Hello from Butte, Montana! It’s hard to believe we’ve swiftly approached Montana’s beautiful “two-week” fall season! Summer is always short but sweet.

The 2025 MFDA Convention and Trade Show in Billings was a tremendous success thanks to the strong participation of our members and the generous support of our sponsors. I want to recognize our new MFDA Trust partner, USAlliance, for their enthusiasm and efficiency in rolling out the new trust. I will be checking in with members to ensure the transition is smooth and that resources meet your needs.

Two key themes emerged from the convention and the NFDA Leadership Conference in Napa Valley, California: alternative forms of disposition and employee retention.

Families are increasingly inquiring about alkaline hydrolysis and natural organic reduction. In a breakout session with other state association presidents, I learned several states have rushed to legalize these disposition alternatives — but without rules, regulations or licensing requirements. This has created fear and some chaos for each of these states’ professionally licensed disposition providers. The “cart before the horse” approach raises real concerns for Montana as we prepare for the future in legalizing more forms of disposition. That’s why MFDA’s top priority is active participation in shaping the language for rulemaking on emerging forms of disposition, ensuring both the integrity of our profession and the protection of the families we serve.

An emerging challenge for our business is workforce retention. At the convention, our keynote speaker, Leili McMurrough, highlighted the demographic shift of the workforce and the necessity to bridge generational differences and build loyalty — a message echoed at the NFDA Leadership Conference. The reality is clear: Baby boomers won’t work forever, and Gen Z won’t stay without purpose and balance. This raises key questions:

• How do we balance the expectations of four generations in one workplace?
• How do we support younger team members while meeting professional demands?
• What is the cost of failing to adapt?

High turnover drains both finances and morale. Retention demands a mindset shift from “they’re lucky to be here” to “we’re lucky to have each other.” While each funeral home may approach employee retention differently, adaptation is essential. I will ensure the MFDA continues providing education and resources to help members navigate workforce changes to carry forward our profession’s legacy.

As MFDA president, I will support you, our members, as we adapt to a changing workforce. I will ensure we have a strong voice in legislation on alternative forms of disposition, and I will be diligent in strengthening our relationships with our sponsors so the MFDA will continue to thrive. Serving as your MFDA president is the greatest honor. To do so alongside our new executive director, Terri James, and my fellow board members fills me with gratitude. Thank you for your trust and support.

With appreciation,

Bri Mulvaney
MFDA President