How can you leverage what The Chamber and your fellow members have to offer?
That was the theme of our January 26 Members Get It! session featuring roundtable discussions on marketing, human resources, IT, online communication and finance. Forty-five members gathered to share their experiences and learn tips and tricks to help their business in the coming year.

One of the key questions in the Marketing 101 panel was how to get the most bang for your buck in a down economy. “How do you justify marketing dollars to management in today’s economy?” asked facilitator John Dietrich of Sundog. “Tie what you’re doing to the company’s core strategies. Show them you’ve thought it through.”

Dietrich also cautioned participants to not neglect your organization. “You want your employees or co-workers to be engaged and support the marketing dollars you’re spending because they understand why you’re doing it,” he said.

The theme of engaging your organization also rang true at the human resources roundtable discussion, led by Sharon Miller, Dynamic Business Cultures. “Brand yourself as a great place to work,” Miller said. “Focus on the culture of your organization and not the money. Your employees will help you evangelize.”

Miller also noted that a key to hiring is finding both the right people and putting them in the right place. “If I’ve made a bad hire, it’s not because they’re a bad person,” she said. “It’s probably that the position isn’t the right fit for them.”

Mark Giddings, Giddings & Associates, provided five key tips in the financial roundtable discussion:
1) Manage your risk. “You need to hire the right people,” Giddings said. “That’s your best way to control risk.”
2) Control costs. Keep good records. You can’t manage something if you don’t have a record of it.
3) Invest and save. Invest in what you know.
4) Pay attention to taxes. “The biggest mistake you can make as a business is to ignore your tax obligations,” Giddings said. “The IRS will not have sympathy.”
5) Have an exit strategy. Plan a way to leave your organization before you actually have to.

At the roundtable concerning IT / Systems, facilitated by Gerald Urlaub, Network Center, Inc., much of the talk centered around instant access. Urlaub discussed how years ago, IT departments gave you a phone and a computer and told you to get to work. Today, the end user drives their own productivity. “End users are telling us what they need,” Urlaub said. “They want mobility and instant access. You will want to pay attention because maximizing the productivity of your staff and your sales force is what drives your business.”

Businesses are also looking for ways to incorporate online communication tools into their repertoires said Carolyn Baana, Coach Carolyn. “I get a lot of business from my blog,” Baana said. “My blog gives me the opportunity to create a personal relationship with my clients.”

Baana also discussed how social media tools can work hand-in-hand. She shared posting tips and tools for blogging and pushing content out through Twitter, Facebook and LinkedIn. “I don’t sell on social media,” Baana said. “I give people interesting content so that, in return, they find me interesting and want to read what I have to say.”

Is there a topic you’d like to discuss in a roundtable setting? Contact The Chamber at 218.233.1100 or email membership@fmwfchamber.com.

Check out these great resources from our presenters:
Finance handout
Marketing handout
Technology handout
Online communication handout

Originally published on July 9, 2006 on The N.D. Capitol and Beyond blog.

Enjoy this? Consider joining us for Connecting Generations to Build Your Business on February 17!

 

Imagine a conversation between Rosa Parks and Tupac. Or how about between Dr. Spock and Beavis and Butthead? Weird, isn’t it?

Yet every day, people from the generations who grew up with these icons gather at work to collaborate and communicate toward one goal.

Or at least they try to.

For the first time in the history of the U.S. work force, four generations are working together – and colliding – in the workplace, said Joan Engeseth, manager of corporate training at Noridian in Fargo.

And whether they’re veterans, baby boomers, Gen X’ers or Gen Y’ers may make a difference in how they communicate, receive feedback and view authority, she said.

“I think as our work force numbers continue to decline, we are going to need all available people working together,” said Engeseth, who offers training on generational differences.

“We need to learn a little bit more about each generation so we can appreciate our differences and what we bring to the workplace.”

Generations are usually defined by the music, fads, inventions and wars specific to each time period, according to Wikipedia.com.

The timeframe defining a particular generation varies from resource to resource. Those on the edge of one generation may also see characteristics of themselves in another, Engeseth said.

For the sake of consistency in this story, the years cited by the Mayo Clinic in Rochester, Minn., to define generations will be used.

Yes, there will be stereotypes. Yes, there will be generalizations. But maybe, just maybe, you may also recognize yourself.

Traditionalists (1900 to 1945)

Traditionalists grew up with the influence of the Great Depression and two world wars.

As a result, this generation tends to be patriotic and emphasizes faith, Engeseth said. This group also learned to be careful with money.

“When I take a look at my parents, World War II was going on and money was very tight, so my parents – to this day – are savers and scrimpers,” she said.

Traditionalists often spend their entire career at the same company.

They like structure at work, aren’t accustomed to praise and are extremely loyal, Engeseth said.

A traditionalist’s view toward work is often, “I just want to do a darn good job. No news is good news,” said Candace Kane, chief learning officer at Eide Bailly in Fargo. Kane also gives seminars on generational differences.

Traditionalists believe rank has its privilege and anyone with a title should be given respect.

Vulgarity and swearing are turnoffs to this generation that values hard work, rules, planning and saving, Engeseth said.

Traditionalists also bring stability and predictability to the workplace. However, they can be uncomfortable with change and conflict, she said.

This age group isn’t accustomed to today’s technological advances, which can prompt younger generations to consider them “slow” or “getting old,” when it’s simply a difference in what each grew up with, Kane said.

“Maybe don’t train them next to the younger workers. They might not feel as comfortable,” she said.

Dale Larson, 72, of Fargo, can identify with the characteristics defining his generation.

The CEO and chairman of Fargo’s UESCO Warehouse Inc. said his generation was comfortable making a commitment, both personally and professionally, a quality he feels is lacking today.

“I’m of the old school. I don’t believe that the answer is to change jobs. The answer is to reassess your personal commitment,” Larson said. “I don’t want people working for me who don’t want to make a commitment.”

Larson has also noticed the impatience of younger generations compared with his and their desire to have things immediately.

“There is a lack of willingness to recognize, ‘I can have what I want, but I have to work for it,’ ” Larson said. “They think they’re entitled to it, and there is no entitlement program that I know of.”

Baby boomers (1946 to 1964)

The baby boomer era was filled with optimism and a “can-do attitude,” said Engeseth, a boomer herself.

“This is when John F. Kennedy led us to land on the moon, when Martin Luther King shared his dream of racial equality,” she said. “We felt like we could do anything and everything.”

This time period was also marked by the 50- to 60-hour work week and dual-career families, she said.

Because of their numbers, many boomers invented the workaholic trend to stay competitive and earn recognition, Kane said.

“One way to compete is to work harder than anybody else and longer,” she said.

Boomers tend to spend a lot, particularly on toys, to “have everything the neighbors have” and “keep up with the Joneses,” Engeseth said.

Their materialism is likely due to being raised by parents who had more of a scarcity mentality, Kane said.

It’s also a lesson that not all values parents use when raising their children will stick, she added.

“It could come out the opposite,” she said.

Boomers are good at establishing relationships. They are team leaders and love working in teams, which is why they like to have so many meetings.

“Sometimes we have a meeting to have a meeting to have a meeting,” Engeseth said, therefore making the focus more on the process than the results.

Baby boomers are also notorious for sentences that begin with “I remember,” Kane said.

“That doesn’t go over well with those Gen X’ers,” she said. “They don’t have a lot of patience or tolerance with our stories.”

Carolyn Paseka, 59, of Fargo, is a baby boomer who falls just shy of being a traditionalist.

She agrees with the characteristics of starting the workaholic trend and being into consumer goods.

“Absolutely, our generation did start that. Bigger houses, more furniture, more rooms, more stuff … and we worked hard,” Paseka said.

However, she said she doesn’t think baby boomers are much different than Generation Y when it comes to wanting toys.

Now retired from Minnesota State University Moorhead, Paseka noticed a difference between how she grew up compared with the Generation X students on campus.

“These kids seem more torn about what they’re supposed to be doing, to make sure it’s the right thing and to be successful and make money,” Paseka said. “For us, it was more of a matter of you do it. You get a job and you live.”

 Generation X (1965 to 1980)

The time period defining Generation X is when some believe American values started to go downhill, Engeseth said.

With their parents working long hours, Gen X’ers became the latchkey generation and were left to become selfsufficient.

As a result, they don’t like their bosses looking over their shoulder, Engeseth said.

Experiences like the Vietnam War, bombings in Cambodia and Watergate led this generation to be skeptical of authority.

“Other generations held authority up on a pedestal, but this is the generation that questions leadership,” Engeseth said.

Generation X has been given a “bad rap” over the years as being “job-hopping slackers,” Kane said.

However, they also watched their parents’ careers get downsized despite their hard work, she added.

Gen X’ers see themselves as entrepreneurs of their own career. When a job has nothing in it for them anymore, they may look for another one, Kane said.

Work attributes include adaptability, independence and creativity. Gen X’ers can also be impatient, impractical and cynical, Engeseth said.

After growing up with workaholic parents, Gen X’ers tend to be more familyoriented.

“I really believe that when they’re at work, they’re at work,” Engeseth said. “(But) they’re the ones who saw their parents work the 50-, 60-hour weeks and they don’t want to do that to their children.”

Dave Leker, 40, of Moorhead, said he thinks most of the Generation X characteristics sound right to him.

He remembers being home alone at an early age while his parents worked. He also admits he can be impatient and cynical.

Perhaps because his age is close to the baby boomer generation, Leker said he doesn’t think he’s skeptical of authority and still believes in paying his dues at work.

“I know my nephew (a Gen X’er) doesn’t believe that. He wants my job right now,” Leker said.

Leker doesn’t have any examples of generational conflicts arising at his job with the Fargo Park District, but he sees how issues could arise in a workplace.

“If the younger ones think they should be at the top right away, I suppose that can cause problems, and if they’re not willing to put their time in and respect authority that causes problems.”

Generation Y (1981 to 2000)

The newest generation to enter the workplace is Generation Y – or the millennials.

What sets this generation apart is its diversity, Engeseth said.

“You can also learn a lot (about a generation) by taking a look at their heroes,” she said. Unlike the other generations, however, Gen Y doesn’t have any standout heroes. Its most influential people include Britney Spears and Tiger Woods.

After growing up with parents who enrolled them in every activity, Gen Y’ers know how to multitask and manage time well. They also prefer a collaborative style of management.

Since this group was given so many advantages, they know there are expectations to use them and to excel, Engeseth said.

“We expect a lot of these kids because we have put a lot of money into them,” she said.

Therefore, Gen Y’ers are typically high-achieving and work hard. They also like to play hard.

Flexible scheduling, constant interaction with technology and challenging, meaningful work are important to this generation, Engeseth said.

Because Gen Y’ers grew up being videotaped and given awards, they bring these experiences into the workplace, Kane said.

“They will be right at your door, saying ‘How did I do?’ They want that instantaneous, ‘give it to me this minute’ feedback. They want to be acknowledged and appreciated.”

They also want to have a lot of say at work. At the same time, Generation Y brings loyalty to the workplace. But their loyalty is to the people they work with, not as much to the organization, Kane said.

This generation rejects the notion that they have to stay within the rigid confines of a job description, according to a Mayo Clinic report.

As opposed to Gen X’ers who change jobs, millennials are more likely to make entire career changes.

Eli Hunstad, 21, of Moorhead, agreed that the generational descriptions are accurate for her.

“Specifically, I can relate to the collaboration thing,” said Hunstad, a senior at Augsburg College in Minneapolis. “When I’ve been a manager, that’s how I’ve felt. I didn’t want to be completely in charge. I wanted it to work out best for everyone.”

She said she thinks older generations can get frustrated with what they perceive to be lack of commitment by Generation Y, which can cause conflict at work.

Flexible scheduling and liking her job are important to Hunstad when she graduates from college.

“I want something that will keep me interested throughout the day. I’d like something to keep me moving.”

Learning to get along

Learning about generational differences is a fun time to laugh and reminisce, Engeseth said.

It’s also helpful for management to realize what employees from different generations may be looking for in a job in order to attract and keep workers, she said.

Understanding generational differences is a hot topic that many people can relate to, Kane said.

“It’s just one more way to get to know and respect the differences of the individuals with whom we work so we can improve our work relationships,” Kane said.

Defining moments, heroes, technology and values learned while growing up are factors people bring to the workplace, Kane said.

Erin Kelly, an assistant sociology professor at the University of Minnesota, said she thinks changes in the job market and the economy are more influential on what people expect from work.

However, she thinks there are some generational differences “that are interesting and make sense to people.”

“Even though I’m critical of big, huge, sweeping generalizations, I think there’s enough truth in it that people can see it themselves in their workplace,” Kelly said.

Eide Bailly gave a presentation on generational differences to Eventide management earlier this year, President Jon Riewer said.

The main challenge for the senior-living organization based in Moorhead is its ability to recruit and retain good people, he said.

This means realizing that balance and lifestyle may be just as – or more – important than money and benefits to the new work force, he said.

“If we’re going to be competitive in the new market, we’re going to have to pay attention,” Riewer said.

Park Co. Realtors in Fargo hired Noridian to talk about generational training with its employees.

“In our business, we work with all those different generations with clients, so we feel like we really need to know how to relate to people better,” Park Co. President Kris Sheridan said.

The company’s sales agents also are from various generations, so learning about the differences brought an awareness of how to better work together, she said.

Even simple reminders that baby boomers need to act like coaches, not moms, to the younger generations helps in the work environment, Kane said. Overall, it’s about respecting that there are distinct personalities in each generation. “It’s pretty much you can’t have a one-size-fits-all approach to anything anymore,” Kane said.

Here are a few Gen Y trends that financial leaders can’t overlook from the article “Bank Operator? Can you text me my mortgage agreement?”:

1. 47% of Gen Yers are ranked below average in financial literacy. 74% don’t use a budget, and 45% classify their financial situation as ‘bad.’ Add that to an average of $24,000+ in student loans per person, and you’ll see that Gen Y’s need for financial services is huge.

2. In an age where communication and information exchange is constantly evolving, Gen Y is over checkbooks and cash but has yet to find the right tools to help manage their finances.

3. 76% of Gen Yers say they will pay a monthly fee for excellent mobile banking services. Genuine assistance tailored to their specific needs will garner big business from a generation notorious for seeking free information-based services.

So can you utilize these needs and win an entire generation of new customers? Join us on February 17 as we hear from generational expert Jason Dorsey. Learn tips and tricks including:
- Each generation’s mindset.
- Surprising statistics and stories about how each generation tackles their job.
- How to look for generational clues
- Front-line tested strategies to help you refine your approach to marketing to each generation.

Join us February 17 and learn how to successfully market to the needs and preferences of Gen Y and keep Gen Y dollars for your business.

Developing Minnesota’s best talent, the availability of competitively priced electricity and healthcare, bonding for flood projects and striking a stadium deal are a few priorities at the top of the Fargo Moorhead West Fargo Chamber’s and legislative leaders’ priority list on the opening day of the 2012 Minnesota Legislative Session.

District 9 Senator Keith Langseth was optimistic when he met with constituents from the FMWF Chamber at an annual legislative reception hosted by the Minnesota Chamber of Commerce.

“This could be a quick and clean session,” said Langseth, who was joined by his colleague Representative Morrie Lanning. ”We could be out of here in six weeks. I’m not saying that we will be, but it could happen.”

Considering the political landscape, what could be a comparatively uneventful session may prove to be as dynamic as those we have become accustomed to.

Lawmakers reconvene following a disturbing three-week state shutdown, which was the result of legislative leadership and Governor Mark Dayton‘s inability to see eye-to-eye on how to fix the state’s $4B budget deficit.

Governor Dayton addressed members of Minnesota’s business community and commended Chamber advocates from across the state for their contributions in shaping policy. He also outlined his plan to invest in jobs and reform local governments to provide more efficient services.

“The problem with Governor Dayton’s ideas is he believes that to accomplish them, we have to raise taxes,” said Representative Lanning who joined constituents from the FMWF Chamber at the opening-day reception.

If the concept of a $875M surplus isn’t enough of a paradigm shift, the unusual political landscape of today is certain to crimp many bipartisan efforts. This year, lawmakers are up against a short session with tighter schedules, fall elections that threaten all 201 members seats and the once-a-decade challenge of redrawing Minnesota’s district lines. A six-week session may be a lofty goal.

Governor Dayton admitted there will be bumps along the way.

“We aren’t going to agree on everything but if you have issues or solutions, I’d like you to call,” said Dayton. “My phone number is 651.201.3469,” he repeated twice. “I live with two German Shephards. If you don’t get one of them, you’ll get me.”

   

Chamber Board Chair Kristi Ulrich, Moorhead Center Mall, and Representative Morrie Lanning

Chamber Public Affairs Chair Rebecca Walen, Senator Keith Langseth, and Chamber Government Affairs & Advocacy Manager Jessica Lee

For the first time in history, four generations are working side-by-side. With them comes a mountain of differences. Baby Boomers, for instance, believe work is something that happens during specified hours at a specific place. Meanwhile, Gen Y basks in the flexibility of laptops and smartphones, preferring to work wherever creativity strikes. Generational differences can be the source of much conflict and much opportunity.

According to the Center for Generational Kinetics, “having four generations in one workplace is actually a good thing, a very good thing. Each generation brings different strengths, perspectives, and experiences that can be a huge advantage in your workplace when managed effectively. The key is recognizing the different generations, including your own, and managing across them based on proven strategies and frontline-tested actions.”

We encourage you to join us and learn how to effectively navigate the world of generational differences in the workplace. Dorsey will present on “Connecting Generational Differences to Help Build Your Business” on February 17. Attendees will:
 Learn each generation’s workplace mindset.
 Hear surprising statistics and stories about how each generation tackles their job.
 Learn to look for generational clues from your employees.
 Explore frontline-tested strategies that will help you refine your approach.

Join us February 17 and learn how to put four generations in one workplace to work for you.

Jobs and Investment 2011

Chamber members heard from the mayors of Fargo, Moorhead, West Fargo and Dilworth this month for the annual State of the Cities address. Each city has seen its share of growth, as evidenced by the 2010 census as well as in job markets.

The Chamber team gathered some statistics regarding major job announcements and business expansions.

View Jobs and Investment 2011

Did we miss something? If you have information we should add to our list, email aolson@fmwfchamber.com.

With each generation comes a new approach to shopping, to selling and to marketing. After all, the Veteran Era was brand loyal, whereas Gen Y craves surprises. They don’t just want to buy, they want the experience.

“Gen Y loves firsts,” writes Preston from the Center for Generational Kinetics. “Firsts are like our birthday month. It’s all about us. If you are excited about being a part of our life journey, we will be excited to include you.”

So is it even possible to sell across multiple generations? Jason Dorsey says yes as long as you recognize that each generation buys differently and respond to this fact strategically.

Hear from Dorsey on February 17 about how to sell and market to all four generations. Attendees will:

• Learn how each generation buys from you.
• Explore each generation’s buying habits.
• Recognize each generation’s Purchasing Pathway™ and how to use it to adjust your selling and marketing techniques.
• Look for generational clues from your prospects and refine your approach.
• Implement best-practice sales tactics for any generation.

Join us February 17 and learn how to sell and market across generations, whether with a handshake or on an iPad.

Register your multi-generational team today!

Mark Nisbet, North Dakota Principle Manager of Xcel Energy, opened the 2012 State of the Cities commending the four city mayors set to take the stage. Xcel has partnered with The Chamber to present the annual event since 2007. This year, the event grew to nearly 450 people.

“A lot of corporations in this town care an awful lot about what’s happening,” Nisbet commented on the sizeable crowd.

Fargo, Moorhead, West Fargo and Dilworth all have much to be positive about going into 2012. Minnesota city budgets will see relief after the state announced a budget surplus and an incredibly mild winter has given North Dakota city budgets breathing room.

All four cities have seen double digit population growth since the 2000 census; a 34 percent climb for Dilworth and 73 percent for West Fargo. The metro population now stands at more than 200,000.

Fargo Mayor Dennis Walaker stressed the importance of securing permanent flood protection, calling it the “most important thing to our cities.”

Walaker recalled the devastation suffered after the Grand Forks flood in 1997, stating that it took 15 years to recover their population and they still haven’t recovered their population of school age children.

He pointed out that Grand Forks’ diversion works.

“I don’t know if I’ll live long enough to see the beginning of the diversion,” Walaker said. “We need to keep fighting the good fight.”

Moorhead Mayor Mark Voxland shared his city’s successes from 2011, including the launch of Moorhead Public Service solar energy systems and securing federal permission to rebuild the Highway 52/I-94 interchange ramps.

Voxland characterized the past three years as reactive, citing floods, community changes and budget cuts in Minnesota. He called on Moorhead citizens to get involved in the city’s plan for the future.

Dilworth Mayor Chad Olson attributed the success of the region to cooperation, collaboration and respect between the cities, themes he reiterated throughout his remarks. Olson spoke of new housing developments and businesses in Dilworth, as well as incentives available for both.

“We are a bedroom community and we embrace that,” Olson said. “Housing is our niche and we do it well. Dilworth is an opportunity to be part of a neighborhood.”

Olson conveyed pride in his city when he spoke about its recently celebrated centennial. He commended area businesses for financially supporting the celebration, quipping “not one tax dollar was harmed in our pyrotechnics event.”

Olson also spoke fondly of the school system in Dilworth, calling it the “heartbeat of our community,” and adding “from time to time the masters of mischief in those schools become mayor.”

West Fargo Mayor Rich Mattern commented on the growth of the West Fargo school district which has surpassed 7,500 students. He thanked voters for approving the bond referendum which will fund additional schools to accommodate the growth.

Mattern noted plans for revitalizing the West Fargo business district, which will begin with some ordinance changes and giving Sheyenne businesses a look of continuity.

“The focus our mayors put on education is a good indicator of our future.” Mark Nisbet, Xcel Energy

Nisbet called on Chamber President Craig Whitney for remarks regarding the North Dakota measure on the June 2012 ballot to abolish property taxes in the state. Whitney warned against the measure, calling it a “dangerous, reckless piece of public policy.”

The mayors echoed Whitney’s warning. Walaker asked the crowd to consider how public safety could be compromised if it passed moving local budget control to the state capitol.

“You’ll see equalization in things like school funding,” said Walaker. “It will put us in the same straights that the state of Minnesota is in.”

When asked by the audience about intercity collaboration, the mayors all pointed to the F-M Metropolitan Council of Governments (MetroCOG).

“MetroCOG keeps transportation projects in the cities connected and benefitting all,” said Voxland. “The foundation for collaboration is there and will lead to more victories and successes in the future.”

For more:

Surplus encourages Moorhead, Dilworth mayors; Fargo, West Fargo mayors warn of property tax ban | InForum.com

WDAY Coverage

The broadcast can be viewed online in its entirety at the City of Fargo website as well as on the cable access channels in the region. Consult your city staff for broadcast times. 

We contract with NovoPrint USA, Inc., a Chamber member since 2007, to produce the map and sell advertising space on the piece. A NovoPrint representative named Judy Mullikin will be reaching out to members regarding advertising opportunities. If you are interested advertising on the map, which will be printed this summer, please contact Katie Hutton at 218.233.1100 or email thebridge@fmwfchamber.com.

From my experience while working at FirstLink, fundraising is much easier when nonprofits, funders, and volunteers join hands and encourage everyone to donate. While we all may think our cause is the most important, the reality is that there are many different needs in our community and many different nonprofits trying to meet those needs. So why not work together to raise awareness of our communities concerns and make a difference together? Giving Hearts Day allows us to do just that!

Why is Giving Hearts Day easier, more enjoyable, and more efficient for donors? First of all, you can donate to multiple nonprofits from one website – www.impactgiveback.org. You can also learn about each nonprofit by visiting the nonprofit’s profile, which is also located on the www.impactgiveback.org website. Lastly, what is more fun than being a part of a community wide event that provides about 150 nonprofits with over a million dollars total within a 24 hour timeframe? Talk about impact!

This year Giving Hearts Day is on February 14th. If you are interested in donating, please visit www.impactgiveback.org. Then on the Giving Hearts Day flash, click “Learn More.” On behalf of FirstLink, I would like to thank Dakota Medical Foundation, Impact Foundation, all the nonprofits, businesses, and volunteers that help raise awareness, all the donors that support our community, and everyone else that makes Giving Hearts Day a transformative fundraising event!

Sincerely,
Sheila Borgerding
Volunteer Center Director, FirstLink
701.293.6462 or sheilab@myfirstlink.org

Chamber Members Participating in Giving Hearts Day:
American Diabetes Association
American Red Cross
Anne Carlsen Center
Boys and Girls Club of the Red River Valley
Catholic Charities North Dakota
CCRI Inc.
CHARISM Neighborhood Support Centers
Churches United for the Homeless
Cultural Diversity Resources
Dorothy Day House of Hospitality
Essentia Health Foundatoin
Family HealthCare Center
Fargo Moorhead Opera Company
FM Humane Society
FirstChoice Clinic
FirstLink
Fraser, Ltd.
Freedom Resource Center
JPII Catholic Schools Network
Lutheran Social Services of North Dakota – At-risk youth
Make-a-Wish Foundation of North Dakota
Minnesota State University Moorhead – Nursing
North Dakota State University – Dept. of Nursing, Pharmacy & Allied Scienes
North Dakota Autism Center, Inc.
North Dakota Family Alliance
North Dakota State College of Science – Alumni Foundation
Oak Grove Lutheran School
Plains Art Museum
Prairie St. John’s – Mental Health Endowment Fund
Project HERO
Rape & Abuse Crisis Center of Fargo-Moorhead
Red River Children’s Advocacy Center
Red River Zoo
Ronald McDonald House Charities of the Red River Valley
The Village Family Service Center – Nokomis Childcare
Trollwood Performing Arts School – FutureBuilders
YMCA of Cass & Clay Counties
Youthworks
YWCA Cass Clay