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Book a Strategy Call Summary In this episode of Leadership on the Links, Tyler Bloom is joined by Ken Mangum, longtime golf course superintendent and respected industry consultant, to discuss leadership, course standards, workforce development, and the evolving expectations within golf operations. Ken reflects on lessons from his decades of experience, including building long-term leadership teams, managing championship-level expectations, and creating workplace cultures that attract and retain talent. The conversation explores how clear maintenance standards reduce operational "noise," why superintendents benefit professionally from playing golf, and how relationship-building with committees and members strengthens long-term success. Ken also shares perspectives on staffing challenges, developing talent from within, emerging turfgrass innovations like Zoysia, and the future of workforce recruitment in golf. The episode concludes with practical hiring advice, including preparation for Zoom interviews and how professionals can better present themselves during job searches. What You'll Learn • Why establishing maintenance standards creates consistency and minimizes operational conflict • How leadership, communication, and culture shape long-term success in golf operations • Why employee care and appreciation lead to stronger retention and recruitment • How playing golf improves professional relationships and operational understanding • The benefits and growing adoption of Zoysia grass for playability and maintenance efficiency • Practical hiring advice, including how to prepare for modern Zoom interviews Timestamps 00:00 – Introduction and Ken Mangum career journey in golf course management 05:30 – Managing championship expectations and reducing operational noise 09:30 – Leadership, committees, and relationship management 12:00 – Workforce challenges and staffing evolution in golf 14:00 – Employee retention and culture-building strategies 18:30 – Full-time staffing versus seasonal workforce models 22:30 – Why superintendents benefit from playing golf 28:30 – Using golf to build credibility and member relationships 32:30 – Recruiting challenges and developing talent within the industry 40:20 – Zoysia grass adoption and maintenance advantages 49:30 – Hiring advice and preparing for interviews 59:30 – Why Zoom interviews now play a critical role in hiring decisions Links Mentioned Bloom Golf Partners Website: https://www.bloomgolfpartners.com GCSAA Conference & Show: https://www.gcsaa.org Syngenta Turf Solutions: https://www.syngenta-us.com/turf Dream Golf Developments: https://dreamgolf.com

Book a Strategy Call: https://www.bloomgolfpartners.com/book-a-strategy-call Summary In this episode of Leadership on the Links, Tyler Bloom sits down with Kenton Brunson, Director of Agronomy at Mid Ocean Club, to explore why golf course superintendents are uniquely positioned to become elite club leaders. Kenton shares his unconventional career journey, from agronomy student to superintendent to earning his MBA and CCM, while challenging long-held assumptions about silos in club operations. The conversation dives deep into education versus experience, the real value of advanced degrees, and how continued learning helps superintendents earn credibility in the boardroom. Kenton explains how exposure to club management disciplines reshaped the way he leads people, collaborates with department heads, and measures performance across his team. Listeners also gain a behind-the-scenes look at Mid Ocean's progressive people-development systems, including skills matrices, performance scorecards, emotional intelligence tracking, and learning-and-development investment. Kenton emphasizes that leadership longevity isn't about doing everything yourself, it's about building systems, trusting people, and choosing the right leaders to learn from early in your career. This episode reinforces a powerful message: superintendents already manage the largest assets, budgets, and teams at the club, now it's time to fully step into that leadership potential.   What You'll Learn • Why superintendents are naturally positioned to become club executives • The real ROI of MBAs, CCMs, and continued education • How education helps superintendents earn trust in the boardroom • Why getting "out of your silo" makes you a better leader • How to use performance scorecards instead of opinions • Building staff development systems that improve retention • Why people development is a competitive advantage for clubs • How emotional intelligence impacts leadership effectiveness • Practical approaches to delegation and time management • Career advice for young superintendents planning long-term success Timestamps 00:00 – Introduction and why superintendents are built to lead 01:50 – Kenton's early career path and agronomy background 03:40 – From superintendent to thinking like a club executive 05:45 – Education vs. experience: MBA and CCM insights 08:30 – Getting into the room: why education still matters 11:00 – What superintendents learn from club management programs 13:10 – Breaking silos and connecting with department heads 15:40 – Performance management and staff development systems 18:30 – Skills matrices, scorecards, and measuring success 22:10 – Emotional intelligence and leadership self-awareness 25:20 – Delegation, time management, and leadership mindset 29:40 – Governance, alignment, and defining success at the club 33:00 – Choosing leaders over logos early in your career 37:10 – Leadership advice to Kenton's younger self 38:30 – Final thoughts and where to connect   Links Mentioned Bloom Golf Partners Website: https://www.bloomgolfpartners.com Club Management Association of America (CMAA): https://www.cmaa.org GCSAA: https://www.gcsaa.org  

Summary In this episode of Leadership on the Links, Tyler Bloom sits down with Jim Pavonetti, recipient of the 2025 GCSAA President's Award for Environmental Stewardship, to explore how sustainability, data-driven decision-making, and long-term planning define elite golf course leadership. Jim shares his journey from working his way up through municipal golf to leading a premier private club, detailing how a lifelong connection to the outdoors shaped his philosophy as a superintendent. The conversation covers how environmental stewardship can become a competitive advantage for clubs—not just an operational initiative—by improving course conditions, reducing inputs, and even attracting new members. Jim explains how small, intentional steps build member buy-in, why data and benchmarks matter more than ever, and how defining maintenance standards protects both the superintendent and the club. Throughout the episode, Jim offers candid advice on leadership longevity, continuous learning, and resisting the urge to "do everything at once." His insights reinforce that sustainable success in golf course management is built on trust, clarity, fundamentals, and a clear vision for what's next.  What You'll Learn • How environmental stewardship can improve playability, resilience, and member perception • Why starting with "small wins" builds trust and long-term buy-in • How clubs can leverage sustainability as a membership attraction tool • The role of data in smarter mowing, water use, and labor decisions • Why intuition paired with data outperforms either approach alone • How maintenance standards reduce conflict and align leadership • The growing importance of BMPs, water conservation, and chemical reduction • How to stay engaged, relevant, and evolving over a long superintendent career • Practical advice for first-time superintendents navigating new roles   Timestamps 00:00 – Introduction and recognition for environmental stewardship 00:40 – Early connection to nature and career motivation 01:55 – Career path from municipal golf to private clubs 03:25 – Building confidence as a first-time superintendent 05:20 – Gaining member buy-in for environmental initiatives 06:10 – Starting with small, positive-impact sustainability steps 08:55 – Where to begin with environmental projects at a new property 10:20 – Sustainability as a membership attraction strategy 11:30 – Using data to drive smarter decisions 12:30 – Combining intuition with measurable benchmarks 14:20 – Technology, BMPs, and future industry challenges 16:45 – Staying fresh, curious, and engaged in the profession 19:15 – Importance of maintenance standards 21:15 – Long-range planning and defining the "next level" 24:50 – Advice for young and first-time superintendents 28:10 – Final reflections and where to connect   Links Mentioned Bloom Golf Partners Website: https://www.bloomgolfpartners.com USGA Green Section Record: https://www.usga.org/content/usga/home-page/course-care/green-section-record.html GCSAA: https://www.gcsaa.org

Summary BOOK A STRATEGY SESSION In this episode of Leadership on the Links, Tyler Bloom is joined by Jordan Booth, a senior leader with the USGA Green Section, to explore the future of workforce development, apprenticeship, and leadership in the golf industry. Jordan shares his career journey from golf course maintenance to academia and ultimately to the USGA, highlighting the mentors, experiences, and values that shaped his path. The conversation dives deep into the challenges of recruiting and retaining talent, the importance of structured apprenticeship programs, and why training employers is just as critical as training employees. Tyler and Jordan discuss mentorship, communication, consulting, and the non-agronomic skills that separate good superintendents from great ones. They also examine reinvestment trends in golf, the balance between aspirational projects and fundamental infrastructure, and the role of lifelong learning in building sustainable teams and careers. Jordan offers candid insights on leadership, humility, continuous development, and the long-term impact of mentorship, emphasizing that meaningful change in the industry happens through people, process, and consistent fundamentals. What You'll Learn • Why apprenticeship and workforce development require total buy-in from both employers and mentors • How strong culture, communication, and team buy-in drive successful recruiting and retention • Why training employers to recruit, develop, and mentor talent is a critical industry gap • The importance of lifelong learning and continuous development for superintendents and leaders • How consultants and organizations like the USGA can support better decision-making and communication • The difference between aspirational projects and foundational infrastructure investments • Why fundamentals like drainage, sunlight, and water management still matter more than technology alone • How mentorship can create lasting impact and shape the next generation of industry leaders Timestamps 00:00 – Workforce development focus and challenges of administering apprenticeship programs 01:40 – Recruiting cycles, mentor partnerships, and long-term program growth 03:50 – Evolution of apprenticeship models and industry-wide collaboration 05:30 – Purpose-driven work and why impact matters more than monetization 07:20 – Building team buy-in and strong workplace culture 09:20 – Structural gaps in recruiting, training, and retention 11:10 – Training the trainer and why labor issues persist 12:55 – Non-agronomic skills and professional development gaps 15:00 – Lifelong learning, mentorship, and continuous growth 16:45 – Leveraging consultants and external expertise effectively 18:50 – Communication, credibility, and building consensus 20:55 – Reinvestment in golf and resetting long-term club trajectories 25:20 – Aspirational projects vs. fundamental infrastructure needs 27:35 – Why fundamentals still drive long-term success 31:10 – Technology as a tool—not a replacement for basics 32:50 – Jordan Booth's career journey into the USGA 36:55 – Apprenticeship programs and global perspectives 39:00 – Mentorship, legacy, and changing lives 41:05 – Process, consistency, and leadership reflection 43:30 – Favorite foursome and golf experiences 45:55 – USGA Museum highlights and educating the public 48:05 – Greenkeeper Apprenticeship Program and resources 49:55 – Closing reflections on leadership and impact Links Mentioned Bloom Golf Partners Website: https://www.bloomgolfpartners.com USGA Greenkeeper Apprenticeship Program: https://www.usga.org USGA Green Section Record: https://www.usga.org/content/usga/home-page/course-care/green-section-record.html  

Summary In this episode of Leadership on the Links, Tyler Bloom is joined by Peter McCormick, founder of TurfNet and one of the most influential voices in golf course management. Peter reflects on his 32-year journey building TurfNet, the evolution of the superintendent profession, and why focusing on people, content, and communication has always mattered more than chasing revenue. The conversation explores leadership, mentorship, technology, rising industry costs, work-life balance, and what it truly takes to build a sustainable and meaningful career in the golf and club industry. Peter also shares candid insights as he prepares for retirement, leaving behind a legacy rooted in service, curiosity, and long-term impact. Book a Strategy Call   What You'll Learn • Why leading with valuable content and community building creates long-term trust and sustainable growth • How the superintendent role has evolved in skill, compensation, and responsibility over the past three decades • Why communication and mentorship remain two of the biggest gaps in the golf industry today • How AI and emerging technology can support better decision-making without replacing human connection • What separates great superintendents and leaders from good ones • Practical advice for young professionals entering the industry, including mobility, resilience, and family balance     Timestamps 00:00 – Content-first business philosophy and why revenue follows value 01:40 – Introducing Peter McCormick and TurfNet's early support of Bloom Golf Partners 03:50 – Building TurfNet and identifying unmet needs in the industry 07:38 – How the superintendent profession has changed over the past 30 years 09:00 – Rising salaries, equipment costs, and long-term sustainability concerns 12:50 – Curiosity, people-watching, and staying engaged in the industry 15:40 – Personal reflections on golf, family priorities, and career balance 23:25 – The role of AI and technology in modern golf course management 29:40 – The decline of blogs and why long-form communication still matters 36:15 – What separates great superintendents from good ones 39:35 – Communication, mentorship, and building strong team cultures 47:05 – Advice for young professionals entering the industry 53:45 – Letting professionals do their jobs and avoiding unnecessary interference 56:10 – Retirement, legacy, and lessons from 32 years of TurfNet 01:06:20 – Closing reflections on impact, relationships, and industry contribution     Links Mentioned Bloom Golf Partners Website: https://www.bloomgolfpartners.com TurfNet: https://www.turfnet.com GCSAA Conference & Show: https://www.gcsaa.org Penn State Turfgrass Program: https://plantscience.psu.edu/research/centers/turf

Summary In this special end-of-year episode, the Bloom Golf Partners team reflects on the defining moments of 2025, from major industry milestones and team growth to lessons learned through hundreds of searches, interviews, and client conversations. The discussion highlights the power of culture, continued education, relationship-building, and forward-thinking initiatives, including scholarships, AI-driven career tools, and expanded industry partnerships. The team also looks ahead to 2026, sharing what excites them most about the future of Bloom Golf Partners and the evolving golf and club management landscape. Book a Strategy Call What You'll Learn • How Bloom Golf Partners' distributed, remote team operates seamlessly while delivering high-impact results across the country. • Why internal development, strong references, and continued education are critical differentiators for career advancement in the golf and club industry. • How industry visibility, events, and authentic relationships contribute to long-term professional credibility and trust. • What new initiatives Bloom Golf Partners is launching in 2026, including scholarships, career services, and AI-supported tools. Timestamps 00:00 – Welcome and podcast milestone announcement 01:00 – Reflecting on standout moments from 2025 04:30 – Sponsorships, industry presence, and "making it real" moments 06:00 – Team growth, full-time transitions, and personal wins 09:00 – Industry events, networking, and relationship building 12:00 – Ownership, culture, and what drives Bloom Golf Partners' results 16:00 – Reference checks, candidate quality, and hiring insights 20:00 – Leadership reflections and defining company values 23:00 – Looking ahead to 2026: scholarships and investing in people 27:00 – Team goals, learning, and professional development 31:00 – Expanding podcast voices and content evolution 35:00 – AI, career services, and new tools for industry professionals 38:00 – What truly differentiates Bloom Golf Partners 45:00 – Accessibility, authenticity, and the power of the network 49:00 – Closing thoughts and holiday message Links Mentioned Bloom Golf Partners Website: https://www.bloomgolfpartners.com Bloom Golf Partners Scholarship Program: https://www.bloomgolfpartners.com/scholarship GCSAA Conference & Show: https://www.gcsaa.org Distinguished Club Summit: https://www.distinguishedclubs.com  

Book a Free Talent Strategy Call In this engaging conversation, Brian Zimmerman, CEO of Cleveland Metro Parks, shares his journey from a young golf enthusiast to a leader overseeing a vast network of parks and recreational facilities. He discusses the challenges and rewards of managing such a large organization, the importance of teamwork and leadership, and the evolving expectations in the golf industry. Brian emphasizes the significance of community engagement, workforce development, and the need for aspiring professionals to be detail-oriented and proactive in their careers. He also reflects on the hidden gems of Cleveland Metro Parks and his aspirations for future projects that will leave a lasting legacy. What You'll Learn Why "managing to an outcome" isn't the same as leading expectations and why that distinction matters The real differences (and misconceptions) between municipal and private golf experience How Cleveland Metroparks thinks about standards, reinvestment, and long-term stewardship Brian's "present leadership" approach: being visible when things are hard, great, or average What he looks for in candidates immediately (shoes, handshake, eye contact, preparation) How to handle post-COVID realities: play up, maintenance windows down, and expectations rising Practical operating moves that improved customer experience (ex: 10-minute tee times, time-ticketing) Career advice for superintendents who want to move up: look the part, do the part, build exposure A reminder leaders forget: don't burn ladders on the way up or down Links Connect with Brian on LinkedIn: https://www.linkedin.com/in/brian-m-zimmerman-34072b43/  

Summary Book a Free Talent Strategy Call Most clubs are trying to sell a premium experience with bargain-bin visuals and then they're shocked when membership leads stall and candidate pools stay shallow. In this episode, Tyler Bloom sits down with photographer/videographer Karlo Gesner (Golf Club Visuals) to unpack what great club imagery actually does, what most clubs miss, and why "digital first impression" is now a real business and recruiting lever especially when you're competing for talent who doesn't know your property, culture, or team. What You'll learn Why dated photos + dated websites quietly kill conversion (memberships, events, and hiring) The difference between "content" and story and why the story often reveals itself on-site What Karlo learned filming the 2024 U.S. Women's Open at Lancaster CC and why the grounds crew became the centerpiece A practical approach to building a 3–6 month visual content library (not random one-offs) What clubs should prioritize first: course, amenities, staff, leadership portraits, food, aerials The #1 mistake planners make when hiring photographers/videographers (over-controlling the outcome) The non-negotiable on drones: Part 107 licensing + risk (and why "my buddy has a drone" is a liability) A behind-the-scenes look at Bloom Golf Partners' team shoot in Hershey and what strong culture looks like on camera Links Karlo Gesner: https://www.karlogesner.com/ Follow Karlo on Instagram: https://www.instagram.com/golfclubvisuals/ Book a Free Talent Strategy Call

*]:pointer-events-auto scroll-mt-[calc(var(--header-height)+min(200px,max(70px,20svh)))]" dir="auto" tabindex="-1" data-turn-id= "f38e1543-ebb8-4b3d-afbd-34cc58ed1238" data-testid= "conversation-turn-4" data-scroll-anchor="true" data-turn= "assistant"> Summary Book a Free Talent Strategy Call In this episode of Leadership on the Links, Tyler sits down with David Hardesty of Capillary Flow to unpack two big themes shaping the turf side of the golf industry: non-traditional career paths and technology that actually makes superintendents' lives easier. David walks through his journey from turf school and construction projects with Jack Nicklaus and Big Cedar, to his current role helping clubs rethink bunkers, water management, and labor through Capillary's solutions. Along the way, he and Tyler dig into how roles are evolving, what it really takes to transition out of a traditional superintendent track, and how Bloom Golf Partners recently partnered with Capillary to build and fill a brand-new "Field Technology & Quality Manager" position. Whether you're a superintendent, assistant, vendor, or club leader, this conversation is a real-world look at where the industry is headed and how to position yourself and your team to keep up. What You'll Learn How David navigated a non-linear career path from superintendent to a technology- and construction-focused role with Capillary Flow. Why you shouldn't box yourself into one "traditional" turf role and what to consider when exploring alternative paths. What Capillary Flow actually does beyond bunker liners, and how hydroponic and water management solutions are changing expectations on the ground. How independent data and university research are helping validate water savings and drive smarter adoption of new technology. How Bloom Golf Partners helped Capillary design and recruit for a brand-new Field Technology & Quality Manager role from scratch. Why clarity in role design (especially around second assistants and emerging positions) is critical for recruiting, retention, and long-term team performance. Practical advice on authenticity in interviews and leadership why being yourself is an advantage, not a liability, in today's market.   Links Connect with David on LinkedIn: https://www.linkedin.com/in/david-hardesty-93469861 Learn more about Capillary Flow: https://www.capillaryflow.com/     

Summary Book a Free Talent Strategy Call In this episode, Tyler sits down with Ryan Karapas of QualiPro to unpack the launch of QP2U, a new virtual education platform designed to democratize access to high-level agronomic, leadership, and industry-wide insights. From the tournament-tested culture at Oakmont to the evolving expectations of today's assistants and superintendents, Tyler and Ryan explore why mentorship, exposure, and real-world learning are becoming non-negotiables for the next generation of turf leaders. They discuss the origins of QP2U, the industry challenges that inspired it, and why QualiPro is investing heavily in education as a brand pillar. This episode provides a transparent look at how the role of the superintendent is changing and what future leaders must do to stay ahead. If you're a superintendent, assistant, GM, or club leader who cares about talent development and elevating operational standards, this conversation sets the tone for where our industry is heading. What You'll Learn Why QP2U was created and why access, mentorship, and exposure are the missing links in superintendent development today. Hear the story behind QualiPro's shift from traditional marketing to a true investment in the next generation of turf leaders. Key takeaways from the 2025 season including turf loss, pressure points, and the "you don't know what you don't know" problem. Ryan shares what he heard from superintendents, assistants, and reps across the country — and why the industry needs more intentional education. The culture and operational excellence behind Oakmont's U.S. Open preparation. A behind-the-scenes reflection on leadership, clarity, and the power of intentional team culture at one of the most iconic clubs in golf. How today's superintendent role is evolving and why technical skills alone are no longer enough. Construction planning. Member relations. Cross-functional communication. Trend forecasting. Leadership. The job is changing, fast. A preview of the QP2U education lineup including topics and speakers shaping the future of the industry. From renovation and construction insights with top architects… to GM perspectives… to research roundtables with leading PhDs… the sessions are built for real-world application. Why QualiPro is choosing partnership over promotion. Ryan outlines the company's commitment to being more than a product provider — but a true industry partner focused on elevating the profession. ______________________________________________________________________________________________________ Links QualiPro: https://www.controlsolutionsinc.com/quali-pro Register for QP2U: https://info.controlsolutionsinc.com/registration-qp2u-dec25  Connect with Ryan on LinkedIn: https://www.linkedin.com/in/ryan-karapas-94b507132/

Summary: Book a Free Talent Strategy Call In this episode, Tyler Bloom sits down with Ryan Bain, one of the very first NYSTA Greenskeeper apprentices, and Sue VanAmburgh from the New York State Turfgrass Association to unpack how the apprenticeship program is reshaping career pathways in golf course maintenance. They walk through Ryan's non-traditional journey from business/marketing graduate and landscaper to assistant and emerging leader in turf, and how an "open-minded" superintendent at Noyac Golf Club took a chance on potential over pedigree. Sue then pulls back the curtain on what it really takes to administer a statewide apprenticeship: communication with employers and SUNY Delhi, onboarding expectations, time management, and what happens when apprentices fall behind… or move on. Together, they tackle the questions superintendents and club leaders quietly worry about: Who is actually a good fit for an apprenticeship? What kind of employer environment is necessary? What if it doesn't work out? Along the way, you'll hear how the program balances classroom learning with on-course reps and how networking, peer support, and vendor participation can turn apprenticeship into a true workforce-development engine for the industry. What You'll Learn: Non-traditional backgrounds can be high-ceiling hires. Ryan had limited turf experience but a formal business degree, landscaping background, and clear drive - exactly the kind of profile most clubs overlook but this program is built to serve. Apprenticeship is a partnership, not a recruitment gimmick. NYSTA and SUNY Delhi emphasize that employers should identify someone already on their team they want to grow, then wrap structure, education, and support around that person. Structure + communication make the program work. Clear expectations (3–5 hours of coursework per week, a dedicated apprenticeship director, check-ins between employers, SUNY Delhi, and apprentices) keep the workload manageable and progress on track. It's not for everyone - on both sides. Apprentices need motivation, self-awareness, and a long-term growth mindset. Employers need the bandwidth and desire to mentor, not just get another set of hands on a mower. The hidden ROI is networking and leadership development. Cohort connections, in-person labs at SUNY Delhi, and peer group texts help apprentices feel less isolated — and give emerging leaders like Ryan a platform to coach the next class. Links: Learn More about the NYSTA Apprenticeship Program: https://nystaapprenticeship.com/   

Summary: Book a Free Talent Strategy Call In this episode, Tyler is joined by Ben Czyzewski, who has been foundational in building the related instruction component of the New York State Greenskeeper Apprenticeship Program in partnership with SUNY Delhi and the New York State Department of Labor. Ben walks through his own journey from internships across the Northeast and time at Pine Valley, to a master's degree at Penn State and ultimately returning to SUNY Delhi as faculty. If you're trying to build a stronger pipeline of assistants and future leaders and you've got team members who are curious, engaged, and ready for more - this episode will help you see what's possible when education meets real-world work. What You'll Learn: How the two-year program combines full-time employment with 19 college credits What apprentices actually study: plant science, turf fundamentals, pests and pesticide applications, irrigation, first aid/CPR, and more How the January hands-on lab week in Delhi gives apprentices access to sharpening, grinding, and technical training they may never see on the job Why the program is tuition-free for employers and apprentices through state support How apprenticeships can act as a feeder into associate and bachelor's degrees, not a competitor Where Ben sees opportunities for equipment companies and industry partners to plug into the training Links: Learn More about the NYSTA Apprenticeship Program: https://nystaapprenticeship.com/   

Care, Help, Trust: The New Leadership Playbook with Jeff Drummonds   Summary:   Book a Free Talent Strategy Call   Former Marine and veteran executive coach Jeff Drummonds joins Tyler to unpack how leadership has shifted from intimidation and control to influence and emotional intelligence. Jeff shares his "big three" questions teams are silently asking—Do you care about me? Can you help me? Can I trust you?—and why answering them earns the right to lead. We dig into the EQ-i 2.0 model, why many high performers struggle after promotion, the hard ROI of EQ (turnover, conflict, productivity), and practical ways private clubs can upskill managers in a changing workforce. What You'll Learn Modern leadership is influence, not intimidation—especially with Millennial & Gen Z teams. Employees are screening leaders with three questions: care, capability to help, and trust. Many leaders were promoted for technical excellence, not prepared to lead people. EQ is trainable (unlike IQ). The EQ-i 2.0 framework maps strengths & gaps across 5 scales/15 subscales. EQ lowers turnover and conflict and improves productivity—there's clear business ROI. Clear expectations + respect for time off + fair give-back (pay or time) beats "sunup to sundown." Communication clarity is the single highest-leverage leadership skill. Links: Learn more about Jeff: drummondsleadership.com  Connect with Jeff on LinkedIn: https://www.linkedin.com/in/jeff-drummonds/ Explore BGP Leadership Development for Clubs: bloomgolfpartners.com

Summary Book a Free Talent Strategy Call Former elite amateur Andrew Mason joins Tyler to tell the origin story of the Super-Scratch Foundation: what began as a superintendent-am event at Huntington Valley has become a national scholarship engine for turf students. Andrew shares how the team grew from giving $1,500 in year one to more than $160,000 this year, why club engagement is the unlock, how funds are awarded, and what's next: regional qualifiers, national championship, and a vision to support almost every turf student in the country. If you're a superintendent, club leader, or industry partner wondering "How do we help?", this is your playbook. What You'll Learn The simple insight that sparked Super-Scratch—and why "super-am" events resonate How scholarships scaled from $1.5K to $160K+ in six years (and ~$400K annual revenue) The funding mix: industry sponsors vs. growing club/member donations How schools and sponsors help select recipients (need + merit + intent to stay in turf) Why member education and superintendent communication are competitive advantages The career arc no one talks about: superintendent → entrepreneur/executive How any club can participate: per-member dues, cart-fee add-ons, foundations, events Links Super-Scratch Foundation: http://superscratchfoundation.org/  Connect with Andrew on LinkedIn: https://www.linkedin.com/in/andrew-mason--/  Bloom Golf Partners Research:  https://bloomgolfpartners.com/research  

Summary Book a Free Talent Strategy Call Kristen, Executive Director of the Philadelphia Association of Golf Course Superintendents (PAGCS), joins Tyler Bloom to unpack why many women never consider golf careers, and how to change that. They dig into real barriers (limited exposure, unclear career paths, confidence gaps) and the practical fixes clubs can deploy now: First Green and school partnerships, transparent roles/pay, parental-leave and flexibility that signal belonging, and putting more women in board and management seats. Kristen shares a standout story of a new female assistant superintendent stepping into leadership and winning over the crew, plus how associations amplify progress through advocacy like Pennsylvania National Golf Day. A candid, actionable playbook for boards, GMs, and supers who want women's leadership to be the norm, not the exception. What You'll Learn Access precedes interest: If women never see the workplace, they won't picture themselves in it. Information builds confidence: Spell out roles, pay, pathways, and training. Policies signal belonging: Parental leave, flexibility, and clear job security invite women to stay and lead. Representation matters: Women on boards/management widens the hiring aperture. Tell the stories: Normalize women's leadership by celebrating real examples. Associations = force multipliers: Advocacy days, school inroads, and visible coalitions expand the tent. Culture beats heroics: Team mentality and ego-checks outperform "lone-wolf" leadership. Links Philadelphia Association of Golf Course Superintendents (PAGCS): https://pagcs.org/  First Green Program:  http://www.thefirstgreen.org/ Bloom Golf Partners: Workforce & Leadership Resources