As one of the Southeast’s largest wholesale distributors of HVAC equipment, parts and supplies, Mingledorff’s serves the business needs of HVAC contractors from its 41 stores located in Alabama, Georgia, Florida, Mississippi and South Carolina. Its tagline of “We equip HVAC professionals to succeed” also includes what it takes to make it come to fruition — supporting team members who are interested in advancing their roles within the company. 

The company, celebrating its 84th year in business, has fostered a company culture based on a value system of customer focus, results-driven, collaboration, solutions and integrity. To support the value system, it understands that team member growth and enrichment are essential to encourage their professional  success. 

Mingledorff’s recently launched programs to support team member growth and development; we wanted to hear more about the programs, their start and their success. We sat down with Shane McKnight, Mingledorff’s vice president and general manager of Holden and Associates, and Allison S. Brantley, vice president and general counsel, to learn more. 

Ruth Mitchell: I heard about a new team member program called Elevate, designed to invest in employees and allow them to explore their future within the company. Please tell us more about the program and who is open to participating.

Shane McKnight: Elevate is a program that was born from an employee survey we did in the fall of 2020. Our employees asked that we provide greater insight into the various jobs available within the company, as well as the skills and traits needed for the respective roles.

Designed to be a nine-month program from kick-off to graduation, the program is meant to incorporate soft skills such as time management, having difficult conversations and effective communication, role panels with persons currently in the roles they are exploring, networking
opportunities with peers and managers, and real experiences by spending a day with a person that is currently in the role they are interested in. A combination of in-person meetings, virtual coffees, field visits and Zoom sessions structure the program to maximize the experience while minimizing the time out of the office.

RM: What an exciting advantage — not only for team members to advance within the company but also for building up the health of the industry channel. Where did the company find the inspiration to design the program, and how easy or challenging was it to implement?

SM: It was our employees who told us they would like a program such as this. From their feedback, we began to outline what the program would like, surveyed managers on skill sets needed for certain positions, and asked the participants what roles they were interested in learning more about. Anyone wishing to participate in the program had to apply and be approved by their managers, so we felt we had a group that would be excited to contribute.

RM: Elevate just had its inaugural event. How many team members participated, and what feedback have you received?

SM: We had 25 participants as well as several managers and panelists. Spread out over a day and a half, we kicked it off with introductions and a social outing at Top Golf. The following day we dove into the meat of the program with an introduction to the program, the president’s address to the participants on the need for the program, panelist sessions and a discussion on taking control of your own career. 

Feedback from the participants has been extremely positive on both the content and structure of the initial meeting.

RM: What advice would you give other wholesale distributors considering programs such as yours?

SM: Your people are the key to future growth and success. Make sure you are investing in them and giving them opportunities to advance in their careers.

Women’s Empowerment Network

In the summer of 2022, Mingledorff’s also established a Women’s Empowerment Network (WEN); Brantley heads up the program. Its mission is to focus on the continued professional development of women through education, leadership training, networking, mentorship and community involvement. By providing a forum for leadership and mentorship, the newly formed group has great plans in store.

RM: How are WEN members making an impact inside and outside the company? 

Allison Brantley: WEN plans to offer educational and leadership opportunities for its participants as well as social events inside and outside of work. Although WEN is an internal organization, part of its mission statement is community outreach. 

WEN supported and participated in Atlanta’s All-Women’s Build for Habitat for Humanity last fall. The All-Women’s Build mission is aligned with WEN’s as it builds homes for female-led households within the city of Atlanta. The houses are built by women for women. 

RM: Mingledorff’s is known for its company culture, and both the Elevate program and the Women’s Empowerment Network are wonderful examples of supporting team members. What has been the feedback on the programs? 

AB: Both programs are getting off to a great start and have created a lot of excitement within the organization. We are excited to expand both organizations. 

RM: What advice would you give other wholesale distributors considering programs such as yours? 

AB: Providing leadership and networking opportunities for your employees is always a good investment. Don’t overlook the talent within the organization and their potential. Providing opportunities for personal and professional growth and fellowship will have positive impacts on an organization on a short-term and long-term basis.