In the ever-evolving talent landscape of the turf management industry, a pertinent question often surfaces in our consultation and search projects – what holds more weight, formal education or hands-on experience? 

This question is not merely a matter of academic curiosity but a real-world dilemma employers and employees face. The nature of the job, industry demands, lack of industry-trained professionals, and specific organizational needs have tested this deeply rooted belief of education over experience.  

Let’s be clear: there’s not a one-size-fits-all method but adaptability to the circumstances will be pertinent for YOUR situation. Employers often feel pressured to disqualify candidates immediately with no formal education because of industry norms or bias of their career pathway. 

Given the lack of supply of talent, employers play a pivotal role in nurturing talent, recognizing the value of practical experience, and providing opportunities for continuous learning and career advancement. This shouldn’t be “a ha” moment for any employer or new innovative concept, establishing a structured, formalized development program should be a part of your talent strategy plan. 

By adopting a holistic approach that values experience and promotes continuous learning and development, employers can unlock the full potential of individuals, contributing to personal growth and organizational success. 

A real case study

Consider the case of a dedicated employee who has been developing their skills for multiple years. The individual has developed foundational competencies and are recognized by their team members as a top performer, a highly engaged and dedicated team member. Exhibiting exceptional employability skills in combination with a great work ethic, passion, and love for the game of golf, they recognize a barrier to advancement.

A formal degree in turfgrass management is prohibiting them from higher wages and responsibilities within the organization.

With a critical position opening in sight, the management team is in a quandary – to offer this high performer or open the position to external candidates with the hopes of someone with a formal education. The dilemma is the current club policy requires all assistant managers to have certification in turf management from an accredited university.

Instead of offering the position to the candidate, they built a formal plan to upskill, train the individual with advanced responsibilities, increase compensation through 90-day reviews, and also support payment towards the individual’s continued education through an online turfgrass management program.

Additionally, they were able to secure an individual with similar experience levels with a formal education. A win-win for both parties.

Education: A Foundation or a Facade?

Education, undoubtedly, lays a robust foundation. A formal degree or certificate in turf management offers a structured learning pathway, equipping individuals with theoretical knowledge and industry insights. 

Right or wrong, it’s a ticket that often facilitates entry into the professional arena through enhanced networking, structured learning, recognized credentials, and credibility.

Executive and senior-level management positions in the turf industry require higher level education, whether a two-year certificate, associate’s, or bachelor’s degree. While this may not be needed for all golf facilities, it is the industry standard most adopted.

The traditional pathway toward higher education still holds substantive weight for all the right reasons. Still, in an industry underserved of educated individuals, employers, out of necessity, must look for alternative solutions to fill critical team and skill gaps.

However, does a formal education always guarantee the practical employability, teamwork, and problem-solving skills required? Not necessarily.

Experience: The Unsung Hero

As our team has evaluated in dozens of assistant manager searches, experience is the silent deal breaker. It doesn’t boast fancy certificates but speaks volumes through practical wisdom and hands-on proficiency. 

An employee who has ‘been there and done that’ brings a wealth of rich and relevant knowledge to the table. They understand the existing team’s workflow, cultural nuances, and challenges. 

All too often, we can identify talent, who doesn’t necessarily show on paper their qualifications, acumen or passion, but clearly rises to the top upon further examination and discussion.

A Balanced Approach

So, how does the industry navigate this crossroads? A balanced approach is the key. 

Employers could consider adopting a more flexible stance, valuing experience and willingness to provide as much formal qualifications. Here are some other strategies to ensure you don’t fall into this trap.

• Foster an environment where individuals are encouraged to bring new ideas and innovative solutions based on their practical experience. Ensure that the work environment is inclusive, where individuals are valued for their contributions, irrespective of their educational background.
• Establish clear career pathways that allow for progression based on experience, skills, and performance. Conduct regular performance reviews to recognize individuals’ hard work and contributions, allowing them to advance in their careers. Reward individuals through performance-based bonuses or increased wages upon completion of external courses, workshops, or online certificates.
• Support and facilitate enrollment in external courses, workshops, or online learning platforms to allow individuals to acquire formal knowledge and certifications like those offered by numerous turf programs in person or online. 

Moreover, fostering a mentorship and on-the-job learning culture can also be immensely beneficial. It allows the experienced to impart practical wisdom and the newcomers to infuse fresh perspectives, creating a vibrant learning ecosystem. 

Employers in the turf management industry, and indeed in various sectors, can adopt several of these strategies to support and leverage the skills of individuals who bring practical on-the-job experience but need formal education.

Author’s Note: Here is a link to a podcast I was on with the National Association of Landscape Professionals – podcast.

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About The Author

Tyler Bloom is the founder of Tyler Bloom Consulting. A former golf course superintendent and turf professional, Tyler’s love of all things golf began at the age of six when he stepped onto the course for the first time. 

Tyler has an Executive Certificate in Talent Acquisition from Cornell University and a degree in Turfgrass Science from Penn State University. With 20 years of experience in the golf and turfgrass industry, Tyler has worked directly with reputable club leaders at some of the most prestigious clubs to place over 100 professionals in executive and management level positions throughout the United States.

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Are you ready to build a top-performing team that drives results? Our proven framework, methodologies, and implementation is based on our personal track record of developing world-class teams. In addition to talent acquisition, we provide leadership development and ongoing consultative services for the golf course and club industry. Our team has personally coached and mentored dozens of future golf course superintendents across the United States. 

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My gears were spinning after a recent podcast with Trent Manning, host of the Reel Turf Tech Podcast (view here).

The exodus of experienced turf equipment professionals to industries offering better pay, growth opportunities, and improved work-life balance is creating quite a stir within the golf industry. Much of our focus was on how turf equipment managers can enhance their career development skills, and how to mentor the next generation.

I realized shortly thereafter there was another key point we missed. The importance golf course superintedents play in elevating the role of their turf equipment managers.

Our team has taken on a dozen turf equipment searches over the last year, and anticipate this will continue as the demand increases. A consistent theme we hear from candidates is a lack of appreciation for the role. 

Several issues contribute to the challenges faced by turf equipment managers including increased workload, physical demands, lack of recognition, perception of the career pathway, budget constraints, supply chain issues, lack of investment in equipment and technology, and not enough young students showing a career interest.

While the primary focus of the job revolves around maintaining top-notch equipment, sustainability, and environmental stewardship, golf course superintendents must constantly create awareness, support, and ongoing advocacy to elevate the role beyond the basics.

Here are some best practices to consider: 

Create a supportive environment

First and foremost, creating an environment that recognizes and supports turf equipment managers is an absolute prerequisite. 

To elevate the performance and position of turf equipment managers, one must create a culture of respect towards the role not only externally to key stakeholders, but starting with the internal staff.

Work hand in hand with your turf equipment manager to create key results and performance indicators that contribute to the overall reputation of the golf course, operation, and organization.  

Clearly articulate the club’s vision

Communicate a clear understanding of the vision for the golf course and club.

Identify any skill gaps or areas where the turf equipment manager can enhance their contribution to align with the superintendent’s goals and the club’s vision.

Define strategic objectives and key performance indicators (KPIs) related to equipment maintenance and management.

Training and Skill Development

Offer training programs, workshops, and resources to help acquire new skills or improve existing ones. This could include equipment-specific training online, regional workshops, or continuing certification programs offered by the GCSAA. Don’t forget the role requires a significant amount of leadership, organizational, financial management, and administrative skill sets.

Stay at the forefront of technological advancements by engaging with local industry representatives, and other professionals, and frequently consult with leading experts to help incorporate innovative technologies to improve the performance of the equipment. 

Encourage relevant certifications or qualifications in HVAC, electrical, plumbing, and carpentry to provide additional value across multiple departments.

Most importantly, and often overlooked, a great turf equipment manager reduces the risk of accidents or injuries, mitigating potential liability issues.

Provide them with a seat at the table

Foster a culture of open communication to help overcome challenges of financial constraints, weather impacts, or member expectations. 

Include your turf equipment manager in daily management meetings and planning sessions, so they do not become frustrated by having to hear second-hand. When onboarding new employees, ensure your turf equipment manager has a role in the process, and can develop rapport immediately. 

Regularly discuss equipment needs, challenges, and ideas. Collaboratively plan equipment maintenance schedules and initiatives, ensuring they align with the golf course’s overall maintenance plan.

This individual should play a key role in educating stakeholders to invest in sustainable equipment or overcoming financial limitations to maintain and upgrade machinery.  

Share the Spotlight

Lastly, it is your responsibility to highlight their accomplishments at Green Committee meetings, club communications, and out on the golf course in front of golfers. 

There may not be a bigger role within the club that impacts the bottom line more than the turf equipment manager. Whether it is preventative maintenance, cost controls, or keeping equipment operating at peak performance, the role enhances the club’s reputation and attractiveness to both members and guests.

The quality of the golfing experience depends on the dedicated professionals who maintain the equipment behind the scenes. It’s our responsibility to highlight them as a strategic partner, and not just a wrenchhead. 

Invest in your turf equipment manager, otherwise, you’ll be doing more than grinding your gears!

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About The Author

Tyler Bloom is the founder of Tyler Bloom Consulting. A former golf course superintendent and turf professional, Tyler’s love of all things golf began at the age of six when he stepped onto the course for the first time. 

Tyler has an Executive Certificate in Talent Acquisition from Cornell University and a degree in Turfgrass Science from Penn State University. With 20 years of experience in the golf and turfgrass industry, Tyler has worked directly with reputable club leaders at some of the most prestigious clubs to place over 100 professionals in executive and management level positions throughout the United States.

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Are you ready to build a top-performing team that drives results? Our proven framework, methodologies, and implementation is based on our personal track record of developing world-class teams. In addition to talent acquisition, we provide leadership development and ongoing consultative services for the golf course and club industry. Our team has personally coached and mentored dozens of future golf course superintendents across the United States. 

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Whether scanning job listings or engaging in committee discussions, Golf IQ continues to be a hot topic, and plays a key role in the success of Golf Course Superintendents and their maintenance teams.

What does having a high Golf IQ mean?

It doesn’t require being a scratch player, or holding a YouTube degree in golf history, but deliberately comprehending the game and its synergy with maintenance practice lends credibility to your role.

Golf IQ, often referred to as “Golf Intelligence,” is a term used to describe a golfer’s or golf course management professional’s knowledge, understanding, and expertise related to the game of golf.

In essence, golf IQ is about having a well-rounded knowledge of all aspects of golf, from the technical aspects of playing the game to the broader context of golf course management and the culture of the sport.

To truly grasp golf, you must immerse yourself in it. Many Golf Course Superintendents kick-started their careers as youngsters, playing with their fathers or grandfathers, eventually transforming their passion into a profession. Revisit the footsteps of your younger self—the golfer within. This experience is priceless, enabling you to empathize with those who tread your turf.

Now, let’s dive into some strategies that will improve your golf IQ and, consequently, elevate your course management skills.

Engage with Golfers 

Your golfers are your most valuable teachers. Connect with them, solicit their feedback, and heed their on-course experiences. Their insights will illuminate your maintenance decisions and elevate the overall golfing experience. Building these relationships will also provide opportunities for education and empathy. Share information, offer clarity, and provide comprehensive reports on maintenance practices to establish yourself as a trusted expert.

Play different courses with your members. Each course possesses its distinct personality, challenges, and beauty. This exposure will expand your perspective on golf course management and deepen your appreciation for the game’s diversity.

Network and Stay Informed

Forge connections with golf professionals, course architects, and industry experts. Engaging in conversations about course design, maintenance, and golfer preferences can be enlightening. Stay updated with podcasts dedicated to golf industry news, trends, and innovations. Keep abreast of advancements in course design, technology, and sustainability practices that can impact your role as a superintendent.

Understanding and upholding the Rules of Golf and adhering to proper golf etiquette are non-negotiable. It’s not just about keeping score; it’s about preserving the game’s integrity. Explore free instructional videos provided by USGA Course Consulting on YouTube and seek opportunities to learn from golf professionals through clinics or workshops.

Learn about golf course architecture

Knowledge of golf course architecture can assist superintendents to tailor maintenance practices to align with the course’s design and intended playing characteristics. They can prioritize maintenance efforts on areas that have the most impact on the course’s design and playability, ensuring a balanced approach to course upkeep.

When it’s time for course renovations or restorations, an understanding of golf course architecture is invaluable. Superintendents can work effectively with architects and construction teams to preserve the course’s original design while addressing modern playability and maintenance needs.

Whether reading books or listening to podcasts, there’s a wealth of information in this area to improve your knowledge base.

Invest in Your Staff 

Above all, nurture a genuine love for golf for you and your team. The more you engage with the sport, the more your Golf IQ will naturally develop and trickle throughout the team. Your passion will radiate through the meticulous care and attention you dedicate to your course.

Provide golf lessons for your team, get them involved to volunteer at professional or amateur tournaments to gain a sense of high level conditioning. Witnessing the world’s finest golfers in action is magical, and it underscores the significance of the maintenance efforts required to create conditions that are truly world-class.

By immersing ourselves in the game, learning from players, and staying connected to the golfing community, you will enhance your Golf IQ and elevate your credibility

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About The Author

Tyler Bloom is the founder of Tyler Bloom Consulting. A former golf course superintendent and turf professional, Tyler’s love of all things golf began at the age of six when he stepped onto the course for the first time. 

Tyler has an Executive Certificate in Talent Acquisition from Cornell University and a degree in Turfgrass Science from Penn State University. With 20 years of experience in the golf and turfgrass industry, Tyler has worked directly with reputable club leaders at some of the most prestigious clubs to place over 100 professionals in executive and management level positions throughout the United States.

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Are you ready to build a top-performing team that drives results? Our proven framework, methodologies, and implementation is based on our personal track record of developing world-class teams. In addition to talent acquisition, we provide leadership development and ongoing consultative services for the golf course and club industry. Our team has personally coached and mentored dozens of future golf course superintendents across the United States. 

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In today’s digital age, a strong online presence is essential for any business or organization, including golf and country clubs. 

LinkedIn, the professional networking platform, offers a unique opportunity for clubs to connect with potential employees, showcase their unique culture, and position themselves as employers of choice in the competitive industry. 

Your LinkedIn Company Page serves as the digital face of your country club on the platform. It’s the first impression potential employees and members will have of your club, so it’s crucial to make it engaging and appealing. 

Here’s how to create a powerful LinkedIn Company Page:

1. High-Quality Visuals

Start by choosing high-resolution images and graphics that showcase the beauty and unique features of your club. These visuals could include:

• Stunning landscapes highlighting your club’s picturesque surroundings, whether it’s a lush golf course, serene lake, or elegant architecture. Use professional photographs that capture the essence of your club’s natural beauty.
• Showcase your club’s amenities such as the clubhouse, tennis courts, swimming pool, dining areas, and event spaces. These images should be well-lit and emphasize the quality and comfort of your facilities.
• If your club hosts events or activities, share photos of these experiences to give potential employees and members a taste of what to expect.

A number of facilities including Baltimore Country Club, Rehoboth Beach Country Club, Philadelphia Cricket Club and The Union League of Philadelphia have really set a strong foundation for many others. I encourage readers to bookmark their pages for future reference.

2. Comprehensive Company Description

Your company description is a critical component of your Company Page. 

In a concise and engaging manner, describe your club’s history, mission, values, and what sets it apart from others in the industry. Highlight any awards, accolades, or unique selling points that make your country club special.

Ensure that your contact information, including your club’s physical address, phone number, and website URL, is up-to-date. This makes it easy for interested individuals to reach out or visit your club.

3. Consistent Engagement

Consistency is key on LinkedIn. Regularly update with fresh content. Share posts about upcoming events, special promotions, employee spotlights, or anything that reflects the vibrancy and activity at your club.

Showcase the accomplishments and experiences of your current employees. Share their testimonials, stories, and career progression within the club. Potential employees are often drawn to organizations where they can see the success of their peers.

Creating engaging content can help showcase your expertise, and attract your desired audience.  Other additional ideas include course spotlights, membership benefits, event promotion, community involvement, sustainability initiatives, player testimonials, golf tips and techniques, behind-the-scenes, golf industry trends, community engagement, member spotlights and exclusive offers.

Encourage interaction by responding to comments on your posts and engaging in conversations related to the hospitality industry. Be responsive to inquiries from potential candidates and maintain a professional and approachable online presence.

Partner with local influencers or well-known personalities in the hospitality industry to promote your club. Their endorsement can increase your club’s credibility and reach a wider audience.

Celebrate milestones such as anniversaries, achievements or significant accomplishments by expressing gratitude for their contributions. 

4. Encourage Follows and Engagement

Promote your LinkedIn Company Page through your other digital channels, such as your club’s website, newsletters, and other social media platforms. Encourage current employees and members to follow and engage with your page, as their interactions can expand your reach.

Encourage your current employees to refer potential candidates from their LinkedIn networks. Offering incentives for successful referrals can be an effective way to attract quality talent. Employee involvement can help amplify your message and attract like-minded individuals who resonate with your club’s culture.

Keep in consideration, over 22,000 people with job titles as golf course superintendents and assistant golf course superintendents have active profiles on LinkedIn. 

Your LinkedIn Company Page can be a simple and strategic way to a wider audience, attracting top talent, and cementing its status as a standout player in the golf and turfgrass industry. 

By following these steps and maintaining a consistent and engaging online presence, your club can thrive in the digital landscape.

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About The Author

Tyler Bloom is the founder of Tyler Bloom Consulting. A former golf course superintendent and turf professional, Tyler’s love of all things golf began at the age of six when he stepped onto the course for the first time. 

Tyler has an Executive Certificate in Talent Acquisition from Cornell University and a degree in Turfgrass Science from Penn State University. With 20 years of experience in the golf and turfgrass industry, Tyler has worked directly with reputable club leaders at some of the most prestigious clubs to place over 100 professionals in executive and management level positions throughout the United States.

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Are you ready to build a top-performing team that drives results? Our proven framework, methodologies, and implementation is based on our personal track record of developing world-class teams. In addition to talent acquisition, we provide leadership development and ongoing consultative services for the golf course and club industry. Our team has personally coached and mentored dozens of future golf course superintendents across the United States. 

Book A S.E.R.V.I.C.E. Call

In the modern club, operational excellence extends far beyond pristine fairways and luxurious clubhouse amenities.  In recent years, diversity, equity and inclusion (DEI) best practices have emerged as critical drivers of success. No longer a buzzword, DEI is a driving force behind innovation, creativity, and resilience with teams. Recruiting and hiring a diverse team offers a kaleidoscope of perspectives that transcend the fairways. 

By welcoming varied viewpoints, clubs can enhance member experiences, foster innovative approaches, and align themselves with the broader demographic shifts in the golfing community. The golf industry’s expansion hinges on embracing diversity as a competitive advantage, allowing clubs to tap into wider audiences and usher in expansive growth. 

An authentic commitment to diversity begins right from the hiring phase. Actively seeking diverse talent and recalibrating recruitment strategies can be further bolstered by forging educational partnerships to discover hidden talents. Everyone in club leadership–spanning from Board Members to General Managers and Superintendents–play a pivotal role in setting the overarching tone and ensuring that every corridor of the club resonates with acceptance and inclusivity. 

Transformation is an ongoing journey, and continuing education is its backbone. Regular workshops and training sessions can bring issues of diversity and unconscious biases to the forefront. By equipping HR Managers with the necessary tools and training, clubs can safeguard a harmonious and inclusive atmosphere. 

Every team member, regardless of their background, plays a vital role in the success of the club. Acknowledging these individual contributions is more than just a kind gesture–it’s an affirmation of the club’s ethos. Celebrating diverse achievements can promote unity and drive collective growth. 

Clubs that embody inclusivity offer a true reflection of the vibrant world outside their gates, standing as models of adaptability and resilience. Our mission is to guide you in aligning excellence with diversity in order to pave the way for a brighter, more inclusive future in the golf industry. 

Here is how you can take DEI into consideration during the recruitment process:

1. Broaden your horizons: Cast a wide net. Ditch traditional recruitment avenues and explore diverse job boards, minority-focused career fairs, and partnerships with institutions serving diverse populations.
2. Write inclusive job descriptions: Emphasize your club’s commitment to inclusivity and ensure that job descriptions are gender-neutral and free from jargon that may deter diverse applicants.
3. Conduct bias-free interviews: Invest in training for interviewers to recognize and counteract unconscious biases and stereotypes. Implement diverse interview panels to ensure a variety of perspectives are represented.
4. Offer flexibility: Recognize that a one-size-fits-all approach doesn’t cater to everyone’s needs. Whether it’s flexible working hours, time off for religious holidays, or offering parental leave, be sure that your policies accommodate diverse lifestyles.
5. Create a welcoming environment: Beyond recruitment, your workplace culture should welcome and support diversity. Regularly check in with staff, solicit feedback, and be willing to make the necessary adjustments. 
6. Promote personal growth: Highlight avenues for growth within your club or organization. Show diverse employees a future where their contributions are valued, and advancement is a tangible reality. 

In Wisconsin, golf course maintenance departments provide full-time and seasonal work for a diverse workforce across the state. Talent acquisition is conducted through collaborating with local municipalities, school systems, workforce development boards, and community programs. We helped the Wisconsin GCSAA create a Labor and Staffing BMP to establish practices to encourage DEI initiatives. To learn more, please visit here.

While the path to true inclusivity may be challenging, a commitment to DEI isn’t just the right thing to do; it’s smart business. Such a commitment sets clubs distinctly apart, ensuring that they remain relevant, progressive, and at the forefront of industry excellence. 

I encourage you to dive in, reflect and take actionable steps towards DEI. Let’s lead beyond the grounds and create club cultures where every individual can thrive. 

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About The Author

Tyler Bloom is the founder of Tyler Bloom Consulting. A former golf course superintendent and turf professional, Tyler’s love of all things golf began at the age of six when he stepped onto the course for the first time. 

Tyler has an Executive Certificate in Talent Acquisition from Cornell University and a degree in Turfgrass Science from Penn State University. With 20 years of experience in the golf and turfgrass industry, Tyler has worked directly with reputable club leaders at some of the most prestigious clubs to place over 100 professionals in executive and management level positions throughout the United States.

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Are you ready to build a top-performing team that drives results? Our proven framework, methodologies, and implementation is based on our personal track record of developing world-class teams. In addition to talent acquisition, we provide leadership development and ongoing consultative services for the golf course and club industry. Our team has personally coached and mentored dozens of future golf course superintendents across the United States. 

Book A S.E.R.V.I.C.E. Call

Golf is not a game of perfect shots; it’s a game of strategy, foresight and continuous improvement. Similarly, in the golf course and club industry, the true mark of leadership is not just in recognizing and recruiting top talent, but in nurturing and growing the talent already present within the organization. For golf club leaders, understanding the essence of performance management, especially within the framework of training and development is paramount. Performance management extends far beyond employee satisfaction –it reaches into the heart of club operations, benefitting both your organization and your members.

Why Performance Management is a Game-Changer

At its core, a club’s purpose is to serve its members and generate revenue; revenue that is generated through the dedicated efforts of employees. In fact, so much hinges on your club’s workforce, that if you aren’t asking how you can make your employees feel valued and fulfilled, you are missing a vital piece of the puzzle. 

This is partly achieved by providing clear paths for employee growth and development; and for growth to occur, employees need both opportunities to improve their performance and access to necessary training. This is where performance management comes into play. 

Without a well-structured performance management program, employees have a difficult time understanding what is expected of them and how their performance will be measured. Over time, without clear feedback, employees can easily become frustrated and lose their passion for your organization. An effective performance management program can prevent this from happening by clearly laying out expectations, KPIs, and milestones. Providing this level of clarity not only aids in day-to-day operations, it also gives employees the guidance they need to stay on track for performance appraisals, bonuses, or promotions. 

There are many reasons why implementing a performance management program before problems arise can be a game-changer for your club, but getting started can seem like a daunting task. 

Anticipating the Future: Proactive Performance Management

Performance management shouldn’t be an afterthought or a reactionary step once problems arise. It’s a visionary tool, allowing clubs to chart a course towards excellence, anticipate challenges, and continuously refine their approach. By being proactive rather than reactive, club leaders ensure their teams operate at peak performance, cultivating a positive environment focused on growth, excellence, and forward momentum. To truly appreciate the value of adopting a proactive stance, consider the following benefits: 

1. Stay ahead of the curve. Being proactive about performance management allows managers to address potential areas of concern before they become full-blown issues. This foresight ensures the club is always ahead of the curve, ready to address challenges and capitalize on opportunities.
2. Identify strengths. Performance management isn’t just about finding faults. It’s about identifying areas of potential, fostering excellence, and amplifying strengths. Through this lens, performance management becomes a constructive tool, honing the skills and talents of team members.
3. Guide employees. Think of performance management as a roadmap—a guide that steers the journey of both managers and team members. This roadmap provides direction, marking short-term milestones and long-term goals, ensuring everyone is aligned in their pursuits.
4. Build a continuous learning culture. With proactive performance management, clubs can instill a culture of continuous learning. This approach emphasizes the elevation of every team member’s potential, fostering an environment where learning and growth are central.
5. Smooth the operational flow. By identifying and addressing challenges early on, proactive performance management promotes a smoother operational flow. This anticipatory approach ensures the club operates efficiently, avoiding potential pitfalls and ensuring a seamless member experience.

Creating a Long Term Vision

While the allure of recruiting new talent is undeniable, there’s more to building a successful team than merely scouting for fresh faces. The traditional mindset, when faced with a performance gap or a new challenge, is often to look outside the organization for a new player with a fresh perspective to fill the void.However, this approach can sometimes overshadow the immense potential lying dormant within the existing staff.

In numerous mid-management searches our team has conducted, we encourage the executive leadership to identify current team members to engage into the process. Often, we identify skill gaps, but also identify critical soft skills such as organizational knowledge, relationships, motivation, leadership, influence and cultural fit.  

By making a strategic shift from external recruiting to nurturing the untapped potential within, clubs pave the way for a resilient, knowledgeable, and cohesive workforce. These individuals are already acquainted with the seasonality of the business, have a nuanced understanding of your members and are well-versed in the intricacies of club dynamics. Investing in tailored training, mentoring, and coaching not only brings out the best in your employees, but also creates a cohesive and unified team. This approach also fosters a sense of belonging and loyalty, crucial elements for long-term growth. 

There are a number of industry specific training available through associations and university training.  Apprenticeships are also a growing best management practice, and our team offers structure and support in this area to help develop existing team members.

The Benefits of Investing in Existing Talent

Performance management, when executed right, offers a strategic approach that ensures clubs are tapping into their existing talent pool. Harnessing this potential not only bolsters your team’s capabilities, but also delivers a multitude of benefits:

1. In-depth Industry Knowledge: Existing employees have a grounded understanding of the golf industry’s intricacies, from the technicalities of course maintenance to the dynamics of member relationships.
2. Cost Efficiency: Training and development can often be more cost-effective than the recruitment process, which involves advertising roles, interviewing, onboarding, and the inevitable period of adjustment for the new hire.
3. Team Morale and Loyalty: Showing faith in your current team by investing in their growth can foster a sense of belonging and loyalty, leading to lower turnover rates.
4. Faster Results: Coaching can often bring about swift improvements as the employee is already familiar with the environment, tools, and expectations.

A Strategic Blueprint for Club Leadership

The golf industry, much like the sport, thrives on precision, dedication, and a constant pursuit of excellence. For executive club leadership, recognizing top talent and honing it to perfection is a task that demands strategy and vision. It’s not just about recognizing this potential—it’s about actively cultivating it, creating opportunities for growth, and ensuring that each swing, metaphorically speaking, hits its mark. For club leaders aiming to achieve this harmonious balance between individual employee growth and organizational success, here are some actionable steps to take:

1. Identify Potential: Recognize those team members who showcase a zest for learning, who exhibit leadership qualities, or who have unique skills that can be honed for broader roles.
2. Create Tailored Training Modules: Understand the unique strengths and areas of improvement for each employee and design training programs accordingly.
3. Set Clear Objectives: Establish clear, measurable goals. Performance management isn’t about broad statements; it’s about specific milestones that can be tracked and achieved.
4. Provide Regular Feedback: Unlike annual reviews, coaching is a continuous process. Regular feedback sessions allow for real-time adjustments and provide opportunities for both praise and constructive critique.
5. Provide Resources: Whether it’s courses, workshops, technology, or access to industry events, ensure your team has the necessary resources to grow and excel.
6. Celebrate Employee Successes: Just as you would celebrate a birdie or an eagle on the course, celebrate the achievements and milestones of your team members. It boosts morale and reinforces positive behavior.

The Ultimate Trifecta: High-Performing Teams, Stronger Club Reputation, and Member Satisfaction

When clubs integrate a robust performance management program, it’s not just employees who thrive—it’s a win-win-win. From operational efficiencies and an enhanced reputation to high levels of member satisfaction, the club, as an entity, thrives. 

For one, it establishes a culture of transparency between management and team members. This two-way communication bridges gaps, fosters understanding, and keeps everyone on the same page. Setting clear, achievable goals gives team members a direction and a purpose. It amplifies productivity and offers a clear vision of career progression. 

Engaged, motivated teams contribute to greater operational efficiency. Furthermore, a club that is known to invest in its employees enhances its brand image. Clubs known to prioritize employee growth naturally become a magnet for top-tier talent and discerning members. 

Engaged employees, proud and content in their roles, also provide superior services. They interact more authentically, providing more of a personal touch and forging deeper, lasting relationships with club members. In turn, members can’t help but recognize and appreciate an elevated experience, leading to greater pride in affiliation and club loyalty. 

Finally, enhanced efficiency and member satisfaction, coupled with reduced turnover, invariably bolster the bottom line, leading to an increase in revenue.

Defining Tomorrow’s Legacy Today

By embracing performance management, clubs can craft a legacy characterized by dedication, unparalleled excellence and memorable experiences for both team members and club members. As clubs navigate this ever-changing landscape, their choices today will define their stories tomorrow. And with a committed, nurtured team at the helm, their story is bound to be one of unprecedented success.

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About The Author

Tyler Bloom is the founder of Tyler Bloom Consulting. A former golf course superintendent and turf professional, Tyler’s love of all things golf began at the age of six when he stepped onto the course for the first time. 

Tyler has an Executive Certificate in Talent Acquisition from Cornell University and a degree in Turfgrass Science from Penn State University. With 20 years of experience in the golf and turfgrass industry, Tyler has worked directly with reputable club leaders at some of the most prestigious clubs to place over 100 professionals in executive and management level positions throughout the United States.

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Are you ready to build a top-performing team that drives results? Our proven framework, methodologies, and implementation is based on our personal track record of developing world-class teams. In addition to talent acquisition, we provide leadership development and ongoing consultative services for the golf course and club industry. Our team has personally coached and mentored dozens of future golf course superintendents across the United States. 

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As the wise Dalai Lama once said, “The roots of all goodness lie in the soil of appreciation for goodness.”

We’re nearing the end of a challenging summer, and the atmosphere on golf courses is filled with excitement as pre-season football begins. Conversations with course superintendents and club officials have brought to light the secrets behind employee retention, ranging from cultural fit to compensation packages.

But there’s a hidden gem, a priceless treasure that often goes unnoticed in benefit plans and salary structures—the power of appreciation.

Appreciation is the key that unlocks the full potential of your golf course maintenance team. The average golfer might not fully grasp the intricacies and unwavering dedication required to maintain a top-notch golf course. Lack of appreciation can lead to mediocrity, discontent, and even the unfortunate trend of employees seeking greener pastures.

Now, let’s delve into what drives these golf course superintendents and their teams. They dream of creating a truly memorable golfer/member experience, where players can fully appreciate the meticulous maintenance, excellent playing conditions, and overall beauty of the course.

But that’s not all. They constantly seek recognition for their expertise in turfgrass management, agronomy, and environmental sustainability. These professionals stay up-to-date with cutting-edge research, trends, and technology, all to achieve optimal playing conditions, course aesthetics, and overall health.

It’s not just technical expertise that drives them; they aspire to be highly skilled and respected professionals in their field. Effective leadership, teamwork, collaboration with stakeholders, and strong relationships with club management are all part of their vision.

Let’s not forget their dedication to sustainability and environmental stewardship. Implementing eco-friendly practices is a core value of superintendents, and they hope to inspire others in the industry to minimize water usage, reduce chemical inputs, and promote biodiversity.

Their unwavering dedication often comes at a personal cost, sacrificing their own health, family time, and wellness. Yet, they yearn for acknowledgment from golfers, club members, and industry peers alike.

It’s not an easy job. From weather fluctuations and budget limitations to disease control, they face countless hurdles and occasionally require temporary closures or maintenance practices like aerification.

So, how can golfers and club officials supercharge their golf course maintenance team with appreciation? I’ve got some straightforward tips for you:

👉 A simple “thank you” or expressing appreciation directly to the golf course superintendent when you encounter them on the course can work wonders.

📜 Sending a handwritten note or an email to the golf course superintendent is a thoughtful gesture. Let them know how much you appreciate the excellent course conditions and the effort they put into maintaining it.

📱 Take to social media! Post a positive review or shout-out on platforms like Twitter, Instagram, or Facebook to raise awareness about the hard work of the golf course superintendent.

🏌️ Respect the golf course rules and policies to maintain the course’s integrity and lighten the workload for the superintendent and groundskeeping staff.

⛏️ When you’re on the course, be considerate by repairing divots, fixing ball marks on greens, and properly raking bunkers. It’s a small gesture, but it means a lot to the hardworking team.

Remember, a happy and motivated staff is more likely to maintain a high level of course conditions. Let’s celebrate the passion, dedication, and commitment of the golf course maintenance teams who provide us with unforgettable golfing experiences.

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About The Author

Tyler Bloom is the founder of Tyler Bloom Consulting. A former golf course superintendent and turf professional, Tyler’s love of all things golf began at the age of six when he stepped onto the course for the first time. 

Tyler has an Executive Certificate in Talent Acquisition from Cornell University and a degree in Turfgrass Science from Penn State University. With 20 years of experience in the golf and turfgrass industry, Tyler has worked directly with reputable club leaders at some of the most prestigious clubs to place over 100 professionals in executive and management level positions throughout the United States.

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Are you ready to build a top-performing team that drives results? Our proven framework, methodologies, and implementation is based on our personal track record of developing world-class teams. In addition to talent acquisition, we provide leadership development and ongoing consultative services for the golf course and club industry. Our team has personally coached and mentored dozens of future golf course superintendents across the United States. 

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As the last seconds of the 2023 NCAA Men’s Basketball Championship ticked off, I marveled at the execution of the UCONN team.  The level of intensity, ups, and downs of the season, how they leveraged their strengths, and found a way to win when it mattered most.

68 teams enter the dance, and one wins the ultimate prize. 

It got me thinking how similar this is to the job search world – where everyone is competing for that one end goal through a rollercoaster of emotions. The exhilaration of victory, the Cinderella stories who move on against traditional powerhouses, the puzzling defeat for those shoe-in picks, and ultimately the “one shining moment” for the individual who has survived a grueling process.

The job search can be competitive, challenging, and unpredictable. It is not uncommon to experience periods of extreme highs when you get invited for an interview, followed by the disappointment and frustration that comes with rejections. This can be particularly true when it comes to the competitive nature of many open positions in today’s market. Let’s explore how March Madness and job search are similar and what we can learn from them.

1. It’s a Tournament

Just like March Madness, a job search process is a tournament. You start with a large pool of candidates (teams) competing for a limited number of positions (slots in the tournament). You go through rounds of elimination (resume screening, interviews) to make it to the next stage (final interviews, job offers). The process can be intense and requires careful strategy, preparation, and perseverance.

2. Both require careful strategy and preparation

If you’re looking for a job or trying to win March Madness, it takes more than luck. Success requires careful strategizing and expert preparation. Like the NCAA men’s basketball teams of March Madness, job seekers must step onto the court ready to defend their talents, abilities and survive against fierce competition in order to advance. 

Despite the overarching belief that there’s a lack of talent, you are competing against other qualified candidates who are vying for the same job openings. Just like teams in March Madness need to bring their A-game to outperform their opponents, you need to showcase your skills, value, leverage your differences, qualifications, and achievements to stand out from the competition.

3. The importance of creating an impressive resume – “shooting your shot” in the tournament

Applying for a job is like preparing to compete in a tournament: you need to look the part and be ready for whatever is thrown at you. You couldn’t show up wearing the other team’s colors, nor could you go on the field unprepared. The same concept applies when creating an impressive resume – it’s your way of “shooting your shot”. 

Crafting a professional and impactful resume will ease an employer’s eye as they pursue through your experience and qualifications. Your resume should give off the right impression of who you are and what you bring to the table. In order to stand out from the crowd, making sure your resume looks polished, professional, and relevant is the key to success – do so, and you’ll enter that tournament with confidence knowing that you put in the work!

4. It’s Full of Ups and Downs

Despite arriving with the expectation of a predetermined path to success, some tournaments throw in so many curveballs that it can feel like you’re on a never-ending rollercoaster ride.

March Madness is known for its unpredictability, with underdog teams often defeating higher-ranked opponents. Similarly, the job search process can be full of ups and downs. You may face rejection, setbacks, and disappointments along the way. However, just like basketball teams need to bounce back from a loss and keep pushing forward, job seekers need to persevere, learn from their setbacks, and keep their motivation high.

Adapting to changing brackets on the fly is by no means an easy task, but those who have faced such obstacles head-on will tell you that it’s the unexpected twists and turns in life that make it interesting. For any athletes looking to compete, there may come a time where courage and resilience are put to the test. Ultimately, not all paths are plotted neatly in advance, however those capable of admirably overcoming such unanticipated challenges will surely be rewarded.

I was recently leading a job search where the winning candidate was initially passed on for other candidates. When an unexpected life twist required someone to pull out of the dance, the passed over candidate was asked to come back into the mix and accelerated to the top. Don’t think this person overcame a lot of obstacles?  Talk about a Cinderella Story!

5. It Requires Adaptability 

Winning teams adapt to different opponents, game plans, and situations. Similarly, in a job search, you may need to adapt your approach based on the specific job, company culture, and interviewer’s style. Reading the room is a requirement in every search, and being able to present your skills and abilities to changing dynamics is something you should expect. Flexibility, adaptability, and the ability to adjust your strategy can increase your chances of success.  

6. It’s About Networking

Teams often rely on teamwork and collaboration, networking plays a crucial role in the job search. Building a strong professional network, connecting with industry contacts, and leveraging referrals can open up opportunities that may not be advertised publicly. How many times do you think coaches talk to other coaches, sharing game strategy and information about players and the tendencies of their next opponent? Networking can help you gain insights, make connections, and increase your credibility in a job search..

7. It Requires a Winning Attitude 

Finally, both March Madness and job search require a winning attitude. Just like basketball teams need to believe in their abilities and have confidence in their skills, job seekers need to exude confidence, positivity, and enthusiasm throughout the job search process. A winning attitude can impress potential employers and help you make a memorable impression.

8. The rewards of success and hard work-celebrating as championship teams are crowned!

The yearly March Madness tournament and job search are adventurous, albeit sometimes unpredictable and arduous, journeys. The parallels between the two should remind us to both plan ahead and also just enjoy the ride. 

As we go through each phase of the search or tournament, there will be obstacles that must be overcome and unexpected curve balls thrown your way. However, if you remain resilient in the face of adversity, success will be yours! 

Some may see these processes as stressful or overwhelming; however, embrace them with an open mind and do not forget to have fun! But always remember – the best team doesn’t always win. It’s the team that prepares and plays the best that ultimately lands the championship trophy or in a job seeker’s case – the dream job.

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About The Author

Tyler Bloom is the founder of Tyler Bloom Consulting. A former golf course superintendent and turf professional, Tyler’s love of all things golf began at the age of six when he stepped onto the course for the first time. 

Tyler has an Executive Certificate in Talent Acquisition from Cornell University and a degree in Turfgrass Science from Penn State University. With 20 years of experience in the golf and turfgrass industry, Tyler has worked directly with reputable club leaders at some of the most prestigious clubs to place over 100 professionals in executive and management level positions throughout the United States.

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Are you ready to build a top-performing team that drives results? Our proven framework, methodologies, and implementation is based on our personal track record of developing world-class teams. In addition to talent acquisition, we provide leadership development and ongoing consultative services for the golf course and club industry. Our team has personally coached and mentored dozens of future golf course superintendents across the United States. 

Book A S.E.R.V.I.C.E. Call

In today’s business world, it’s more important than ever to stay ahead of the curve when it comes to workforce development. With new technologies and changes in the economy, the way we develop our employees needs to evolve as well. Here are some emerging trends in workforce development that you should be aware of.

The rise of the gig economy and how it’s changing the way we work

The gig economy is reshaping the choices available to workers and providing opportunities unlike ever before. Whether you’re a part-time or full-time worker, new doors are opening up that allow individuals to build flexible careers without being confined to typical nine-to-five roles or simply job hopping from one employer to another. With the emergence of the gig economy, workers now have the freedom to pursue multiple income streams and design their own business model. But perhaps most significantly, freelancing allows people to draw on their own skill sets and assets that may not be adequately harnessed in traditional work environments. The rise of the gig economy is creating a more diverse and autonomous labor force, allowing us all to explore our potential and take charge of our futures.

Don’t think this applies to the golf industry?  I have seen more “independent contractors” show up in various regions of the country to fill in for golf course superintendents, executive or sous chefs, and clubhouse managers.  The individuals are filling a real need with specialized skills and knowledge to fill in short-term gaps.

The importance of upskilling and reskilling for today’s workforce

Today, the workforce is faced with a unique challenge. With technological advances and changes in consumer preferences happening at a rapid rate, it is important to stay proactive when it comes to training and development. In order to remain competitive in today’s labor market, employees must continually take initiative to keep their skills up-to-date. This can be achieved through “upskilling” and “reskilling” – two concepts that are becoming increasingly popular solutions for staving off obsolescence. Upskilling involves honing existing skills while reskilling requires learning completely new sets of knowledge or aptitudes. By investing these valuable resources into their workers, organizations can ensure they maintain a staff well equipped with the necessary tools to navigate a quickly changing society.

Our case study is the usage of Registered Apprenticeship programs, which has continued to catch interest from facilities across the United States. Here is an example – https://www.nystaapp.com/jobs/c/0/i/61766529/nysta-apprenticeship-program 

How to make your workplace more attractive to top talent

Attracting top talent to your workplace should be a priority, and there are many creative ways you can do this. Using vivid language in job descriptions to capture the interest of potential candidates is essential, as well as creating an environment which encourages collaboration and fun. Flexible work hours and added vacation time can also draw in prospective employees who may have competing lifestyle demands. In addition, offering competitive salaries, innovative methods of rewards and recognition, a practice of setting job promotions and career paths all send the message that your organization is serious about investing in its valuable team members. Ultimately, making your workplace attractive to top talent often comes down to innovation and agility: focus on new ideas that show potential employees they will be valued and constantly challenged as part of the team.

The benefits of workplace diversity and inclusion

The modern workplace is enriched with diversity and inclusion when everyone’s unique point of view, abilities and life experiences can be expressed freely. Through celebrating and leveraging the diversity of its staff, an organization can create a much stronger, dynamic team – one in which every team member feels respected and part of the success story. Workplace inclusion encourages everyone to contribute their ideas, breaking down any barriers that may exist between colleagues or departments. This promotes creative solutions to challenges, which helps the organization thrive rather than merely survive in a competitive landscape. Simultaneously, through increased visibility of people from different backgrounds, organizations can better reflect society in their corporate identity and attract new customers from diverse communities. Ultimately this results in higher bottom-line performance for the organization as talent can develop more efficiently; maximizing productivity and company growth.

The future of work and what it means for businesses

Businesses all over the world are beginning to ponder the future of work, a concept that has been discussed often in recent years. With new developments in technology coming every day, physical locations for employees may change or become obsolete altogether, as more people take up remote and flexible working practices from the comfort of their own homes. Additionally, automation will likely play a larger part in the golf industry, changing the way businesses interact with customers and streamlining certain processes. The importance of commitment to ethical behavior and clear management processes will be paramount as we move into this new era. It is an exciting time for change and an opportunity for businesses to progress with the times.

As the gig economy keeps growing and changing the way we work, employers need to stay ahead of the curve in order to attract and retain top talent. Through upskilling and reskilling initiatives, creating an attractive workplace environment, and nurturing diversity, employers can create a great workplace that appeals to job seekers and boosts their bottom line. While it’s impossible to know for certain what the future of work holds, possessing these skills and qualities will help businesses survive in what may be a rapidly shifting landscape. As challenging as it might sound now, given enough nurturing of worker’s skills and capabilities, as well as cultivating a positive environment in the worksite, together we can all forge our way forward into the future of work.

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About The Author

Tyler Bloom is the founder of Tyler Bloom Consulting. A former golf course superintendent and turf professional, Tyler’s love of all things golf began at the age of six when he stepped onto the course for the first time. 

Tyler has an Executive Certificate in Talent Acquisition from Cornell University and a degree in Turfgrass Science from Penn State University. With 20 years of experience in the golf and turfgrass industry, Tyler has worked directly with reputable club leaders at some of the most prestigious clubs to place over 100 professionals in executive and management level positions throughout the United States.

---

Are you ready to build a top-performing team that drives results? Our proven framework, methodologies, and implementation is based on our personal track record of developing world-class teams. In addition to talent acquisition, we provide leadership development and ongoing consultative services for the golf course and club industry. Our team has personally coached and mentored dozens of future golf course superintendents across the United States. 

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Written by Mitch Rupert, Talent Strategist at Tyler Bloom Consulting

I didn’t know what to expect as I prepared for the first industry job fair I’ve attended. But I was certainly curious.

What would the Penn State University students in attendance want to talk about? What kind of advice would they be looking for as they navigate the seemingly endless tables of golf and industry leaders looking to hire them?

What surprised me as the fall day in State College, Pennsylvania, unfolded is that many of the students I spoke with didn’t necessarily have a plan. I watched as they walked into Alumni Hall and headed toward their desired course.

You couldn’t shine a flashlight in the cavernous room without hitting representatives from a course which has hosted a major championship. They garnered much of the attention of the students in attendance, and for good reason. The reputation of those clubs and the opportunities they afford those who work there are well documented.

The big takeaway is what I heard from those who came by our table.  Unsure and indecisive about their career pathway, the students didn’t always know exactly what they were looking for as they searched out internships or their first full-time employment. 

With the state of labor the way it is — especially in the golf industry — more power than ever is in the hands of the employees. So as these recent or soon-to-be turfgrass graduates enter the professional field, it’s important to have a plan of how you can attract and develop them.  Ultimately, why do you want to attract them?

Turfgrass graduates are the proverbial unicorns that nearly every job advertisement on industry job boards targets and desires. With enrollment numbers in a state of flux over the last five to ten years, filling entry-management positions has continued to be a challenge for golf facilities across the country. 

Employers who desire candidates with a turfgrass education need to remember this key message: candidates don’t know what they don’t know. Employers have the ability to adapt their offerings not purely based on compensation and benefits, but laying out a career pathway for success that is catered to individual needs, drives and motives.

Here are some considerations:

Plan for the organization you want to build

A sound career pathing blueprint starts with the right questions. Those include, but aren’t limited to:

• What does successful career pathing look like at your facility and the industry?
• What does our personal development program entail?
• How does career pathing vary for different ambitions?
• How do student interns and turfgrass graduates help us achieve business goals?

Traditionally, student interns and turf graduates provide a feeder system for entry level assistant roles and technician positions.  Ensuring you are able to provide foundational on-the-job experience will help prevent gaps in future skill needs.

Does the course setup for Ladies Day depend on the knowledge of plant pathology to get the job done?  No. Does a turf education guarantee someone can identify  the difference between 10 ounces per acre of growth regulator or 10 ounces per thousand square feet of growth regular?  One would hope. 

Consider the student pool, while limited, typically can bring energy and focus on career goal attainment, and they are looking to climb the managerial ladder.  Their goals can be tailored to provide learning and development through operations, technically focused tasks, small crew leadership and site specific agronomics.

When you encourage people to set goals that might stretch them, both behaviorally and in terms of their practical skill set, you’re building leaders at all levels. And companies that promote leadership throughout the organization are better equipped to withstand adversity and change. 

Being transparent and upfront about how the internship experience will help point individuals in the right direction will provide security and confidence for students. 

Develop a marketing and engagement budget

Employers continue to use social media in creative ways to highlight company culture, employee testimonials, career opportunities, operational practices and their employer brands.  

Develop a budget to cover items like communication and marketing materials, training, kick-off events, incentives or reimbursements.  Without adequate funding and support, your program stands little chance of sustaining itself and making a long-term impact. 

Consider looking at your annual budget expenses for 2023, and investing a portion into some collateral marketing to enhance your image and reputation.  Our friend, Brian Laurent of Superintendent Network, has developed some fantastic videos. 

Invite school advisors and faculty to your site to view operations, receive input and demonstrate why your facility will provide a great experience for students.

Encourage one-to-one mentorship

The #1 differentiator in the fight for good talent is you.  Your leadership, or lack thereof, will define your success in recruitment. Not every candidate wants to work at a top 100 facility or host a professional tournament, so consider reshaping your value proposition to provide one-to-one mentorship.  

Being able to have direct access to the main leader is desirable, and can have a major impact on someone’s trajectory.  Employees want to know they can talk shop at the end of the day, ask questions and pick the leaders mind.  Consider setting weekly internship meetings, guest industry speakers, calibration classes, irrigation repair and career development sessions.  

Providing career and leadership guidance will encourage employees to seek opportunities within the company rather than outside it.  Involving your key players such as equipment managers and assistants will make a real impact.  Don’t go at this alone, because you’ll likely be overwhelmed. 

A big reason why companies struggle to attract interns is a bad mentor-mentee match.  Word of mouth spreads within universities and peer networks, and thus leaves companies wondering what’s left to do. Ultimately, good mentorship helps match goals, strengths, personal interests and more to run an effective internship experience.

Be open to redefining the existing role 

For the most part, candidates will experience routine daily practices, applications, course setup and other typical duties in any internship. We can’t forget the fundamentals. However, providing different growth opportunities and exposure will attract a diverse pool of candidates. 

Create management scenarios, and consider your definition of “management.” Individuals can manage other things besides people. For example, you can oversee:

• Projects
• Initiatives
• Systems

Consider these options when you have a strong individual contributor whose interests or behavioral strengths don’t align with traditional or existing management roles. Tie the opportunity to a goal or ambition they’ve expressed. In doing so, you’re developing leadership traits while acting on their developmental priorities, fostering both engagement and growth.

Make it easy for an employee to take advantage of various niche tasks. Want to establish new technology programs?  Delegate tasks such as the digital job board, social media or moisture management readings.

Does the individual need to improve communication skills?  Consider offering crew management for the week, leading a Green Committee meeting or safety meeting.

Consider highlighting where you work

This has everything to do with what geographic region of the country in which you’re located, and the assets of your location beyond the golf course.

Why is this important? Individuals are moving their life to work there. Highlighting the town and social component may sweeten the pot.  Location plays a huge role in attracting and retaining the best employees, many of whom keep a close eye on where they’re based in order to optimize work-life balance. 

Fortunately, it is becoming more and more common for clubs to offer some sort of housing setup or stipend, which should help relieve some of the cost of living burden. But it’s not a given, and that’s an important question to discuss with your key stakeholders. 

And by carefully considering these recommendations, you’re going to give yourself a better chance of landing the proverbial unicorn.