listeners to think about and and see what how they can implement and take their chamber up to the next level and provide a new level of competition on the talent attraction front. I appreciate that.

Sarah Davasher-Wisdom 34:30
Happy to do it. Thank you.

Brandon Burton 34:32
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Brandon Burton 0:00
This is the Chamber Chat Podcast, the show dedicated to chamber professionals to spark ideas and to get actionable tips and strategies to better serve your members and community.

Hello, Chamber Champions. Welcome to the Chamber Chat Podcast. I’m your host, Brandon Burton. And it’s my goal here on the podcast to introduce you to people and ideas to better help you serve your Chamber members and your community.

Our title sponsor is Holman Brothers Membership Sales Solutions. Let’s hear from Diane Rogers, President and CEO of the Rancho Cordova Area Chamber to learn how the Holman Brothers have provided value for her.

Diann Rogers 0:39
As a medium sized chamber, we recognize that it’s absolutely critical to have a well qualified and well trained membership development person. Holman Brothers trained that person, recruited that person then they even trained me on how to manage that person. We’re grateful for the support we got.

Brandon Burton 0:54
You can learn more about Holman Brothers Membership Sales Solutions by visiting holmanbros.com. 

Our guest for this episode is John Brewer. John is the president and CEO at the Billings Chamber of Commerce in Montana, which is a five star credited chamber through the US Chamber of Commerce. The Billings chamber developed and manages the Billings tourism improvement district visit southeast Montana and the billings chamber foundation. John currently serves on the WAC board of directors. His past chair of the Montana association of Chamber of Commerce executives, serves on the ACCE board served as their emerging cities chair and serves in the US chambers committee at 100 advisors. Before moving to Billings, John was president and CEO of the Spokane regional convention and visitors bureau in Washington, of course, he has a BA in Communication Arts from the University of West Florida, and he and his wife Carrie have four children and two grandkids. But John, I’m excited to have you with us today on chamber chat podcast, I’d love for you to take a moment to say hello to all the chamber champions that are out there listening and share something interesting about yourself so they can get to know you a little

John Brewer 2:10
better. Hey, Brandon, well, thank you. It’s, it’s good to see ya. It’s always the most difficult question I think is sharing something interesting about yourself, right? Because golf that I find interesting other than I do it a bore. But you know, my wife and I, I guess if I were to say one thing that we’re passionate about, and it’s been kind of unique is that for the 20, some years, 25 years, we’ve been together, we’ve been fostering dogs and my wife has a heart for people in need and animals in need. So we’ve had everything from 12 Puppies running around the house to a dog in a wheelchair to other special needs type dogs to try to help find them a home. So for us, it’s been fun as well as it’s been rewarding to to help connect the animals to their lifelong homes.

Brandon Burton 2:57
That’s awesome. So if you had to, if you had to guess over the last 25 years or so about how many dogs have been through your house, the Bowl number

John Brewer 3:08

100. We were much more active when the kids were at a different age and things that now we kind of go one at a time, I think more more because of our age than any grant. But it’s great. He’s working with debt dog adoption agencies around the country. And when they need a home. He’s kind of opening the doors for him. So I love being part of that.

Brandon Burton 3:30
That is awesome. As dogs need that. Yeah. Well tell us a little bit about the Billings chamber just to give us some perspective. Before we get into our conversation. Obviously every chamber is different. But give us an idea of size staff budget scope of work that sort

John Brewer 3:47
of bragging about Yeah, first. Yeah. You mentioned your that five star credited chamber several years ago, we were chamber of the year through atpe. So we’re proud of the work that we’re doing. We’ve got an incredible board of directors that kind of let us be unchained to go and figure out what needs to be solved in our chambers really focused on being one of those kick butt chambers, if you will, and problem solver and as far as tackling big community issues, as well as those core things that most chambers are involved in. For us. It’s business growth, business advocacy, community development. And then we are also as you mentioned in the intro there, the managing organization for our tourism entities both visit Billings and visit southeast Montana 13 counties and two Indian Reservation within our region here. So, you know, having that balance of connecting business to the you know, millions of visitors that come through here on their way to Yellowstone National Park or Little Bighorn battlefield sight of customers last stand or along the Lewis and Clark Trail. Were in a great spot to not only be a business hub as the largest city in Montana, and A tourism area where people start their journey by flying in and got the largest airport and great internet interstate connectivity. But our chamber has right now just over 1100 members, they employ just under 15,000 people. And we are hovering around 90% retention and we love that number. It’s solid. And we’re just we’ve been on a growth cycle, both from a revenue perspective, as well as the membership perspective. So our staff has grown by four FTE in the last 12 month and we’re brought people on who are focused in in the finance world, we need to do some things you’d mentioned that we just launched our foundation at the chamber. And we’re also bringing people on to help take care of the workforce issue that every community I think in the country is facing.

Brandon Burton 5:54
Now that you guys definitely have your work cut out for you, that’s for sure. It’s curious, have you guys seen an influx in tourism since the TV show Yellowstone came out a couple years ago?

John Brewer 6:05
It’s funny how many times we’re asked that question, right? Yeah, we, you know, Yellowstone, in where that shot is probably about a four and a half, five hour drive from us. But you know, Yellowstone Park has seen a bump, we hear lots of people on their way and talking about it, the detrimental side to that is now the state legislature feels like we’re getting all this free advertising that we should just pull that we get about $2 million annually for tourism funding. So they’re like, we don’t really need that anymore. Let’s reinvest that in affordable housing and other needs in our communities like public safety. So we’re in the middle of our legislative session that meets every two years, and kind of all hands on deck for those battles. And they are they are plentiful. We’ve got 4000 bills that have been introduced. And so yeah, it’s exciting. Yeah, it poses some challenges.

Brandon Burton 6:54
Right. Now. We were one of those families. Last summer, we were gonna go there and about I think two weeks before we went the, I think was the North Loop got closed down with the mudslides and stuff. And so we ended up kind of rerouting what our vacation was going to be because they were only letting in you know, every other day, depending on your your license plate numbers. They’re like, that’s a long hike.

John Brewer 7:19
And interestingly enough, our visitors director at the Chamber, her brother is the superintendent at Yellowstone Park. So when they were going through that kind of a lottery of license plates, you know, we were hearing about some of that, and that was an interesting process. But yeah, they were hit very hard, still not fully recovered, hit the egg industry in our region. But you know, that’s another thing that chambers are always geared up to, to try to do is, you know, be prepared to help whether it’s, you know, all the rains in California flooding hurricane. So another exciting role, though, per chamber and pillar solving those community problems that they hit.

Brandon Burton 7:54
That’s right. So getting back to, I guess the topic for our conversation today. As great as billings is, and you know, we want to get get honed in on a certain topic here. So, what we decided to cover today is, you know, every, every chamber, every community is vastly different. And as we get into the topic of diversity, equity inclusion over the last few years that looks different in each community. And as we talk with John today, we wanted to kind of focus on the why for Thayer Dei, what did they you know, hone in on and focusing on as they worked on diversity, equity inclusion, and we will dive into that much deeper as we get back from this quick break.

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All right, John, we’re back. As I mentioned before the break diving into what was the why for the your diversity equity inclusion efforts there the Billings chamber and how did things kind of evolve into what it is now.

John Brewer 11:43
And I think that word evolve and evolution is so important because I think so many of us in the chamber world and maybe as just citizens of the world, you know, we hear a lot about D E I and it strikes us all differently because words do matter. And as we were developing the name of the work even it was a lengthy discussion for many diversity, equity and inclusion or triggering words or they have a stigma to them. And and I think this evolution of white white chambers are involved in Dei. Now, is it an important context to understand I mean, for us, everything that we do these days is revolving around workforce, workforce development, workforce retention, Workforce Education. And this is one of those areas that I think we just push aside or think that we’re doing okay in and ignore. And I feel that chambers are masters, developing these type of networks, to include people so that they have a voice and to include opportunities for individuals to grow. You know, we convene people as chambers to solve problems, whether it’s public safety, or wetek. We talked about a minute ago, floods and community disasters, we bring people together for their expertise. But we also as chambers convene people to help educate them to help them grow. We have small business networks, which is a diverse individual group, we have young professionals and women’s networks and veterans groups. All of those address diversity by a DDI program just brings it all together. And understanding you know, because I think when I when I first got into this, and it’s only been a couple of years from the Billings chamber, so we’re in our infancy. But diversity doesn’t mean a person’s skin color alone. And I think that’s where we often go, you know, I’ve never personally been a female, I’ve never been in a wheelchair, I’ve never been a person of color. I’m not gay. I am, who I am. And I’ve got my political leanings and my religious beliefs. And we’re all so unique that for us and for our organization, what it means for us as the why and what we need to accomplish is to have a better understanding of others to meet them where they are, to help them feel a sense of belonging so people can bring their authentic and best selves to work. And so that companies can have the tool that they need to build a strong workforce. As I mentioned, your retention and recruitment is just so important. And I think many of the chambers that will be listening, but also the tourism economy. For us, we have about $625 million in visitor spending and direct visitor spending over 625 million. And over the last several years, our call center started getting questions in regards to I’m a person of color, am I safe? I’m a person in the LGBTQ plus community do I belong? And so between the visitor economy and just working with our members to help build that, that sense of belonging in a workforce so that the companies can, you know, tout themselves legitimately as being a Quality place to work and help employees grow?

Brandon Burton 15:03
Absolutely, I think that’s so important, it just creating that that place of belonging no matter what the diversity is of the population, and like you said, you’ve never been a woman. But yeah, that sometimes that gets overlooked, you know that, you know, there are different segments of the population, whether it is gender, or I think race is where a lot of people go to and you think the bet, are you a veteran? Are you disabled? Are you you know, what are the different things and and more and more, it feels like there’s new labels being put upon people or that are people that are associated with with new labels and and groups that they need special attention, they need to be considered, especially as they enter

John Brewer 15:50
the workforce. And I want you know, everybody who works, you know, bringing it down to the micro level people that work at the Chamber, I want them to feel that regardless of their backstory, where they come from, challenges that they’ve had in their life, that they feel that we are a place where they can grow, and they are important and their voices heard. And, again, whether it’s a person of color, and in Billings, we are about 88%, white, we have a strong Native American population, we’re close to the Crow Reservation, as well as the Northern Cheyenne. And you know, their workforce right now. They’re at about 50% unemployment there. And they’ve got workforce and a college and we want to find ways to be better in billing, to help bridge that workforce gap to help grow, but they have a unique culture that, you know, some from I think that the white heritage might just see the native culture and say, you know, what, they don’t show up on time, they’re don’t work as hard. The work ethic is different. And it’s these issues where it is just different. And once you learn how to address those, boy, we’re missing out on some big opportunities. If we don’t and, you know, for us, it was to better understand what we didn’t know at the time, we surveyed our membership a lot and asked a lot of questions to help even determine whether this was something that we should be getting into. And we had about 78% of our members say, we have needs and there’s nobody leading in this space in Billings in a space, I mean, connecting business to Dei, and 78% of our members said we need to do this. Billings is friendly, you know, we’re a great community, we’re welcoming, but we’re not diverse, and simply not knowing how to address diversity. And like we just talked about the breadth of diversity. I was surprised kind of how hungry some of our members were for tools that could help them grow. Absolutely.

Brandon Burton 17:51
And, yeah, I feel like that’s one of the biggest challenges we have in our day is being able to be inclusive of all the diverse segments of the population and diversity, you know, division has that same root word of division, right? So in different segments of diversity, there comes a lot of strength, you know, as you can come together with, you know, whether it’s a women’s group or, you know, different races gather together, or its sexual orientations, there’s some strength coming together for that. But as society is as a whole, and as the workforce as a whole, it becomes very divisive, or it can be as we have all these different segments. So how do we incorporate everybody give them a place of belonging, make sure that they understand that it doesn’t matter, any of the subsets of the population you belong here, we want you to hear that. Yeah, say how have you have you guys approached that?

John Brewer 18:51
Well, we spent a lot of time again on the name when we talked about belonging, and we had all these nice acronyms and flowery words that we just decided that you know what we’re going to hit this head on, we’re going to have difficult conversations, and we’re going to be that place where people will feel comfortable coming with their tough questions, because like you say, dei and woke and all of these over politicized word, you know, it all boils down to, how are we helping our members and our employees feel like they belong. And we’ve developed a four part strategy for our dei work, and most recently launched a program called you belong and billing. With the end we launched at our annual meeting just a couple of months ago. The idea being that Montana and billing was ranked in the top three states and communities in the United States where people were moving to over the past couple of years. And we knew that brought a diversity of thought and diversity of political backgrounds, the diversity of color and so on. And we set out with this initiative to help an employer once they bring somebody in from another community, help them to onboard them to the community. So as an employer, we all have our onboarding programs, you hire somebody, you give them the one on one in the organization, they immerse in your culture at your organization. But we’ve found in our hearing, over time, so many of our large employers were losing people, because they couldn’t find their footing in our community. And for a variety of reasons. So as new people move here, we’ve got this community onboarding program, if you live at old Welcome Wagon feel you’ve just moved here? What should I see? And do where’s my theme, you know, where can I connect with things that interests me, whether it’s, you know, brew, trail walk, or arts and entertainment, the music scene. But more importantly, we felt it was a one on one human connection, so connecting them to other newbies that have just arrived in Billings, as well as community leader. So that this, you know, couple year ramp up time, I’m learning a new job and learning a lot of other stuff, buying a house, getting my cable connected all that stuff, we’re now going to deliberately help you find ways to get involved in the community getting involved in the chamber. And we think over time, we’re gonna be tracking that, and seeing what kind of retention rates employers are going to have, because there’ll be doing this onboarding, and then connecting to our leadership programs and connecting to elected official, and finding a way to get involved in our dei work if they choose. So that’s one very significant initiative that in its early phases, and we’re excited to see how it progresses.

Brandon Burton 21:34
Yeah. So and I like how you surveyed your members. And you said that you’re going about this, you know, when it boils down to what’s good for buildings, what’s good for your members. But really, there’s a huge outreach component of this to saying that you belong here, and you’re talking to people that are not Chamber members, that you’re talking to people that are not yet part of the community in some instances, but being inclusive and saying you belong, we have a place for you. But really focusing with your membership to create those places where they can belong and, and make them feel part of the community. So I’d like to, the focus is on billings in the members, they’re really that outreach component. I think this is so important.

John Brewer 22:17
In the outreach piece, one of our four core goals for dei mission was not only outreach so this one is relatively new, the outreach to outside of our borders. But within our membership, that continual dedication of space in our E News and other communications to dei content, celebrating Black History Month, and Martin Luther King Day, for example, and making sure that we’re able to provide kind of an upcoming calendar of here’s where we used to be set aside and set aside some dedicated time to to celebrate different populations. We launched a dei website, billing dei.com, and it has videos and to get books to read, and a downloadable toolkit that we actually partnered with it. Since they partnered we borrowed from the Phoenix Chamber of Commerce, they developed this amazing resource. We worked with them to tweak a little bit to be billing centric, redeveloped it launched it and provided contacts and information on this website that helps businesses with their onroad or their onramp. You know, I want to start with I don’t know where to begin. What step one, I’m just in the early phases of wanting to introduce belonging into our organization, or we’ve been doing this for years, and what’s next for that company. And so some of our early adopters that really helped get the brand and part of a successful initiative, like takes funding. And some of our early adopters that stepped up, were some of the names you heard of, you know, corporate, large, major corporations such as Exxon and Keio International, based here and billing. A number of financial institution came to us with significant financial support to help us develop the structure, build a website, hire an individual to spearhead this work. And that’s meeting that goal for us. But making this sustainable, this could not be a fad. That, you know, it’s the talk of the day, let’s get behind this because it’s new, and then it disappears. It has to be sustained. So we built this into the fabric of our organization, found the funding and are really happy with with that continued growth and the continued support partnership from our members. Yeah.

Brandon Burton 24:36
So is the majority of the, I guess information and training for members? Is it digitally based on the Billings to ei.com? Or do you have any in person kind of stuff? I know you had mentioned the community, you know, the community onboarding has a personal touch that as far as getting the members position Well to be inclusive and welcoming for everybody. And what does that look like?

John Brewer 25:05
Yeah, so one of the very first things we did, this is out of my comfort zone. And we started. So we brought together a steering committee that has now evolved to an advisory board of 15 individuals that bring different perspective. And we decided early on, we needed to launch that personal touch. So for four sessions, now, we’ve had a diversity, equity inclusion, and an implementation dei class that’s consisted of four workshops. And those go over a four month period. And they’re followed by four community roundtable discussions, and then network opportunity. So after those four months, people will go through that they go through a graduation ceremony, we celebrate them. And then they become kind of part of our alumni email chain now of keeping them communicated with on a high level. But that step was big. And then once a company has graduated, so many people through that program, they’re then designated as a Workplace of Choice, and they get some language, we’re working on another piece to that that would be more of an identity for them. But they’re able to utilize those resources and promoting their organization as a quality place to work. So that has meant over the last two years for us 150 graduate full classes almost every time, those 140 50 graduates represent just over 30 businesses that employ 16,000 people. And that was our goal was to reach the major employees to begin with employers to begin with, knowing that they would cast their net out to their employees. And our goal, starting last April, and moving forward now is to engage many more small businesses. And part of the funding that’s come in, through our sponsors has been dedicated to scholarships for those that can’t afford it.

Brandon Burton 27:03
And it’s great. That was one of the questions that we’re going to have is there’s some kind of certification they get afterwards as a company, and you got into the depth of that with those workshops and the ability to kind of workshop together and around table and stay as part of that alumni group, and build that strength throughout the community. And then thinking with these major employers, 16,000 people being affected, they’re not all going to stay at the same player forever. So they’re going to move around that training is going to go with them as well. So casting that net, you know, wide within these major employers, I think is so key. And it’s such a smart move. I wanted to see as we start wrapping up here for I know a lot of chambers have some sort of a D and AI initiative, but it’s gonna see if you have any tips or action items for chambers listening, who want to take their organization up to the next level, what what would you suggest for them?

John Brewer 28:04
Yeah, that’s a great question. And you know, whether it’s dei specific or otherwise, one of the things that after our one of our first dei workshops, the presenter, who we’ve engaged as our contracts service provider to lead these workshops, gave me a bottle of wine, and encouraged me to enjoy it with somebody who I don’t know who doesn’t look like me, think like me is different. And I just that stuck with me. And I’ve got that here on my desk as a constant reminder of, you know, we’re engaged with a lot of people as chambers, we have strong networks, but there’s so many groups and individuals out there that we don’t know. So I’ve carried that on. And we do gift cards for staff and gift cards for others in the past, and have handed them out and said, You know what, here’s here’s a card for your favorite brewery or a card for a coffee shop. only caveat is you got to go find somebody to enjoy it with who you don’t know. And that really helped us as we were, again, evolving our advisory board and bringing those unique places around the table. Because we just have such a propensity to go back to that comfort zone and say, Hey, I’m gonna go grab this person and that person because I know they get stuff done. And I have a comfort there. That really helps, I think, just think differently and put you in that uncomfortable zone of of growth.

Brandon Burton 29:28
Yeah, yeah, I love that tip. That’s a hopefully everybody’s making a quick note of that. To get out of your comfort zone. Go enjoy time and conversation and a beverage or some food, you know, with somebody who’s different than you. And there’s a lot to be learned by doing that. John, I’d like asking everyone I have on the show as we look to the future of chambers of commerce, how do you see the future of chambers and their purpose going forward?

John Brewer 29:59
Yeah, I think there’s, you know, wide open plate for us to be successful and incredibly impactful in our community. But it boils down to leadership. It involves, you know, the makeup of our boards of directors and the professional staff that we have membership leadership and engagement. But there are there are some incredible roadmaps out there and somewhat crystal ball that we all need to be paying attention to and, and watching as they are updated. And, and, you know, I look often towards work that was done several years ago to ACCE and the horizons initiative gave us great perspective on emerging demographics and political polarization. WAC II is an incredible resource for their three C’s evolution of chambers becoming catalysts, and champions and conveners. And, you know, if we look to those roadmap, but he said at the very beginning, all chambers are different. But there’s a certain kind of structure a solid foundation that makes us unique, and I think will continue to provide value and make us relevant and not only relevant but essential as we go forward in such a digital age that we still have that ability to bring people together, that can really impact our communities in substantive ways.

Brandon Burton 31:23
I love that answer. And you know, how spot on was the horizons report? Right? Yeah. Oh, my goodness. Yeah. So I’m glad you brought that up. And in going from relevant to essential, I gotta upload Casey Steinbacher book, you know, that same title, great book, and any, any chamber pros out there, I haven’t read it. It’s a Kindle version. So you got to download it, but it’s a great read. John, I wanted to give you an opportunity to share any contact information. So anyone listening who’d like to learn more about how you guys are doing things there and billings, specifically about you know, creating a place of belonging with the your business growth there. What would be the best ways to reach out and connect with you

John Brewer 32:10
always best to reach me via email and that’s john@billingschamber.com. Again, just perusing our website with our BillingsDEI.com. There’s some great resources and a wider breadth of contact information and then then our website at Billingschamber.com as well.

Brandon Burton 32:30
Right? Well, we’ll get all of that in our show notes for this episode. So if anybody is driving and couldn’t get in, jot those down, just check out the show notes and scroll all the way to the bottom, you’ll have all of John’s contact information there. But John, thank you for spending time with us today and sharing how you guys are creating that that place of belonging through business growth there and Billings and the example you guys are sending. I really appreciate it. Thank

John Brewer 32:55
you, Brandon means a lot. I appreciate that.

Brandon Burton 38:24
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