The concept of “confidentiality” discourages an untold number of superintendents from seeking jobs they would normally pursue because these potential job candidates inherently know they would be putting their present jobs at risk every time they applied for a job on a “confidential” basis.

Where Does The Problem Lie?

The problem does not lie with the search committees because they are essentially made up of private sector business people used to routinely working with and keeping confidential agreements. Rather, the problem arises:

1.   When the majority (not all) of the general managers at the clubs looking to hire a superintendent surreptitiously call their fellow GMs at the leading candidates’ employing clubs to get a “true inside read” on each candidate; i.e., is the candidate a team player, or too independent to manage, etc.?

2.   When losing candidates quite successfully search out the names of fellow candidates they competed against and then spread their findings naively throughout the local golf community grapevine.

It is estimated that roughly 85% of all confidentiality promises/requests are compromised via the above two scenarios. Prudent thinking superintendents should assume confidentiality will be broken 100% of the time when applying for jobs – and act accordingly.

How To Address The Confidentiality Issue?

While there is no perfect way to defuse the confidentiality issue, the following two approaches will minimize the risks taken – absent a “threatening” GM, or committee chairman:

1.   Superintendents with solid on-the-job track records should always advise their employers before applying for another job because experience shows they will consistently get their employers’ full support the first time asked, but generally not soon again.

2.   Then, superintendents working within less secure job environments should also advise their employers of their job intentions because it is professional and will eliminate a job-threatening confrontation should/once employers find out after the fact.

Finally, it should be noted that when superintendents apply for new jobs without advising their employers who later find out  – a trust is broken that will eventually lead to the parting of the ways.

Seize The Opportunity

Whenever a superintendent is drawn into a discussion where his/her employer is willing to support a new job candidacy but also expresses a wish to retain the superintendent is an ideal time to bring up the issue of a written contract that would fairly allow both parties to mutually protect their respective interests.

Go for it – because proven cost-efficient superintendents are more valuable in a bad economy than in a good economy. This is what the “chess game of life” is all about.