So, what IS the value of networking? How do you really place a value on it?
I think to truly determine its value, we can only look back and see what past networking has accomplished for us. For example, I can take every significant move in my career thus far and track it back to a number of first-time handshakes that ended up creating new opportunities later in my career. When you look at the value of networking through this hindsight lens, I'd say it's pretty high.
Why do I bring this up? Well, in this day and age, we are always trying to assess the value to things to gain an understanding of what they are worth to people. I always stress the value of face-to-face networking and how important it is, especially in the context of Twitter, Facebook, Instagram, and other social media trends. I still believe the highest value in our local, regional and national conferences and meetings is networking. Eh hem, excuse me, face-to-face networking.
When is the last time you heard about Joe Bean getting hired because his employer enjoyed his tweets? Or that the same potential employer could get a good feel for Joe's personality and character based off his Facebook posts? Or that the employer really valued Joe's team-oriented attitude after seeing his Instagram photographs? My answer: never!
Don't get me wrong, I am an avid user of social media myself, and I believe it is a tremendous tool in today's business and personal worlds. But do these social media outlets replace the value we realize in face-to-face networking? No. Absolutely not. Period.
I do believe these social media sites are a great way to stay in tune with current news and information from around the world, which is pretty cool. They can also work as a great "introductory" tool if you find yourself shaking hands with a potential colleague or employer - for example, "Oh yeah, I recognize your name from Twitter; I think I follow you."
While there is no doubt that social media has its place in today's business world, the key cog in professional network development still remains face-to-face interaction.
Wednesday, March 5, 2014
Wednesday, February 12, 2014
BMPs: A model for success
Best Management Practices (BMPs), nutrient management plans, nutrient applicator certifications and the Chesapeake Bay Watershed -- what do all these things have in common? The answer is a cleanup initiative. Golf has long been scrutinized as a contributor, even a large contributor, to the deteriorating water quality of the Chesapeake Bay. For that reason, many states in the Bay's watershed have embarked on legislative-driven journeys to create environmental accountability as it relates to golf course maintenance practices. So, how do we create accountability? Well, let me circle back around to BMPS, nutrient management plans and nutrient applicator certifications.
We have all heard the saying "perception is reality." And in this case, I just laid out the perception. Now, do I believe that we are massive polluters of the environment? Of course not. But that doesn't change the fact that we need to do our part to show our legislators, our communities and our customers that we take environmental stewardship seriously. Reacting to legislation is OK; but instead of being reactive, we must actually be proactive.
Different states have turned to different models. For example, in New York and Virginia, there is a BMP website and a BMP manual, respectively. In Maryland, there is the nutrient applicator's certification, which is not dissimilar from the pesticide applicator's certification. Also in Virginia, there is the development of nutrient management plans that must be approved by a certified nutrient management planner. Regardless of the chosen model, it is the initiative that counts. And there is funding out there to help.
In Pennsylvania, we have a BMP manual that was constructed years ago, but we have done a poor job of implementing this plan. Often you will hear that superintendents already adhere to 98 percent of the BMPs outlined in said manual and/or website. It's not about re-inventing the wheel. Rather, it's about documenting these initiatives so that we can have hard data that stands behind our efforts. There are several different ways we can do that, including a self assessment and documentation -- a "self-audit" if you will. Documentation will be a key piece to this initiative as we progress.
These processes don't have to be painful. In fact, I would say they can be quite rewarding. But we must have buy-in and commitment. Implementation isn't going to happen overnight, but engagement with these plans can help change the perception and grow the game of golf. Envision a time when every state has a BMP model in place and every golf course is committed to its implementation -- not because legislation is forcing us to do so, but because it is the right thing to do. It is the right thing to do for our environment; it is the right thing to do for the communities we serve; and it is the right thing to do for the game of golf.
We have all heard the saying "perception is reality." And in this case, I just laid out the perception. Now, do I believe that we are massive polluters of the environment? Of course not. But that doesn't change the fact that we need to do our part to show our legislators, our communities and our customers that we take environmental stewardship seriously. Reacting to legislation is OK; but instead of being reactive, we must actually be proactive.
Different states have turned to different models. For example, in New York and Virginia, there is a BMP website and a BMP manual, respectively. In Maryland, there is the nutrient applicator's certification, which is not dissimilar from the pesticide applicator's certification. Also in Virginia, there is the development of nutrient management plans that must be approved by a certified nutrient management planner. Regardless of the chosen model, it is the initiative that counts. And there is funding out there to help.
In Pennsylvania, we have a BMP manual that was constructed years ago, but we have done a poor job of implementing this plan. Often you will hear that superintendents already adhere to 98 percent of the BMPs outlined in said manual and/or website. It's not about re-inventing the wheel. Rather, it's about documenting these initiatives so that we can have hard data that stands behind our efforts. There are several different ways we can do that, including a self assessment and documentation -- a "self-audit" if you will. Documentation will be a key piece to this initiative as we progress.
These processes don't have to be painful. In fact, I would say they can be quite rewarding. But we must have buy-in and commitment. Implementation isn't going to happen overnight, but engagement with these plans can help change the perception and grow the game of golf. Envision a time when every state has a BMP model in place and every golf course is committed to its implementation -- not because legislation is forcing us to do so, but because it is the right thing to do. It is the right thing to do for our environment; it is the right thing to do for the communities we serve; and it is the right thing to do for the game of golf.
Monday, January 20, 2014
Field Staff - How can we help you?
The following post was written by Field Staff Director Steve Randall.
Recently, GCSAA received results from its Member Needs Assessment. First, thank you for participating in the survey. We take information received from our members very seriously. We use this information to ensure programs and services of value are offered.
If you are unaware, the field staff program began as a pilot program in 2006. It started with a chapter liaison of organizational development, then expanded with a chapter liaison of association management. I was fortunate to obtain that position more than seven years ago. The roots of this program are in "chapter effectiveness."
Because of member support, the program has expanded to include nine regions in which a resident field staffer resides. A question I hear from members across the country is, "What does this field staff person do?" Or, "Why haven't I seen my field staff representative at our course?" This article hopes to shed some light on those questions.
We have been able to connect chapters to GCSAA in many areas. Through the connection with their field staff representative, chapters have successfully added assets and resources for their industry partners. Field staff representatives have also visited member and non-member facilities and individuals.
As the program evolves, I would love to hear your ideas and suggestions to enhance the program. While site visits have been conducted, would expanding this concept be an effective way to broaden our membership outreach? There are financial considerations to consider, but if evolving the program to include more direct member interaction is of benefit, let me know.
Without the efforts of everyone at GCSAA, the field staff program could not be effective. This is an organization-wide effort. We take information from the field and apply that to ensuring quality programs and services.
Let's take a look at the basics of the program. Call it "Field Staff 101" if you wish:
Objectives of the field staff program:
The mission of the field staff program is to: Administer outreach and support to members and affiliated chapters to provide direct services to our members
The vision of the field staff program is to: Accomplish the "we" between chapters, members and the GCSAA
Accomplishing this vision is important. We want to eliminate the "us and them" mentality. We are all together to benefit the industry.
So, how do we accomplish the mission and vision?
Recently, GCSAA received results from its Member Needs Assessment. First, thank you for participating in the survey. We take information received from our members very seriously. We use this information to ensure programs and services of value are offered.
If you are unaware, the field staff program began as a pilot program in 2006. It started with a chapter liaison of organizational development, then expanded with a chapter liaison of association management. I was fortunate to obtain that position more than seven years ago. The roots of this program are in "chapter effectiveness."
Because of member support, the program has expanded to include nine regions in which a resident field staffer resides. A question I hear from members across the country is, "What does this field staff person do?" Or, "Why haven't I seen my field staff representative at our course?" This article hopes to shed some light on those questions.
We have been able to connect chapters to GCSAA in many areas. Through the connection with their field staff representative, chapters have successfully added assets and resources for their industry partners. Field staff representatives have also visited member and non-member facilities and individuals.
As the program evolves, I would love to hear your ideas and suggestions to enhance the program. While site visits have been conducted, would expanding this concept be an effective way to broaden our membership outreach? There are financial considerations to consider, but if evolving the program to include more direct member interaction is of benefit, let me know.
Without the efforts of everyone at GCSAA, the field staff program could not be effective. This is an organization-wide effort. We take information from the field and apply that to ensuring quality programs and services.
Let's take a look at the basics of the program. Call it "Field Staff 101" if you wish:
Objectives of the field staff program:
The mission of the field staff program is to: Administer outreach and support to members and affiliated chapters to provide direct services to our members
The vision of the field staff program is to: Accomplish the "we" between chapters, members and the GCSAA
Accomplishing this vision is important. We want to eliminate the "us and them" mentality. We are all together to benefit the industry.
So, how do we accomplish the mission and vision?
- Be a two-way communication vehicle - we only know what we know
- Establish a direct voice for chapters to relay their needs and opinions to GCSAA and golf-related organizations
- Expand the superintendents role as being a leader in the golf community. Support allied organizational efforts, state/regional golf days, events that support the the growth and enhancement of golf
Day-to-day functions of our field staff members:
- Assist chapters with developing and implementing best practices
- Facilitate strategic planning sessions. From sessions conducted in 2013 alone, chapters developed new outreach programs, assistant education sessions, networking events for members, membership recruitment and retention programs, communications plans and much, much more!
- Assist chapters to improve financial standing. This includes working with chapters to identify proper revenue streams, effective cost/benefit analysis efforts and adding programs of value
- Support chapters and research development through Rounds4Research
- Work with chapters and members who have gone through natural disasters. Providing tool kits and communicating the message about the importance of golf to our communities is essential
- Be part of board and membership meetings to provide information on the golf industry. Be a voice to provide resources provided by GCSAA that can be used by members and chapters alike
- Provide communications tools and articles for publication. This includes our regional pages on www.gcsaa.org
- Enhance the profession through:
- Working with allied organizations to provide communications tools and golf industry information
- Coordinating education and information with chapter executives
- Providing case-study analysis for member retention, recruitment and meeting attendance
- Working with chapters on educational programs and providing educational sessions
- Facilitating communications for government affairs/advocacy issues
- And much more!
This month alone I have facilitated strategic planning sessions, provided information and education at regional turfgrass conferences and been part of board meetings to share best practices and ideas that have worked across the country. This outreach is consistent among all our field staff members.
We are skilled at facilitation and listening to your requests. Working with our chapters and members directly while providing strategic oversight for the program is why we need to hear from you!
Please look for me at the GCSAA Education Conference and Golf Industry Show. If you have not met your regional field staff representative, please give them a call. These regional pages are a tool to introduce you to our quality staff and to the programs and services GCSAA offers. Take advantage and have a great start to 2014!
Tuesday, January 14, 2014
A time for self assessment
As a new year rolls in, we all want to strive for improvement in our life - both professionally and personally. One way to improve professionally is through ongoing education.
The winter season is packed with various conferences, and as you choose the right educational opportunities for you and your staff, take time first to think about areas that need improvement. A good way to make that assessment is by using GCSAA's Self Assessment Tool (located under the Education tab on GCSAA's home page).
It seems many of us go straight for the agronomic lectures and opportunities. But I believe agronomic knowledge may be the strongest area among superintendents across the board. Instead, maybe it would be worthwhile to invest some time in the business, communication, environmental management or leadership domains.
The Self Assessment Tool is a quick and easy way to evaluate all of these areas and will help you identify which domains you may want to focus on as you plan out your education season. Likewise, you can use the questions within this tool to help you think about your employees and encourage them to focus on education in the areas where they need improvement.
The tool works by taking you through a list of different competencies within the five domains (agronomic, business, communication, environmental management and leadership). As you answer these questions with a simple "yes" or "no," you can check the analysis at the end to see how you scored. Then, there are links that will connect you with associated seminars offered to fill those gaps.
If you believe your educational experience is in a rut, take some time and complete the Self Assessment Tool - and get on track to improving yourself in 2014.
The winter season is packed with various conferences, and as you choose the right educational opportunities for you and your staff, take time first to think about areas that need improvement. A good way to make that assessment is by using GCSAA's Self Assessment Tool (located under the Education tab on GCSAA's home page).
It seems many of us go straight for the agronomic lectures and opportunities. But I believe agronomic knowledge may be the strongest area among superintendents across the board. Instead, maybe it would be worthwhile to invest some time in the business, communication, environmental management or leadership domains.
The Self Assessment Tool is a quick and easy way to evaluate all of these areas and will help you identify which domains you may want to focus on as you plan out your education season. Likewise, you can use the questions within this tool to help you think about your employees and encourage them to focus on education in the areas where they need improvement.
The tool works by taking you through a list of different competencies within the five domains (agronomic, business, communication, environmental management and leadership). As you answer these questions with a simple "yes" or "no," you can check the analysis at the end to see how you scored. Then, there are links that will connect you with associated seminars offered to fill those gaps.
If you believe your educational experience is in a rut, take some time and complete the Self Assessment Tool - and get on track to improving yourself in 2014.
Friday, December 20, 2013
An exit interview
As we all get in to the Christmas spirit, often we find ourselves reflecting on the previous year - memories, accomplishments and challenges. I imagine it's a similar experience when you come to the end of your professional career, and I wanted to get some thoughts from a soon-to-be retired superintendent.
Mike Larsen, CGCS, has been the golf course superintendent at Woodmont Country Club in Maryland for 31 years. He is set to retire on Dec. 31, and we sat down to reflect on his career in the golf industry.
Q) What is one thing that made you successful over your career?
A) Surrounding myself with quality people. Attracting, training and retaining a quality staff.
Q) What is one thing that has made you successful in regards to being at one club for so long?
A) Staying current with advances in the turf industry. Staying proactive with current developments, science and business trends.
Q) If you had one piece of advice to give to a graduating turfer, what would it be?
A) You know, we have a lot of freedom with this job, and 80 percent of success is showing up. You have to be there everyday, leading your staff, setting the example. You have to give authority to your assistants, but there is a lot of decision making that you're the one that gets paid to do, and it's unfair to put it on your assistants. You have to be there, and you have to be visible. Also, if you make a mistake, admit it! Communication is key these days. Let members know what is going on, and if you make a mistake, own up to it.
Q) What is the most memorable work-related moment from your career?
A) I don't know that there's any single thing. One of the things I've enjoyed the most is hosting the sectional qualifying here for the last 27 years. It's been nice to hear the comments from the tour players and the quality golfers who play all over the country. It's nice to hear they enjoy the tournament and like the playing conditions.
Q) What's been the biggest challenge of your career?
A) Like everyone else, member expectations. Everything has changed: Equipment is better; superintendents are better trained; fertilizers are better; control materials are better; irrigation systems are better. We take advantage of all those advances, but I think that we are our own worst enemy sometimes in that player expectations go up, and they never go down. The nicer we make our golf courses, the more critical the members become.
Q) What's the craziest thing you have ever seen on a golf course?
A) Well, we had a broken water line near the pump house one day - the pump house sits in this valley. We were injecting wetting agent, and because of the leak, the whole valley filled with foam. It was UNBELIEVABLE! Filled the whole valley up. Thirty feet deep in some places! I didn't take a picture, but, OH MAN! Had to see it.
Q) What's the most rewarding moment in your career?
A) The people I've been able to meet and work with in the business - my staff. We have a terrific staff with very little turnover. They are the ones who deserve a lot of the credit. They get it done every day and on a day-to-day basis. Different departments within the club here, everyone gets along. It's a nice work atmosphere - being able to work for a great club who trust their professionals to do their job.
Q) Why did you decide to get your certification and become a CGCS?
A) Well, I think it's just another step in your professional development. I think too, that it means a lot to a club that is looking for a superintendent. It signifies that you have gone through the training and that you think it is important to advance your career.
Mike Larsen, CGCS, has been the golf course superintendent at Woodmont Country Club in Maryland for 31 years. He is set to retire on Dec. 31, and we sat down to reflect on his career in the golf industry.
Q) What is one thing that made you successful over your career?
A) Surrounding myself with quality people. Attracting, training and retaining a quality staff.
Q) What is one thing that has made you successful in regards to being at one club for so long?
A) Staying current with advances in the turf industry. Staying proactive with current developments, science and business trends.
Q) If you had one piece of advice to give to a graduating turfer, what would it be?
A) You know, we have a lot of freedom with this job, and 80 percent of success is showing up. You have to be there everyday, leading your staff, setting the example. You have to give authority to your assistants, but there is a lot of decision making that you're the one that gets paid to do, and it's unfair to put it on your assistants. You have to be there, and you have to be visible. Also, if you make a mistake, admit it! Communication is key these days. Let members know what is going on, and if you make a mistake, own up to it.
Q) What is the most memorable work-related moment from your career?
A) I don't know that there's any single thing. One of the things I've enjoyed the most is hosting the sectional qualifying here for the last 27 years. It's been nice to hear the comments from the tour players and the quality golfers who play all over the country. It's nice to hear they enjoy the tournament and like the playing conditions.
Q) What's been the biggest challenge of your career?
A) Like everyone else, member expectations. Everything has changed: Equipment is better; superintendents are better trained; fertilizers are better; control materials are better; irrigation systems are better. We take advantage of all those advances, but I think that we are our own worst enemy sometimes in that player expectations go up, and they never go down. The nicer we make our golf courses, the more critical the members become.
Q) What's the craziest thing you have ever seen on a golf course?
A) Well, we had a broken water line near the pump house one day - the pump house sits in this valley. We were injecting wetting agent, and because of the leak, the whole valley filled with foam. It was UNBELIEVABLE! Filled the whole valley up. Thirty feet deep in some places! I didn't take a picture, but, OH MAN! Had to see it.
Q) What's the most rewarding moment in your career?
A) The people I've been able to meet and work with in the business - my staff. We have a terrific staff with very little turnover. They are the ones who deserve a lot of the credit. They get it done every day and on a day-to-day basis. Different departments within the club here, everyone gets along. It's a nice work atmosphere - being able to work for a great club who trust their professionals to do their job.
Q) Why did you decide to get your certification and become a CGCS?
A) Well, I think it's just another step in your professional development. I think too, that it means a lot to a club that is looking for a superintendent. It signifies that you have gone through the training and that you think it is important to advance your career.
Monday, December 9, 2013
The importance of mentoring
We've all had those one or two mentors who poured their personal and professional knowledge into us (and continue to do so) as we develop throughout our careers. They taught us the ins and outs of the business, showed us how to be successful, and provided references on our resumes. The impact of their tutelage on our respective journeys should not be undervalued.
Likewise, there are probably a few people whose influence may not have been as constant, but it did make an impression - they are the ones who offered that one piece of advice that's always stuck with you. Regardless of the route traveled, we can look back with 20/20 hindsight and identify those instances and people that positively influenced our careers. We realize that they surely did know what they were talking about, and we breathe a sigh of relief that we were smart (or lucky) enough to take their advice.
I was reminded of this a few weeks ago when I spoke to the turf club students at PSU and Delaware Valley College. I was delighted at their engagement as they asked questions about my background and sought advice on several different fronts. I want to be an open book for these guys; and as I told them, "Don't ever hesitate to pick up the phone." These interactions are a reminder of the mentors who influenced me - people who went out of the way to invest their time on my behalf.
Opportunities surround us to become a mentor, or simply an uplifting voice and a supporter of students and fellow superintendents. We should invest in those opportunities, just like the mentors who took time to invest in us. For example, you could contact turf professors about getting involved with an internship program. Ask your staff what new things they are interested in learning about each season. Set a good example by thanking staff for their hard work and asking how their families are doing (this goes a long way). Contact your local turf club and offer to be a guest speaker. Take time to network with students at GIS and local conferences. Go out of your way to invite students and assistants to chapter events. And the list goes on.
You don't have to be a certain age or a certain experience level to be an influence on someone - simply a desire. After all, you never know the impact you might have.
Likewise, there are probably a few people whose influence may not have been as constant, but it did make an impression - they are the ones who offered that one piece of advice that's always stuck with you. Regardless of the route traveled, we can look back with 20/20 hindsight and identify those instances and people that positively influenced our careers. We realize that they surely did know what they were talking about, and we breathe a sigh of relief that we were smart (or lucky) enough to take their advice.
I was reminded of this a few weeks ago when I spoke to the turf club students at PSU and Delaware Valley College. I was delighted at their engagement as they asked questions about my background and sought advice on several different fronts. I want to be an open book for these guys; and as I told them, "Don't ever hesitate to pick up the phone." These interactions are a reminder of the mentors who influenced me - people who went out of the way to invest their time on my behalf.
Opportunities surround us to become a mentor, or simply an uplifting voice and a supporter of students and fellow superintendents. We should invest in those opportunities, just like the mentors who took time to invest in us. For example, you could contact turf professors about getting involved with an internship program. Ask your staff what new things they are interested in learning about each season. Set a good example by thanking staff for their hard work and asking how their families are doing (this goes a long way). Contact your local turf club and offer to be a guest speaker. Take time to network with students at GIS and local conferences. Go out of your way to invite students and assistants to chapter events. And the list goes on.
You don't have to be a certain age or a certain experience level to be an influence on someone - simply a desire. After all, you never know the impact you might have.
Monday, November 18, 2013
A 'Grass Roots' initiative
As professionals in the turf industry, we search for ways to communicate to the public what it is that we do, how we steward our environment, and especially, how turfgrass benefits our society, economy and health. We all know these things, but how do we tell others? Well, one new communications vehicle is officially on the road to support this ambition -- the turfgrass exhibit at the National Arboretum in Washington D.C.
The new exhibit, coined 'Grass Roots,' broke ground on Friday, Nov. 15, with about 120 people (8 or so of them superintendents) in attendance. Colien Hefferan, Ph.D., director at the arboretum, gave opening remarks, thanking the many contributing partners and describing the initiative as a "beautification of science."
Arboretum Assistant Director Kevin Morris then outlined the five components of the exhibit, expected to be completed in spring 2014:
1.) Outdoor interactive area
2.) Web-based information
3.) Workshops, symposiums, product demos
4.) National greenscape corridor
5.) Personal 'Grass Roots' stories
Frank Rossi, Ph.D. at Cornell University, presented an educational lecture detailing the history of America's love for lawns. "Can we sustain this love affair," Rossi asked the crowd. And the answer was an emphatic yes. To support his theory, Rossi presented science-based information detailing turf's role as a carbon sink and water filter in the context of golf, lawns, landscapes and athletic fields. However, if we are going to sustain, Rossi said, we must do it smartly -- starting with educating the public. Come full circle and there you have it, the unveiling of a turf exhibit on a national stage.
The National Arboretum worked with partners at the USDA and National Turfgrass Federation (of which GCSAA is a sponsor) to provide the financial support for the development of the Grass Roots exhibit. The display aims to explore the economic, environmental, recreational, and aesthetic benefits of turf. Furthermore, all statements and information will be scientifically based, and donors of the project are welcome to host visitors, events, and suggest workshops.
Geoffrey Rinehart has been hired to coordinate the development and maintenance of the project, and will oversee the exhibit on a full-time basis. Which is an important component to assure the presentation of the exhibit be maintained at a standard in which we expect of our beloved golf courses. The all-inclusive exhibit will display a real-life par-three complete with a tee, green, and fairway. Likewise, a green roof, a rain garden, sports fields, lawn games, and both cool- and warm-season grasses will be showcased -- and that's only half of it. Imagine an interactive center for displaying responsible fertilization practices, proper water use and re-use techniques, maintenance demos, and recreational lawn games. Twenty-yard dash anyone? Just check out the exhibit.
Superintendents of the Mid-Atlantic GCSA chapter will play a key role in supporting the exhibit by offering their expertise in management, assistance with turf equipment maintenance, and possible labor support. Not only is this a great way to get involved, but it's also a great way to embrace an industry initiative that will benefit the livelihood of us all. Grass Roots is the name, and how could it be any better?
For more information and to show your support, follow @Grass_Roots_NTF on Twitter, Like them on Facebook, and check out the webpages linked above.
The new exhibit, coined 'Grass Roots,' broke ground on Friday, Nov. 15, with about 120 people (8 or so of them superintendents) in attendance. Colien Hefferan, Ph.D., director at the arboretum, gave opening remarks, thanking the many contributing partners and describing the initiative as a "beautification of science."
Arboretum Assistant Director Kevin Morris then outlined the five components of the exhibit, expected to be completed in spring 2014:
1.) Outdoor interactive area
2.) Web-based information
3.) Workshops, symposiums, product demos
4.) National greenscape corridor
5.) Personal 'Grass Roots' stories
Frank Rossi, Ph.D. at Cornell University, presented an educational lecture detailing the history of America's love for lawns. "Can we sustain this love affair," Rossi asked the crowd. And the answer was an emphatic yes. To support his theory, Rossi presented science-based information detailing turf's role as a carbon sink and water filter in the context of golf, lawns, landscapes and athletic fields. However, if we are going to sustain, Rossi said, we must do it smartly -- starting with educating the public. Come full circle and there you have it, the unveiling of a turf exhibit on a national stage.
The National Arboretum worked with partners at the USDA and National Turfgrass Federation (of which GCSAA is a sponsor) to provide the financial support for the development of the Grass Roots exhibit. The display aims to explore the economic, environmental, recreational, and aesthetic benefits of turf. Furthermore, all statements and information will be scientifically based, and donors of the project are welcome to host visitors, events, and suggest workshops.
Geoffrey Rinehart has been hired to coordinate the development and maintenance of the project, and will oversee the exhibit on a full-time basis. Which is an important component to assure the presentation of the exhibit be maintained at a standard in which we expect of our beloved golf courses. The all-inclusive exhibit will display a real-life par-three complete with a tee, green, and fairway. Likewise, a green roof, a rain garden, sports fields, lawn games, and both cool- and warm-season grasses will be showcased -- and that's only half of it. Imagine an interactive center for displaying responsible fertilization practices, proper water use and re-use techniques, maintenance demos, and recreational lawn games. Twenty-yard dash anyone? Just check out the exhibit.
Superintendents of the Mid-Atlantic GCSA chapter will play a key role in supporting the exhibit by offering their expertise in management, assistance with turf equipment maintenance, and possible labor support. Not only is this a great way to get involved, but it's also a great way to embrace an industry initiative that will benefit the livelihood of us all. Grass Roots is the name, and how could it be any better?
For more information and to show your support, follow @Grass_Roots_NTF on Twitter, Like them on Facebook, and check out the webpages linked above.
 |
| The final blueprints for the exhibit - expected completion in spring 2014 |
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| The ceremonial breaking ground at the site of the future green roof display |
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| About 120 attendees listen to opening remarks at the National Arboretum |
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