Cameron Watt has been working in the golf industry since he was 16 starting in back shop then moved intothe turf side at Sunset. Pursued his turfgrass management from Kwantlen, BC in 2002-2004. Worked at Predator Ridge in Vernon then in 2007 went to Two Eagles Golf Course as his first assistant role. 2012 started at Kananaskis as an assistant superintendent.
Adam Champion started in the golf industry at 15. Per sued the Turfgrass management in 2002-2004 at Olds then worked at Banff Springs for 2 years. He then worked at Glen Eagles, Chocrane, and now Greywolf for 6 years as assistant and has 15 years experience.
Ryan Cassidy began his golf industry in Ontario. Switched from broadcasting to pursue turfgrass management. Worked at Harvest Hills, Elbow Springs and then enrolled into Olds in 2004-2006 Ryan was an assistant at Rivers Edge, then moved to Heritage Point in 2008 and is currently a second assistant.
Evan Olausen started in industry at 14 years of age at Stewart Creek, then over to Canmore Golf Course for 6 years. Atteneded Olds College 2004-2008 and completed his Direct Field Study at Silvertip and has now been an assistant for 7 years now.
Mike Mckinnon worked at Cold Lake during the summer for work in high school then moved onto Waskesiu Golf Course then decided to per sue a career in the golf industry with 2 years at Grant MacEwan then moved to Calgary. He attended Olds, and has spent 2 years as a superintendent then changed and is now an assistant at Priddis Greens for 6 years now.
Duane Epp began at the Willows in the construction side then attended Fairview college. He was the at Bearspaw as a Foreman for 5 yrs. Worked with Puddicombe Golf Course Design and Construction building golf courses. Then moved onto Stewart creek as an assistant.
The panel has an exceptional range of experience along with over 100 years of experience.
Beginning of the questions towards the panel.
With having the experiences you have had, would you find it more important to mover around or stay in one location to gain experience?
Ryan - You are given different opportunities to advance at a single course and to also move courses to advance as well.
Importance of having a title? or learn from strong leader?
Ryan - look for the opportunity to learn and go where they give you the chance to learn.
Evan - being realistic with knowing the opportunities and case by case basis on what you are looking to do. When working for someone that gives you chances to learn and balance life it is good to stay.
Mike - learning from small/large, public/private all have great learning curves. Gaining resources from all to better yourself to be able to become superintendent.
Cam - i moved around and had many mentors from each of the courses. Better skills with taking what all the supers do and making things your own.
Adam - if you are not learning something new every day its time to find somewhere else to work.
Titles are not that important compared to what you are learning.
Cam - Having a small crew you have less turnover and more chances of rounding out skills and to also gain the experience of high end course
Experience and length of holding a position as assistant and not making the move to super?
Adam - had opportunities to become superintendent, and is holding out to make sure he is ready and not in a rush to have a title.
Evan - first assistant at 21 and wanted to become sup real quick. Lifestyle is of importance and making sure you decide for yourself to make sure the fit is right for yourself. Had chances to be super but hasn't fit his lifestyle.
Desire for golf wained from working the hours you do?
Adam - my passion has grown from being fully involved in industry but doesn't play as much. tries to play once a week to help sample your own product.
How many hrs a week of work?
Cam - shoulder seasons really busy with 14-16hr days. More routine through main season with around 10hrs a day. Passion more developed for the turf side.
Mike - importance of golf and golfing to know rules, handling yourself on course, respecting the game to bring that forward to show members.
Evan - passion has stayed but tougher to play, try to play every couple weeks.
Duane - got into industry because of love for the game. Plays every month and self is worst critic about own course. Get out to see and better the course.
Mike - get out with industry golf outings and get new ideas and away from your own courses.
Preference for other courses or own?
Mike - love to see other course to see projects asking questions from other supers.
Ryan - more relaxed to play other courses and enjoy the game.
What were you scared most about coming out of school?
Ryan - managing staff and members, I had the knowledge of all turf care standards. Dealing with different personalities, and disciplining.
Evan - believes in taking the management courses in school a little more serious to be able to apply once out in industry.
Mike - you know your own skills, but make sure you are setting goals. Manageable and accountability to succeed.
Adam - research and read to better yourself in the managing of people and situations. Good read is First, Break All The Rules.
Social media - positive or negative? How do you use it and for what audience?
Mike - using blog, twitter, facebook, and youtube, for educating staff and members for notification. Cell phone usage with staff is a positive use to communicate.
Cam - following other courses to see what they are doing, and making sure to be safe with sending or posting.
Duane - good way to communicate to members instead of meeting with all 250 for issues on the course. Keeping it up to date to make it beneficial.
Mike - everyone of the management has the responsibility to post whats happening and informing members.
Evan - at Silvertip no members with a resort course, do use to engage clients or customers.
What were you unprepared for by becoming a superintendent to soon?
Mike - discipline, budgeting, managing staff and such a broad scope of work with full responsibility to represent turf care.
How do maintain the life/work balance?
Adam - commit to extra curricular activities outside of work to socialize.
Ryan - helps to get the mind out of work to keep you sane.
Mike - what you do for a living does not define who you are. make an effort to stay busy outside work.
Evan - maintains an outside lifestyle and has always committed to enjoying other stuff than just work. Making sure to not get burnt out and keeping a balance to enjoy life
Duane - 12 on 2 off, day 11 burnt out, changed to 6 on 1 off supervisors, 5 on 2 off for staff is great to keep the staff motivated, and to also take a week off to refresh yourself. Knowing that you need to go home as it will be there the next day.
We had the opportunity to communicate with Pebble Beach with some questions that were asked to their assistants within the corporation. We also asked the panel some of the same questions.
Biggest surprise taking on the role of assistant?
Mike - time commitment to open and finish projects, and with this industry it comes with the job
Ryan - level of communication with the entire course, staff, management departments. Being on the same page on a daily basis.
Adam - to avoid surprises. Pay attention to fine details of what the positions above you do so you are prepared and learn from them, on what they do.
What advice would you give to help future assistant to prepare for moving up?
Ryan - your learning wont stop when out of school. Be prepared and open minded coming out of school.
Cam - network and meet and great with fellow colleagues, reps, suppliers.
Mike - personal growth to better yourself by reading and continuous improvement.
Do not procrastinate because things will build up.
Evan - find someone that can mentor and lead you for your personal growth. Do research to find a fit to help you develop. Having someone mentor you that is respected in the industry.
Adam - to add to Evan, learn from more than just a super, learn from the assistant and know them as well.
How do you view the asst. positions and the sup position?
Adam - superintendent has a long range process and assistants are more daily operations.
Mike - role as assistant changed to more responsibility.
Any part of your job that you truly hate?
Duane - anything septic!
What is your role in budgeting? and size?
Evan - no hands on in capital budget, but have the responsibility to control labour and on course costs. Budget has come down over past 5 yrs. 800,000 not including capital. 18 holes.
Mike - given three accounts to develop. It is your duty to source out quotes to compile and responsible for those accounts. 2.1mil. 36 holes.
Ryan - not involved in setting or creation, but discussed on what is allowed and know what to do and where to spend. 1mil for 27holes.
Cam - again not direct dealings but are responsible to out source what the costs are. approx 1.2 mil 36 holes.
Adam - communicated what the budget is all year .7mil 18 holes.
What is an average day? mid season. full staff.
Duane - starts at 5am. 5:30 2 employees to key up equip. Do a loop of course for irrigation and bears and other wildlife. Come up with full job list on paper around a 20 person table. Out to talk with workers at 5:32 and on course at 5:37. Try to stay 2 holes ahead of golfers. Radio communication daily with bears present for all staff. 5 hr morning to do course then lunch, with light duty in afternoon. Crew ends at 1. Own day ends around 2:30pm. Light watering in some evenings. Also always in and on course with employees to gain respect with staff as you are working side by side with them.
Evan - 5am - 2nd assistant gets equip prepared for day. Schedule is done day before on board. 5:35 crew out the door. Out making sure of quality control of crew work. 5 hr morning lunch then in shop doing reel mower set up for next day and doing schedule for next day. Shut down 3 3:30.
Mike - plan the night before and do job board. 5 am start, and to make changes as nothing stays the same. 5:30 morning meeting with the crew, then supervise all day with quality control, get in and rake and mow along side the crew. Do challenges with crew. Lunch at 10, 11 out the door. Tee times for shut down for extra cultural practice opportunity on Maintenance Mondays. 10 hrs for crew and 12 hrs for self.
Ryan - begins and ends with a meeting, to prep for the days. Morning begins 5:30 and crew starts at 6. Supervise staff, spray, and communicating with staff and current conditions. 7 hr day no lunch or coffee, but take food with and take self breaks to eat and go. Large property to come back to shop is a waste of time. Lots of returning staff with this policy of work. Work 7hrs paid for 8. Try to provide private course conditions for public golf.
Adam - starts at 5 and have breakfast talk about job board and make changes. 6 staff in and meet and give on course jobs, cover small details on TV and discuss problems or how things need to be done. Golf begins at 8am with frost everyday. Checking moisture with meters to know where to water. Doing quality control and communicate with staff and give continuous improvement tips. Lunch will set up the job board, and more quality control of staff and on course. Wash up at end of day with crew out at 2. Leave around 4 or 5 in afternoon.
Cam - 2 assistants jobs setup previous night, do course tour around 5, on course for crew by 5:30. Do a quality control check with helping and guiding staff in morning. 5 1/2 hr morning then lunch, and then job board touched up. More quality control in afternoon. Staff out at 2pm with encouragement on way out. Decide schedule after, for next days. 10 hr days.
Other things in industry in the unknown/new/up and coming?
Mike - moisture meters, buffalo blowers(Toro), and the "stand up". All of management in one room all standing and discuss what they are doing right now to brainstorm and to improve on course.
Ryan - towards IPM great to be aware of and know what may be coming your way. Not surprised by any changes.
Evan - not easy to make money for golf courses right now. Changes could be coming with 12 hole courses to help ease of play. Make it more accessible and sustainable for all.
Adam - budgets will be decreasing, new ways may come in with example less irrigated fairways, firm and fast, and people to be more accepting of dryer courses.
Ryan - avoid this wall to wall green, such a high maintenance standard.
Human Resources related. Whats the hardest part of managing staff?
Ryan - motivating staff daily. With around 40 staff and most staff not golfing, finding ways to keep people motivated, changing routines and daily jobs. Talk with staff daily.
Cam - near the end of summer staff showing bad habits and showing complacency. Continue to re assure what they do is great. Scheduled BBQ and events to get away from work environment. Keeping things fair.
Duane - praise in public and discipline behind closed doors. Outings with staff. Letting them do different stuff daily. Usually 1 or 2 people tough to talk with but must meet head on and redirect and do the changes needed to get on with the issue. Do no let the issues fester and build.
Evan - to not shy away from conflict, and its way better to deal with as soon as possible.
Mike - create a culture to bring people back day after day and year over year. Make it fun, and when its time to get it done its go time.
Adam - when times aren't going well you must find a way to motivate and show leadership. Relaying your positive attitude to staff. Play games after the tough times are done.
"Turf Marine - improvise, adapt, and overcome." - Darren Reddekopp
Three fundamentals learned from the panel.
Lead by Example
Continue to Learn
Communication is Key
