Leadership on the Links

In this episode, we sit down with Eric Shomaker, Director of Golf Course and Grounds at Wade Hampton Golf Club, to explore his journey in the golf industry, leadership philosophy, and commitment to developing the next generation of golf course superintendents. Eric shares how intentional leadership, mentorship, and innovative team development practices have shaped the culture at Wade Hampton—one of the most respected pure golf experiences in the country. What You'll Learn in this Episode: Intentional leadership and open communication are foundational to Eric's approach. Assistant superintendents at Wade Hampton receive hands-on leadership training, budget exposure, and mentorship through structured programs. Influenced by mentors like Marsh Benson, Eric emphasizes relationship-building and thoughtful decision-making. Creative development strategies like “Manager of the Week” and “Lunch-and-Learns with Members” help assistants prepare for long-term careers in the turf industry. The culture at Wade Hampton is grounded in excellence, camaraderie, and continuous growth—principles reflected in Eric's leadership, which champions work-life balance, emotional intelligence, and a deep belief that long-term success comes from investing in people and embracing diverse professional experiences. Links mentioned: Wade Hampton Golf Club: https://www.wadehamptongc.com/

Oakland Hills Country Club has long stood as one of the most iconic venues in championship golf—and under the direction of Phil Cuffare, its future is being shaped with purpose and precision. In this episode of Leadership on the Links, Tyler Bloom sits down with Phil to explore how a deep respect for tradition, an unrelenting work ethic, and a commitment to team development are driving one of the most ambitious facility transformations in modern golf history. From his start at SUNY Delhi to his mentorships under legends in the industry, Phil shares his journey through the turf industry, including what it means to truly be a steward of a club's legacy. The conversation also covers Oakland Hills' major restoration projects, the strategy behind building a passionate and hardworking team, and why culture and standards—not just capital—define success. Whether you're an aspiring superintendent or a club executive looking to inspire your team, this episode offers powerful leadership insights from one of the top minds in the game. What We Learned from This Episode: ✅ Build for Legacy, Not Just Today – Phil views his role not as a job, but as a stewardship responsibility to uphold Oakland Hills' rich history and prepare it for the future. ✅ Culture is Built Through Standards – He sets a clear tone: "We don't have bad days here." High expectations are non-negotiable—and the team rises to meet them. ✅ Facilities Reflect Values – From the $80M clubhouse to a new state-of-the-art maintenance facility, the club's investment in infrastructure is also an investment in people. ✅ Hire for Passion, Not Just Skill – Phil no longer hires out of desperation. He's focused on finding people who want careers, not just jobs.

In this episode, Ryan Karapas of Control Solutions, Inc. (QualiPro) shares how the company is rebranding from a post-patent chemical provider to a hybrid manufacturer with proprietary products trusted at the highest levels of the golf industry.  Long known as a post-patent chemical provider, QualiPro is rewriting its playbook to become a “hybrid manufacturer”—one that blends value-based legacy products with a growing portfolio of proprietary innovations designed for elite-level performance. But this shift isn't just about chemicals—it's about changing minds, building trust, and positioning QualiPro as a go-to partner for the most demanding golf course environments in the country. We dive into initiatives like the Elite Advisory Team, QualiPro University, and CSI Academy—designed to build trust, elevate education, and drive performance across all budget levels. From major tournament support to next-gen superintendent development, this is a behind-the-scenes look at how QualiPro is changing the game. Listen in to understand how QualiPro is moving from commodity player to trusted turf partner—and why that matters for the future of golf course conditioning. What You'll Learn in This Episode: How QualiPro is rebranding from a post-patent chemical supplier to a hybrid manufacturer with proprietary solutions The role of the Elite Advisory Team (EAT) in shaping product credibility with top superintendents Why assistant superintendent development is a key focus through QualiPro University How digital education through CSI Academy and YouTube is changing product knowledge delivery The strategy behind supporting major tournaments like the U.S. Open and Players Championship Links mentioned in this episode:  Quali-Pro: https://www.controlsolutionsinc.com/quali-pro  Ryan Karapas LinkedIn: https://www.linkedin.com/in/ryan-karapas-94b507132/   

In this episode of Leadership on the Links, host Tyler Bloom sits down with industry veteran Dave Wilber, whose four-decade journey in turf has taken him from ranches and fairways to a global consulting career. Now in a new role as Director of Customer Success and Agronomy at TerraRad Tech, Dave shares how he's helping bring game-changing soil moisture technology to the turf world. The conversation explores how TerraRad's L-band microwave sensors are enabling smarter irrigation and better decision-making—and why tech like this is becoming essential. But the discussion also dives into leadership, mentorship, and the evolving challenges facing today's superintendents. Dave opens up about career reinvention, burnout, and the importance of lifelong learning in a fast-changing industry. Whether you're managing a course, mentoring a team, or just thinking about what's next, this episode offers real talk, sharp insights, and a clear look at where the turf industry is headed. What we learned from this episode: ✅ Career Reinvention is Possible – Dave transitioned from decades of turf consulting into a tech-forward role at TerraRad Tech, proving that adaptation and lifelong learning keep you relevant. ✅ Technology is Shaping the Future of Turf – TerraRad's L-band microwave radiometry sensors go beneath the surface—literally—by measuring soil moisture 3-4 inches deep and integrating with platforms like Toro Lynx for intelligent irrigation management. ✅ ROI-Driven Innovation Matters – With water and budget pressures growing, the ability to visualize and act on moisture data is a game-changer for many operations. ✅ Mentorship + Curiosity = Longevity – Dave's career longevity is rooted in staying curious, reading outside of the turf world, and helping others grow through mentorship. Links mentioned: TerraRad Tech - https://terraradtech.com/turfrad/  David Wilber LinkedIn - https://www.linkedin.com/in/dave-wilber-53696730a/

On this episode of Leadership on the Links, we sit down with Jason Straka, a seasoned golf course architect with over 30 years of experience designing and renovating courses worldwide. Jason's background in agronomy, environmental design, and construction gives him a unique perspective on the evolution of golf course architecture. We discuss the post-COVID design trends reshaping the industry, from short courses and reversible layouts to an increasing emphasis on sustainability and environmental stewardship. Jason also shares insights into the collaborative process between architects, superintendents, and club members—highlighting what makes a project truly successful. If you're passionate about the future of golf course design, this episode is a must-listen! Key Takeaways

In this episode of Leadership on the Links, we dive into the world of golf course construction and environmental stewardship with Nick Roth, Director of Greens and Grounds at The Tree Farm. Nick shares his journey from working on major renovation projects at Oakland Hills to leading the ground-up construction of The Tree Farm, a unique new golf destination blending golf, hospitality, and sustainability. We explore the club's innovative design philosophy, how it balances architectural vision with maintenance practicality, and the environmental initiatives shaping the course's future. If you're interested in course design, turf management, or what it takes to build a world-class golf experience from scratch, this is an episode you won't want to miss! What you'll learn in this episode: 

In this episode of Leadership on the Links, we sit down with Tom Kaplun, Superintendent at North Hempstead Country Club and President of the New York State Turfgrass Association (NYSTA). Tom shares insights into the NYSTA apprenticeship program, a game-changing initiative designed to develop the next generation of turfgrass professionals. We discuss how this program is shaping the future of the golf industry, improving workforce retention, and providing a structured pathway for career growth. Whether you're a superintendent, a golf course operator, or someone looking to break into the industry, this conversation is packed with valuable insights! Key Takeaways ⛳ The NYSTA apprenticeship program offers structured education and hands-on training for turfgrass professionals.

In this episode of Leadership on the Links, we sit down with Tom Kaplun, Superintendent at North Hempstead Country Club and President of the New York State Turfgrass Association (NYSTA). Tom shares insights into the NYSTA apprenticeship program, a game-changing initiative designed to develop the next generation of turfgrass professionals. We discuss how this program is shaping the future of the golf industry, improving workforce retention, and providing a structured pathway for career growth. Whether you're a superintendent, a golf course operator, or someone looking to break into the industry, this conversation is packed with valuable insights! Key Takeaways ⛳ The NYSTA apprenticeship program offers structured education and hands-on training for turfgrass professionals.

In this episode, we introduce Rachel Ridgeway as the newest team member at Bloom Golf Partners. We discuss her extensive HR background in private clubs, Bloom Golf Partners' expansion strategy, and how Rachel will integrate into the firm. Rachel Ridgeway's 13-years of experience in hospitality and manufacturing led her to the private club industry, where she served as an HR executive at Merion Golf Club and Rehoboth Beach Country Club. She specializes in executive recruitment, employee engagement, and club governance, with a passion for the unique dynamics of private clubs.  A SHRM-CP certified professional and Lumina Learning practitioner, Rachel has successfully recruited for leadership roles across private clubs, including Assistant General Managers, Superintendents, Executive Chefs, and Directors of Finance. This episode is packed with practical insights for General Managers, Club Leaders, and Superintendents looking to enhance hiring, retention, and leadership development strategies in their organizations.  Key takeaways from this episode: HR Expertise in Private Clubs – Rachel has placed key club leadership roles, bringing best practices to streamline the search process and enhance recruitment outcomes. Strategic Integration of HR Best Practices – Rachel's discusses the value of strategic initiatives including structured onboarding, exit interviews, and employee engagement strategies. Building Long-Term Leadership Pipelines – Develop stronger hiring frameworks to help clubs attract, retain, and develop top talent. Establishing core values, conducting annual employee satisfaction surveys, and implementing recognition programs create engaged teams and reduce turnover. Leadership & Development Initiatives: Rachel's experience includes launching supervisor peer groups, Lumina Spark workshops, and leadership retreats to strengthen club leadership teams. Links in this episode: Rachel Ridgeway - LinkedIn Bloom Golf Partners - www.bloomgolfpartners.com

In this episode of Leadership on the Links, we dive into the findings of a recent survey on assistant superintendent employment trends and career development with industry expert Pat Jones. The conversation sheds light on what today's assistants need to succeed and how the industry can better support their growth. What you'll learn in this episode: ✅ Mentorship & Development Matter: Assistants are seeking more guidance from superintendents and exposure to high-level responsibilities like budgeting and planning. ✅ Workplace Culture is a Priority: Future superintendents aim to build positive, engaged team environments. ✅ Education Requirements are Changing: While valuable, a 4-year degree is no longer seen as essential—2-year programs and on-the-job experience are gaining traction. ✅ Career Transparency is Needed: Assistants want clear pathways for advancement and open discussions about compensation. Soundbytes: "Many assistants expressed a common frustration: they don't feel seen or taken seriously by their superintendents. They're looking for mentorship, career guidance, and a clear path forward—but often feel left to figure it out on their own." (12:04) “With nearly 40% of courses now under management companies, there's a growing demand for experienced professionals who can step into a role and stay. It's no different than a highly skilled mechanic choosing to specialize rather than running the whole shop. You can carve out a successful career in this space without necessarily wearing the superintendent hat." (20:07) Key Quotes: "One of the things that really stood out to me was how many assistants mentioned in their comments that they had changed jobs multiple times—always searching for the right mentor, the right teacher, the right guide to help them take the next step in their career." "Many people don't fully appreciate—or perhaps don't even realize—just how early golf course teams start their day.”"It's no different than diagnosing a turfgrass issue. If you're dealing with a problem, you don't hesitate to call an expert and ask." “It's on them to ask the right questions, to communicate that they're looking for guidance, career development, and mentorship. And if that doesn't align with what's happening in a particular agronomy department? Then it's time to move on and find a place that does." "Some people are realizing they'd rather be at a B+ club where work-life balance is better, rather than pushing for that A+ club experience, where the demands can be overwhelming." Links and Resources Mentioned: Flagstick LLC: https://www.patjonesflagstick.com/ Pat Jones LinkedIn: https://www.linkedin.com/in/pat-jones-226766b0/

In this episode of Leadership on the Links, we sit down with Evan Schiller, one of the golf industry's most respected course photographers. Evan shares his journey from competitive golfer to capturing some of the world's most stunning golf courses. We discuss the role of photography in shaping a golf course's brand, the behind-the-scenes work of superintendents, and the evolving trends in course design and maintenance. What You'll Learn in This Episode: How Evan transitioned from playing professional golf to becoming a leading golf course photographer The meticulous planning and preparation involved in capturing the perfect golf course image Why high-quality photography is essential for a course's branding, marketing, and membership attraction The often-overlooked contributions of golf course superintendents and maintenance crews How course architecture, grass types, and environmental considerations are shaping modern golf design The importance of relationships between photographers, superintendents, and architects in the golf industry Soundbytes: “That's the kind of detail that makes a difference—not just for photography but for course maintenance. The grass tells a story, and I love learning from the people who care for it every day.” (34:44) “I'll be in the parking lot, packing up my gear, when someone—maybe a member, a guest, or even a staffer—asks, Oh, are you heading out now to shoot? No, I'm done. I always get a surprised look. Wait, what? They don't realize I've already been out there for hours.” (50:00) Key Quotes: "I was recently at Riviera, the bunkering there stood out as some of the best I've ever seen. Yes, some of the bunkers had steep faces, but the way they were designed and framed within the course was visually stunning. It wasn't just about difficulty; it was about how they shaped the experience of the course. Truly some of the best I've ever seen.” “Many people don't fully appreciate—or perhaps don't even realize—just how early golf course teams start their day.” “It's an incredible level of commitment that most people never see—but it's what makes the flawless morning rounds possible.”

In this episode of Leadership on the Links, Tyler sits down with David J. McGregor, a seasoned turf professional and Master Greenkeeper, to discuss his journey from England to the U.S. and his insights into the differences in golf course management between the two regions. More importantly, David introduces Evoke IQ, an innovative automated budget tracking platform designed to streamline financial management for golf course superintendents and club managers. What You'll Learn in This Episode: David McGregor's Career Path – From his start at Wentworth Golf Club hosting European Tour events to leading operations at Westwood CC. U.S. vs. European Golf Course Management – Key differences in staffing, efficiency, and technology adoption. What is Evoke IQ? – How this platform automates budget tracking and integrates with existing accounting and payroll systems. Superintendents as Financial Stewards – How better financial visibility builds confidence with club leadership and improves overall course management. Soundbytes: “From the U.S., we admire England's rich golf history, and from England, they admire the innovation and technology that drive the American golf industry.” (14:58) “A few years ago, I found myself spending too much time in my office, worrying about reports, invoices, and ensuring we were on track financially. Of course, I want my budget to be accurate, and I want to plan efficiently. But, as I've said before, I'm a greenkeeper at heart. Spending more time in the office than on the golf course became a real problem because, at the end of the day, we're judged by the condition of the golf course.(23:18) Quotes: “One of my proudest accomplishments was becoming a Master Greenkeeper in 2019, which was a rewarding milestone and a way to stay connected to home.” "I was young—only 21—when I made the move to the U.S. I'd been a greenkeeper since I left school at 16. The system in England is a bit different; as long as you start college right away, you can also enter the workforce, which is exactly what I did. I loved greenkeeping then, and I still do, but at the time, I felt like I had nowhere to go. “To put it simply, it's a budget-tracking tool that gives you a live budget, 365 days a year, with zero manual input. Gone are the days of checking the old manual ledgers, pulling labor reports, and manually compiling everything to understand where you stand financially.” “Evoke IQ automates data flow from our accounting system and payroll, linking it directly with our budgets and schedules. Now, when I walk into the office each morning, I can check my screen in just 15 seconds and know exactly where I stand with labor, ledger, and my overall budget. I can then walk out onto the golf course, make decisions in real-time, and know exactly where things are.” Links Mentioned: LinkedIn: David McGregor, https://www.linkedin.com/in/david-mcgregor-mg-3a3299308/ Website: Evoke IQ, https://www.evokeiq.com/ 

In this episode of Leadership on the Links, Tyler sits down with Christopher Brown, CEO of Teed & Brown, a seasoned professional who transitioned from golf course management to the lawn care industry. Chris shares his journey, from working in the golf course industry to leading Teed & Brown, a rapidly growing lawn care company. With a focus on leadership, career growth, and industry evolution, Chris provides valuable insights into balancing business expansion with maintaining a strong company culture. You'll hear about Chris's leadership philosophies, the tools and strategies that drive Teed & Brown's success, and why he believes open knowledge sharing is crucial for industry growth. This conversation is packed with practical takeaways for professionals in golf, turf management, and business leadership. What You'll Learn in this Episode: Career Perspectives: Why Chris made the switch from golf course management to lawn care and how it reshaped his career, and how he found passion in his current role. He described being open to exploring alternative career paths, which offered a better work-life balance and earning potential in adjacent industries like lawn care. Scaling Company Growth with Team Growth: How Teed & Brown scaled from a small operation to a multi-location business with 130 employees. Employee Development: The role of structured career paths, performance tracking, and continuous learning in building a high-performing team. The Power of Collaboration: Why knowledge-sharing and mentorship are essential for long-term success in the turf industry. Soundbites: “You have to constantly reset your approach, reminding yourself that each customer is new to the conversation. What may be second nature to you is entirely fresh to them, so you need to present it as if it's their first time hearing it.” (22:29) “Many companies struggle because they're missing one or two of these components. As businesses scale, Structure and Systems often become the biggest challenges. Early on, a simple structure works—two partners in a pickup truck, making daily plans on the fly. But with over 100 employees, well-defined systems and structures become essential for efficiency and growth.” (27:16) Key Quotes: "I sleep at night knowing I've got a really good team working around me who helps me do that." "Our challenge is to deliver our best while bridging the gap between customer expectations and reality—helping them understand what's possible, what isn't, and why." "We aim to be the fine steakhouse of this environment—offering a premium experience that comes at a higher price but delivers exceptional quality. It's all about ensuring it aligns with what you're looking for." "We must excel not just in training but also in providing consistent feedback and measuring performance effectively." Links and Resources Mentioned: Teed and Brown: https://teedandbrown.com/  Christopher Brown's LinkedIn Profile: https://www.linkedin.com/in/cbteedbrown/  Tyler Bloom's LinkedIn: https://www.linkedin.com/in/tyler-bloom-603b6243/  

In this episode, host Tyler Bloom is joined by Alyson Johnson, a dynamic leader with over 25 years of diverse experience across the golf industry. From her early days in sports psychology to running her own agency, The Gilly Group, Alyson has carved out an impressive career in marketing, branding, communications, and sponsorships within golf. We explore the vast opportunities available in the business of golf—opportunities that extend far beyond playing or teaching. Alyson shares valuable insights on personal branding, the challenges and triumphs women face in this male-dominated industry, and the importance of building diverse skill sets for career growth. You'll also learn about the fascinating world of golf course design, her perspective on creating memorable golf experiences, and her advice for women aspiring to succeed in golf careers. Plus, Alyson gives us a sneak peek at an exciting project she'll be announcing soon. Join us as we uncover actionable strategies and inspiring stories to help you elevate your career and leadership in golf. Let's tee off this insightful conversation with Alyson Johnson! What You'll Learn in this Episode: Business of Golf: Behind-the-scenes efforts in the golf industry create exceptional experiences for players and fans. Career paths extend beyond playing or teaching to include roles in law, HR, finance, and more. Women in Golf Careers: Women face challenges in a male-dominated industry, often hesitating to apply for roles unless fully qualified. Education on opportunities and strong personal branding can empower women to succeed. Personal Branding: A strong personal brand highlights professional appearance, skills, and willingness to learn. It helps others understand your value and opens doors for career growth. Construction and Course Design: The process of creating world-class golf courses involves transforming sketches into reality, with careful consideration of terrain, soil, and water. Alyson's work has given her a deeper appreciation for this art and science. Soundbites: “Many people, not just women, don't fully understand the wide range of career opportunities in the golf industry. When someone says they work in golf, the assumption is often that they are either a player or an instructor. However, the golf industry offers roles in nearly every field, such as law, HR, accounting, culinary arts, and course maintenance. If people realized they could apply their unique skills to a career in golf, it could help address workforce challenges in the industry.” (24:55) "For women, there's an added barrier—many don't feel welcome in golf, even as players. This lack of comfort extends to using golf for professional networking.” (27:08) Key Quotes: “Women are often hesitant to engage due to a fear of seeming inexperienced, whereas men tend to approach these situations with more confidence, even if they're unsure.” “Men will apply for a role even if they meet only one out of ten qualifications, whereas women might hesitate to apply unless they meet nearly all the requirements. This hesitation often stems from a fear of appearing unqualified or not knowing enough, leading women to hold back from trying altogether.” “Golf opens so many doors and provides incredible experiences.” “Too often, different sectors within golf work in silos, complicating things and even stepping on each other's toes. To avoid this, there needs to be more collaboration and understanding between different players in the industry.” “Another challenge is how many players, especially women, don't realize the range of skills they have. Players are often seen as just athletes, but they are also running businesses—handling marketing, travel, strategy, and finances.” “Personal branding also extends to your overall image. Are you professional in appearance and punctual in your commitments? Do you stay informed about industry trends? Who are you surrounding yourself with, and what projects are you working on? Sharing those projects shows the breadth of your experience and knowledge.” Links and Resources Mentioned: LinkedIn: https://www.linkedin.com/in/alyson-ramsey-johnson/  Website: https://www.gillygroup.com/

In this episode, the Bloom Golf Partners team recaps their experience at the 2023 GCSAA Conference & Trade Show in San Diego. The team shares their insights and takeaways from the event, including what surprised them, memorable conversations, and how they see the industry evolving. They also discuss the importance of their team dynamic and how they can better communicate their services to the industry. What You'll Learn: Momentum in the Industry Needs to Be Captured: There's a heightened interest in the golf industry as a career path, with growing opportunities in technology, autonomous equipment, and course infrastructure. Clubs that fail to engage with this momentum risk losing future talent. Career Growth & Relationships Matter: Witnessing colleagues progress in their careers, from assistant roles to leadership positions, was a source of pride and validation of the industry's development. Team dynamics: How the team dynamic and relationships have evolved, and the value they bring as a united front Diversity in attendees: The engagement with show attendees went beyond traditional industry roles, showcasing a broader network of professionals interested in workforce solutions. Clarifying Services is Key: Many people know what they want but don't know where to start. The team's biggest opportunity is ensuring professionals understand how they can assist beyond just placements—through guidance, career coaching, and strategic advising. Soundbytes: “We're in the business of helping people—whether it's connecting candidates with the right job or helping clients find the ideal candidate. Even if we can't assist you directly, we have a broad network and can point you in the right direction.” (37:01) “I think some superintendents may underestimate the value of the national conference, but for those who attend and gain exposure to new tools, tips, and industry insights, the impact on their careers can be significant. The influence of that experience is often underrated, and sending a team to San Diego could be an invaluable investment in their growth.” (39:37) Key Quotes: "The thing I was most surprised about was how many people whose lives we've impacted throughout the course of our time." - Mitch Rupert "I think the biggest change is going to be on our end and making sure that people understand what we do and what we're capable of doing." - Mitch Rupert "We're in the business of helping people, whether that's candidates find a job or clients, you know, finding a candidate. We also, we also are in the business of just helping people." - Mary Maloney “The industry is changing, and seeing how technology will play into staffing and job roles is something that really stood out to me.” - Ryan McNally "Many professionals know their end goal but struggle with the first step. That's where we come in." - Mitch Rupert Links and Resources Mentioned: Website: www.bloomgolfpartners.com LinkedIn

In today's episode, we're joined by a rising star in the turfgrass industry, Andi Meadows, Assistant Superintendent at TPC San Antonio. With a career that's a testament to perseverance, continuous learning, and leadership, Andi takes us on a journey from crew member to assistant superintendent. Recently, she was awarded the prestigious $10,000 GCSAA Alan MacCurrach Jr. Scholarship, which will help her complete her degree in turfgrass science. In this insightful conversation, Andi shares the lessons she's learned along the way, including the importance of education, mentoring, and embracing technology in the ever-evolving world of golf course management. We'll also explore her vision for the future of the industry, touching on trends like water conservation and tech-driven innovations. Whether you're a seasoned professional or just starting out, Andi's story is sure to inspire and offer valuable takeaways for anyone in the turfgrass profession. What You'll Learn in this Episode: GCSAA Scholarship Award: Andi received the $10,000 Alan MacCurrach Jr. Scholarship from GCSAA and the PGA Tour to help fund her education through summer 2025. Mentoring and Leadership: Andi focuses on building strong relationships with her team, adjusting her teaching to each person's needs.  Industry Trends and Future Outlook: Andi sees technology, like autonomous mowers and GPS sprayers, growing in the industry. She believes water conservation will become a key focus for golf courses. Technology will also help attract younger professionals, with education and specialization playing a big role in career advancement. Advice for Aspiring Turf Professionals: Andi's advice: “Your feelings are not facts” – don't let self-doubt hold you back. Consistency and hard work will lead to recognition. Education opens doors and builds confidence. Persistence is essential in achieving long-term goals. Soundbites: “Education has allowed me to demonstrate my dedication, my willingness to put in the hard work, and my commitment to personal growth. It's not just about doing the fun stuff; it's about showing I'm willing to make sacrifices—financially, personally, and professionally—to reach my goals.” (2:21) “I've been in the turf industry since 2006, and back then, my world was very small. I didn't realize how vast the turf community was or how interconnected everyone is. It was surprising to learn that once you put yourself out there, people are eager to embrace you, like a family.” (23:42) Key Quotes: “The education I received helped me develop a stronger technical vocabulary, and it also pushed me to hold myself to a higher standard.” “The hands-on experience combined with my education has made it all come together for me. When I learn something and then teach it to others, the knowledge solidifies. It's not just about taking a class and forgetting the details—it's about truly understanding and applying what I know.” “The scholarship is for non-traditional students, which could mean a lot of things—not just someone who looks different but someone who's changed career paths, like me. I've always had an interest in turf, but I am non-traditional in several ways.” “A lot of my mindset comes from my childhood. I learned early on that nothing is handed to you, and things are going to be tough. Often, it feels like one challenge leads into the next, but in those challenges are moments of reward, growth, and self-confidence.” “Before I recognized how much opportunity there really was, my perception of the golf industry was pretty rough. Some of the courses I worked at had low budgets, broken-down equipment, questionable staff, and conditions that were less than ideal—like boards on the windows or bars, sitting on decaying porches, and bathrooms that were in deplorable shape. It felt like a job for roughneck types.” Links and Resources Mentioned: Twitter: https://x.com/turfgrassbadass  LinkedIn: https://www.linkedin.com/in/adrienne-meadows-34b2a7139/ 

In this episode of Leadership on the Links, host Tyler Bloom sits down with Gina Rizzi, a leader in sustainability and inclusion in the golf industry. Through Radius Sports Group, ARCUS Marketing, and VRA Connect, Gina drives environmental stewardship, economic impact, and diversity.  We'll discuss her role in developing state-level best management practice (BMP) guides and creating the first Corporate Social Responsibility (CSR) report. Gina also introduces the BMP Hero platform, a groundbreaking tool simplifying BMP guide creation and helping golf courses showcase environmental leadership.  Additionally, Gina highlights her diversity efforts, such as PGA Vendor Match events and the VRA Connect platform, which supports over 5,000 diverse suppliers. Finally, we'll explore her work in economic impact reporting and the engaging “Turf Busters” segment, which busts industry myths with a mix of technical insights and humor.  Let's dive into this impactful conversation with Gina Rizzi.  What You'll Learn in this Episode:  Sustainability and Marketing Expertise: Gina Rizzi leads Radius Sports Group, ARKIS Marketing, and VRA Connect, focusing on sustainability, marketing, and inclusion within the golf industry.  BMP Hero Platform: Recently launched tool that streamlines the creation of facility-specific best management practice (BMP) guides for golf courses. Diversity and Inclusion Initiatives: Rizzi's efforts aim to connect new communities with golf industry opportunities.  Technological Advancements: Golf's environmental and economic impact reporting is becoming increasingly sophisticated.  Soundbites:  “It's really about inclusiveness—making sure anyone who wants to be part of the industry has the opportunity, increasing awareness, and giving people a fair chance.” (22:10)  "The BMP Hero platform is a game-changer, simplifying a process that used to take hours into just 30 minutes." (25:13)  Key Quotes: “There's a lot of focus on DEI in the news right now. Speaking personally, as a female business owner, I would never want to receive business just to check a box because I'm a woman. I want to earn it based on merit. The same applies to the workforce. I wouldn't want to get a job just because of my gender—I want to be hired because I'm the best person for the role, period.”  “The goal is that if all facilities can have their BMPs, then this is something that the RGCSA can share with legislators and hopefully prevent them from having to undergo these types of irregular kinds of rules and laws or legislation between cities."  “When we talk about inclusion in the workforce, it's about reaching out to local markets, schools, colleges, universities, and associations—connecting with people in non-traditional areas, beyond just sports management programs.”  Links and Resources Mentioned:  Website: https://www.radiussportsgroup.com/  LinkedIn: https://www.linkedin.com/in/ginarizzi/  Email: Gina.Rizzi@radiussportsgroup.com

In this episode, Tyler is joined by Mitch Rupert to dive into the groundbreaking findings of the 2025 Workforce Trends in Golf Study. If you've ever wondered why the golf industry struggles with talent attraction or how it can position itself as a career destination, this is the episode for you. Whether you're a golf course leader, HR professional, or just curious about the future of golf's workforce, you'll leave with actionable insights to help grow the industry. Let's get started! What You'll Learn in this Episode: Why lack of industry awareness is the biggest hurdle for recruiting new talent. What makes Gen Z and individuals exposed to golf more likely to consider a career in the industry. The role of workplace culture, mentorship, and career development in employee retention. How competitive compensation and innovative benefits can reshape perceptions of golf industry jobs. Practical strategies to attract diverse talent and address misconceptions about careers in golf. Soundbites: “The barriers to employment in the golf and club industries aren't necessarily tied to the typical factors like technical skills, benefits, or compensation—areas that often dominate conversations around recruitment and retention. Instead, what stands out to me is a broader issue: a lack of awareness. It's not a matter of unmet needs, but rather a gap in understanding.” (13:30) “Like many tools we encounter, this serves as a conversation starter. For employers struggling to effectively communicate with their teams, board members, or key stakeholders, this resource can provide valuable insights. It helps educate them on challenges they might currently be facing, fostering a deeper understanding and more productive discussions.” Key Quotes: “63% of working Americans know someone who would consider a job at a golf course. So, first and foremost, it needs to be their internal teams and having some level of an employee referral program could be more than just a workplace perk. It could actually be a pretty effective hiring tool.” “Clubs investing in leadership training are actively cultivating a respectful workplace culture. By empowering department heads and team members to prioritize respect, they're creating an environment that can have as much impact as compensation, benefits, and other key factors we've discussed.” “The first step to changing a problem is to recognize there is one and this feels like a good first step to that.” “Disrespectful management was the top reason cited. When engaging with people, I often reflect on this. In my experience on the front lines, the feedback is rarely about not making enough money. Instead, it's usually about feeling unappreciated or disrespected.” “92% of working Americans would consider transitioning from a “job” to a “career” if the salary reached $70,000 or more.” Links Mentioned: 2025 Workforce Trends in Golf: https://bloomgolfpartners.com/study/ 

In this episode of Leadership on the Links, Tyler Bloom is joined by Chad Allen, Golf Course Superintendent at Chatham Hills, as they discuss Chad's unique career journey, his leadership insights, and his approach to evolving the golf course management industry. He was recently awarded the Emerging Leader Award by GCSAA.  Chad shares how his non-traditional path, which started in substance abuse counseling, has shaped his leadership style and approach to staff empowerment, mentorship, and technology in golf course management. What You'll Learn in this Episode: Non-traditional career journey: Chad's shift from substance abuse counseling to golf course management highlights the industry's openness to individuals with diverse backgrounds. Leadership practices: Chad emphasizes the importance of open communication, staff empowerment, and bridging the gap between front- and back-of-house teams. Career growth: Networking, mentorship, and engaging in industry programs are vital for continual professional development in golf course management. Technology integration: Chad utilizes tools like GS3 technology to enhance course conditions and demonstrate professionalism to members through data-driven approaches. Soundbites: “Many of us are passive when it comes to putting ourselves out there and showcasing what our teams are accomplishing. I'm not a big "me" person; I prefer "we" and "us." I have to remind myself of that because, honestly, I wouldn't be where I am without my team. But I also recognize that I need to be my own spokesman.” (13:59) “I think that's something that's changing in the industry—moving away from the old “trade secrets” mentality. It's about focusing on a community of like-minded people who are willing to help one another grow.” (28:46) Key Quotes: “While there are hierarchies and chains of command that need to be respected, creating an environment where everyone is comfortable is key. When that's in place, people can do their jobs without the stress of unnecessary tension.” “Leadership for me has been shaped by everything I've learned through training, my brother's mentorship, and learning from those who lead by example.” “Step outside of your comfort zone. You have to do it consistently. Ask questions, take notes, and don't let anything deter you from what you're trying to accomplish.” “I'm big on networking and sharing knowledge. I'm an open book—I don't hide anything. If someone wants to know about my fertility program, I'll send it over. What matters to me is fostering an open network where people can share information, make mistakes, and learn from each other.” Links and Resources Mentioned: LinkedIn:https://www.linkedin.com/in/chad-allen-659973226/ 

Episode OverviewIn this episode of Leadership on the Links, we sit down with Jeff White, CGCS, outgoing President of the GCSAA (Golf Course Superintendents Association of America). Jeff shares his journey from local chapter leadership to the national stage, offering insights into industry leadership, workforce development, environmental advocacy, and the future of golf course management. Jeff reflects on his experiences, challenges, and the lessons he's learned while representing golf course superintendents worldwide. Listeners will learn:  Leadership Growth: Transitioning to national leadership roles requires adaptability, strong support, and offers significant professional development. Member Engagement: Clearer storytelling and in-person experiences are key to showcasing GCSAA's value and engaging members. Workforce Development: Raising career awareness and offering dual pathways (education and training) are critical for attracting new talent. Environmental Stewardship: Expanding BMP adoption and active policy participation protect the industry's future. Global & Post-Leadership Insights: International experiences broaden perspectives, while planning and mentorship ease transitions after leadership roles. Soundbytes: "It's been an awesome ride. It's been everything I thought it would be and more. When I say 'more,' I mean managing the balancing act of scheduling everything—family, work, GCSA, and so on. As you progress from being a junior board member to higher levels, you build a foundation. It's similar to serving on a local committee or task group; you think you're prepared for the next step, but once you get there, you realize there's a steep learning curve. Representing 20,000 members is an incredible responsibility, and I've grown so much along the way." (0:12) "One lesson I've learned throughout my career is to be yourself—there's only one 'you.' I've also come to value listening as a skill. Communication is a two-way street. Great leaders know how to listen, really listen, and distill everyone's thoughts into something cohesive. I've admired those who can wrap up a discussion with a single sentence that brings people together.” (38:06-40:00) Quotes: "Listening isn't just about hearing words—it's about understanding the message. That's an area where I'm still growing, but I've seen how valuable it is for solving tough conversations and holding a group together." "I think the Career Pathways initiative is on a solid upward trajectory. It's exciting because it represents the here and now, and I've seen a lot of initiatives evolve over my time on the board. This one still has room to grow—it's not in its infancy, but it hasn't fully matured either. It's something that will always evolve. “I'm passionate about the BMPs (Best Management Practices). It's not a question of 'if' but 'when' these will become essential. Many people don't understand BMPs yet, but they're incredibly versatile tools. Whether you use them for internal purposes, like designing a wash station, or for outward-facing goals, like advocacy with local or national governments, they provide tremendous value. "We need more people to embrace BMPs proactively instead of reactively. I've seen other countries where regulations were imposed because they weren't at the table during discussions. Collectively, we're working to protect the game, the environment, and our industry. Progress since 2020 has been slower than I'd like, but we're moving in the right direction." Links Mentioned in this Episode: GCSAA: www.gcsaa.org Tyler Bloom Consulting: www.tylerbloomconsulting.com X (formerly Twitter): @white70 LinkedIn: Jeff White, CGCS  

In this episode of Leadership on the Links, we welcome Jay Karen, CEO of the National Golf Course Owners Association (NGCOA), to dive into the pressing trends and challenges shaping the golf industry today. With over 28 years of experience in association management and a mission to champion golf course owners and operators, Jay shares his unique perspectives on workforce development, emerging trends, and the industry's advocacy efforts. Join us as we uncover strategies to navigate workforce challenges, explore revenue opportunities from alternative forms of play, and discuss the importance of advocacy in securing the future of golf. What You'll Learn in this Episode: Workforce Challenges and Opportunities: The golf industry must adapt to changing labor market dynamics by improving workplace culture and modernizing employment practices. Alternative/additive forms of play like simulators and night golf offer exciting revenue opportunities but come with operational challenges. Post-pandemic, sustained demand for golf has led to more aggressive pricing strategies and a shift toward "offense" in business planning. Despite positive performance metrics, advocacy remains critical to address legislative and regulatory challenges facing the industry. A coordinated, industry-wide effort on workforce development and recruitment, beyond individual associations' efforts is required to move the needle. Soundbites: "We have 15,000 small businesses around this country that are robust small businesses. They're in every community in America, and we get overlooked in some way." "We rested on the laurels of love of the game, and we're seeing, generationally now, two generations later, honestly, that the value system of people that want to work today is not the same as what it was 30, 40, 50 years ago." Quotes: "We've completely changed, the high demand has caused a complete mental shift towards what can I do with my business, and let me see what's possible with it instead of playing defense, we're on offense." "We have an entire television channel dedicated to our game. We have hundreds of millions, and if you look at the NGF research of how many people engage with the game in some way, as a fan, I might watch a clip of the Masters or Claygolf or I go to top, whatever." "If we want better people that are trained, better prepared people into the golf industry, we got to compete." "We get to have an enormous impact on an entire industry from one little office, and that's pretty special." "We're on offense. And four and a half years, almost five years into this now, we're still playing offense. And as business owners operators, holy cow, that is what you want to do." Resources Mentioned in the Episode: National Golf Course Owners Association (NGCOA): Website Connect with Jay Karen on LinkedIn - https://www.linkedin.com/in/jaykaren/ 

In this special year-end episode of Leadership on the Links, host Tyler Bloom and his team take a moment to reflect on their growth, experiences, and the milestones they've reached throughout the year. Each team member shares insights into their personal and professional development, the evolution of their roles, and the lessons they've learned along the way.  Throughout the episode, Tyler and his team also discuss the importance of their work in recruitment, particularly within the competitive golf industry. The team reflects on the challenges and strategies involved in hiring top talent, emphasizing the importance of communication, open-mindedness, and adaptability throughout the recruitment process. They also stress the need for ongoing support and career development for candidates, recognizing that relationships go beyond just the hiring process. The team takes pride in their achievements this year, reflecting on the pride they take in helping clients build strong teams and the long-term relationships they've cultivated. As they look forward to the future, they express excitement for expanding their capabilities and continuing to create opportunities for growth within the industry. What You'll Learn in This Episode: Challenges and Strategies in Recruitment: The team discusses the competitive landscape of the golf industry and how they've adapted their approach to meet evolving needs in recruitment. The Importance of Teamwork and Communication: How building strong internal relationships and open communication channels contribute to success in recruitment. Open-Mindedness and Adaptability: The speakers highlight the need for flexibility and a willingness to consider diverse candidates, which has been key to their success this year. Ongoing Career Development: The team stresses the importance of continuous support and career development for candidates to ensure long-term success and satisfaction. Looking Forward: Reflections on the team's achievements and aspirations for expanding their impact in the industry. Recruitment Success Through Teamwork: Effective recruitment within the competitive golf industry relies heavily on strong teamwork, clear communication, and adaptability to meet both client and candidate needs. Quotes: "A parachute is better when it's open." "You're hiring a person, not a resume." "You can't be afraid to tell your story." “Not every effort yields immediate results, especially in recruiting. Adapting strategies and remaining persistent are crucial.”   Links Mentioned in this Episode: Tyler Bloom Consulting: www.tylerbloomconsulting.com

In this episode of Leadership on the Links, Tyler sits down with Nick Mazzella, founder of The Mazzella Partnership and a leading expert in golf course project management and renovations. Nick shares his journey, from managing small-scale public projects to working with historic venues preparing for major championships. With his deep industry knowledge, Nick discusses the art of balancing large-scale transformations with smaller, strategic improvements that elevate a course without breaking the bank. You'll hear about Nick's favorite tools and technology, his dream projects, and why he believes relationships are at the heart of success in the golf business. This conversation is packed with practical insights and thoughtful reflections, making it a must-listen for anyone passionate about golf course design, management, or leadership. What You'll Learn in This Episode: Big vs. Small Projects: How Nick approaches large-scale renovations and smaller, budget-conscious improvements. Client Relationships: Why understanding client needs and building strong connections drive successful outcomes. The Role of Technology: A deep dive into the Trimble Catalyst GPS tool and its impact on field efficiency and cost estimation. Industry Trends: Nick's perspective on the exciting opportunities in the current golf course design and renovation market. Leadership Insights: The importance of team-building, mentoring, and fostering relationships within the golf industry. Soundbites: "There's no replacement for actual time in the field and understanding what it takes to make these things happen." (2:46) "Project management is a science. The vertical [construction] world is completely different than golf. And I'm glad I'm on the golf side." (17:11) Key Quotes: “There's nothing quite like the excitement of working on a historic venue with a major championship on the horizon.” “Success in this industry is about the people—the relationships you build and the passion you share for the game.” “Whether it's an $8 per square foot renovation or a $30 million project, the goal is always to deliver value and quality for the client.” Links and Resources Mentioned: The Mazzella Partnership: www.mazellapartnership.com Nick Mazzella LinkedIn Profile: https://www.linkedin.com/in/nick-mazzella-a6938a13/ Tyler Bloom's LinkedIn: https://www.linkedin.com/in/tyler-bloom-603b6243/  

In this episode, Tyler sits down with style experts Eric and Lisa to discuss the importance of personal style and how it can elevate your professional image. Eric and Lisa share their journey of combining their talents in fashion and hair design to help clients feel confident and polished.  They dive into common misconceptions about style, the benefits of a closet purge and capsule wardrobe, and practical tips for busy professionals to balance comfort and sophistication. Eric and Lisa also share their most rewarding client experiences and how personal style can boost self-esteem. Listeners will learn: Why personal style matters beyond just looking good How to simplify the process of building a versatile wardrobe  Quick wins to elevate your professional image without a complete overhaul Where to connect with Eric and Lisa for a complimentary style evaluation This conversation is a must-listen for anyone looking to level up their personal brand and make a lasting impression. Tune in to hear how personal style can be a powerful tool in your professional development. Soundbytes: "First impressions matter—you only get one chance to make a good one. Even if people are familiar with who you are, if they haven't met you in person yet, how you present yourself when you walk into a room speaks volumes. Your energy and confidence might be there, but if your outfit—say, jeans and a t-shirt or a casual golf polo—doesn't quite align with expectations, it could create a disconnect. People might subconsciously think, Hmm, I expected them to be dressed differently. Those snap judgments, however unfair, are something we all make." (19:44) "Only keep pieces that you love and make you feel good and elevated." (32:09-32:22) Quotes: "Personal styling is so much more than just clothes. It's helping people overcome obstacles, mental roadblocks, they didn't even potentially even know what they had." "Many people say, Oh, I'm not into style; it's not my thing. But the reality is, we all wear clothes every single day, so it makes sense to choose outfits that make us feel comfortable and confident. Whether you're running errands at the grocery store or going out to dinner with your significant other, your clothing should help you feel at ease and project confidence in your presence." Links Mentioned in this Podcast: Erlise Hair and Wardrobe Consulting - https://www.erlise.com Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Connect with Eric Saranto - https://www.linkedin.com/in/eric-saranto-a61a93303/ Connect with Lisa Smith: https://www.linkedin.com/in/lisa-smith-85983868/

In this episode of Leadership on the Links, host Tyler Bloom sits down with Scott Pavalko, the Superintendent at Castle Pines Golf Club, as he shares his journey from his early days in Ohio to leading at iconic courses like Muirfield Village and Cog Hill. Scott discusses the unique challenges of transitioning to Castle Pines, managing turf in diverse climates, and his commitment to continuous improvement in golf course management. Scott offers valuable lessons on leadership, focusing on the importance of adaptability, resilience, and relationship-building. He reflects on his own leadership evolution and how mentorship, strategic decision-making, and clear communication have been integral to his success. You'll also hear about the balance of managing high expectations from both staff and members, while prioritizing family and work-life balance. What You'll Learn in this Episode: Turf Management Strategies: Key considerations for navigating climate challenges and managing turf in different environments. Continued Growth: The significance of ongoing learning and making incremental improvements to elevate the member experience. Being Adaptable: How to lead through change, adapt to new challenges, and manage high-stakes decisions with clarity and confidence. Leadership Evolution: The role of mentorship, relationship-building, and strategic thinking in long-term career success. Work-Life Balance: Insights into managing a demanding career while maintaining resilience and prioritizing family life. Soundbytes: "I was very naive as to kind of what the turf industry was." (5:21 - 5:25) "My dad's saying was, you kill him with kindness, and that was kind of his motif."  (40:01) Quotes: "I think it's just listening and being willing to learn. Not everything's the same, but the fundamentals are." "I think it's just the way I'm wired and it's what I love about the job is just always trying to find ways to get better. And then if we can't find ways to get better, then let's try to find ways to keep doing what we're doing more efficiently or find ways to just give people better balance in life or whatever it may be." "He's the Michael Jordan of Superintendents, and he's the most humble person you will find." "I could not be more proud of how these guys responded and it was really incredible to see. It wasn't without its hiccups. I mean, everybody invested a lot of time and probably some of them to the detriment of their personal life, the sacrifice that was put forth to put this tournament on. Which happens every week on the PGA Tour." Links Mentioned in this Podcast: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Connect with Scott on LinkedIn: https://www.linkedin.com/in/scott-pavalko-310a8989/

In this episode, host Tyler Bloom sits down with Bill Langley, the General Manager of The Club at Quail Ridge, to discuss Langley's extensive career in the club management industry. Langley shares his journey, from opening and transitioning clubs to managing large-scale resort and development projects over the past 30 years.  Langley emphasizes the importance of building strong relationships and camaraderie within the club management community. He shares insights on effectively managing up (with the board), down (with department heads), and across (with other directors) to align the team and drive success. The conversation also covers Langley's strategies for engaging with golf course superintendents and committees, including the value of hands-on site visits and a calm, rational approach to navigating high-stress situations. Langley stresses the need for superintendents to develop strong presentation and communication skills to effectively advocate for their needs. Throughout the discussion, Langley's passion for the club management industry shines through, as he reflects on the unique opportunities for mentorship, collaboration, and professional growth that the field provides. His advice to his younger self and others aspiring to leadership roles underscores the importance of maintaining composure, building connections, and embracing the dynamic nature of the business. This episode offers valuable insights for club managers, superintendents, and anyone interested in the inner workings and camaraderie of the private club industry. What You'll Learn in this Episode: How to attract young professionals: Engaging and retaining young professionals in the club industry is a challenge that requires initiatives like meet and greets, continuing education, work-life balance, stability, and benefits are important factors in attracting and retaining talent. General managers play a crucial role in managing up, down, and sideways, and effective communication is key. Member relations: Building relationships, remaining calm, listening intently during stressful situations, and networking with stakeholders is essential for success in the industry. The camaraderie and networking opportunities in the club industry are valuable and can lead to lifelong friendships. Superintendent Insights: Visibility and improving communication are key skills for superintendents to develop with stakeholders. Soundbytes: "Silence is a tactic." (12:92 seconds) "The first person that gets mad loses." (14:01 seconds)  "Don't be a shrinking violet." (27:08) Key Quotes: "Our challenge is how do we get them in? How do we get them engaged and how do we keep them engaged?" "You're never going to have to work an overnight shift here in the club industry. You're not going to be at risk of getting transferred from one hotel to another." "Your success in this industry doesn't have to be a linear pathway." Links and Resources Mentioned: Bill Langley's LinkedIn Profile: LinkedIn Tyler Bloom's LinkedIn Profile: LinkedIn  

Many professionals find themselves at a career crossroads, contemplating a career change or transition. Whether it's moving from a superintendent role to a sales/marketing position, or exploring opportunities beyond the golf course, these transitions can be both exciting and daunting. Eric Snelsire, a seasoned veteran of the golf industry, has experienced his fair share of career pivots. From his early days as an assistant superintendent at prestigious clubs like Oakmont Country Club, to becoming a superintendent at facilities like The Links at Lighthouse Sound, and eventually transitioning into sales and marketing roles, Eric has navigated the challenges and opportunities that come with changing paths. For those considering a career transition in the golf industry, Eric's story serves as a testament to the importance of self-reflection, skill development, and a willingness to embrace new challenges. By approaching these transitions with a positive mindset and a commitment to continuous learning, golf professionals can unlock new opportunities and find fulfillment in their evolving careers. Transitioning to Sales One of the primary challenges Eric faced during his transition was the perceived stigma associated with moving from the superintendent role to a sales position. "I would say that there's a little bit of an ego first for me having the background that I had of working at US Open Golf courses that there was almost a negative connotation of transitioning into sales like I had given up in my career, so to speak," he shared. This perception, unfortunately, is not uncommon in the industry, as some may view a move away from the golf course as a step back or a lack of dedication. However, Eric was quick to dispel this notion, emphasizing the valuable skills and experiences he gained as a superintendent that ultimately prepared him for success in his new role. Developing New Skills Another significant challenge Eric encountered was the need to develop new skill sets beyond agronomy. As a superintendent, the focus is often on maintaining the golf course to the highest standards, but as Eric noted, "Superintendents need to kind of take that leap of faith and say, I'm really a leader in this organization or club that I need to be at the table. And if you fear confrontation or those situations, just understand that there are going to be decisions made that are going to impact you that you're not going to have a say." This shift in mindset, from solely focusing on the golf course to becoming a strategic business partner, can be a difficult transition for some. However, Eric emphasizes the importance of self-evaluation, continuous education, and developing leadership skills to ensure a successful career transition. Despite the challenges, Eric's career journey also highlights the strengths and opportunities that can come with a career change. His diverse experience, from working at elite clubs to public facilities, has given him a unique perspective that he now leverages in his sales and marketing role. Soundbytes: “There's a place for everybody. If being at the elite clubs, like, early part of my career was something that you desire, you know, there's sacrifice to be made like that." (8:35-8:45) "Superintendents need to kind of take that leap of faith and say, I'm really a leader in this organization or club that I need to be at the table. And if you fear confrontation or those situations, just understand that there are going to be decisions made that are going to impact you that you're not going to have a say." (25:40) Quotes: "When your crew knows their work isn't just about maintaining grass, but about creating a memorable experience, that's when you see real pride and commitment." "It's not just about a well-groomed course; it's about understanding how every maintenance decision impacts the playability. If you want a course that meets the needs of every golfer, you have to plan every detail with that in mind." "Being part of our local GCSAA chapter isn't just networking; it's about sharing challenges and solutions with people who are in the same trenches. It's invaluable for growth and camaraderie." "Every course has its own challenges, but when you work your way up, you learn to adapt to different budgets, expectations, and standards. The fundamentals don't change; it's just a matter of raising the bar." "If you're starting out, focus on mastering the basics of agronomy, build your network, and remember that your reputation is everything in this industry."  

In this episode, Tyler talks with Matthew Shaffer, a renowned former golf course superintendent, about his career path and the lessons he's learned from various roles, including at high-profile clubs like Merion Golf Club and Augusta National, and humble beginnings. He credits his time at Hershey Food Corporation for shifting his perspective. At Hershey, he learned to see a golf course as a business asset rather than merely a space to protect. This exposure, combined with the mentorship of legendary superintendent Paul Latshaw Sr., gave him a "recipe for success."  Passionate about the profession, he describes his dedication and innovation to growing grass, mentoring, and equipment as essential to his role.  Developing a team in today's environment Given the shortage of turf graduates, clubs must consider candidates from diverse educational backgrounds, such as sciences or teaching, for positions traditionally held by turf specialists. He emphasizes that creativity and adaptability can make non-traditional candidates strong assets.  During his time at Merion, Shaffer described the value of strong mentorship in creating a positive reputation and providing a supportive environment that allows team members to lead, make mistakes, and learn through correction. Shaffer advises clubs to focus on cultivating their own talent, acknowledging that good team members may eventually leave but can contribute significantly in the meantime. He shares examples of successful mentors, such as Duane Schell, who excelled at developing people despite limited resources.  The importance of communication, work-life balance, and leadership will be critical to retaining and developing today's assistants. Shaffer insisted on communication skills, even sending his team members to Dale Carnegie courses, despite their reluctance. Noting that while each person had a unique style—some stoic, others chatty—all shared qualities of resilience, focus, and a commitment to learning through their mistakes. Understanding club culture and respect for everyone's roles Maintaining an adaptable skills and clear communication with stakeholders given evolving club expectations, like the shift from a "brown and firm" aesthetic to "green and fast." During the hiring process for superintendents, it's crucial to be transparent, helping the club understand its role in supporting the superintendent, rather than placing all responsibility on them. Shaffer advocates for educating Green Committees and hiring parties on resource limitations, suggesting that clubs often need to reassess their own priorities and funding distribution to achieve desired outcomes. He acknowledges the challenges that General Managers (GMs) face and underscores the value of understanding their roles, noting that success in golf course management relies on a strong relationship between the superintendent, GM, and golf pro—a "three-legged stool" essential for stability.  Strong communicators tend to navigate challenges better and foster trust with members and the General Manager around maintenance practices. Whether you're a seasoned professional or just starting out, this episode offers actionable takeaways on leadership, innovation, and navigating the challenges of the golf course industry.  

In this episode, we're diving into the power of personal branding—not just as a tool for visibility, but as a journey in personal development with Rachel Gogos, owner of BrandID. Rachel shares her career journey, from starting in higher education and working at the United Nations to launching her agency focused on personal branding and business strategy. The importance of self-discovery in personal branding Rachel shares when we truly understand our strengths, vision, and how we want to be perceived, we're better equipped to attract the right opportunities and have a greater impact on our audience. Building a personal brand isn't just about creating visuals or a website. It starts with self-discovery. Doing the inner work helps us to communicate who we are and what we stand for with authenticity and confidence.  Starting with a clear sense of mission and the legacy you want to leave behind. This could be a game-changer for superintendents aiming to elevate their career, as it aligns their daily actions with a bigger purpose and helps others understand their unique value. 360-degree approach to gain valuable insights Using a 360-degree assessment allows individuals to see themselves from others' perspectives. This technique could help superintendents understand the strengths others see in them that they might overlook, which could be particularly helpful in interviews or networking. Focusing on strengths rather than weaknesses can accelerate growth. Superintendents, often perfectionists by nature, could benefit from identifying what they naturally excel at and finding ways to use those skills to differentiate themselves. Personal branding doesn't have to be boastful In fact, sharing expertise and experiences humbly is a powerful way to build credibility without feeling overly promotional. Superintendents can educate and inspire through their personal brand, which would naturally attract more opportunities and align with their authentic selves. Having a clear, authentic intention in one's messaging makes a difference. For leaders who genuinely want to contribute positively to the industry, it's important to keep promoting these values without worry. It resonates, as Rachel said, and reinforces trust with your audience. From using websites and visuals to create a compelling experience to empowering employees as brand ambassadors, strong branding is as important internally as it is externally. Plus, we'll touch on trends in brand-building, like using video, organic social media, and focusing on educational, inspirational content rather than constant selling. By the end of this episode, you'll have a roadmap to building a personal brand that not only attracts your ideal clients but also brings clarity to your purpose, team and impact—enhancing your personal and professional life. Let's get started! Soundbytes "As leaders or business owners, we can only build our team and culture as much as we ourselves have grown. To create winning teams, we need to keep developing personally, whether we own the company or not." (14:59-16:00) "Building a personal brand isn't about creating a facade—it's about understanding who you truly are, the reputation you hold, and the qualities people associate with you, then consistently showing up as that person in all areas of your life." (22:42-23:05) Quotes I truly believe that when things come together easily, it's a sign that our path is being guided—a green light from God to move in that direction." "We can only grow our team and culture as far as we've grown ourselves. If we want to keep building winning teams, whether we own the company or not, we must continue investing in our personal growth." "The more we work in our strengths, the more fulfilled and joyful we feel day to day. Recognizing our weaknesses helps us round out our team by placing the right people in roles where we may not excel." "This isn't about crafting an image or results; it's about clarifying who you are at your core—your reputation and the qualities others associate with you—and showing up consistently across all areas of your life." "Share content under your personal brand, even if you work for an organization, because people want to connect with people. We've seen this firsthand—our personal posts generate far higher engagement than those on our business page." Links Mentioned in This Episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Connect with Rachel Gogos on LinkedIn: https://www.linkedin.com/in/rachelgogos/ BrandID: https://thebrandid.com  

In this episode, we sit down with Jon Urbanski, an accomplished golf course superintendent, to discuss his impressive career journey, insights on team culture and leadership, and his unique experience hosting the 2022 BMW Championship at Wilmington Country Club. Jon shares how he went from considering a career as a math teacher to finding his passion in the golf industry. We discuss his journey from a summer crew member to one of the industry's top superintendents, highlighting his passion, service and commitment to building a strong team. Building Team Culture He reflects on the importance of building a positive team culture by fostering open communication, offering growth opportunities, and supporting work-life balance. Jon's leadership approach focuses on being a coach and cheerleader to his team, creating an environment where everyone can thrive. Foster open communication and build genuine connections to create a supportive team culture.Encourage work-life balance and provide growth opportunities, such as conferences, to boost team loyalty and inspire continuous development. A Career Highlight Hosting a major event like the BMW Championship was a career highlight, where he experienced the payoff of years of preparation alongside his team and volunteers. He emphasizes how rewarding it was to involve his family in the week's events and the pride he felt as his club and community embraced the tournament. Jon also dives into his industry involvement, including his role as past president of the Philadelphia Association of Golf Course Superintendents. He advocates for more superintendent presence at golf events and highlights the value of networking, volunteering, and giving back to the industry. Tune in to hear Jon's inspiring story, his thoughtful approach to leadership, and what's next as he continues to make an impact on the golf industry! Soundbytes "I firmly believe that some of the best moments for building team success happen in those hours and minutes before or after the workday, when we're just sitting around in the conference room and having casual conversations. Those moments are crucial for creating team cohesion and solidarity. But I also believe in encouraging everyone to get out, enjoy themselves, and spend time with their families. The golf course will still be here."01:30 "I think it really comes down to seeing others succeed. When people thrive in our program here, it's a win for Wilmington Country Club and strengthens our future. This success helps us recruit new talent, as we want people to come here, get trained, and eventually move on to their own roles—whether as superintendents, in horticulture, or in arboriculture. We truly strive to support that growth." 11:40 Quotes "Timing is everything; it's important to approach feedback thoughtfully, asking questions to understand someone's thought process rather than jumping right in." "I admire those who volunteer nationally with organizations like GCSAA or PGA; they dedicate so much time away from work and family to support our industry." "It's fantastic to see golf professionals, superintendents, and managers featured on broadcasts—our service industry deserves that spotlight." "I find social media incredibly useful, especially 'Turf Twitter,' for tips and team discussions—used correctly, it's a valuable tool." Links Mentioned in This Episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Connect with Jon Urbanski on LinkedIn: https://www.linkedin.com/in/jon-urbanski-2a59401a/

In this episode, Brian Chapin shares insights from his unique career journey from golf course superintendent to general manager (GM) during the pandemic, and eventually to VP at LaBar Golf, where he joined in 2022. His path offers a valuable perspective on moving from hands-on turf management to overseeing broader club operations, providing a holistic view of club success. Emphasizing career development, Brian advises superintendents to stay open to non-traditional roles, like GM, as the entire club experience is critical to a golf course's long-term success. Shifting Gears LaBar Golf, originally founded in 2012 as a renovation company, expanded significantly during the pandemic and now offers irrigation, safety, and fleet management services. Brian highlights how LaBar Golf's commitment to attracting and retaining top talent is driven by adapting to career aspirations and fostering growth. He notes a shift in the industry, with clubs investing more in infrastructure like drainage and irrigation systems for sustainability rather than aesthetic updates. Brian also discusses the rewarding but challenging nature of construction roles, with extensive travel being a consideration. Going forward, LaBar Golf aims to spotlight opportunities in golf construction and support superintendents pursuing career growth. Soundbytes: "I challenge anyone to identify a top 20 or top 30 club, or even the top two or three in any given state, where the golf course is outstanding but the rest of the operation is poor. Don't be that club." 2:01 "You must prioritize what's best for the golf course every day. For instance, when a tournament is scheduled and we receive two inches of rain, restricting carts is never a popular decision, but it's often the right one. This skill set translates well to being a general manager. In contrast, other positions within the club may focus heavily on keeping the membership happy, which can make them uncomfortable with making difficult decisions." 14:00 Quotes "Superintendents have such great skill sets for leadership, they're forced to be macro to think macro in micro, but like they're they to blend that really well." "We've shifted our perspective, in part due to your guidance and leadership, to better understand how to attract and retain top talent. Ultimately, that's the name of the game for any business: how to attract the best people." "We're willing to adapt because a cookie-cutter approach to recruiting, retention, and development is a guaranteed way to fail. You need to meet people where they are, be creative, and think of different ways to leverage various skill sets and availability. It's essential not to get stuck on the notion that someone is a failure just because they're not here for two or more years." Links Mentioned in This Episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ LaBar Golf: https://labargolfrenovations.com Connect with Brian Chapin on LinkedIn - https://www.linkedin.com/in/brian-chapin-708079184/

Adam Garr discusses his unique career journey and expertise in communication strategies tailored for golf course superintendents. He emphasizes the importance of storytelling and creative branding techniques to improve career advancement and opportunities, as well as to sell the opportunities within a department and operation. Garr also shares his own entrepreneurial journey and offers advice for those looking to pursue niche businesses in the golf industry. Creatively telling your story can boost career growth. Adam Garr started in the industry by accident, getting a job on a golf course while pursuing an English degree. He eventually became a superintendent at a private club, where he had to get creative to stand out and land the head job after his boss was let go. Garr believes that in today's job market, assistants and young professionals need to focus on branding and telling their story in a unique way, such as through video, to get noticed. He shared how he used video as a superintendent to improve member communication, and how superintendents can leverage video to recruit new staff and interns. Garr also highlights the power of video communication in showcasing a golf course, engaging members, and attracting prospective staff. He encourages superintendents to use video to communicate their message effectively and stand out from the competition. Soundbytes: “Utilizing storytelling and creative branding techniques, not only to improve your career advancement and opportunities, but more importantly, to sell the opportunities within your department and operation.” 02:13-2:26 “Video is a superior form of communication and it's just a better way to tell your story. You're able to craft the story exactly how you want it to be told and you tell it in a way not to deceive people but you know tell them the right way.” 11:26 – 11:45 Quotes “Video is a perfect opportunity to really showcase a place that candidates might have just passed over on paper.” “You have an opportunity to reach people that never considered this to be a career. I didn't know it was a thing until I ended up on a golf course. So those people are out there.” Links Mentioned in This Episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Connect with Adam Garr on LinkedIn – https://www.linkedin.com/in/adam-garr-444028279/

In this special episode of Leadership on the Links, host Tyler Bloom highlights the impactful work of the Super Scratch Foundation, a 501c3 non-profit organization founded in 2020. Tyler is joined by industry colleagues Scott Bordner and Timothy Zurybida to discuss how the foundation is making a difference in the often underserved and overlooked side of the golf industry: turfgrass and agronomy. The Super Scratch Foundation's mission is to invest in the future of the golf industry by supporting the education and training of the next generation of golf course superintendents. Each year, the foundation raises scholarship funds to assist students pursuing careers in agronomy. The conversation covers the foundation's origins, goals, and the tremendous community support it has received, along with the need for increased awareness about career opportunities in the field. A highlight of the episode is the discussion about the foundation's main event, The Super Scratch Invitational, the nation's first tournament pairing a club's superintendent with a top amateur golfer. Held annually at Huntingdon Valley Country Club, this unique event draws teams from prestigious golf clubs across the country. The winning teams are given the opportunity to allocate a portion of the Super Scratch Scholarship Fund to the universities of their choice, furthering the foundation's commitment to education and future talent development. Quotes "We created it better than we knew. When we started this tournament, we didn't realize the scale of what we were building, but the industry support, superintendent support, and club member support have made all the difference." "The more members who know there's a shortage, the more they can help support financially or send people in our direction. It's all about planting the seeds for the future." "The goal isn't just to raise money; it's to support the future of the game by investing in the education and careers of students who will one day run the world's finest golf clubs." Links mentioned Super-Scratch Foundation - https://www.superscratchfoundation.org  

In this episode of Leadership on the Links, host Tyler Bloom interviews Shane Conroy, a GCSAA field staff representative, about his unconventional career path and his role as a field rep. They discuss the importance of getting involved in the industry and the various programs available for personal and professional development. They also touch on the role of Superintendents in encouraging their team members to engage in the industry and the rewarding aspects of the job. They discuss the challenges of promoting the industry and the importance of workforce development programs like apprenticeships. They also highlight the First Green program and its impact on changing perceptions of golf course management. The conversation highlights the importance of promoting the golf course industry and engaging with the local community. It emphasizes the need for Superintendents to be ambassadors for their facilities and share their stories. The discussion also touches on the growth and popularity of the golf industry, the increasing compensation for Superintendents, and the importance of professional development and education. The conversation concludes with a fun segment of rapid-fire questions. Takeaways Getting involved in the golf course management industry is important for personal and professional development. Superintendents play a crucial role in encouraging their team members to engage in the industry and providing opportunities for growth. Workforce development programs, such as apprenticeships, are essential for recruiting and developing talent in the industry. The First Green program is an effective way to change perceptions of golf course management and promote the industry to students, teachers, and parents. Superintendents should promote themselves and their facilities to bridge the gap between the golf course industry and the local community. The golf industry is growing and becoming more popular, providing exciting opportunities for superintendents and the industry as a whole. Compensation for superintendents is increasing to reflect the dedication and passion they have for their facilities. Professional development and education are crucial for personal and professional growth in the golf course industry. Getting involved in associations and local chapters can provide valuable networking opportunities and enhance career development. Soundbytes "My hope is that anyone listening to this today will explore getting involved in the industry and engage in a variety of different programs." "If you do what you love, you never work a day in your life." "Superintendents have a big effect on the lives of their team members, both professionally and personally." "I had no idea there was so much math, so much science, so much technology behind this profession." "You're hopefully introducing them to a game that they can enjoy for the next 40, 50 years." "You're reengaging with when you were at your formative years. Learning the game of golf, learning the industry." Chapters 00:00: Introduction 01:25: The Importance of Industry Involvement and Professional Development 08:29: The Role of Superintendents in Encouraging Engagement 15:06: The Significance of Workforce Development Programs 22:33: Changing Perceptions through the First Green Program 25:57: Becoming Ambassadors for Golf Course Facilities 33:19: The Growing Popularity of the Golf Industry 35:08: Increasing Compensation for Superintendents 37:29: The Importance of Professional Development and Education 39:05: Getting Involved in Associations and Local Chapters

In this episode of Leadership on the Links, we explore the career journey of Jason Tharp, a golf course superintendent whose unconventional path led him from the music industry to one of the most prestigious golf clubs in the country.  Career Journey: From Music to Turf Jason Tharp's story begins in Nashville, where he grew up surrounded by the music industry. After high school, he took jobs at local golf courses to make ends meet, all while exploring a career in recording arts. But it wasn't long before he realized that his true passion lay outdoors. Seeking to blend his newfound love for golf course management with a formal education, Jason enrolled in Penn State's online turf management program. He quickly worked his way up in the golf industry, starting from mowing greens to becoming a superintendent in Miami and Atlanta. His career path took a significant leap when he recently accepted the superintendent role at the renowned Gulfstream Golf Club, solidifying his place among the top leaders in the industry. Authenticity and Passion: Key to Career Advancement One of the key lessons Jason emphasizes is the value of authenticity. In his words, "You can't fake passion and authenticity in interviews—it comes through in your energy and presence.” This approach helped him stand out, where he leveraged his creativity, including using drone footage, to showcase his vision for the course. Jason's advice for career growth is rooted in the belief that you should "be the person now that you want to become." He encourages others to embrace hard work and maintain curiosity in every role they take on. His own career reflects this philosophy, as he continuously sought out opportunities to learn and grow, even when they required stepping outside of his comfort zone. Leadership and Management: Balancing Vision with Compassion As a superintendent, Jason's leadership style is defined by his ability to balance a clear vision with compassion for his staff. He believes that effective leadership comes from not only painting a strong vision for the team but also being open to their input and ideas. Jason took on a dual role as general manager (GM) at one point to further grow his leadership skills. This experience taught him the importance of supporting expert staff and the value of clear communication. "You can't be an expert in everything right away," he explains, emphasizing that GMs must rely on the expertise of their department heads while ensuring alignment with the club's overall goals. He also stresses the importance of communicating the value of industry involvement to club members and committees, ensuring that the work of the superintendent and staff is fully understood and appreciated.    Soundbytes: “You can't fake passion and authenticity in interviews—it comes through in your energy and presence.” (17:07-18:00) “Be selective and strategic about industry involvement, waiting 1-2 years in a new role before taking on significant association commitments. This ensures the right balance between their day job and outside responsibilities.” (47:22-48:00) Quotes: “In past interviews, I've tried to say the right things or do the right things, and I really wasn't myself. This time, I was myself, and it took the pressure off.” "Leadership is not just about managing the course; it's about communicating how our work benefits the club.” “I'm all about coming in and being strong and painting a picture and a vision, but also being compassionate and listening to those that are around you.” “What ideas do you have, what concerns do you have, what do you need to do your job at the highest level and I think that when you do that, then people get it and they're like, oh my gosh, this this guy or girl is not just here to point the finger and to rule over and to run people over.”   Links Mentioned in This Episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Connect with Jason on LinkedIn: https://www.linkedin.com/in/jason-tharp/

In this episode of Leadership on the Links, we explore the inspiring career journey of Alan FitzGerald, a golf course superintendent whose path has taken him from the emerald shores of Ireland to some of the world's top golf courses. Alan shares his experiences growing up around golf courses, his early career at Mount Juliet resort, and his education at Penn State and Loch Lomond. His six-year tenure at Pine Valley and 19 years at Ledgerock prepared him for his current role at Rehoboth Beach Country Club, where he continues to innovate and lead in the field of golf course management. Continuing Education and Innovation Alan's commitment to lifelong learning has been a cornerstone of his success. Earning his Master Greenkeeper certification stands as a key milestone in his career, symbolizing not just his expertise but his dedication to staying ahead in an ever-evolving industry. This pursuit of excellence has driven him to embrace new tools and techniques that continually push the boundaries of golf course management. One standout example is his early adoption of drone spraying technology. Recognizing the potential of drones, Alan integrated this cutting-edge tool to enhance precision and efficiency in maintaining course conditions. By leveraging technology to streamline operations, he has set a new standard for innovation in the industry. Beyond specific tools, Alan emphasizes the importance of staying on top of industry trends. Whether implementing the latest agronomic techniques or exploring new methods for sustainable course management, his proactive approach ensures that he and his team remain leaders in their field. Innovative Staffing Solutions A forward thinker in staffing as well, Alan has found creative ways to address labor challenges while maintaining high standards on the course. His use of the H2B visa program has allowed him to bring in skilled international workers during peak seasons, a strategy that ensures quality and consistency in course management. At the same time, he has also tapped into the experience of retired staff, whose mentorship and practical knowledge have proven invaluable to his team's success. Alan doesn't just rely on conventional methods to recruit and train staff. He is also a strong advocate of the First Green program, an initiative by the Golf Course Superintendents Association of America (GCSAA), which provides students with hands-on learning opportunities in environmental stewardship and golf course management. Through this program, Alan inspires the next generation of golf course professionals, while strengthening ties between the golf community and the public. Industry Engagement and Community Impact Alan's involvement with The First Green program exemplifies his broader vision for the industry. By integrating students into the operations of his course, he fosters a deeper understanding of the environmental practices and career opportunities within golf course management. The program not only serves as a valuable educational tool, but also enhances public relations, showing how golf courses contribute positively to the community. By engaging with the next generation of professionals and creating these meaningful connections, Alan helps bridge the gap between golf course operations and the broader community. His work in this area positions golf courses as community assets, showcasing their role in environmental stewardship and local engagement. Alan FitzGerald's career is a testament to the power of innovation, education, and community engagement. His dedication to adopting new technologies, developing sustainable staffing solutions, and inspiring the next generation continues to set him apart in the industry. As he moves forward in his role at Rehoboth Beach Country Club, Alan's forward-thinking approach ensures that he will remain a leader in golf course management for years to come. Soundbytes: "I think that was part of it, but it was a bit deflating for a while. Over the last 18 months, I applied for several jobs that I thought I could interview for, but I didn't get any." 17:07-18:00 “On the flip side, I was pleasantly surprised by a few things. For example, at LedgeRock, where I built everything from scratch, I thought implementing agronomic practices would be much harder. But, to my surprise, it's been going well so far.” 25:23-25:30 Quotes: "I think the interviews before I've tried to say the right things or do the right things, and I really wasn't myself. In this process, I was myself and in doing that, I took the pressure off myself somewhat." "I think it's great to see younger kids getting excited about the First Green program. However, engaging teenagers has been more challenging than I expected. To keep them interested, it needs to be more than just educational; it must also be challenging and engaging."  "Although our total payroll is close to 40, we only have around 25 staff members here each day. The flexibility in scheduling has been excellent, with up to 16 to 18 people working on weekend mornings. Overall, the setup has worked really well for us." “Leaving a long-term, comfortable position can be challenging, but exploring new opportunities can lead to personal and professional growth.” “Continuously pursuing education and adopting new technologies can help you stay ahead of the curve and improve efficiency.” Links Mentioned in This Episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ The First Green - https://www.thefirstgreen.org/ Connect with Alan on LinkedIn: https://www.linkedin.com/in/alangfitzgerald/  

In the latest episode of Leadership on the Links, we were thrilled to host Eric Schultz, whose career journey and industry insights provide valuable lessons for golf professionals and enthusiasts alike. Eric Schultz's journey and insights provide a wealth of inspiration for anyone in the golf industry. His emphasis on relationships, empathy, and collaboration, combined with his personal anecdotes, make for a compelling and insightful episode. From Humble Beginnings to Prestigious Clubs Eric Schultz's career path is a testament to the unexpected twists that can lead to success. Growing up in Buffalo, NY, with no prior golfing background, Eric initially ventured into various sales and teaching roles. It wasn't until he discovered his passion for the golf industry that his career truly took off. Eric shared how he navigated his way through the golf world, including stints at renowned clubs like Pine Valley, and ultimately found his role as the Director of Golf at Colleton River Club in South Carolina. Eric described his pursuit of a role at Pine Valley where he wasn't actively pursuing the opportunity, but was recommended by the head pro at his club in Florida who had worked at Pine Valley previously. The interview process was informal - he was just told to wear a tie and if he got the job, he'd be the only one interviewing. Pine Valley saw something they liked in him despite his lack of experience.  His story is a reminder that sometimes, the journey to our true calling is filled with diverse experiences that shape who we become. Eric's transition from a non-golfing background to a leadership role in the golf industry illustrates how passion and perseverance can pave the way to achieving one's career aspirations. The Power of Relationships in Golf One of the standout themes from our conversation with Eric was the importance of building and nurturing relationships within the golf industry. Eric emphasized that strong, authentic connections with everyone from superintendents to assistants are crucial for success. At Colleton River Club, Eric has worked diligently to create a warm, supportive environment. He believes in developing his team members and fostering a culture where everyone feels valued, even if they eventually move on to new opportunities. This approach not only enhances team morale but also contributes to a positive and collaborative work atmosphere. Eric focuses on consistency and routines like high performers do. He gives a lot of autonomy to his assistants to make decisions and fail, as long as they learn from it. He tries to understand their goals and enable them to move up in their careers, whether in golf or outside of it. Handling Challenging Course Conditions In a thought-provoking segment, Tyler presented a scenario where members were pressing the superintendent about less-than-ideal course conditions. Eric's advice for handling such situations was grounded in empathy and open communication. He highlighted the importance of understanding the concerns of all stakeholders and working collaboratively to address issues. Eric recommended a problem-solving approach that involves both the golf and agronomy teams, ensuring that solutions are effective and mutually agreeable.  Identify the source of the issues through open communication between golf and agronomy leaders. Clearly explain the reasons behind the problems to members. Develop an action plan and get member buy-in. Invest time to have in-person conversations to turn members into supporters. Soundbytes: "You've got a network of people that you can call on, you have this fraternity of people that you just want to be with and the best of the people that like yourself, you get jazzed up to talk to you you hang up the phone inspired to go to the next thing." 10:37-11:00 "The best professionals inherently have some of the softer skills early on. We can train the hard skills. The best that we hire have the ability to smile and have good soft skills, even if their hard skills are still developing." 33:22-3:50 "The movers and shakers all know each other one way or another. It's all interconnected. The power of three: even if you impact one person, they know three others, and so on. The networking power in this industry is profound." 42:50 - 43:05 Quotes: "Whether I was inspired to stay in it because I kept moving to the next spot, the responsibilities became more, and I spent time with people who I loved and with I loved." "I think there's a lot of laziness around leadership and maybe part of the problem why we have a shortage or went through a period of shortage and people getting enrolled is because we weren't doing a good job encouraging people and nurturing talent." "Building relationships is about finding common ground. Ask about their family, where they went to school. Spending time around the golf shop, asking for a golf lesson, and engaging in the game helps in building better relationships." "The best superintendents and people on the agronomy side that I've seen that network with the golf professionals have some ability to play and fast forward that and say, you know, what does a general Saturday look like? Well, it's mow and go. Well, what does mow and go turn into mow and play with the nine hole, you know, the nine o'clock game and you did that once a month." Links Mentioned in This Episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Connect with Eric on LinkedIn: https://www.linkedin.com/in/eric-schultz-3b687443/I

Courtney Trimble, a former college golf coach, shares her journey of starting a recruitment service for women in the golf industry. She saw a need to help college golfers transition into careers in the golf space and connect them with organizations looking to hire. She helps candidates find employment and provides career development opportunities. Courtney emphasizes the unique skills that college golfers bring to organizations and aims to build their confidence and help them map out their career paths. She also highlights the importance of the relationship between golf course superintendents and players, as well as the hard work that goes into maintaining golf courses. From College Golf Coach to Recruitment Leader Courtney Trimble's career trajectory is nothing short of inspiring. Starting as a college golf coach, Courtney developed a deep understanding of the challenges and opportunities faced by athletes as they transition into their professional lives. This experience laid the foundation for her recruitment business, where she focuses on helping former college athletes find the right career paths. Initially, her business primarily focused on matching candidates with employers, often leveraging the unique qualities and discipline of former athletes. However, Courtney's vision for her business has expanded significantly, leading to the integration of new services and programs aimed at enhancing career development. Evolving the Business: Career Development and Education One of the most exciting aspects of our discussion was Courtney's announcement that her business is transitioning to include more comprehensive career development and education services for candidates. She recognizes that simply matching candidates with job opportunities is no longer enough in today's competitive market. Candidates need guidance and resources to help them understand their fit for different roles and industries. Courtney is particularly focused on providing a roadmap for candidates, enabling them to assess their strengths, align them with career opportunities, and ultimately find positions that are not only a good fit but also fulfilling. This approach reflects a growing trend in recruitment, where career development is becoming an integral part of the process, offering candidates long-term support and a clearer path to success. Expanding Services: Virtual Career Fairs and Building a Team To support her expanded focus, Courtney has introduced virtual career fairs, providing candidates with more accessible platforms to connect with potential employers. This shift has allowed her to reach a broader audience and offer more dynamic opportunities for both candidates and employers. Additionally, Courtney is in the process of building a team to further formalize and scale her career development programs. This move will not only enhance the services she offers but also ensure that candidates receive personalized support and resources tailored to their individual needs. Soundbytes: "For us, it's about giving people the confidence to recognize their strengths. We help them understand their interests, their background, and their degree—what they bring to the table—and remind them that organizations will teach them the specific skills they need. You don't have to have all the answers; you need the intangibles. That's what employers are looking for. They'll train you on the product or the organizational structure, but it's crucial to know where you fit and where to start." "I've really enjoyed getting to know the turfgrass side of the golf business. I'm a huge fan not only of the people but also of the organizations involved. I've formed some great partnerships with those in agronomy and turfgrass, and I've discovered some amazing opportunities in that space. It's been fascinating to learn about this aspect of the industry." Quotes: "We started with virtual career fairs and morphed into a full-blown recruitment service." "Helping college golfers get down the path and figure out their intangible skills." "Virtual career fair is like speed dating, bouncing around to different booths" "I think when I was playing myself, I thought to myself, oh my gosh, who's going to hire me? I don't have any experience other than golf and I was in my early 20s when I said that and I was having a conversation with my older brother. He's like, plenty of people are going to hire you. And this is why, you're an athlete, this, you're playing golf, this, you're motivated, all these things." "I think it's really important for superintendents and for the other side, the pros and the coaches and the people that are involved with the course conditions. It's like it's a working relationship for everybody. when you have that working relationship with your superintendent, everybody wins." Links Mentioned in This Episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Fore Hire: https://www.forehireus.com/ Connect with Courtney on LinkedIn: https://www.linkedin.com/in/guy-cipriano-434686a7/

Guy Cipriano has served as editor-in-chief of Golf Course Industry magazine since 2014. The interviewer becomes the interviewee in this revealing listen about the birdies, pars, and bogeys of industry management that he has chronicled during his decade atop one of our sport's leading publications. Cipriano started playing golf as a teenager after his father took him to the 1994 U.S. Open at Oakmont Country Club near Pittsburgh. He had become a successful sports writer in Pennsylvania when he realized how much he missed being on a golf course, so he started volunteering in the maintenance department of the Penn State University courses under superintendent Rick Pagett. Curiosity led Cipriano to take home copies of Golf Course Industry from the facility, and soon after he was able to combine his love of golf with his journalism degree from Indiana University as a writer and eventual editor for the magazine. These days, Cipriano oversees all aspects of the magazine and website while leading a staff of 13 editors and contributors. The B2B publication covers golf course maintenance, architecture, and construction, and he leads panel discussions at several industry conferences each year. Taking a turn in the hot seat, Cipriano dishes on the common elements he's observed among successful venues, the ramification of increasing course maintenance costs on course revenues and labor, tips for dealing with the media, and more in this candid conversation with Tyler.  Common Traits of Successful Operations Cipriano has visited golf facilities at all levels, from elite private clubs to mom-and-pop public courses. The best-run courses share one thing in common: a focus on people. He broke that down as follows: Customer recognition. Course managers realize they're producing a product to serve a customer. Leadership development. It's assumed that employees have the technical skills to do their jobs. They flourish by thinking about their teammates and the customers: what they want, what they need, what causes them pain. Culture. It's a fabric woven throughout the operation. The best leaders treat their staff members like family. Proactive communication. The best superintendents ask questions, visit owners and directors regularly, and subtly sell the stories of their various departments. How Will Courses Manage Costs as Inflation Continues to Soar? The recent economic trends, including the increase in money supply and rising costs, have led to a noticeable decline in the purchasing power of the dollar. This inflationary pressure has affected nearly every industry, including the golf course sector. How has the rising cost of goods, services, and labor influenced the operations, maintenance, and overall financial health of golf courses? The average maintenance budget for a golf facility eclipsed $1.1 million for the first time this year in Golf Course Industry's annual survey of superintendents, which Cipriano said has been conducted for the last 13-14 years. A post-Covid boom, which saw 86% of courses break even or turn a profit in 2023, could be coming to an end as golfers and their families deal with higher prices for their must-haves, leaving less for discretionary spending. “At some point, the consumer is going to push back and say, ‘I can't afford this,'” Cipriano said. A bust could challenge superintendents to fulfill capital projects and manage staffing amidst a changing labor market. Don't miss this episode of Leadership on the Links with Guy Cipriano, where we dive into how golf leaders are gearing up to tackle these challenges. Soundbytes 11:33-12:37 “The biggest part of golf is dealing with people. And I know that this maybe is kind of counterintuitive to some of the people that we deal with and the people that are trying to fill positions in the golf industry, but if you can, at an early age, get a job where you're front facing with people — whether it's as a caddy, or a clerk, or an Uber driver, or even a sports writer — I think that's going to help you later in life as your career progresses. I wouldn't trade my caddying memories for anything, Tyler.” 19:10-19:45 “I think the cost of golf and the cost of golf operations, Tyler, is going to be a huge story theme in 2024. Are we at the point now, where some of this is becoming financially unsustainable? Everyone knows that the second half of 2020 and the last three years were just mega years for golf. But are we going to reach a point where you can't raise membership fees, you can't raise dues or initiation fees high enough to cover the cost of operating and maintaining a golf course. I think at some point, something's going to have to break here.” Quotes “I think that's a pretty valuable lesson to hear. There are a lot of people that want to work golf course maintenance that maybe do something else for a living and not necessarily want to make a career out of it. And if you could find a way to work around their full-time schedule and give them an opportunity, they'll do good work for you.” “If you've been to enough [golf facilities], you know within about 30-45 minutes if that's a place that you want to spend your time at — whether that's as a member or somebody that wants to work at that place. It's pretty easy to see what places have good cultures.” “The financial acumen that a superintendent needs to have will probably never be greater than when we get to this budget cycle here in the second half of 2024. And that's tough, because you want to be out there with your team, right?” “I make it a point of taking it upon myself to be seen with the key decision-makers in my line of work. And I know sometimes club structures make that a little bit tougher, but that's being a leader there — subtly selling your department. Because if you can humanize what you do, you'll probably have a better chance of getting that increased budget or keeping somebody on your staff that may have another job opportunity.” “Equipment managers and assistant superintendents are the toughest positions to fill on the maintenance side of the golf industry. So if I'm somebody that's responsible for the big picture of the club, I'm going to make it a point to get to know those people.” “You can never assume that anybody knows your story. I've been to clubs where they've said, “OK, we don't need publicity. Everybody knows who we are.' Really? And these are clubs that don't have every position filled or can't hire people or can't hire an assistant superintendent.” “The most innovative thing that has changed the golf industry in my time covering it is the people with different backgrounds that have come into the industry and have been able to rise through the ranks of golf course maintenance departments.” “I work in the media, but I am very distrustful of the media.” Links Mentioned in This Episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Golf Course Industry Magazine: https://www.golfcourseindustry.com Connect with Guy on LinkedIn: https://www.linkedin.com/in/guy-cipriano-434686a7/

Throughout her marketing career, Meredith has gained key insights into the world of golf and what it takes to connect with people in this industry.  Before starting her own marketing business, Meredith worked in golf course events and marketing where she met her husband, Tyler Otero. Meredith also has a background in real estate marketing, giving her a unique perspective in her current career.  In this episode, Meredith shares her tips for posting on social media for a golf course, how women can navigate a career in this industry, and other insightful marketing and career advice.  Forging Your Own Work-Life Balance Many of us can agree that while family comes first, it's not always that simple with a demanding career. That's why Meredith took it upon herself to forge a career based on her skill set and desire to have the flexibility she wanted as a mother. Meredith enjoyed her time on the golf course and building connections in the real estate sector, but she found her true calling in marketing consultation, which allowed her to work remotely. Throughout her career, she successfully leveraged these connections to establish a solid foundation for her own business. Using Social Media for Different Needs  Every social media platform has its strengths. For Instagram, golf courses can highlight any photos or videos they have, as it is a more visual platform. For LinkedIn, golf industry professionals can connect with one another and show they are open to new opportunities. No matter the platform, it's essential to be mindful of your golf course's policies, especially regarding member privacy. Every course is going to have its own rules and nuances to follow.  Leveling the Playing Field Meredith speaks upon the importance of treating everyone with respect, no matter their level or seniority. One way she and Tyler do this is through the ‘10-second rule.' Essentially, if you can do it in 10 seconds, you should do it yourself rather than calling over a staff member to do it for you. This could include picking up a piece of trash or answering a member's one-off question. No one should be above the goal of a golf course, which is to make sure guests are having an enjoyable, safe experience.  Filling Your Cup as a Woman As the industry evolves, it is becoming even more welcoming to women who wish to have a career in golf. Meredith advises women who are getting started to find people in the industry who fill up their cup, meaning people who are uplifting and encouraging. Another sound piece of advice is to connect yourself with like-minded people. You never know who you may be able to lean on or seek mentorship from.  Enjoy this episode with Owner of MET Marketing LLC, Meredith Otero… Soundbytes 28:06-28:25 “Your career could change in an instant, you could be pulled from one place and one thing and placed in another any day at any time. I hate to say it but almost just expect the unexpected. And I feel like I've seen that firsthand, many times, and you're never prepared for it. But, you almost have to [be].” 31:39-31:56 “There's always someone to lean on. I think that's a great part of this industry, whether that's through these networking events or finding it leaning on a mentor of sorts. There is always somewhere to go to continue your path.” Quotes  “There's a lot of amazing people to connect with and a lot of opportunity within, but I shifted my skill set and my experience to basically a remote role and to offer what I can do.” “I think that's important to not settle and continue to meet people and find ways to stay involved in something you love.” “Regardless of what position you hold, you do have an impact.” “Whether it's the servers, or your floor management, or your directors just, make a point to connect with all levels of the operation in some way.” “I've always been pleasantly surprised at how well I've been received in terms of what I can bring my skills and things like that as a woman in the industry that I was always welcomed.”   Links mentioned in this episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Connect with Meredith Otero on LinkedIn: https://www.linkedin.com/in/metmarketingllc/  MET Marketing LLC: https://www.instagram.com/metmarketingllc/

Get an inside look into the NYSTA Apprenticeship Program from former student and industry pioneer, Ryan Bain.   Ryan is an Assistant Golf Course Superintendent at Noyac Golf Club in Long Island, New York. As someone who entered the golf industry with no formal experience, Ryan became a huge proponent of the New York State Turfgrass Association's (NYSTA) Apprenticeship Program – a mutually beneficial program for an industry struggling to find qualified talent and candidates who need a foot in the door.  Prior to embarking on his golf industry career, Ryan earned his bachelor's degree in marketing, with the aspiration to work for Major League Baseball. After graduating and trying a stint in insurance and then landscaping, Ryan was at a crossroads in his career. Discovering he could combine his love of sports with the joys of working outdoors, Ryan pivoted to applying to golf courses, as he realized there was more room for growth in this field.  In this episode, Ryan Bain shares his experience as the first NYSTA apprentice and how he got his breakthrough into this industry.  It's Never Too Late to Make a Change As a college graduate, many people feel tied to the degree they earned. However, once entering the “real world,” you might realize that your destined path isn't the right fit for you. Exploring your interests can often lead you to new paths and connections. Even if you don't have textbook qualifications, a true interest and passion for the golf industry can go far. Oftentimes, you may find new opportunities, like in Ryan's case an up-and-coming apprenticeship program, that will get you the knowledge you need and lead you in the right direction. Learning Requires Doing and Studying What makes an apprenticeship program so enticing is that it gives aspiring superintendents a chance to learn the how and why behind what they do. Ryan got the hands-on experience of working at a golf course coupled with the education to put his work into perspective. By maintaining a balance of work and study, you can get more out of your program. The key is good time management and a desire to succeed. It Is a Small World After All When entering a new industry, you might feel like a small fish in a big pond. With the world of golf, you soon realize just how tight knit and connected the industry actually is. In reality, you are only two or three degrees of separation from many of the greats and big kahunas in golf.  By introducing yourself and connecting with others, you can quickly accelerate as a professional in the field. It's also a great way to learn and meet new people. Enjoy this episode with Assistant Golf Course Superintendent, Ryan Bain… Soundbytes 6:09-6:36 “It kind of just clicked in my head at one point that this route is gonna kind of give me everything I'm looking for, it's gonna give me the sports background, it's gonna give me an outside work environment where I'm not sitting at a desk in an office for 10 hours a day. It was really, it was exactly what I was looking for. It just took myself processing that and understanding that to take that leap and do it.” 8:03-8:17 “I see applications come in. Some of them are completely unqualified, but some of them are just young people that are looking for a job, they're not necessarily looking for a career, they may not even know that they can make a career out of this.”   Quotes  “I did not understand quite how connected the whole industry was. The industry is so so much smaller than you think it is from the outside.” “If a company, a golf course, or anyone is thinking of getting somebody into this program, they're only going to get a better employee back from it.” “I found myself kind of at a standstill career wise, I didn't think I was gonna have too much of a higher ceiling than where I was at if I stayed doing that.” “Most of the time, I'd find employers don't even follow up.”   Links mentioned in this episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Noyac Golf Club: https://www.noyacgolfclub.com/  Connect with Ryan Bain on LinkedIn: https://www.linkedin.com/in/ryan-bain-ab69a2166/ 

What sets good superintendents apart from great ones is their business ability. The most successful superintendents bring a higher-level thought process to their leaders, club members, and team. Patrick Michener shares how you can become that irreplaceable leader. Patrick has been the Superintendent at Bidermann Golf Course and Vicmead Hunt Club since January 2019. Prior to that, he was the Golf Course Superintendent at the Country Club of York in York, PA for six years. A graduate of Penn State University with over 20 years of experience in the turfgrass industry, Patrick has crafted his leadership skills at Aronimink Golf Club and Bidermann Golf Course. He currently serves on the PAGCS board and as a GCSAA Grass Roots Ambassador.  Executive-Level Leadership As a superintendent nowadays, turf management skills are a given. What sets you apart from others are your leadership and business abilities.  If you want to demonstrate your executive style thinking, stay ahead of club operations. If you know your GM is going to ask for a budget spreadsheet, make sure you've finished it before they even ask, and always know where you're at in terms of capital.  Lastly, work on your communication skills. Learn to enjoy presentations so you can showcase what you're doing to improve yourself, your operations, and your team. Take continuing education seriously and go beyond the expected turf management classes. Look for ways to expand your thinking, and invite other experts or mentors to provide a different perspective. Building a Great Team from Within Like many superintendents, Patrick had a hard time filling entry-level positions. Job postings were fruitless. But instead of being a victim of the circumstances, he decided to take responsibility for the hiring process.  Patrick shifted his focus from constantly rotating and training new staff to internal talent development. He knew if he could find a way to consistently bring in good people and keep them over time, the club would be much better off.  These days, everyone at Bidermann is on a track somewhere, whether it's working toward a degree or certification or just their next job up the ladder. The result is a more consistent, skilled workforce. Enjoy this episode with Patrick Michener… Soundbytes 9:42-10:05 “Our department is much more than just keepers of the green or caretakers. The science that's involved with turfgrass, the financial aspect, the business aspect, and most importantly, the leadership aspect. We're a significant portion or maybe even the most significant portion of a club that helps with the operation.” 16:33-16:56 “We always talk about nowadays with the superintendent that turf management skills are all table stakes. You either have them or you don't, and if you're at that superintendent level, it's likely that you have them. So then what's the difference or what's going to separate you from others?” Quotes “I've always felt you get out what you put into the industry.” “I love this job, I love what I do, I love the artistic aspect of it, the turf management aspect…but most of all, I really love developing the people that work with me and are on the leadership team day in and day out.” “I think every superintendent has it within them to bring that executive-level presence.” “Be as communicative as possible. Through good communication, all things are possible.” “Everybody is really just a flower waiting to bloom, is one thing I was told many years ago. Does everybody bloom? No, but many do if they're put in the right circumstances. I just try to put people in the right positions to be successful.” Links mentioned in this episode: Connect with Patrick on LinkedIn: https://www.linkedin.com/in/patrick-michener-77623591/ 

We are excited to introduce our very own Administrative Manager, Mary Maloney, on this episode of Leadership on the Links!  Mary provides essential administrative support to the Tyler Bloom Consulting team, along with assisting in our recruiting efforts and marketing channels.  Prior to working with Tyler Bloom Consulting, Mary worked in manufacturing before pivoting to a career in recruiting. Mary is tied to the golf industry through her husband who is a Field Staff member for the GCSAA, and grandfather who is a golf course architect.  In this episode, Mary gives examples of having an open mindset when selecting candidates for your roles and the benefits of this hiring approach.  Education Isn't Everything While having a degree can be an important qualification for a job, it's not everything. When hiring for your golf course, it's important to heavily consider a candidate's experience. For instance, while someone might not have the perfect educational background, they could have been working at a golf course since they were 16 and gaining knowledge through hands-on experiences. If you find someone who is a good fit, they can always gain the education they need through additional schooling or hands-on training after they are hired. By giving unconventional candidates a chance, you are widening your candidate pool and improving your chances of hiring someone great.  Culture Is Essential to Success Before the hunt for your next employee even begins, it's important to define your company culture. This way, you can ensure the candidate you select is going to mesh well with your team. In order to attract people who fit your culture, you want to showcase what your golf course is all about to candidates. Show people what they can expect when they walk into their interview or first day on the job.  Keep your website up to date and include plenty of photos of your facility. Even using social media to highlight your other team members is a great way to show your workplace culture.  Networking Is Key As many people know, the golf industry tends to be male dominated. However, there are plenty of women who find success in this field as superintendents and in other leadership roles.  For women trying to break into the industry, Mary strongly encourages them to network. Whether it be attending golfing events, joining online groups, sending messages to fellow professionals on social media, or any other means of surrounding yourself with people in golf, networking can help you get your foot in the door.  Enjoy this episode with Administrative Manager, Mary Maloney… Soundbytes 11:17-11:28 “I think that people forget that, like you said, people are, ‘oh, you get to work outside, how fun?' Yes, it's nice, and you're not bored at a desk, but it is a very demanding job.” 14:19-14:46 “I think it's important when you are home to be present with your family. Make sure you allow that time. Make sure you have all of your ducks in a row on the course and have people who you trust on the course when you're not there, so you can enjoy that time when you're at home.”   Quotes  “If you're okay to explore, not having that one specific thing, you might end up with the perfect candidate.” “You do need to have a passion in this industry to further your career and get to those top-level positions and clubs.” “I know it's kind of cliche, but network network network.” “He's not that patient of a man in real life. But, for some reason on the golf course, he's very patient and very fun to play with.” Links mentioned in this episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Connect with Mary Maloney on LinkedIn: http://linkedin.com/in/mlmmaloney 

A great leader knows how to get the most out of their team. Eric Materkowski is an expert in building strong team cultures that increase productivity and create supportive and innovative work environments on the golf course. Eric received his Turfgrass Management degree from Ohio State ATI and has been a golf course superintendent for 28 years. He recently finished his 10th year as Golf Course Superintendent at St. Clair Country Club. Before St. Clair, he was the Golf Course Superintendent at Wildwood Golf Club, Green Oaks Country Club, and Armco Golf Club.  Getting Involved in the Industry Eric has served in various roles on the board of the Greater Pittsburgh Golf Course Superintendents Association since 2006. Being part of the board forced him to learn fast and embrace new opportunities.  Relationships and networking are essential in the golf industry, and a board position is a great way to make new connections. Don't underestimate the value of having someone to call and ask questions when you feel stuck. Bringing the Best Out of Your Team At St. Clair, everyone on the team has designated roles but is encouraged to work together. Eric advises anyone in a leadership position to create a welcoming team environment.  Get to know the frontline workers and groundskeepers, and encourage assistants to do the same. Not only does this promote a better working environment, but it will give you more confidence to advocate for your team in board meetings. Be patient with new hires. A great training and onboarding program goes a long way toward avoiding mistakes, so make sure groundskeepers have all the information they need before going out on the golf course. Lastly, remember that you were in their shoes once. Everyone has a first day.  Get to know your new hires and interns, and be as involved as possible in the hiring process. Recruiters and GMs value a leader who knows how to build a great team. Enjoy this episode with Superintendent Eric Materkowski… Soundbytes 6:04-6:41 “It starts with a good membership that's supportive and wants to see their golf course be really good. So it starts there. And then I think it's just working with the right group of people, having the right team here, giving them the results they expect. If we have a goal, exceeding their expectations a little bit. When they see you really care and you put the time in, and again having a great team around you, it's pretty easy for them to support you.” 27:30-27:48 “I think it's really important if the schedule works out that people go out and play and appreciate their work. And I think it gives us some credibility when we're setting up the golf course everyday if we have an understanding of the game. I don't think you need to be a three handicap, but you need to understand the game.” Quotes “Everybody had a first day, so treat everyone with respect.” “No pressure, no diamonds.” “I like to pour my energy into the golf course.” “I think it's really important if the schedule works out that people go out and play and appreciate their work. And I think it gives us some credibility when we're setting up the golf course everyday if we have an understanding of the game.” “There was a lot of work that went into that before me that made our job a profession and a career, and I think it's important that people remember that. Superintendents didn't always have offices, let alone a computer.” “It's come a long way and I think it's important to remember that and do our part to take it to the next level.” “To be successful in this business, in my opinion, you need to enjoy being a superintendent.” Links mentioned in this episode: St. Clair Country Club: https://www.stclaircc.org/   Connect with Eric on LinkedIn: https://www.linkedin.com/in/eric-materkowski-926365a

We are excited to introduce our very own Communications Manager, Mitch Rupert, on this episode of Leadership on the Links!  Mitch facilitates the interview process, interviewing candidates and sharing key takeaways with the hiring managers we serve.  Prior to working with Tyler Bloom Consulting, Mitch worked as an award-winning sports journalist, covering professional sports, Phillies minor league baseball, collegiate athletics, high school athletics, all the way down to the youth-level sports. He incorporates his research and interviewing skills into his daily work with us, ensuring he finds the best candidates for the roles we fill.  In this episode, Mitch shares the importance of having a plan for your hiring process and getting candidates excited about your facility.  If You Put in the Effort, You'll Get Better Results While working with a recruiting company is a great way to lessen your workload and streamline your hiring process, it's still important for hiring managers to be involved for better results.  If you are hiring for a position that is central to your operations, this is especially true. When reviewing application materials and interview recordings, you want to pay enough attention to get a sense of your candidates and chime in when you're excited about one. Communication Is Key Hiring managers need to be communicative of their needs and willingness/ability to be involved in the hiring process when working with a recruiter. By setting the stage before the interview process, both parties can understand their expectations and work together more effectively. That's why Mitch is always sure to ask hiring managers questions like: What are you looking for in a candidate? How involved do you want to be in the hiring process? When a hiring manager stays involved and gives their input, they are likely to get better results. Likewise, this ensures that the hiring process meets essential deadlines and milestones.  It's Okay to Be Excited! Mitch finds that candidates often try to act borderline aloof when interviewing. However, he finds that those who are more enthusiastic during the interview tend to stand out more. It's good to show that you are passionate as a candidate. This shows you take initiative and have a good attitude. The same goes for hiring managers. You can be excited about certain candidates and expressive of what your golf course needs. This helps us as recruiters find you the right fit for your roles.  Enjoy this episode with Communications Manager, Mitch Rupert… Soundbytes 38:48-39:06 “This is the most important thing I cannot stress enough. It's okay to be eager and excited when you go into a job interview. I run into far too many people who are just borderline aloof. You know, they show zero excitement.” 40:36-41:00 “From a hiring manager perspective, I would say, have a plan in place. When you sit down for that in-person interview with a candidate and show them how you can help their career, you know, because I'm going to ask, in my initial interview, what their career goals are and where they want it to go. Show them how you can help them because just about everybody who's involved wants to be a superintendent or wants to be a director.”   Quotes  “You can't glance over resumes or try to do an interview in five minutes, you have to give it the attention it deserves.” “If this is a very important part of your operation, you have to give it the attention and the due diligence that it needs to make it an important part of your operation.” “I don't think we're at a point now where you can ask people to work 65 to 70 hours a week for 30 weeks out of the year and not have repercussions to that.” “Show people how you can help them get them excited about the job and help get them excited about your facility.” “Number one, you have to love working outside number two, you have to love working early mornings.” “I think that's always been a bedrock of what we've done is try to help people.”   Links mentioned in this episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Connect with Mitch Rupert on LinkedIn: https://www.linkedin.com/in/mitchrupert/

Booking entertainment at golf course venues can boost member engagement and revenues. Who better to advise club managers than comedian, magician, and Private Club Radio host Denny Corby? Corby fell in love with magic as a kid growing up in Scranton, Pennsylvania, and he had an obvious knack for entertainment. After balancing college and work for his parents at their paper supply company (yes, it was in Scranton), the real-life cross between “The Office” characters Michael Scott, Jim Halpert, and Andy Bernard went out on his own to pursue his dream. Corby is now a successful magician, entertainer, and keynote speaker, performing regularly for large corporate clients, small private clubs, and everything in between. He's been featured on Fox and NBC, and he's produced an instructional DVD, “Magic Tricks Now,” to help you impress your family and friends. Late in 2022, he became host of Private Club Radio, a podcast delving into the intricacies of private club industry operations and entertainment. In this episode, Corby dishes on the telltale signs of good and bad clubs, pulls the rug from under the feet of open-admission policies, shares tips from national venues to help smaller clubs, and tries to make a Houdini-like escape from the interviewee chair. Clubs are One Member Away from Changing, for Better or Worse The staff at private clubs often operate under the auspices of a board of directors, and many of those are dues-paying members that earn election or appointment. Turnover on the board can fuel turnover on the staff, which can affect member experience. Sometimes, the whims of just one director can incite significant change. A solution? Member vetting. “Now's the time for clubs to try new things, be a little bit stricter with their membership, because now there's a waitlist,” Corby said. How to Spot a Good Club Corby has maintained his northeast Pennsylvania roots, but his work has taken him to perform at clubs all over the country. So he sees the same best practices in the better-run clubs. They include: Making staff feel important and part of a family. A nickname goes a long way, like the “Squirrel Squad” at The Country Club in Boston. Marketing your entertainment internally, not just externally. Get the employees as fired up as the members for the upcoming performance. Get to know your members, and bring in entertainers or speakers that match their interests. Enjoy this episode of Leadership on the Links with Denny Corby! Soundbytes 15:13-15:35 “The really good clubs are their own living, breathing thing. They have a value, a structure. They have their mission, their vision, their personality in terms of a club, and they make sure they get the right person in there. It's not just about filling a body and getting somebody in; it's getting the right person, the right manager.” 26:27-26:57 “That's probably a big thing, is that it's OK to fail. It's OK to try new things. You're not going to lose members because you tried an event and no one showed up. Or because it just failed miserably for whatever reason. No one cares. Granted, in that moment, it might suck. But at the end of the day, it doesn't matter. No one cares. They just want to know and see that their clubs are progressing, trying to be better, and trying to adapt with the changing times, because clubs are behind, I think, in terms of a lot of different aspects.” Quotes “So early on, I thought, ‘Oh, I'm going to put up a website, and people are going to book me.' That's not how it works. There's this thing called marketing, and you have to go out there and do things.” “Why do some clubs let everybody in? I didn't realize how much people really didn't vet. Or they say, ‘You're friends with Bill and Dan? Oh, all right. Good enough.' But it's not just that person, it's their surrounding sphere.” “I can tell, almost immediately based on the phone call, how the club show is going to go, meaning how many people are going to show up, X, Y, and Z, and how they promote things.” “I carry a bag of tricks, so it's probably a deck of cards.” “I like when people leave a show, and somebody will ask, ‘How was it?' And they'll say, ‘You just had to be there.'”   Links Mentioned in This Episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Denny Corby: https://www.dennycorby.com/ Private Club Radio: https://www.privateclubradio.com/ Connect with Denny on LinkedIn: https://www.linkedin.com/in/dennycorby/

011 | 3 Surprising Traits That Make a Successful Leader with Joe Blackburn What makes a great leader? Joe Blackburn boils it down to 3 key traits that he's seen lead people to success time and time again. Joe is a Certified Financial Planner and Founder of Lion's Eye Coaching, with a track record of helping clients significantly increase their revenues. He's a former director at Merrill Lynch, where he managed a team of over 140 financial advisors and oversaw billions in assets.  Joe's expertise extends to various industries, including luxury retail and real estate, and he's worked with top executives at major corporations. With 25 years of experience, he's a sought-after national speaker on sales, wealth development, and leadership. Influencing Others The best way to lead is by example. If you have a team working under you, let them see you do the work. Keeping your standards high empowers people to be their best. If you're not happy with the quality of work being done, take responsibility and ask yourself how you allowed this to happen. When addressing board members, Joe's advice is to single out the most influential stakeholders–and remember that the loudest voice in the room isn't necessarily the most important. If you're making a request, be transparent about who it's for, why you want it, and what the benefit is.  The 3 Facets of Success There are 3 key components Joe works on with his coaching clients to help them maximize their potential. The first is your “self-ideal” or vision: how do you see yourself now and where do you want to be in the future? What's the gap between your current self-image and your ideal one? Successful leaders have clarity on this vision.  The second component is goal-setting. You need to hit goals consistently and on time. Joe continuously challenges his clients to expand and aim bigger–to “adjust the floor, not the ceiling.” The easiest way to do this is to compress the timeline. If your original goal was to hit $100,000 in the next six months, aim for $150,000 in three months. You'll be amazed by what you can accomplish with the pressure of a deadline. The last facet that all successful leaders have is self-responsibility. It's your job to own everything that happens to you, good or bad. Even when certain elements are outside your control, they're still within your responsibility.  Enjoy this episode with Joe Blackburn… Soundbytes 9:45-10:03 “If you are reasoning or rationalizing yourself into doing what you're already doing, it's really against you. So I'll start asking them and taking them through a series of questions on why it is they're doing that and the reason is fear. Complacency and fear.”  10:28-10:51 “There's no risk in doing something different versus doing what you're doing. Bad things can happen in either place. I just think people get in their shells and they start saying ‘This is the only thing I'm good at, this is the only thing I can do, this is the only way I can do it'. I'll use you as an example: it's not that you were afraid but I don't think that you could see how big this could become and how fast it could grow.” Quotes “I came to the realization that I didn't have to run someone else's play anymore. I didn't have to do what was expected of me.” “It's all risk, so why not do what you really want?” “Complacency is a worse killer than one of these diseases because it erodes you over time.” “80% of your success relies on clarity.” “Be unreasonable.” “You're capable of so much more than what you're doing.” “Whatever you allow is going to happen.” “Business isn't linear for long.”   Links mentioned in this episode: Visit Joe's website: https://realjoeblackburn.com/  Connect with Joe on LinkedIn: https://www.linkedin.com/in/joe-blackburn-4904227/   

We are excited to introduce our very own Operations Manager, Ryan McNally, on this episode of Leadership on the Links!  Ryan has been with Tyler Bloom Consulting just shy of three years now. His focus is on our recruiting arm of services, where he does talent outreach, client and candidate coordination, and background and reference checks. Essentially, Ryan ensures our entire recruitment process is seamless from start to finish. He succeeds in this role due to his commitment to relationship-building and a human-centric approach to recruiting. Prior to his time here, Ryan worked as a Sales Director at J.G. Wentworth, where he oversaw a staff of 15 and $24 million in sales. After working in sales for nearly 12 years, Ryan switched gears in his career, finding that working with us allowed more opportunities for growth and variety.  In this episode, Ryan McNally shares his key insights into a more human-focused hiring process. Finding the Right Candidate Isn't So Simple Anymore Like many industries, gone are the days of simply posting a job online to attract the right candidates for your golf course. Recruiting nowadays requires a lot more nuance and relationship-building. By hiring a recruiter, you are saving your team's time and bandwidth. A recruiter can tap into their network and use their organized process to attract a better pool of qualified candidates. They also have the skills to connect with candidates on a deeper level throughout the hiring process.   The Perfect Candidates Doesn't Exist While you can find someone who is pretty darn near perfect for your role, it's important to remember that we are all humans who make mistakes and have more growing to do. What's really important is finding candidates who are passionate about the industry and are eager to do the work. Recruiters need to move beyond a candidate's resume and dig a bit deeper to find out what makes them tick. This includes asking the right questions and finding out what they love about the golfing industry.  While on-paper qualifications are great, it's a candidate's personality that solidifies whether they are a good match for the job. Even if someone has an unconventional background, their ability to learn may make them the right person to hire.  People Want to Learn From Their Failures So often, when people are in the midst of their job search they get ghosted, meaning they never hear back from the employer. By reaching out to an unselected candidate with some feedback, you are showing a sign of courtesy and respect that can go a long way. Who knows, you might find a candidate who didn't work out for one role might be a great choice for another. Remembering the person behind every application can help you foster positive relationships and expand your network. It is also just a kind thing to do.  Enjoy this episode with Operations Manager, Ryan McNally… Soundbytes 10:57-11:18 “The idea that you're going to go on and you're going to post your job to a job board and get tons of applicants, I think we've realized that that's not the case anymore. It's not even just not the case in this industry. It's in a lot of industries. So, we're organizing that process.” 13:11-13:28 “I think we just realized that, just like everybody else, there's no perfect candidate, right? And you have to find a way to bring in the people that have the real passion for this industry and want to do it, and it's not easy to find. It takes work, it takes time.”   Quotes  “A lot of people find their love for this industry by happenstance.” “I think there really is something to be said about the idea that you can get that instant gratification for doing something with your hands.” “Hire for someone who has a desire, someone that wants to learn, that's open to learning, someone that shows an excitement.”  “I just feel like hiring for someone on who they are, their personality is more important than what's on a resume, everything else can be taught.”   Links mentioned in this episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Connect with Ryan McNally on LinkedIn: https://www.linkedin.com/in/ryan-mcnally-46b481222/ 

We are excited to introduce Golf Course Superintendent and 82nd President of the Golf Course Superintendents Association of America, Darren Davis, on this episode of Leadership on the Links!  Darren has been in the golf industry for 35 years, serving as the Superintendent of the Olde Florida Golf Club for the majority of his career.  Darren sits down with Tyler to discuss his tenure in the golf industry and how he got his start back in 1989. He gives key insights into the status of the industry and how aspiring superintendents can kick start their careers.  In this episode, Darren expresses his love for the industry, sharing why he is eager each morning to get back on the course.  If You Find a Job You Love, You Don't Work a Day in Your Life While this saying may seem cliché, for Darren, it is mostly true. When he wakes up each morning, he looks forward to watching the sunrise on the golf course and getting his day started. Of course, throughout his 35-year career, Darren has put in the hard work, ultimately paying off and leading to a successful career.  The key to loving your career in the golf industry is remembering your passion for what you do. Whether it is working with people, being in nature, or starting the day with a beautiful sunrise, it is important to appreciate the little things.  Strive for New Goals Throughout Your Career Even after 35 years in the industry, Darren continues to set goals for himself. This is how he maintains his longevity in the industry and keeps his mindset on the future.  As the state of golf continues to evolve due to pandemics, weather changes, or any other factors, having goals can help you navigate tough times and stay focused.  Teamwork Makes the Dreamwork Ah yes, another cliché that does have a lot of truth behind it. Darren strongly believes in the power of teamwork, breaking it down into the T.E.A.M. acronym (Together Everyone Achieves More).  By building relationships with your teammates and championing other people's ideas, you can all reach higher limits. A huge component of teamwork functioning is having a strong mission statement and set of values that everyone knows and practices at work. This includes everyone from the CEO to the newest employee.  Be Humble As you progress through your career, you may be open to new possibilities and achievements. While it is great to be proud of yourself, it is also important to practice a sense of humility. Those who earn the most respect in the industry are those who know where they came from and who helped them along the way. To this day, Darren continues to speak highly of those who influenced and mentored him.  Enjoy this episode with Superintendent and former GSA President, Darren Davis… Soundbytes 03:44-04:02 “I attribute my longevity here to what I said earlier, this is the passion I have for the industry. I love watching the sunrise on a golf course. I love watching the sunrise anywhere. But I can't wait to get to work in the morning. I've never had that feeling where I just dreaded going into work.” 25:44-26:03 “And after 31 years, you know, having challenging years and having to be humble, and I really believe that that's a trait that successful leaders have. They are most likely going to be very humble individuals.”   Quotes  “It really is an industry that's more about people than it is turf.” “You need to write your goals down and continually update them.” “We're going to be more successful as we function as a team together, everyone accomplishes more.” “I'm a big believer in the saying that you're the author of your own destiny.” “Setting goals is extremely important in my life.”   Links mentioned in this episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Connect with Darren Davis on LinkedIn: https://www.linkedin.com/in/darrenjdavis/  Check Out Darren Davis' Website: https://www.darrenjdavisgcs.com/ 

Improve your job search outcomes with these tips Erin Wolfram shares on this episode of Leadership on the Links!  Erin is a Certified Professional Resume Writer (CPRW) and Professional Etiquette Consultant who is the owner of Career Advantage Golf –  career consulting services geared toward professionals in golf course maintenance and turf management.  Her business partners with the Golf Course Superintendents Association of America (GCSAA) to provide its members with free resume and cover letter review services, along with additional discounted career services.  Prior to becoming a business owner, Erin worked in career services and career course development. Erin has her B.S. in Secondary English Education from Kansas State University and a Master of Science in Counseling Psychology and a Master of Science in Educational Technology from The University of Kansas. In this episode, Erin Wolfram of Career Advantage Golf shares insights aspiring superintendents and other golf professionals can use to stand out in their job search. Demonstrate the Value You Can Bring After reviewing thousands of resumes, Erin can confidently say many job seekers are very duty and responsibility focused. While this can be a great way to highlight your experience, it's important to also demonstrate what you have accomplished in previous roles. Showcasing successful projects, leadership strengths, and tangible results all help differentiate yourself from other candidates. Her advice is to highlight how your leadership skills positively impacted your facility, crew, and the overall organization. Update Your Application Materials on a Regular Basis It's very common for Erin to run into job seekers who haven't updated their application materials, such as their resume, cover letter, and portfolio, in over a decade. Of course, this often leaves these job seekers little time to update their materials and submit a polished application. Erin recommends taking a more proactive approach by regularly updating these materials, even if you are not actively applying for jobs. This ensures your information is accurate, up to date, and not rushed.  Tailor Your Application to Each Role Hiring managers can spot an application that was copy and pasted from another. Erin recommends first developing a strong foundational resume and then tweaking it to adhere to the job you're applying for.  It's important to show employers that you put the effort into your application. Hiring managers want to see that you can communicate your specific strengths as a candidate in relation to the role.  Take an Active Interest in Your Profession Don't just join professional associations, but take an active role in them. Go to the meetings and annual conferences, network with members, build relationships, and really market yourself.  By doing this, you are showing others that you are committed to your industry and professional development. You will soon find that by fostering these connections, more opportunities will come your way.  Enjoy this episode with Career Advantage Golf owner Erin Wolfram… Soundbytes 19:21-19:46 “I think, in this industry, in particular, portfolios are important. And I find that a lot of people don't have a portfolio. And again, sometimes they are requested to bring a portfolio to an interview, and then there's this mad dash to get something together that could be much better if they would have started early. So I think portfolios are a great way to market yourself in this industry. ” 20:47-21:14 “In order to really market yourself in an interview, you want to provide specific answers that give quality examples that demonstrate the value that you've brought to your previous organizations that you will then bring to this future organization. So, really thinking about specific examples that demonstrate your greatest skills, strengths, and qualifications.” Quotes  “The folks who I work with who utilize LinkedIn, and utilize it effectively, are marketing themselves better than others.” “Think of examples that you want to share with others. And know that it's not bragging, it's not being conceited. It's what you have to do to demonstrate your value.” “Get with your partner, get with your friends, get with someone like me, and actually practice answering questions, because it's not something that's comfortable, right?” “I do recommend that you get some advice from somebody else in your industry.” Links mentioned in this episode: Tyler Bloom Consulting: https://tylerbloomconsulting.com/ Career Advantage Golf: https://careeradvantagegolf.com/ Connect with Erin Wolfram on LinkedIn: https://www.linkedin.com/in/erinwolfram/ | https://www.linkedin.com/company/careeradvantagegolf/   

If you've ever wondered how to attract top interns for your club, look no further. Dr. John Kaminski is a Professor and Associate Head of the Department of Plant Science at The Pennsylvania State University. He serves as Director of the Golf Course Turfgrass Management Program, an 18-month intense training program for future golf course grounds managers. He also consults with various golf courses around the United States and select countries around the world. Outside of Penn State, Dr. Kaminski is the Chief Agronomy Officer of GreenSight Agronomy, a Boston-based technology company that utilizes proprietary imaging hardware/software to detect turfgrass stress on golf courses with autonomous drones.  How to Attract Top Talent When trying to win over student interns, most club representatives talk about themselves: their facility, the course, and all the great work the club is doing. But students, like anyone, prefer to talk about themselves.  The best thing you can do as a recruiter is to listen. Ask questions, take an interest in the students, and follow up with them personally. Don't just tell them what your club has to offer, but explain why it benefits them. Give Them a Great Experience Once the interns are on the course, give them a great experience. Go beyond general maintenance tasks; get them involved with management and decision-making, even if they're just a fly on the wall during meetings. Better yet, have them give a presentation to the board about the internship and what they learned.  Most of all, treat your interns with respect. Don't brush off their questions. Take a little time out of your busy day to talk with them. Let them get to know the leadership team, and if you want to go above and beyond, consider bringing in guest speakers for continued education. Remember that your interns are going to share their experience with their friends–if they tell everyone how great it was and how much they learned, that will encourage the next year's students to apply as well. Enjoy this episode with Dr. John Kaminski… Soundbytes 8:18-8:51 “If I could get superintendents to sit in a room with me and coach them on how to sell an internship to a student, I could probably get them to get an intern every time. What they tend to do is they tend to talk a lot about their club, their facility, what they're doing, and all the great things about the place. But just like everybody, the student wants to talk about themself. So if you're a superintendent, learn to listen and talk about what are your needs, what do you want, and if you're genuinely listening and caring, the student will immediately take to it and be interested.” 22:55-23:17 “I think anything you can do to get them involved in the understanding of why decisions are made, and not just brush them off because you don't have time to talk to them. That's hard in the middle of the summer when things are busy, to take time to say, ‘Hey let me pull you aside and tell you why we're doing this.' But those are the kind of things the students really engage with and come back and tell the other students.” Quotes “If I could get superintendents to sit in a room with me and coach them on how to sell an internship to a student, I could probably get them to get an intern every time.” “If you're a superintendent, learn to listen.” “Goals are flexible. I thought I wanted to be a superintendent but goals change and that's okay.” “You might have a plan now, but it's okay if that changes.”  “I tell all the internship supervisors, if you overpromise and underdeliver to the students, they come back and tell everybody and then you're done for at least two to three years. And vice versa.” “They're kids. They haven't hit that maturity level yet. They're not you, they haven't got there yet, it's a process…be patient.” Links mentioned in this episode: Turf Diseases website: http://turfdiseases.org/  Turfgrass Management: https://plantscience.psu.edu/research/labs/turfgrass-management  Connect with John on LinkedIn: https://www.linkedin.com/in/johnekaminski/