JOE GROH’S VISION For Small Business   Recently updated !

For Years, Joe Groh’s vision was for employee security for everyone in the construction trades.

JOE GROH’S VISION for small business owners was for them to be able to:

  • attract the Best with incentives to work for your company that other contractors can’t offer.
  • give all their employees and their families peace of mind and security that other contractors can’t offer.
  • create employee loyalty that goes beyond a paycheck

Now, That Is Possible – Even For Small Business Owners

  • Short Term and Long Term Disability Insurance
  • Life Insurance

Believers in Joes vision persuaded UNUM to independently develop an exclusive benefit package, offered through a licensed insurance agency, ONLY for owners of Residential Repair and Replacement Industry companies and UNUM added:

  • 24/7 Employee Assistance Program (EAP) for employees
  • Worldwide travel assistance for them and their families
  • With NO Underwriting and guaranteed rates for two years

Option 1 –       Long Term, Short Term Disability and 20K Life Insurance

  • Cost to Employer per Employee $0.38 per Hour / $65.87 per Month

Option 2 –       Long Term, Short Term Disability and 50K Life Insurance

  • Cost to Employer per Employee $0.43 per Hour / $74.40 per Month

Additonal options

  • Buy Up on Life Insurance
  • Voluntary Dental and Vision

*Costs to Employer above is based on an employee with an estimated income of $52,000 annually.

To find out more, email: joesvision@josephgrohfoundation.org or contact John Bouche at (702) 984-3747.  John is not affiliated with the foundation, but is an avid supporter of Joe’s Vision. 

UNUM provides affordable access to disability and life insurance for 36 million people, and is #267 on the Fortune 500 list


Access To And Cost of Disability Insurance

Disability Insurance 101

Access To And Cost of Disability Insurance

The Bureau of Labor Statistics estimates that as of April, 2016 there are about 122.74 million people working on a full-time basis.  According to the chart below, only about 37% of private sector employees are covered by long-term disability insurance.  This would suggest that only about 45 million full-time workers are covered by long-term disability.

According to Kaiser Health News, only 47% of employers offer long-term disability coverage to their employees, and companies with at least 100 employees are almost certain to offer some sort of disability benefit.  Furthermore, they report that the majority of people with disability coverage get it through their jobs.  The chart below offers a glimpse of disability insurance coverage by occupation group.

Access to disability benefit combinations, by occupation group, private industry workers, March 2014
Occupation group Percent with access to both short- and long-term disability insurance Percent with access to only short-term disability insurance Percent with access to only long-term disability insurance Percent with no access to insurance
All workers 25 15 9 51
Management, professional, and related 42 12 17 29
Service 6 14 4 76
Sales and office 25 13 9 53
Natural resources, construction, and maintenance 21 18 6 55
Production, transportation, and material moving 25 22 7 47
Note: Costs calculated from Employer Cost for Employee Compensation (ECEC) published estimates. Source: National Compensation Survey, U.S. Bureau of Labor Statistics.

The cost of providing both short- and long-term disability insurance access to all private sector workers would be approximately 1.0 percent of total compensation. This would cost an employer $624 each year for a full-time (2,080 hour) worker, as illustrated below.

Estimated cost of access to short- and long-term disability insurance, by occupation group, private industry workers, March 2014
Occupation group Short-term disability insurance Long-term disability insurance  
Percent with Access Benefit cost per hour worked Employer access cost per hour worked Percent with Access Benefit cost per hour worked Employer access cost per hour worked  
All workers 40 $0.06 $0.15 34 $0.05 $0.15  
Management, professional, and related 54 $0.10 $0.19 59 $0.09 $0.15  
Service 20 10  
Sales and office 38 $0.04 $0.11 34 $0.03 $0.09  
Natural resources, construction, and maintenance 40 $0.09 $0.23 27 $0.03 $0.11  
Production, transportation, and material moving 47 $0.06 $0.13 31 $0.06 $0.19  
Note: Costs calculated from Employer Cost for Employee Compensation (ECEC) published estimates. Dash indicates data not available or applicable. Source: National Compensation Survey, U.S. Bureau of Labor Statistics.  

As seen in table 6, the cost of access for short-term disability and long-term disability across all private industry workers is $0.30 per hour worked ($0.15 each). The estimate ranges from $0.11 for sales and office workers to $0.23 for natural resources, construction, and maintenance workers. There are no reliable estimates for service workers, which is not surprising given that few service workers have access to employer-provided disability insurance. As a whole, however, the cost of providing both short- and long-term disability insurance access to all private sector workers would be approximately 1.0 percent of total compensation cost ($0.30/$29.99). This would cost an employer $624 each year for a full-time (2,080 hour) worker.

Of employers that offer disability coverage 37% paid the entire premium in 2010, down from 49% in 2002.  As of 2011, voluntary programs (meaning the employee pays the full cost) make up 50% of all long-term disability offerings, up from 41% in 2002.  According to the Council for disability awareness, however, when employers add disability insurance as a voluntary benefit, participation is only around 40%.

Sources:

  • Forbes
  • Counsel for Disability Awareness
  • US Bureau of Labor Statistics
  • Kaiser Health News

The Case for Disability Insurance

How Prepared Are You?

A major disability is something that happens to someone else… until it doesn’t!  The sad fact is most Americans are better prepared to die than they are to deal with disabilities.  If you are in your twenties, the chances are you rarely think about this.  But you should.  Just over one in 4 of today’s 20-year-oldswill become disabled before they retire.In fact, over 37 million Americans or about 12% of the total population are classified as disabledMore than 50% of those disabled Americans are between the ages of18-64.  At the end of 2012, 8.8 million wage earners representing more than 5% of the entire workforce were receiving Social Security disability insurance, (SSDI) 2.5 million of these were in their twenties, thirties or forties.  But I’m careful, I eat healthy and work out you say. As it turns out, accidents are NOT usually the culprit.  Statistically, about 90% of disabilities are caused by illness.  Cancer, heart disease and other illnesses cause the majority of long-term absences.  Consider the following statistic for a35-year-old male. 

Anon-smoking male, 5’10”, 170 pounds, who works an office job with some outdoor physical responsibilities and who leads a healthy lifestyle has the following risks:

  • A 21% chance of becoming disabled for 3 months or longer during his working career
    • Of these, 38% run the chance that the disability will last 5 years or longer
    • the average disability length for this person is 82 months

Similarly, a35-year-old female weighing 125 pounds has a 24% chance of becoming disabled for 3 months or more during her working career. As you can see, the chances are simply too great to ignore for the average working person.  Furthermore,most people think that Workers Comp or Social Security Disability insurance will cover their needs if they become disabled. According to the Council for Disability Awareness, less than 5% of disabling accidents and illnesses are work-related.  The other 95% are not, meaning Workers Compensation does not cover them.  In addition, according to the Social Security Administration, 65% of initial SSDI claim applications were denied in 2012. The average SSDI monthly benefit payment for males was $1256 and for females was $993, with 93% of all recipients receiving less than $2000 per month.

Given these numbers, how well prepared are American workers for disability?  Not very. Forty-eight percent of US families do not save any of their annual income, and one third of working families have no retirement savings.  Consider the following chilling statistics.

  • 68% of adult Americans have no savings ear marked for emergencies
  • 65% of working Americans say they could not cover normal living expenses even for one year if their employment income was lost.
  • 38% could not pay their bills for more than 3months.

 So what does the average family do when confronted with a disability?  They begin running up expenses on their credit cards, get a 2nd mortgage, cash in their 401(k) or take out a home equity line of credit and ask family and friends for assistance through sites like go fund me.  As you might guess from the above numbers however, these solutions are inadequate.  According to a Harvard study, 62% of all personal bankruptcies and over 50% of mortgage foreclosures are a consequence of disability, and many end up on Medicaid for insurance.  Keep in mind that while Medicaid rules vary from state to state, the general requirements for income are less than $931 per month and countable assets of $2000 per person, not including your primary residence (with limitations based on your home equity), personal property and household belongings and up to one motor vehicle.  ($3000 per couple living in the same household)

What is the answer then?  Disability insurance!  How common is it?  Consider:

  • 65-70 % of workers in the private sector have no long-term disability insurance
  • That equates to about 75-80 million private-sector workers who are without long-term disability income insurance
  • Worse yet, only 46% of workers have even discussed disability planning
These costs are immediate, expensive and often not covered by insurance!

Sources

disabilitycan happen.org

AmericanJournal of Medicine

US SocialSecurity Administration

Counsel forDisability Awareness

US FederalReserve Board

AmericanPayroll Association

Get Sick, Get out: The Medical Causes of Home Mortgage Foreclosures


Thanksgiving

Happy ThanksgivingThis week we will celebrate the beginning of the holiday season with a traditional American holiday, Thanksgiving.  For some, it will be a joyous time of getting together to celebrate family, food and football.  For others however, it will be a time to once again remember how much you don’t have in common with your in-laws.  In these crazy times, the opportunity for discord will only be magnified by getting together with relatives.  Perhaps lost in all the hustle and bustle is the reason we celebrate Thanksgiving in the first place.

 

Three hundred and ninety-six years ago a small ship carrying 102 passengers left Plymouth, England in September for the New World, lured by the promise of prosperity and land ownership.  They were also seeking a place where they could freely practice their faith.  Following a difficult 66 day journey, passengers of the Mayflower dropped anchor far north of their intended destination.  One month later, they crossed Massachusetts Bay and established a village at Plymouth.  During that first brutal winter, most of the colonists remained on board the ship, where they suffered from exposure and outbreaks of disease.  Only half of the original passengers and crew lived to see spring.  The following March, the remaining settlers moved to shore, thereby starting a wave of immigration that continues to this day.  Far from being shunned by the natives, the settlers received an astonishing visit from an Indian who greeted them in English.  Several days later, he returned with another Native American named Squanto, who was a member of the Pawtuxet tribe.  Squanto had been kidnapped by an English sea captain and sold into slavery before escaping to London and returning to his homeland.  Squanto taught the pilgrims, weakened by malnutrition and illness, how to cultivate corn, extract sap from maple trees, catch fish in the rivers and avoid poisonous plants.  He also helped the settlers forge an alliance with a local Indian tribe, one which would endure for more than 50 years.  In November 1621 after the pilgrims first harvest proved successful, Gov. William Bradford organized a celebratory feast and invited a group of native American allies to join them in giving thanks.  This is now remembered as America’s “first Thanksgiving.”

 

The trend by retailers to get you thinking about Christmas gift giving is not a recent one either.  Abraham Lincoln established Thanksgiving is a national holiday in 1863, designating the final Thursday in November for its celebration.  Franklin Roosevelt moved the holiday up a week in 1939 however in an attempt to spur retail sales during the Great Depression.  Opponents referred to his plan as “Franksgiving”, and Roosevelt reluctantly had to move the holiday back to the fourth Thursday in November in 1941.

 

So if you are already dreading the journey over the river and through the woods, remember to think about why we celebrate Thanksgiving in the first place and remember the blessing that is your family, your career and this country.  Now, if you could please pass the turkey!

 

Happy Thanksgiving!


Joseph Groh Foundation Seeks to Complete Mission

Charlie YergerIf you have worked with Callahan Roach Business Solutions for any length of time, you know their charity of choice is the Joseph Groh Foundation.  Who is this foundation you may ask, and what mission does it seek to complete?  More importantly however, what impact might this have on your business?

 

First, who is this foundation that is the favored choice of Callahan Roach Business Solutions?  Joe Groh is a son of the construction trades.  His great uncle was a sheet metal master craftsman in the truest sense of that definition.  His grandfather opened a roofing/heating/sheet-metal business upon returning overseas from World War I – a company that is still in operation under the guidance of Joe Groh’s cousin.  He took over the business from Joe’s uncle, who ran the business following his return from the Korean War.  Joe’s father went to work at his dad’s business when he returned overseas from World War II.  Representing the new generation, he introduced the technology of air-conditioning to the firm.  After working for a major equipment manufacturer for a number of years, he purchased his own HVAC contracting business, and that’s where Joe got his start during summers in high school.  At the age of 20, Joe began working full-time installing residential furnaces and air conditioners, while also performing seasonal equipment maintenance service.  A few years later Joe went to work for a major equipment manufacturer as an inside sales support representative.  Over the next 21 years, he went on to outside sales, business consulting and corporate sales and marketing management positions with the firm.  Following that, he held senior leadership positions for a Midwest-based distributor and two equipment manufacturers.  All that changed however on June 15, 2008.

 

What started out as an aerobic bicycle ride that day turned into paralysis from the shoulders down due to a freak accident.  Joe spent the next year on the DL, but he was not done with the trades.  One year after his accident, Joe started a 501©(3) foundation with the help of longtime friend Mike Hajduk, president of Callahan Roach Business Solutions.  The first mission of the foundation was to provide information resources to those who found themselves facing a life altering disability like the one Joe had.  Within weeks of his injury, Joe faced a number of important questions, and little information with which to guide his answers.  Where would he rehab?  When you’re paralyzed below the shoulders, what does that even mean?  When he was finished, how would he get back into his home?  The doors were too narrow, and he couldn’t maneuver up the steps.  Once he got in his home, how would he get into his bedroom or take a shower?  For that matter, how would he even make it back to his home, he had no wheelchair accessible vehicle to get there.  Multiple family members helped Joe scour whatever sources they could find for answers, but the going was tough.  His first mission was to try and make this process much simpler for others facing a similar challenge.  Toward that end, the Joseph Groh foundation developed a website containing links to 190 websites in 12 categories of information, ranging from national and state by state resources to government resources, rehab facilities, durable medical equipment suppliers, wheelchair accessible van suppliers and more.

 

The foundation’s second mission was much more difficult.  They endeavored to provide financial assistance to individuals who were once in the trades but who are now living with life altering disabilities – people who shared both Joe’s background as well as his plight.  Since 2009, this assistance has provided individuals with items that insurance does not cover – but which they need to live a life of dignity and independence.  Items include things like home and bath models, wheelchair accessible vehicles, rehab equipment, assistive technology and more.  To date, the Joseph Groh foundation has provided more than $500,000 in such grants.  One thing that is missing however, and it has proven to be a very elusive target.  Individuals who suddenly find themselves with a life altering injury or illness are often faced with a bleak future.  Imagine where you would be if your income suddenly stopped tomorrow – with little or no likelihood that you would be able to replace it.  The third mission of the Joseph Groh foundation sought to make a meaningful difference in such cases.  Stay tuned for blogs starting in December which will make the case for disability insurance, and how this need can be met.  It has been a long time coming.

Visit the Joseph Groh Foundation website


Handling Irate Customers

No one likes the confrontation posed by an irate customer, but there are some specific techniques you can use to make that interaction better and more productive.  We all understand the emotions involved, after all, we have probably been an irate customer our self at one point or other.

 

The first thing to understand is that it is usually not personal.  More often than not, the customer is upset about a situation (i.e. a call back, a bill they think is too high etc.) as opposed to an individual.  That being said, there are a number of things you can do to defuse an irate customer.

Body Language Is an Important Indicator As to the Customer’s True Feelings

  1. Turn off your phone or put it on silent mode. Let the customer see you do this, that will tell them that they are the priority.  When talking with them, give them your full attention and make eye contact.

 

  1. Let them know you are listening by nodding your head and saying okay. Periodically, restate what they have said in order to make sure there is absolute clarity.  Phrases like, “So, what you are saying is…”  If you are unclear about what the customer has said, ask questions.  As you are listening to the customer, write down what they are saying so that you have clear and total recall later.  The very fact that you are writing things down provides the customer with assurance that you truly are listening.  Let the customer finish speaking before you say anything, and focus on hearing what they are saying, and not what you want to say.

 

  1. Pay attention to body language. For example, if the customer has their arms crossed, that may indicate they are feeling defensive and are probably not listening.  If they will not look at you, they are probably not open to anything you have to say.  Both of these are good indicators that you need to continue to listen and ask questions.  Nonverbal cues are signs about how the customer is feeling, and the skilled communicator is attuned to them.

 

  1. Don’t take a side and keep the conversation on track. Don’t go on the defensive if they voice a criticism, rather you should acknowledge their comment without agreeing or disagreeing.  Ask for their suggestion on how to correct the problem.  Say things like, “I understand.  What are some ways you think this problem could best be solved?”  Don’t let the customer rabbit trail into issues that are not germane to the conversation at hand.  Ask a clarifying question to get the process back on track.  For example, you could say, “A minute ago, you told me the furnace was making a loud sound.  Did that stop when the blower quit running?”  Keep the conversation moving along without giving the customer the feeling you are railroading them.  Don’t look at your watch or phone to see what time it is.  When you think the customer has told you everything they needed to, ask them if you have covered all the issues together.  Stay unemotional and, needless to say, don’t say or do anything that is unprofessional.

 

Putting yourself in your customer’s shoes and truly listening to what they have to say is the best way to show empathy for the situation.  Last of all, follow up with the customer quickly on anything you have agreed to do.  Nothing will undermine your efforts like not following up.  Utilizing the above suggestions is much more likely to result in positive relationships with your customers, which in turn can lead to increased business.


Culture Warriors

Your Company’s Culture Starts from This Perspective

Your Company’s Culture Starts from This Perspective

There are a few intangibles within a company that make a difference as much as culture.  Every organization has one, and everyone knows what it is.  They may not know why it is, but they definitely know what it is.  Typically, culture can be categorized into three types, broadly speaking.  The first is a culture I will call blah.  It is neither invigorating or toxic, but it is definitely not exciting.  Employees might describe such an organization as neither great or terrible to work in.  There may be a good deal of competence throughout the organization, but few go the extra mile.  Leaders in the organization might be described as “ just okay.”  It’s a paycheck.  A person gets up in the morning and goes to work here because “that’s what you do.”  Likewise, with few exceptions, customers don’t have much to say about the organization, either good or bad.  They needed to have their air conditioner repaired, their plumbing problem fixed or their pool pump replaced, and that’s what they get.  Turn the page.

 

A toxic organization however, now that will get people talking.  Perhaps there is a culture where initiative and risk-taking is strictly the domain of management.  Perhaps the only management feedback occurs when an employee does something wrong, and management by fear is the prevalent characteristic.  Perhaps the culture is one where backbiting and CYA behavior are rampant.  Employees in such organizations love to share their common disdain of company practices with each other.  Like the blah organization, there may be a good deal of competence within the firm, but that is not what the average customer takes away from the average experience with such a company.  They may perceive a high level of bureaucracy, one where no one can make a decision except “the boss.”  While the service call might have been handled correctly from a technical aspect, a customer nevertheless walks away from the experience thinking the company is just not very friendly or customer oriented.

 

Then there is the company where the culture is electric.  There may only be the same level of competence as in the other two organizations, but something is clearly different.  Employees actually like to go to work everyday for this company.  Instead of simply complaining about what they don’t like or about policies that aren’t working, employees are actually encouraged to participate in making positive changes.  Customers see it too.  While they may not have seen the condenser fan motor that was replaced, the drain that was cleared or the DE pool filter that was changed, they see something even more important.  Perhaps it takes the form of a condensing unit that was cleaned and waxed, faucet aerators that were cleaned or skimmer baskets that were emptied.  What they are seeing are employees who care about the work they do and the customer for whom it was done.

 

What makes the difference in determining your company’s culture?  Leadership, plain and simple.  Employees take their cues from the top of the organization, and mirror that behavior in their own.  What can leaders do to foster a positive culture?  Generally speaking, it comes down to some very basic things.  First and foremost, behave the way you want your employees to behave.  You set the example for others to follow.  Second, define the mission and values of your organization in writing, and make sure everyone knows what they are – employees and customers alike.  It is critically important that these values be communicated regularly.  It is also extremely important to make sure communication is open, honest and available.  Make sure your employees feel comfortable in approaching you with problems and ideas, and make sure you are available to spend time talking with them about their concerns.  Finally, hire for character and train for competence.  Like a sports team that drafts for athleticism over position specific experience, make sure the people you hire in your company are the people customers want in their homes.  They will reward you with referrals and continued business.


Are You Being Shortsighted In Your Search for Talent?

Females make up 1.4% of the industry.

Females make up 1.4% of the industry. What is your company’s percentage?

By virtually all accounts, 2018 will be recorded as a good year for the HVAC industry.  You are undoubtedly seeing that in your business as well.  This growth is likely taxing your human resources, and in fact that is the case across the industry.  According to a recent ACH&R news survey, 75% of firms replying planned to hire personnel in 2018.  According to the US Bureau of Labor Statistics, jobs in the HVAC industry are expected to grow by 15% from 2016 to 2026.  At the same time that demand is increasing, many within the current workforce – people who are highly skilled – will be retiring during that time frame.  Yet another study conducted by Deloitte and the Manufacturing Institute predicts all this could result in 2 million unfulfilled jobs. It’s not hard to see that a train wreck is coming.

 

There is no silver bullet for this dilemma, the solution requires a multi-pronged effort across a number of areas.  In order to attract workers to your business, your business must be attractive.  Your wages need to be competitive and your company must be up to date with regard to technology, marketing and business practices.  You need to have apprenticeships and internships available for prospective employees.  Your firm should be talking with local technical and high schools to tell the story of your industry and your business, showing a clear picture of why both represent a clear alternative to the “college for all” mantra that students most often hear.  These students clearly do not have an up to date image in their mind when it comes to considering the HVAC industry as a vocation.  You can help by demonstrating your role in the development of smart homes and buildings, cloud-based monitoring and controls, and much more.  By itself, this does not represent a solution to the problem, only the beginnings of a solution.  What else is missing?

 

If you were asked to describe a great employee, you would probably describe a youthful looking, smartly dressed service technician – who is male.  What’s missing is the other 50% of the population – females!  At present, only 1.4% of the HVAC industry is comprised of females.  Clearly there is an opportunity here.  This opportunity extends far beyond the technical and high school students discussed in the paragraph above.  Don’t forget about college students, especially female students majoring in STEM disciplines. STEM stands for science, technology, engineering and math.  All too often, these types of students are thought to only be candidates for manufacturers, but that does not have to be the case.  There is no reason that women can’t enjoy a career within the contracting side of the industry, but like anyone else they must see that there is a future there.  If you are not creating that path within your firm and demonstrating it in all you do, it’s time to reconsider.  The myopic opinion of others when it comes to recruiting females into your business can very well be your competitive advantage!


The Pete Rose Principle

The Pete Rose PrincipleFor those of you who do not know who Pete Rose is or who never saw him play, I am only sorry that you did not get a chance to watch this icon of American baseball in action.  Unfortunately, today he is best known for the accusations of gambling that led major league baseball to ban him from the sport in 1989.  Regardless however, when you watched Pete Rose play baseball, you knew you were watching someone who truly enjoyed the game.  If Rose drew a walk at the plate, he didn’t saunter to first – he ran.  His aggressive baserunning style included distinctive headfirst slides.  He played in the major leagues for 23 years, amassing 4256 hits, still a record in MLB.  His lifetime batting average was .303.  All this earned Pete Rose the nickname, “Charlie Hustle.”

 

That’s interesting, you say, but what does that have to do with anything?  It is relevant because The Pete Rose Principle is one we can learn from and apply to our work life, regardless of what that work is.  Success does not always go to the smartest, the most highly pedigreed, or the most polished.  History is full of such examples.  People like Harry Truman, Ulysses S Grant, Steve Jobs, Vincent van Gogh, the list is virtually endless.  Like Pete Rose, these individuals had flaws.  However, they also had an overarching passion for achievement, rising to the top of their chosen field of endeavor.

 

What are some of the lessons we can take away from these individuals to benefit our own lives?  I believe the following five items are key elements of The Pete Rose Principle.

  1. Lifelong learning. So, you graduated from technical school, college etc., now what?  That’s not the end of your learning, that’s just the beginning.  Technology is revolutionizing the world we live in, and that is certainly true of the HVAC industry.  Embrace the concept of continuous learning, lifelong  This will keep you moving along in your career when others have stalled, because they did not embrace this concept.
  2. Passion for what you’re doing ~loving it. During a game in the 1970s, Pete Rose was running in to the dugout at the end of an inning.  Astroturf was a new phenomena in baseball, and Pete was practicing his skill at dribbling a baseball all the way in to the infield.  Passion is something you feel, and something others can see.
  3. Willingness to work hard. This is one of the major traits that tends to cull the herd over time.  People who are willing to work hard go further than people who are not.  You cannot force people to work harder, and you can only incentivize them to do so for a short period of time.  Ultimately, people either want to work hard or they don’t, and it can be a main differentiator for success.
  4. Flexibility and adaptability. We live in a global society, and the pace of change is accelerating at an increasing rate.  What worked yesterday won’t necessarily work today.  Hierarchical organizational structures are giving way to collaborative work teams.  If you are not flexible and willing to adapt to change, you will most certainly be left behind.
  5. Persistence – don’t quit. “Colonel” Sanders submitted his fried chicken recipe to 1009 restaurants before finding a buyer.  Henry Ford was bankrupted, and left penniless five times before founding the Ford Motor Company.  Thomas Edison discovered over 1000 ways he could not build a lightbulb, before he found success.  After high school, Steven Spielberg was rejected from the University of Southern California’s School of Theater, Film and Television – not once, but three times!  After attending another university, he dropped out and pursued directing without a degree.  Persistence is an attitude, one that is born out of the first four characteristics listed above.

 

Your career may never land you in the Hall of Fame, but the Pete Rose Principle embodies traits that bode well for individuals throughout a lifetime.


Attention golfers in Minneapolis and Chicago

Members Of The Callahan Roach Team From The First Foundation Golf Tournament In 2010

Members Of The Callahan Roach Team From The First Foundation Golf Tournament In 2010

If you love playing golf and you love helping people, we have the perfect opportunity for you!  As you may or may not know, Callahan Roach Business Solutions is an avid supporter of the Joseph Groh Foundation, and has been for many years.  Who is the Joseph Groh Foundation, you ask?  This foundation is a 501©(3) organization that was founded in 2009.  The founder, Joseph Groh, was a 35 year veteran of the HVAC industry prior to being paralyzed from the shoulders down due to a bicycle accident in 2008.  He started the foundation to provide financial assistance to those who had worked in the construction trades, and who are now living with a life altering disability.  Four generations of Groh’s family either have, or currently are making their living in the HVAC and construction trades.  They are one of the few, and perhaps the only foundation that is dedicated exclusively to helping people who have a connection with the construction trades.  To date, they have provided $500,000 in grants to 54 people in 26 states.  Grants typically take the form of wheelchair accessible vans, home & bath remodels or rehabilitative and assistive technology equipment.  For more information about this foundation, please visit http://josephgrohfoundation.org/.

 

The foundation relies primarily on the three golf tournaments they host every year for their financial support.  It is these golf tournaments that provide the funds for grants given out by the foundation.  One tournament is held every spring in Dallas, Texas.  The other two are held in late summer/early fall in Chicago and Minneapolis.  Upcoming dates for these two tournaments are:

Minneapolis: Monday, September 10 at The Links at North Fork in Ramsey, Minnesota.

Chicago: Monday, September 24 at The Highlands of Elgin in Elgin, Illinois

 

If you live in the Chicago or Minneapolis area, and work in one of the construction trades, (HVAC, plumbing, roofing, electrical etc.) you should really consider playing in one of these events, although you do not have to work in the industry in order to play.  Either way, you can sign up to play in these tournaments by going online to the foundation website listed above.  If you work for a company and have budget responsibility, the foundation invites you to become a tournament sponsor.  Many levels of sponsorship are available, you can see them on the foundation website by looking at the tournament brochure shown on the golf page tabs for each city.

 

Callahan Roach Business Solutions has been an enthusiastic supporter of the Joseph Groh Foundation since its’ inception.  Together with the foundation, they invite you to come on out for a fun day of golf in order to support a great cause!