049 I Strengthening Club Leadership & HR Strategy

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 inclusion.  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 VendorMatch events and the VRA Connect platform, which helps the golf industry connect with more than 5,000 local, small, and diverse suppliers. Finally, we’ll explore her work in economic impact reporting and the engaging “TurfBusters” 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, ARCUS 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. 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: [email protected]

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/