Browsing Golf Industry NewsVIEW ALL

Gregg Patterson: Cultivating The Next Generation

POSTED ON August 28, 2023 @ 6:25 pm

Gregg PattersonTalent Needed

Talented, educated, exposed, connected, energized, experienced and caring people are needed on committees and at the board to ensure that good governance happens.

Talent doesn’t “just happen”. A process is needed to make sure that the right people are chosen, the right mindset is developed and the right tools are supplied to members who have potential for board service.

Cultivation of “those with potential” is a must-do to fill the talent pipeline with quality candidates.

The Talent Journey

Developing talent is a journey, slow and deliberate.  Here are the steps for preparing The Next Generation for club governance.

Enlarge the Talent Pool.

The governance journey starts with an educated and informed membership.  Communications are key and over-communication is a “must-do”.  Lots of letters from the President.  Lots of board updates on projects, finances, operations.  Lots of articles in the newsletter.  Lots of videos on what’s happening or will be happening.  Open the door and give members a look at the inner workings of the club and The Big Issues facing the board and committees.  Informed members are automatically in The Talent Pool.

Template The Basics.

Create a report card that identifies the qualities you’re looking for in ALL governance candidates.  Frequency of use.    Member network.  Availability.  Engagement.  Discussion skills. Collaborative mindset. Special talents and experience—finance, insurance, construction, education, etc.

Identify Potential.

Develop a system for identifying and inventorying those-with-potential.  Scouts are needed who’ve “been there, done that” and know what’s needed to do Good Governance right. The GM, current and past Presidents, current and past board and committee members—all of whom have been involved in governance, know the issues and needs and are connected to lots of members within the club community—need to be selected and trained as talent scouts.  Their job is to use their personal encounters and their extensive network to identify members who have the personality, the interest, the balanced perspective, a collaborative mindset, the professional experience and the club enthusiasm to be considered for governance.

Select for Service.

After the Chairman’s recommendation and board consideration, “Those with Potential” are selected for committee service.  These members need to be matched up with the right committee to ensure that their talents are useful and their interest is assured.

Expose and Educate.

Talent needs to be developed.  At the start of every committee year, a comprehensive governance review is given to every committee which includes governance guidelines, operational and strategic issues.

During the year, the Chairman and GM (who will be attending key committees) will determine if “Those With Potential” attend meetings regularly, exhibit enthusiasm, are active participants, read what’s distributed, come prepared to discuss what’s distributed, engage in the discussion of what’s distributed, contribute energy to the committee meeting, are given AND follow through with assignments, present their research and conclusions effectively, are collaborative during meetings, bring comments and insights from their member network, are eager to continue serving and exhibit an enthusiasm for MORE—more assignments, more committees, more research, more engagement.

“Those With Potential” need coaches and mentors, people who can tell them “how it’s done” and can give them advice and insight into the governance process.   The G.M., the President and the Committee Chair are key to the process. These coaches and mentors know their coaching / mentoring responsibilities, know the people they’re assigned to and are responsible for reaching out and connecting with their mentees.

During their Committee service, professional consultants / educators / operational experts should be hired and used to further the committee members’ understanding of issues specific to that committee and issues of interest to the entire membership community.

If the committee member exhibits the right “governance qualities”, they are then given other committees to serve on in the coming years.  Ideally, in order to provide broad spectrum understanding of the club and the governance process, these “minor leaguers” should serve on three committee for at least a year each before being considered for board service.

When this process is complete, these “Minor Leaguers” should be considered “Certified for Board Service” and added to the list of candidates for the coming year’s board.

Nominate, Elect, Use.

Once “Those With Potential” have successfully served their time in The Minors—once they’ve been exposed, educated and “certified” for board service—once their skill set is properly developed, they should be added to the list of “Targeted Minor Leaguers.”  Then, depending on the needs of the board at any given time—operational, project, financial, etc.—the selection committee should choose candidates who’ve been groomed, cultivated and certified for board service.

The Talent Journey

It takes time to develop board talent.

It’s a process, slow and methodical.

Be patient. Identify, expose, educate, “certify” and select The Next Generation of board members.

And while you’re cultivating, enjoy the journey…………………

More Articles by Gregg:

Comments are closed.

CLICK HERE TO Sign Up for the GIC Newsletter for all the latest Industry News.

Gregg Patterson

FEATURE: The Seven Deadlies by Gregg Patterson

Juicy and Delicious Novels are a treat to...

Gregg Patterson: Adding “INTERESTING” To Your Management Toolbox

Gotta Have—INTERESTING You’re hungry for SUCCESS. Gotta have...

Your Game Starts Here: The Story of Tour Tee

Teeing Off for Success In the game of...

Parks & Leisure Australia Announces new Industry Partnership with Golf Australia

We are delighted to share the news of a strategic alliance between Parks & Leisure Australia and Golf Australia. Being the inaugural...

Golf course construction tees off in Wanaka

It is finally happening — construction has begun on Wānaka’s championship golf course at Glendhu Bay. Fifteen years after consent was first...

Craigs Investment Partners Join New Zealand Open Family of Sponsors

The New Zealand Open presented by Sky Sport, is excited to welcome Craigs Investment Partners as one of its major tournament sponsors...

GSM Enter New Management Agreement with Cardinia Shire Council

Golf Services Management Pty. Ltd. (GSM) are pleased to announce we have entered into a new management agreement with Cardinia Shire Council...

Action required to solve golf’s diversity challenge, new Syngenta report finds

Golf continues to experience unprecedented demand, but it is yet to persuade the public it is a game for...

Revisions to World Handicap System announced

St Andrews, Scotland and Liberty Corner, New Jersey, United States: The R&A and the USGA have announced the first update...

ASIA: Sir Nick Faldo Opens Royal Long An Golf & Villas Vietnam

Sir Nick Faldo attended the Grand Opening of Royal Long An Golf & Villas, his newest design to officially...

Vietnam Golf Coast Proves Credentials as Year-Round Golf Destination

Vietnam Golf Coast (VGC) clubs are capitalizing on a substantial surge of visitors from South Korea and other countries...

Assembled Media secures new partnership with Golf Australia

Media company Assembled Media is partnering with Golf Australia to spearhead the sport organisation’s media activity.   The announcement:...

New Syngenta Podcast: What is life like for a female golf coach in a profession full of men?

What’s it really like to be a female golf coach in a world where 93% of coaches are men?...