Pursuing Excellence

Through People and Programs

AzBL Membership

The Arizona Business Leadership Association, Inc. provides its members with the opportunity to pursue excellence through its people and programs.

Learn More

Upcoming Event

May 21, 2024
Tuesday, May 20, 2025
ASU Athletic Director
Show More
Register Today! View All Events

Member Profile

April 28, 2025
Throughout my career, I have worked in a variety of roles, including accounting, finance, business development and leadership, and currently serve as a Managing Director at CX, a Connor Group company. CX specializes in delivering top-tier finance and accounting professionals on an interim basis. I support my company and clients by being a leader in business development, client engagement, and strategic initiatives. My passion and purpose are helping and inspiring others, which is why I enjoy where I work, because I get to do that every day! Prior to CX, I was a Managing Director at another professional services firm, where I managed business development, recruiting, marketing, and operations in Denver. During this time, I served clients across a variety of industries and provided leadership advisory support and accounting expertise to address strategic and operational priorities. Prior to that time, I managed corporate accounting functions and led projects involving restructuring, acquisitions, and financial reporting at a large natural gas processing company. I also directed SEC reporting and technical accounting research at a small public company in the technology sector. Earlier in my career, as a Senior Manager at a public accounting firm, I oversaw audit engagements for public and private entities. I currently serve as Vice Chair on the Board of Directors for Red Rocks Credit Union in Colorado. I have been married for seventeen years, and have two feline fur babies, Aspen and Fern. I am an avid endurance athlete, participating in mountain biking and running races, and triathlons, and enjoy spending my time outside in nature whenever possible! I was introduced to AzBL by Chris Lutes (thanks Chris!) and have truly enjoyed getting to know other members of the organization. I strongly align with the mission to support leaders in fostering growth, collaboration, and innovation. Being a life-long learner myself, I believe that people should never stop learning, and I actively seek out organizations that help its members become better individuals who can be better for everyone around them.
Show More
April 28, 2025
Throughout my career, I have worked in a variety of roles, including accounting, finance, business development and leadership, and currently serve as a Managing Director at CX, a Connor Group company. CX specializes in delivering top-tier finance and accounting professionals on an interim basis. I support my company and clients by being a leader in business development, client engagement, and strategic initiatives. My passion and purpose are helping and inspiring others, which is why I enjoy where I work, because I get to do that every day! Prior to CX, I was a Managing Director at another professional services firm, where I managed business development, recruiting, marketing, and operations in Denver. During this time, I served clients across a variety of industries and provided leadership advisory support and accounting expertise to address strategic and operational priorities. Prior to that time, I managed corporate accounting functions and led projects involving restructuring, acquisitions, and financial reporting at a large natural gas processing company. I also directed SEC reporting and technical accounting research at a small public company in the technology sector. Earlier in my career, as a Senior Manager at a public accounting firm, I oversaw audit engagements for public and private entities. I currently serve as Vice Chair on the Board of Directors for Red Rocks Credit Union in Colorado. I have been married for seventeen years, and have two feline fur babies, Aspen and Fern. I am an avid endurance athlete, participating in mountain biking and running races, and triathlons, and enjoy spending my time outside in nature whenever possible! I was introduced to AzBL by Chris Lutes (thanks Chris!) and have truly enjoyed getting to know other members of the organization. I strongly align with the mission to support leaders in fostering growth, collaboration, and innovation. Being a life-long learner myself, I believe that people should never stop learning, and I actively seek out organizations that help its members become better individuals who can be better for everyone around them.
Show More

From Our Blog

April 21, 2025
I grew up in a household where my father made all decisions about money (also a career banker) because he earned it. My mom never worked; I observed the dynamics of their relationship and learned a lot from it. My mom was never educated about the family finances and had a tendency to overspend. This created a lot of stress in their relationship and in our house. I watched her ask permission to buy things which bothered me, as an independent person. What I took away from this (right or wrong) is that I always wanted to have my own income source and actively participate in financial decisions that affected me, so that I didn’t have to ask permission for things I wanted or needed in my life. I also had empathy for my mom, who didn’t know anything about finances, and was never taught about it in her childhood. Having spent over 30 years of my career in Private Banking and working with wealthy individuals and their families, I have seen many women in these households be extremely out of the loop of their family’s finances as a family. This resonates with me as a result of my adolescent experiences. It has led to my belief that women should take an active role in finances that impact their lives and should take control of their own situations. This empowers women to make better choices, have independence, and be meaningful role models for the younger generation - which impacts the broader community. Financial literacy, especially for women, has become my passion as a result of my experiences. To feed my passion, a few years ago I began to seek out a local nonprofit that worked with underprivileged women. I found Live and Learn, a 501c3 nonprofit in Phoenix, AZ and liked their program because it required accountability. Their clients have to take several financial education classes throughout the year and keep budgets. We agreed that I could offer a series of financial webinars including “Creating a Healthy Relationship with Money”, “Budgeting 101”, and a “Car Buying Workshop”. For the last 2 years, I’ve had the monthly privilege of working with and educating hundreds of women on these subjects. I have found it so rewarding! Financial stress, as a result of not understanding, is one of the leading causes of anxiety. Helping women gain confidence and peace of mind in their financial knowledge is my goal. I hope to normalize wealth-building for women through basic financial skills that can be applied to real-life choices and situations. I also want to make financial education accessible, relatable, and non-intimidating by creating an open environment for discussion and questions. Some key takeaways I typically share with these clients: No matter how much money people have, they can still have financial stress (it’s all about knowing your income/expenses and staying within those boundaries). Work to reduce debt as much as possible, even if it means living frugally. Plan for the future – save, invest as much as you can. Try to cut overspending on things like subscriptions, coffee, online shopping, etc. 33% of Americans spend more on coffee than they do on savings! Background: Kathy Wills brings over three decades of sales, marketing, management, and financial advisory experience to the banking industry. Kathy is a producing manager with her own portfolio of Private Banking clients serving in business development and also as an advisor to high net worth clients structuring complex credits and asset management strategies, and is a member of the bank’s Wealth Management Board. Kathy has been with MidFirst Bank for over 17 years and was previously with Compass Bank and Bank One (now JP Morgan) for the 15 years prior in Commercial Real Estate and Private Banking. She holds a Bachelor of Arts degree from the University of Arizona and an MBA from the University of Phoenix. She is actively involved - serving on various non-profit boards and volunteering in her community. She has been a member of AZ Business Leadership for over 20 years and is a past President. Written By: Kathy Wills, AZ Managing Director – Private Banking, MidFirst Bank
March 24, 2025
Key Stats, Challenges, and Solutions for the Year Ahead  In 2025, Arizona’s healthcare system is facing some big problems. There aren’t enough doctors, nurses, or other health workers to help everyone who needs care. This makes it harder for people to see a doctor, especially in small towns and rural areas. In some places, there aren’t any doctors at all. For example, there are areas where over 5,000 people share just one doctor—or none at all. Nurses, dentists, and mental health professionals are also in short supply.
January 13, 2025
While the number of employment laws Arizona employers are required to follow has steadily increased over the years, employment in Arizona remains largely policy based. This means that employment handbooks are critical to managing employee expectations, establishing performance and behavior standards, and protecting employers from legal liabilities. However, many handbooks fall short of their intended purpose due to common mistakes that can lead to confusion, legal issues, and a disengaged workforce. Employers should review their handbooks at least once a year to make sure policies remain current, comply with existing and new laws, and that policies are being consistently implemented as written. What are some of the common handbook mistakes Arizona employers make? Non-compliance with Arizona’s Sick Leave Law. Arizona’s Fair Wages and Healthy Families Act (the “Act”), which went into effect in 2017, requires employers to provide paid sick leave to employees. Under this law, all Arizona employers must offer paid sick leave to their Arizona employees. Despite the law being in place for several years, many handbooks still fail to clearly outline a policy that complies with the Act. Common Mistake : Employers either neglect to mention paid sick leave entirely or include language that doesn’t align with the Act. This oversight can lead to confusion among employees and potential legal penalties for non-compliance. Solution : Arizona employers need to ensure that their handbooks include a dedicated section for paid sick leave that aligns with the Act. Employers should review their policy to make sure it specifies how leave is accrued, under what circumstances and when sick leave may be used; and how employees should inform employers of their need for leave. Also, confirm that the oft omitted (yet required) anti-retaliation provision is included in the policy. Vague Anti-Harassment and Anti-Discrimination Policies. Workplace harassment and discrimination are serious issues, and employers must have clear policies in place to address and prevent them. However, many handbooks fail to provide sufficient detail on what constitutes harassment or discrimination and how complaints will be handled. Common Mistake : Employers often use vague language, such as stating that harassment or discrimination will not be tolerated without explaining what specific behaviors or actions fall under those categories. Many policies focus only on sexual harassment and ignore that harassment and discrimination come in many other forms (e.g., race and disability). Additionally, handbooks may lack clear reporting procedures or fail to assure employees that their complaints will be taken seriously and properly handled. Solution : Handbooks should include a comprehensive anti-harassment and anti-discrimination policy that defines key terms and provides examples of unacceptable behavior. The policy should also detail how employees can report incidents, specify who within the organization will handle complaints, and outline the investigation process. Employers should reinforce that retaliation for reporting is prohibited and ensure that all employees understand their rights and responsibilities. Employers should also clarify how to request a disability accommodation and explain the interactive process. Ignoring Arizona's Marijuana Laws. Arizona legalized medical marijuana in 2010 and recreational marijuana in 2020. These statutes create unique challenges for employers, particularly when it comes to drug testing and workplace safety policies. Common Mistake: Employers often fail to acknowledge the protections created by the Arizona Medical Marijuana Act, take an overly rigid stance that can be deemed discriminatory, or outright fail to maintain a drug testing policy when implementing testing in the workplace. For example, some handbooks include zero-tolerance drug policies that do not acknowledge that employees who are medical marijuana cardholders are entitled to certain protections regarding marijuana use outside of work hours. Solution: Employers should create clear and balanced drug and alcohol policies and outline the circumstances in which testing will be required. While businesses can still prohibit impairment and the use of marijuana at work, the policy should acknowledge that medical marijuana cardholders will not be discriminated against for use outside of work. Employers should also consider providing guidelines about what constitutes impairment on the job and requirements for documenting impairment prior to sending someone for testing. Takeaway. Space limitations resulted in other common mistakes such as overly restrictive social media policies, and ignoring other key federal, state and local requirements from not being included. While creating and maintaining a compliant employee handbook in Arizona is no easy feat, even small employers should implement a comprehensive handbook to avoid legal headaches and help foster a positive work environment. A well-crafted handbook can serve as a valuable tool for fostering a positive work environment, promoting clear communication, and protecting the interests of both the organization and its employees. Jodi R. Bohr is a shareholder with Tiffany & Bosco, P.A., and a contributor to Arizona Employment Law Letter. She practices employment and labor law, with an emphasis on counseling employers on HR matters, litigation, and workplace investigations. She may be reached at jrb@tblaw.com or 602-255-6082.
Show More
April 21, 2025
I grew up in a household where my father made all decisions about money (also a career banker) because he earned it. My mom never worked; I observed the dynamics of their relationship and learned a lot from it. My mom was never educated about the family finances and had a tendency to overspend. This created a lot of stress in their relationship and in our house. I watched her ask permission to buy things which bothered me, as an independent person. What I took away from this (right or wrong) is that I always wanted to have my own income source and actively participate in financial decisions that affected me, so that I didn’t have to ask permission for things I wanted or needed in my life. I also had empathy for my mom, who didn’t know anything about finances, and was never taught about it in her childhood. Having spent over 30 years of my career in Private Banking and working with wealthy individuals and their families, I have seen many women in these households be extremely out of the loop of their family’s finances as a family. This resonates with me as a result of my adolescent experiences. It has led to my belief that women should take an active role in finances that impact their lives and should take control of their own situations. This empowers women to make better choices, have independence, and be meaningful role models for the younger generation - which impacts the broader community. Financial literacy, especially for women, has become my passion as a result of my experiences. To feed my passion, a few years ago I began to seek out a local nonprofit that worked with underprivileged women. I found Live and Learn, a 501c3 nonprofit in Phoenix, AZ and liked their program because it required accountability. Their clients have to take several financial education classes throughout the year and keep budgets. We agreed that I could offer a series of financial webinars including “Creating a Healthy Relationship with Money”, “Budgeting 101”, and a “Car Buying Workshop”. For the last 2 years, I’ve had the monthly privilege of working with and educating hundreds of women on these subjects. I have found it so rewarding! Financial stress, as a result of not understanding, is one of the leading causes of anxiety. Helping women gain confidence and peace of mind in their financial knowledge is my goal. I hope to normalize wealth-building for women through basic financial skills that can be applied to real-life choices and situations. I also want to make financial education accessible, relatable, and non-intimidating by creating an open environment for discussion and questions. Some key takeaways I typically share with these clients: No matter how much money people have, they can still have financial stress (it’s all about knowing your income/expenses and staying within those boundaries). Work to reduce debt as much as possible, even if it means living frugally. Plan for the future – save, invest as much as you can. Try to cut overspending on things like subscriptions, coffee, online shopping, etc. 33% of Americans spend more on coffee than they do on savings! Background: Kathy Wills brings over three decades of sales, marketing, management, and financial advisory experience to the banking industry. Kathy is a producing manager with her own portfolio of Private Banking clients serving in business development and also as an advisor to high net worth clients structuring complex credits and asset management strategies, and is a member of the bank’s Wealth Management Board. Kathy has been with MidFirst Bank for over 17 years and was previously with Compass Bank and Bank One (now JP Morgan) for the 15 years prior in Commercial Real Estate and Private Banking. She holds a Bachelor of Arts degree from the University of Arizona and an MBA from the University of Phoenix. She is actively involved - serving on various non-profit boards and volunteering in her community. She has been a member of AZ Business Leadership for over 20 years and is a past President. Written By: Kathy Wills, AZ Managing Director – Private Banking, MidFirst Bank
March 24, 2025
Key Stats, Challenges, and Solutions for the Year Ahead  In 2025, Arizona’s healthcare system is facing some big problems. There aren’t enough doctors, nurses, or other health workers to help everyone who needs care. This makes it harder for people to see a doctor, especially in small towns and rural areas. In some places, there aren’t any doctors at all. For example, there are areas where over 5,000 people share just one doctor—or none at all. Nurses, dentists, and mental health professionals are also in short supply.
January 13, 2025
While the number of employment laws Arizona employers are required to follow has steadily increased over the years, employment in Arizona remains largely policy based. This means that employment handbooks are critical to managing employee expectations, establishing performance and behavior standards, and protecting employers from legal liabilities. However, many handbooks fall short of their intended purpose due to common mistakes that can lead to confusion, legal issues, and a disengaged workforce. Employers should review their handbooks at least once a year to make sure policies remain current, comply with existing and new laws, and that policies are being consistently implemented as written. What are some of the common handbook mistakes Arizona employers make? Non-compliance with Arizona’s Sick Leave Law. Arizona’s Fair Wages and Healthy Families Act (the “Act”), which went into effect in 2017, requires employers to provide paid sick leave to employees. Under this law, all Arizona employers must offer paid sick leave to their Arizona employees. Despite the law being in place for several years, many handbooks still fail to clearly outline a policy that complies with the Act. Common Mistake : Employers either neglect to mention paid sick leave entirely or include language that doesn’t align with the Act. This oversight can lead to confusion among employees and potential legal penalties for non-compliance. Solution : Arizona employers need to ensure that their handbooks include a dedicated section for paid sick leave that aligns with the Act. Employers should review their policy to make sure it specifies how leave is accrued, under what circumstances and when sick leave may be used; and how employees should inform employers of their need for leave. Also, confirm that the oft omitted (yet required) anti-retaliation provision is included in the policy. Vague Anti-Harassment and Anti-Discrimination Policies. Workplace harassment and discrimination are serious issues, and employers must have clear policies in place to address and prevent them. However, many handbooks fail to provide sufficient detail on what constitutes harassment or discrimination and how complaints will be handled. Common Mistake : Employers often use vague language, such as stating that harassment or discrimination will not be tolerated without explaining what specific behaviors or actions fall under those categories. Many policies focus only on sexual harassment and ignore that harassment and discrimination come in many other forms (e.g., race and disability). Additionally, handbooks may lack clear reporting procedures or fail to assure employees that their complaints will be taken seriously and properly handled. Solution : Handbooks should include a comprehensive anti-harassment and anti-discrimination policy that defines key terms and provides examples of unacceptable behavior. The policy should also detail how employees can report incidents, specify who within the organization will handle complaints, and outline the investigation process. Employers should reinforce that retaliation for reporting is prohibited and ensure that all employees understand their rights and responsibilities. Employers should also clarify how to request a disability accommodation and explain the interactive process. Ignoring Arizona's Marijuana Laws. Arizona legalized medical marijuana in 2010 and recreational marijuana in 2020. These statutes create unique challenges for employers, particularly when it comes to drug testing and workplace safety policies. Common Mistake: Employers often fail to acknowledge the protections created by the Arizona Medical Marijuana Act, take an overly rigid stance that can be deemed discriminatory, or outright fail to maintain a drug testing policy when implementing testing in the workplace. For example, some handbooks include zero-tolerance drug policies that do not acknowledge that employees who are medical marijuana cardholders are entitled to certain protections regarding marijuana use outside of work hours. Solution: Employers should create clear and balanced drug and alcohol policies and outline the circumstances in which testing will be required. While businesses can still prohibit impairment and the use of marijuana at work, the policy should acknowledge that medical marijuana cardholders will not be discriminated against for use outside of work. Employers should also consider providing guidelines about what constitutes impairment on the job and requirements for documenting impairment prior to sending someone for testing. Takeaway. Space limitations resulted in other common mistakes such as overly restrictive social media policies, and ignoring other key federal, state and local requirements from not being included. While creating and maintaining a compliant employee handbook in Arizona is no easy feat, even small employers should implement a comprehensive handbook to avoid legal headaches and help foster a positive work environment. A well-crafted handbook can serve as a valuable tool for fostering a positive work environment, promoting clear communication, and protecting the interests of both the organization and its employees. Jodi R. Bohr is a shareholder with Tiffany & Bosco, P.A., and a contributor to Arizona Employment Law Letter. She practices employment and labor law, with an emphasis on counseling employers on HR matters, litigation, and workplace investigations. She may be reached at jrb@tblaw.com or 602-255-6082.
Show More

Upcoming Speaker Events

May 21, 2024
Tuesday, May 20, 2025
ASU Athletic Director
Show More
Register Today! View All Speaker Events

Upcoming Social Events

View All Social Events