No one person has a greater say on whether golf course superintendents keep their jobs in the private golf club sector than general managers. Yes, Green Committee chairmen often have a final say but generally only when supporting behind the scene GM opinion. Rarely do Green Committee chairmen dismiss functioning golf course superintendents on their own. FYI: The approximate 4,600 general managers throughout American golf can be broken down into the following categories:

1. The Good Guys (about 60% of general managers): The general manager format is the best form of club governance (i.e., better than “committee” and “contract” management formats) when the right unselfish people occupy this position because they have a fundamental understanding that private clubs are in the service business and, accordingly, are dependent on the performance of dedicated staff whose careers must be nurtured and preserved. This is the best working environment throughout all golf for golf course superintendents.

2. The Power Brokers (about 25% of general managers): This category of general manager is generally employed at a club before a superintendent is hired. Because these control-conscious GMs have established power bases within their clubs, they don’t want popular superintendents’ job performances competing for attention with their self-styled images and, accordingly, will persistently defend their turf.

3. The Bad Dudes (about 15% of general managers): This is the most lethal type of general manager who, generally, will be hired after the golf course superintendent at a club. They come to the job looking to establish unilateral control of club operations and will undermine staff professionals who might stand in their way. What juicier target than a well qualified, well paid, admired golf course superintendent?

If you are presently working for a general manager you respect (category #1 above), you already know how fortunate you are. This doesn’t mean your job is guaranteed in this economy, but it does mean you will be treated as fairly as circumstances will allow.

If you feel uncomfortable working for category #2 or #3 GMs above, you should be defensively managing your maintenance program and be discretely looking for a good backup job with resume and web site ready to go. Do not act hastily; make sure you always have a “bird in hand.”

If you are uncomfortable with the security of your present job, don’t hesitate to look for a new job in this economy because you will always have better job security in your next job than your present job…

Career Management Guidelines:

1. Inherently doubt the intentions of newly hired GMs until they have earned your respect;

2. Don’t hesitate to look for a new job in this economy because you will always have better job security in your next job than your present job since all the job threatening variables (salary, operational criteria, etc.) will have been mutually agreed to beforehand; and

3. When applying for a new job, always due diligently identify the management style of the sitting general manager. If you do not like what you see – do not accept the job unless you have no choice.

Incorporating the above three guidelines into your career management thinking will minimize the threat rogue general managers bring to your career.