When you tell the story of The Corken Steel Products Company, it ultimately comes down to one thing: people. Founded in 1955 in Covington, Kentucky, as a metal roofing supplier, Corken has since evolved into a diversified wholesale distributor serving the roofing, HVAC, fabrication and applied products markets. From the beginning, Corken’s founders believed exceptional customer service was the “secret sauce” that set the company apart. That belief continues to drive the company forward today, with many noting the phrase “The answer is yes, now what is the question?”

In 2020, Corken deepened its commitment to its people by becoming a 100% employee-owned company through an employee stock ownership plan (ESOP). This transformation was more than a business restructuring, it was a reaffirmation of the company’s belief that its long-term success lies in the hands of those who build it every day.

A New Chapter: Strategic Investment in Training

By 2022, Corken’s leadership recognized the need to make a bold investment in training — not just for contractors, but also for its employee-owners. While training had always been part of Corken’s operations, it lacked consistency, structure and long-term vision. To address this, the company formally committed to growing its training program as a core business strategy.

A full-time training coordinator was hired to lead the effort — elevating training from an ad hoc responsibility to a dedicated, strategic function. This role was designed to serve two key audiences: Corken’s contractor partners and its employee-owners.

Building a Learning Culture

The initial goal of the revamped training initiative was straightforward: Provide better support in a rapidly evolving industry. With constant changes in products, regulations and technologies, staying current is critical. The new program established two clear training tracks — one for external contractor partners and one for internal employee development.

To support this mission, Corken built a state-of-the-art training suite at its Florence, Kentucky corporate office. The facility includes a modern classroom for lectures and a hands-on training lab equipped with live-fire equipment. This combination enables both theoretical learning and practical experience in a safe, controlled environment.

Over time, the benefits became clear. The program strengthened relationships with vendors and contractors while empowering employees with skills that contributed directly to their growth and the company’s success.

National Recognition and Industry Impact

Corken’s commitment to high-quality training hasn’t gone unnoticed. With the support of HVAC vendor partners, Corken’s training events have received national recognition. These sessions not only showcase new products and innovations but also provide opportunities to strengthen relationships and share critical industry knowledge.

The Home Comfort Expo at GeoFarm

Corken Steel’s most influential training event is the annual Home Comfort Expo. In August 2024, the company hosted its 15th Home Comfort Expo, drawing over 600 contractors, vendors, employees and community partners for a full day of hands-on learning.

The event takes place on a scenic farm in Aurora, Indiana, overlooking the Ohio River. Attendees are divided into six groups and transported by hay wagons to various training stations. At each stop, they learn about industry changes, product updates and technical training. Participants travel from across the continental United States to attend this unique and immersive event. Contractors are able to receive continuing education for their professional licenses.

Learning from Experience

No initiative is without its challenges. Corken piloted a learning management system (LMS) tailored to HVAC industry knowledge, but adoption proved difficult due to scheduling conflicts and competing priorities. However, the experience yielded valuable insights: Employees gravitate toward microlearning embedded in their daily workflow. These lessons now shape the way training is designed and delivered. In-person learning works best with Corken’s employee owners often alongside the contractor partners.

Staying Ahead of Industry Change

The HVAC industry has experienced significant transformation in recent years—from evolving SEER regulations (including SEER2 in 2023) to the shift toward A2L refrigerants. Corken’s contractors rely on the company for not only products but also for guidance through these transitions. The training department, in partnership with technical service advisors (TSAs), manufacturers and vendors, ensures both customer technicians and business owners are informed and prepared.

This approach extends internally as well. Employee-owners have access to the same training as customers, keeping them aligned with product changes and industry trends. With nearly 400 employee-owners, this shared knowledge is a cornerstone of Corken’s operational strength.

Training That Evolves With the Seasons

Corken’s training program follows the seasonal rhythms of the HVAC industry. During the slower spring and fall (shoulder seasons), the program ramps up. The training coordinator works closely with sales and vendor teams to deliver sessions aligned with the changing needs of the industry.

Now entering its third year, the program continues to expand. With rising contractor demand, Corken plans to grow the team by adding a dedicated trainer while maintaining close collaboration with the TSAs. The training coordinator, a Certified Professional in Training Management (CPTM), leads with a focus on both structure and flexibility.

A Culture That Champions Growth

The evolution of Corken’s training culture is tangible. In the Eddie Neville Business Suite at corporate headquarters, a photo from the 1980s shows a TV strapped to a rolling cart with a VCR — a symbol of how far the company has come. What began as a necessity has become a true differentiator.

For customers, Corken’s training sets it apart from other wholesale distributors. For employee-owners, it’s a pathway to advancement. From the earliest stages of their careers, employees are introduced to the value of self-development and given access to a wide range of learning opportunities.

After all, knowledge is something that, once gained, can never be taken away.

Overcoming Ongoing Challenges

Like many organizations, Corken faces logistical challenges in delivering training. One of the biggest is geographic reach. The farther an employee is from the Florence training center, the harder it is to access in-person sessions. The company addresses this through virtual offerings and partnerships with vendors and professional organizations to bring training closer to their location.

Another challenge is timing. With customer satisfaction as the top priority, pulling employees away from daily responsibilities for training is never easy. The same holds true for contractors — removing staff from the field, even temporarily, can affect productivity. Finding uninterrupted time for learning in such a demand-driven industry remains an ongoing balancing act.

Backed by Leadership

Through it all, Corken’s leadership has remained steadfast in its support. From dedicating space and resources to investing in talent, the commitment is clear. The goal isn’t to mandate training but to create an environment where people choose to engage — where training is seen as an opportunity, not an obligation.

Looking Ahead

As Corken Steel continues to grow, so too does its belief in training as a strategic advantage. By prioritizing learning and development, the company strengthens not only its workforce but also the vast network of contractors, vendors and partners that fuel its success. At Corken, training isn’t just about information, it’s about transformation.