Category Archives: Business Reports

By Rob Shauger

Before you can lead others effectively, you must first learn to lead yourself—starting with balance, discipline, and time to think.

In today’s performance-driven business world, leadership is often measured by team metrics, growth curves, and public visibility. But those who’ve led at the highest levels know the secret to sustained influence isn’t external at all—it’s internal. As John Maxwell, one of the most respected voices in leadership, puts it: “The toughest person to lead is always yourself.”

That idea may be uncomfortable, but it’s also incredibly empowering. Before you can inspire others, you must first cultivate self-awareness, discipline, and the emotional stability to lead from clarity—not chaos.

Self-leadership is the often invisible act of managing your energy, decisions, habits, and mindset. Unlike performance reviews or boardroom wins, self-leadership isn’t publicly rewarded—but it shapes everything others see.

Maxwell teaches that everything rises and falls on leadership—and that includes the internal leadership we practice daily. If you don’t have command of yourself, it’s only a matter of time before stress, misalignment, or burnout undermines your ability to lead others.

Self-leadership is about living your values, even when no one’s watching. It’s about showing up with consistency, setting the example, and making decisions rooted in principle. And most of all, it’s about creating the internal alignment that earns long-term trust.

By Joe Legault

As 2025 approaches, destination marketers across the Northeast — including Upstate New York — must navigate a travel landscape shaped by economic caution and international uncertainty. Recession fears are prompting more selective spending, while Canadian visitation continues to wane, influenced by unfavorable exchange rates and new tariffs. For destinations that have long depended on cross-border traffic, the challenge is clear: how to attract more local and regional visitors without compromising experience or revenue.

Fortunately, travelers aren’t simply cutting back — they’re rethinking what makes a trip meaningful. Many are now favoring slower, more intentional experiences that align with the strengths of Northeast destinations. For tourism professionals — including DMOs, lodging providers, and tour operators — these five trends present opportunities to capture emerging demand and deliver value in a shifting market.

Travelers are increasingly drawn to noctourism, or nighttime experiences that offer intimacy, affordability, and a break from daytime crowds. Whether it’s stargazing hikes in the Catskills, sunset paddles on Adirondack lakes, or full-moon yoga under the stars, these low-light adventures deliver a sense of wonder. Destinations can capitalize on this interest by packaging meteor shower viewings, lunar eclipse events, and guided night outings, while promoting lodging that highlights dark-sky settings and peaceful environments.

By Michael Brodt
Quarter 1, 2025

During a radio address on his hundredth day in office, on June 12, 1933, our 32nd President, Franklin D. Roosevelt, coined the term “First 100 Days.” Since then, the first 100 days of a presidential term are closely watched and widely talked about. We typically see a flurry of activity during these first 100 days; these first 100 days have proven to be active indeed.

The early part of President Trump’s second term has been largely dominated by talk of tariffs, resulting in a highly volatile stock market, desperate for answers on how potential trade wars might impact our U.S. economy. While the implementation of tariffs (and, in return, the retaliatory tariffs on U.S. goods) should not come as a surprise, the magnitude of the tariffs and the inconsistent message from Washington is certainly causing angst.

U.S. Federal Reserve Chair Jerome Powell recently said that tariff increases would likely result in a slowing of the U.S. economy and a delay in the progress being made toward lower inflation this year. However, he did say that the expectation would be that the tariff-related impact on the economy would be transitory and work its way through quickly.

After a series of interest rate cuts during 2024, the Fed left rates unchanged at both its 2025 Committee meetings, indicating that it is too early to tell the full impact of higher tariffs on inflation and economic growth. The Fed’s outlook for 2025 economic growth was adjusted to 1.7% from 2.1% and its outlook for inflation to 2.7% from 2.5%.

The first trading days of 2025 saw the Standard & Poor’s 500 Index (S&P 500) advance from 5,868 at the beginning of the year, to an all-time high of 6,144 on February 19. Following this apex, the S&P 500 hit correction territory, declining 10% to 5,521 on March 13. More recently, the index has shown strength, advancing just over 3% from this 2025 low.

by Kenneth J. Entenmann, CFA®
4/10/2025

It is said that the markets hate “uncertainty.” Well, we have much uncertainty. The Trump administration has created great confusion as to the end game of the tariff wars. 

Is the purpose of tariffs to raise “billions and billions” to help reset our “unsustainable” fiscal debt and deficits? If that is the case, the tariffs will need to be permanent. 

On the other hand, the administration is busy telling us that over 70 countries have approached the White House to “negotiate” new trade deals. Hopefully, that will be the case, as the world will have more free and fair trade, which is a good thing. However, it also means the tariffs and the “billions and billions” are temporary. 

Which is it? Are the tariffs a permanent income stream or a tool for negotiation? Adding to the confusion is that the answer you get depends on which administration official is speaking. 

Trade Advisor Peter Navarro and Secretary of Commerce Howard Lutnick are adamant that the tariffs are permanent. National Economic Advisor Kevin Hassett and Sec. of Treasury Scott Bessent are clearly in the negotiation camp (As am I.) And the President has demonstrated an ability to make both cases at the same time. Confused? Me too. And so are the markets!

The markets have responded harshly to the inconsistent roll-out of the Trump tariffs. The S&P 500 has been down 11.54 percent in the last five trading days, 13.65 percent in the previous month, and 15.28 percent year-to-date. The market is speaking loudly. But maintaining a long-term view is helpful. Even after the recent carnage, the S&P 500 is up 5.15 percent annually over the last three years, 14.37 percent annually over the last fiveyears, and 11.09 percent annually over the last ten years. That’s pretty good! Especially when compared to the “safe” three-year, five-year, and ten-year bond aggregate returns of .94 percent, -.61 percent and 1.35 percent! Yes, diversification still works!

By Jeffrey B. Shapiro, Esq.

New York State has enacted the Salary Transparency Law (S.9427/A.10477), now in effect since September 17, 2023. This legislation requires employers with four or more employees to disclose the compensation or range of compensation in all advertisements for job, promotion, or transfer opportunities.

Employers need to be aware of the new salary transparency requirements to avoid fines and other legal consequences. There might be small businesses, especially those without regulatory compliance support, who might not be fully aware of these new requirements.

What Needs to Be Disclosed?

New York State Pay Transparency Law mandates private employers with four or more employees to disclose a salary or pay range in all advertised job, promotion, or transfer opportunities. This applies to positions performed wholly or partly in New York State, and even to remote roles that report to a New York-based supervisor or office. The law covers advertisements across various platforms, such as newspapers, social media, or job-listing websites. The pay range should be a good faith estimate of the employer’s offering, with a defined minimum and maximum, and if it’s a fixed rate, that rate should be specified.

Drafting the Pay Range

The New York State Pay Transparency Law outlines that a pay range, reflecting the minimum and maximum annual salary or hourly rate, must be included in job advertisements. If a fixed rate like $30 an hour is to be offered, it must be listed. Pay ranges can’t be open-ended (e.g., “$20+ an hour”) and should only reflect monetary compensation, not other benefits like insurance or paid leave, though these can be disclosed separately. For commission-based pay, it must be clearly stated in the advertisement. Employers are required to make a good faith effort in determining and presenting the pay range.

By Tucker Lounsbury

Cyberattacks on small- and medium-sized businesses (SMB) continue to rise and will only intensify over the next few years. With the increased prevalence and cost of attacks, the absence of a safety net like cyber insurance is no longer an option SMBs can afford. 

Assessing The Threat

Ransomware is one of the most common forms of hacking and includes the cybercriminal holding files or devices hostage in exchange for payment. Unfortunately, bad actors know that SMBs, in general, are less likely to have the full spectrum of safeguards in place, leaving them particularly vulnerable to this growing threat. 

According to Astra, ransomware attacks have risen by 13 percent in the past five years, with an average cost of $1.85 million per incident. By 2031, it is predicted that a ransomware attack will happen every two seconds.

While training employees and requiring measures like strong passwords, regular password resets and multi-factor authentication are critical lines of defense, these steps are no longer enough.

Establishing a Safety Net  

By Renee Walrath

With the 2024 election drawing near, political tensions have increased and will only grow stronger over the upcoming months. Many Americans are bracing for these divisive political conversations, at home and work. 

Although there are always going to be some employees who are eager to share their opinions, a recent study found that over half of workers try to avoid having any discussion of politics in the workplace. That same survey concluded that 51 percent of workers believed that political discussions in the workplace hurt the work environment. 

While it should go without saying that the workplace is not an ideal place to have these conversations, it is unrealistic to expect discussions regarding political concerns not to crop up over the next several months. To help navigate political discourse in a professional environment, companies should be proactive in their approach. Ensure there are clear guidelines and expectations put in place to limit or eliminate any excessive political disruptions. Consider these practical recommendations to effectively navigate political conversations in the workplace. 

First and foremost, establishing clear policies or boundaries is essential. Formalizing policies set a framework of how conversations should be conducted to ensure no ostracizing of employees. 

Professional environments always require mutual respect among all parties. Employers should maintain vigorous anti-discrimination and anti-harassment policies to cover any protected characteristics such as race, gender, religion, etc., which often arise in political dialogue.