COSE members share what they are thankful for this year

Despite the challenges of the past 18 months, our members are focused on all there is to be thankful for as a small business owner.


With an unpredictable economy and a global pandemic still underway, small businesses have certainly been thrown many curveballs over the last 18 months. Despite these continued challenges, COSE members remain focused on all there is to be thankful for this year.

We asked some of our favorite small business owners to share with us what they’ll be thinking about as they sit down to turkey dinner next week. Here’s what they had to say.

"I am deeply grateful for the power of the small business community. Although this year was much better for us than 2020, it was still a challenge. Without the cheerleading from my fellow entrepreneurs, it would have been much more lonely and harder to stay positive. We are in this together, and it really showed this year! I am also extremely grateful for my incredible team, for without them there would be no Zephyr Recruiting and we could not have the far-reaching impact we have every time we make a great match for our clients."

- Erin Longmoon, CEO, Zephyr Recruiting


"I'm grateful for the continuing joy of the journey of life. It's not about how many breaths you take, but how often something or someone takes your breath away. I so appreciate my family, friends and colleagues for regularly taking my breath away this past year."

- Phil Stella, President, Effective Training and Communication


"I am very thankful that even though we have been through quite a bit the last 18 months with Covid and all of its challenges, my company and retired Military and Law Enforcement TEAM Members were blessed to be part of several solutions during these difficult times!"

- Timothy A. Dimoff, President/CEO, SACS Consulting & Security Services, Inc.


"I am thankful for all the silver linings and blessings I have experienced during these challenging times, manifested through the love and support of my family, my community, my team and my customers. As we charted our business recovery, we had the opportunity to reset, to reimagine and to reinvest in the things that make our small but mighty business special and impactful. We are positioned to move forward more dedicated than ever to creating community through wine."

- Destiny Burns, Owner/Founder, CLE Urban Winery


"I'm thankful for the opportunity to be an integral part of so many NE Ohio communities by way of helping small and medium-sized businesses succeed and change their respective neighborhoods and their members' lives for the better. In addition, I am thankful to COSE for giving me a platform to share my knowledge and advice to that same end."

- Nachum 'Nooch' Langsner, Co-Founder & Chief Marketing Guru, LocalBizGuru


I’m incredibly grateful for the culture in our organization. We merged two strong companies at the beginning of the year and here at year-end, we’ve grown headcount from 15 to 25 people, and they’re all such strong members of the team. They love our company, and we love them. They all live and breathe our Core Purpose and our Core Values, and they’re all totally committed to the strength and growth of our little family. I’m so grateful for our team!
- Alex Gertsburg, Managing Partner, Gertsburg Licata


"I am thankful for our customers and employees. For without them, we would not exist."
- Todd M. Shannon, VP of Growth, Warwick


"Although we’re present to the heartache, pain and loss people have endured as a result of the pandemic, we are so grateful for who we’ve had to become as business owners due to the pandemic. We are grateful for the ways we’ve had to position the firm to serve customers differently, the new opportunities we’ve had to discover for delivering even better results despite personnel challenges, and the higher standards we hold ourselves and our business to as a result of experiencing 50% growth during the worst economy in the history of our company. We are proud and grateful for the firm we’ve grown and the owners we’ve become. Although we certainly wouldn’t have chosen the past two years, we absolutely wouldn’t change it either."

- Anthony and CeCe President, Presidential Consultants, Inc


"I am grateful for our Micro Systems Management Team – IT Solutions and Security needs have definitely escalated throughout the pandemic and the team has been amazing in responding, protecting and securing our clients’ systems and infrastructures.  I am also grateful for our clients who continue to trust us with their company’s lifeblood, their data and systems."

- Patty Zinn, Owner and CEO, Micro Systems Management


"I was taught it is better to give than to receive. It is my humble work now to be a good receiver of the abundance that the Universe offers me through the kindness of others. So many people have and are supporting my success right now just like I support others. It is with gratitude that I honor those who support me in a special way this holiday season. That's my gratitude."

- Monika Moss-Gransberry, MKM Management Consulting, Walnut Ventures - Hospitality Asset Management & Investment


"I’m incredibly grateful for TECHNOLOGY.  Just a few years earlier and this pandemic would have put my business on life support. But because I had Zoom and WhatsApp and Dropbox, etc, the lockdown turned into a speed bump instead of a brick wall. Another bonus I found from the pandemic this year was that, because everyone is virtual even if they are around the corner, some old geographic constraints simply disappeared. It no longer matters if I’m in the same city — if I’m a match for what the client needs, it’s all good. So in the past 20 months I’ve expanded my little home-based consulting business to six new countries and several other states."

- Jim Smith, The Executive Happiness Coach

At COSE, we are thankful for you! Share with us on Twitter what you are grateful for this year!

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  • Next up: Urge the U.S. Senate to Extend the PPP Deadline

    Urge the U.S. Senate to Extend the PPP Deadline


    The American Rescue Plan Act – a $1.9 trillion bill – was recently signed into law by the President.  Key provisions were included that will aim to support broadband services, public transit, and small businesses.  Ohio is expected to receive more than $5.4 billion from the American Rescue Plan.

    Meanwhile, and as taxpayers await possible further guidance on the Paycheck Protection Program (PPP) loan, a bill to move the PPP application deadline from March 31st to May 31st was approved by  the U.S. House of Representatives, passing in a 415-3 vote.  The legislation now moves over to the U.S. Senate for consideration.

    The nearly unanimous vote came after several dozen business groups endorsed the PPP Extension Act of 2021, H.R. 1799, which extends the filing deadline for PPP applications by 60 days and provides an additional 30 days for the U.S. Small Business Administration (SBA) to finish processing applications received by May 31st.

    Our partners at the National Small Business Association (NSBA) are among the groups that have endorsed the legislation.  Please click here to take a moment and urge your U.S. Senators to support this legislation.

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  • Next up: What did the American Rescue Plan Include for Small Businesses?

    What did the American Rescue Plan Include for Small Businesses?


    The American Rescue Plan (ARP) is a $1.9 trillion economic stimulus bill passed by the 117th Congress and signed into law by President Biden on March 11, 2021. The measure contained several aid provisions for small businesses, including restaurants and minority firms. Here’s a rundown of what the ARP included for small businesses. 

    Paycheck Protection Program
    The measure will increase funding and expand eligibility for the Paycheck Protection Program and will allow forgiveness for additional expenses.

    Program Funding: The measure will increase the program’s lending authority by $7.25 billion, to $813.7 billion, and appropriate the same amount for the Small Business Administration (SBA) to guarantee additional loans.

    Tax-Exempt Groups: The measure will expand the eligibility rules to cover more tax-exempt groups, including 501(c)(5) labor organizations, 501(c)(7) social and recreation clubs, and 501(c)(8) fraternal benefit societies. Religious educational groups that might otherwise be barred under SBA rules would be permitted. 501(c)(4) social welfare groups, such as AARP, the ACLU, Americans for Prosperity, and the National Rifle Association, will still be prohibited. The additional tax-exempt groups cannot employ more than 300 employees per location or spend more than $1 million annually or 15% of their time on lobbying activities.

    Larger Nonprofits: Some nonprofits that currently qualify for PPP loans, such as 501(c)(3) groups, cannot have more employees than the SBA’s size standards for the relevant industry and are subject to the agency’s restrictions for affiliated entities. The measure will replace those rules, allowing 501(c)(3) groups with as many as 500 employees per physical location to participate without further restrictions.

    Online News Publishers: Internet-only news publishers that were previously ineligible can receive PPP loans if they have 500 or fewer employees or a size set by the SBA per location. They must certify that the funds will be used to support local news. SBA affiliation rules and a ban on publicly traded companies will be waived for online news outlets seeking loans.

    Loan Forgiveness: The measure expands PPP loan forgiveness to include payments made for premiums on behalf of individuals who qualify for COBRA health insurance continuation coverage. The change applies to loan forgiveness applications received following the measure’s enactment.

    Restaurant Grants

    The measure provides $28.6 billion for a Restaurant Revitalization Fund to be administered by the SBA. Eligible recipients include restaurants, bars, food trucks, and caterers, including businesses in airport terminals and tribally owned entities.

    Disqualified businesses include those run by state or local governments, companies that manage more than 20 locations including affiliates, live venues seeking grants under the year-end Covid-19 relief package, and publicly traded companies.

    For 60 days following the measure’s enactment, $5 billion will be set aside for eligible entities with gross revenue of $500,000 or less in 2019. The SBA will also prioritize awards for small businesses owned by women, veterans, and socially or economically disadvantaged individuals during an initial 21-day award period. Other grant funds will be awarded on a first-come, first-served basis.

    Grant amounts will cover the difference between an entity’s revenue in 2020 compared with 2019. Awards will be reduced by amounts received through the Paycheck Protection Program. Aggregate awards made to an entity and its affiliates cannot exceed $10 million and would be limited to $5 million per location. Eligible expenses generally include payroll costs, mortgage and rent payments, supplies, normal food and beverage costs, and paid sick leave. Funds can be used through Dec. 31, or a date set by the SBA that is no later than two years after the measure’s enactment.

    Disaster Loans

    The measure would provide $15 billion for additional advance payments to eligible entities under the SBA’s Economic Injury Disaster Loan (EIDL) program. The SBA will allocate $10 billion to covered entities that did not receive their full eligible advance payments under the year-end relief package. Those entities include recipients with 300 or fewer employees and economic losses of at least 30% over eight weeks compared with a similar period before the pandemic.

    The remaining $5 billion will be set aside to make new supplemental payments of $5,000 to covered entities with 10 or fewer employees that had economic losses of more than 50% during the covered period.

    State Initiative

    The Act provides $10 billion for the State Small Business Credit Initiative. The Treasury Department will set aside:

    $1.5 billion for states to support businesses owned by socially and economically disadvantaged people.
    $1 billion for an incentive program to boost funding tranches for states that show robust support for such businesses.
    $500 million to support small businesses with fewer than 10 employees.

    The department can set aside an additional $500 million for states to provide legal, accounting, and financial advisory services. It can also transfer the funds to the Commerce Department’s Minority Business Development Agency to provide similar technical assistance. The department must complete all disbursements by Sept. 30, 2030. Any remaining amounts would be rescinded.

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  • Next up: FAQs with Phil: What is Appropriate Small Talk at Networking Events?

    FAQs with Phil: What is Appropriate Small Talk at Networking Events?

    Nobody likes small talk, so why do we do it? Change your networking conversations so you start off with Big Talk instead.


    In this Mind Your Business series, FAQs With Phil, COSE’s own Phil Stella answers some of the most frequently asked questions small business owners have regarding how to communicate effectively*. 

    It usually includes commentary about the weather, leads in to COVID-related topics and ends just as awkwardly as it started. At networking events, in the elevator, while you’re waiting for more attendees to jump on a Zoom meeting—we all dread it. Small talk.

    For this edition of FAQs with Phil, we’re delving into the topic of small talk. I was recently asked the question, “What is appropriate small talk at networking events?” 

    My answer is easy: There isn’t any! But here’s why…

    Small talk really doesn’t work that well. It is trivial, repetitive, and yes, awkward. So, I suggest focusing on the Big Talk instead.

    When you’re attending a business, professional group, or networking event, talk should never be small. You’re there to meet people who can help you or who you can help. So just say no to small talk. It’s all about nothing, kind of like Seinfeld.

    One important reason why small talk needs to be a thing of the past is because our most valuable resource is time. And small talk is a waste of it. 

    You must value your time and theirs, so don’t waste it on trivialities. Instead, politely and creatively start talking about the other person. Ask about the company, the location, their products or services. Inquire about the story behind the name of their company if it’s unusual or ask what they like most about what they do.

    You’ll be striking up a conversation in a more natural, effective way, while still learning about the business and the person you are meeting.

    That’s Big Talk because it’s more important to the other person than the local sports team, how good the snacks are, and—most of all—the weather.

    When people start with small talk for a few minutes and then shift to more business-related content, their strategy looks lame and is totally obvious. So, cut to the crash.

    If you start the conversation first, you can quickly learn enough to determine if you want to know more. At that point, if the other person doesn’t return the professional courtesy by asking about you, don’t assume it’s due to a lack of interest. He or she probably just doesn’t realize it’s your turn. So, wait for them to breath and answer the question they didn’t ask. They won’t realize how you’ve finessed the conversation. 

    So, just say “No” to small talk and “Yes” to starting off networking conversations with Big Talk instead. See if that doesn’t engage other people better and faster, and define you as a great conversationalist.

    Phil Stella runs Effective Training & Communication,, 440 449-0356, and empowers business leaders to reduce the pain with workplace communication. A popular trainer and executive coach on writing, communication styles and sales presentations, he is also on the Cleveland faculty of the Goldman Sachs 10,000 Small Businesses program.

    *If you have a question for Phil, please send him an email at

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  • Next up: FAQs With Phil: Why Do My Employees Stink at Communicating?

    FAQs With Phil: Why Do My Employees Stink at Communicating?

    In part two of this three-part series on workplace communications, we explore reasons why your employees may not exhibit effective communication skills.


    In this new Mind Your Business series, FAQs With Phil, COSE’s own Phil Stella answers some of the most frequently asked questions small business owners and employees have regarding how to communicate effectively*. 

    Looks like we hit a nerve with the first piece in this limited series. We had fun sticking it to bosses who are poor workplace communicators. At least, I had fun. 

    We concluded that their skills are weak because they weren’t an important factor in the hiring process, they didn’t learn them in school and few executives find them mentioned in their performance objectives or evaluations. 

    RELATED: Why is my boss a poor communicator?

    The simple, and often painful, reality is that throughout their careers they got hired and rewarded in spite of their communication skills—certainly not because of them. But, that’s only one side of the workplace communication equation; the other side is employees with weak communication skills. 

    So in this scenario, you’re the boss. And as the boss you run weekly meetings with your staff where you present a rundown of what’s up for the week as well as housekeeping items, and then each per-son gives their own updates. Almost everyone practices active listening during this time, but you have one or two employees who check their phones regularly and seem generally unengaged. Coincidentally—or not—these are also the people who fire off three-word email responses (usually without punctuation) and who have difficulty collaborating with other team members. 

    Before you assume that these employees really are unengaged (or rude), take a moment to consider that they might just stink at communicating. But, why?

    Here are some reasons you may experience weakness in communication skills among employees:

    They didn’t learn it in school. Most high schools offer few, if any, courses in presentation or interpersonal communication skills. The same is true for many college business curricula. With-out that background understanding of why communication is important and how to succeed at it, you get what they learn.

    You’re not making it a priority in the hiring process.
    This is your business and your employees, so you’re probably the one putting together the job description, interviewing and hiring—or at least you’re signing off on it. Many open positions—with the exception of those in sales or other customer-facing areas—fail to prioritize communication skills. If you aren’t assessing how well prospective employees will communicate with you and their coworkers in each of the aspects of the hiring process, you get what you look for. 

    RELATED: Read more by Phil Stella.

    You don’t include it in evaluations. Many employers don’t include written or verbal skills in their performance management system because they don’t see that much value in them—again, unless the positions are in sales or customer service. If you aren’t regularly checking in on your employees’ communication skills and capabilities the same as you do other aspects of their job, you get what you ask for and reward.

    So, if your sad fate is to work in or lead an organization with generally poor employee communication skills, you’re certainly not alone. But, what can organizations do about this scenario? Not to worry, we’ve got you covered. Tune in next time for part III—a summary of simple, but effective, best practices to create organizations that communicate effectively.   

    Phil Stella runs Effective Training & Communication,, 440 449-0356, and empowers business leaders to reduce the pain with workplace communication. A popular trainer and executive coach on writing, communication styles and sales presentations, he is also on the Cleveland faculty of the Goldman Sachs 10,000 Small Businesses program.   

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  • Next up: FAQs with Phil: Why are Some Leaders Such Poor Communicators?

    FAQs with Phil: Why are Some Leaders Such Poor Communicators?

    In the first of this three-part series examining communication among teams, Phil identifies three reasons why your boss might be lacking effective communication skills.

    In this new Mind Your Business series, FAQs With Phil, COSE’s own Phil Stella answers some of the most frequently asked questions small business owners and employees have regarding how to communicate effectively*. 

    I was asked recently by someone in the small business world, "Why is my boss such a terrible communicator?" The short answer to this common question is that communication skills weren’t on the boss test.

    Let’s optimistically assume most leaders know what they want to communicate and generally accept the importance of effective workplace communication. So, why are so many of them weak communicators?

    Here’s a summary of my thoughts—based on over 35 years of experience as a workplace communication manager, consultant, trainer, and executive coach—of reasons why some leaders might be poor communicators: 

    Reason No. 1: They think it’s no big deal. Many executives don’t have a highly developed communication skill set because they don’t think they need one. They need to be able to make effective budgeting, strategic planning and hiring decisions—of course. But communication competency is rarely an important quantifiable factor in their performance objectives or requirements for advancement or success. “If it ain’t that important … who cares?”

    RELATED: Do your emails suck?

    Reason No. 2: They didn’t learn these skills in school. Most business schools have minimal coursework requirements in interpersonal communication, business writing or presentation skills—even less at the graduate level. And best of luck to you if those courses were taught by “academicians” with little relevant real world business experience. 

    Reason No. 3: It wasn’t on the “test.” How many organizations place written communication or presentation competencies high on the “gotta have” list when interviewing candidates for managerial positions or promotions? Very few, I fear. Executives often get promoted or hired in the first place in spite of their communication competencies, rather than because of them. Unless, of course, the job is in corporate communications, marketing, or some sales roles.

    RELATED: More FAQs With Phil

    When skills and subjects like interpersonal, nonverbal, small group and intercultural communications are not a priority in the business and academic world, it makes it difficult for communications to be a priority among many workplace teams. So, if your sad fate is to report to a very weak communicator, smile through the pain and promise yourself that when you get to be the boss, you’ll work hard to be a much better communicator.

    Better yet, whenever you're in a position to do so, help push good communications skills to the top of the priority list for new hires, advancements, and overall indicators of success in the business world. So start expecting more, hold leaders accountable for being good communicators, and do what you can to add "How are you a good communicator?" to the boss test.

    But wait, there’s more! Check back in future articles as we discuss the reverse issue—when you’re the boss and your employees have poor communication skills. Then, in the final piece of this three-part series, we will provide suggestions of steps you can take to improve communication between you and your team. Because this doesn’t have to be your sad fate after all.

    Phil Stella runs Effective Training & Communication,, 440 449-0356, and empowers business leaders to reduce the pain with workplace communication. A popular trainer and executive coach on writing, communication styles and sales presentations, he is also on the Cleveland faculty of the Goldman Sachs 10,000 Small Businesses program.

    *If you have a question for Phil, please send him an email at

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