Mentorship in the Industry

By Joel Johnston, Superintendent, West Haven G&CC.

Life is full of relationships. Many of them are with family and friends; you choose to be around the people you love and share similar values with and ultimately, you try to spend your time around people who make you the best version of yourself. This is the same for the relationships we build in the workplace. One notable work relationship involves the common professional bond between a mentor and mentee. A mentor is a seasoned professional who guides a less experienced person in their professional endeavors. Mentorship is a way to hone professional skills and learn invaluable lessons from someone with years or decades of experience and practical knowledge in your field. Mentorship can take on two forms: formal and informal. Informal mentors are the people we learn life lessons from by merely observing, partnerships, and on-the-job experience. Formal mentorships are ones we seek out.

Over the past few years, there have been great strides made in encouraging women to follow turf maintenance as a career path. Some groups have organized mentorship programs aimed at making this industry a more welcoming and inclusive place. These advancements deserve our praise and support. However, this model could be used further to encourage untapped demographics to enter an industry that has not always had open arms. Knowing that there is someone who has faced the same challenges you may face entering this industry who will be there to support and guide you could make all the difference.

– Bill Walsh

This all might sound great if you are a mentee, free advice to help your career progression is a great deal. But what is in it for the mentor? What is the motivation to engage in this partnership? Well, there is equally as much to learn for this party. Being a mentor is the perfect opportunity to gain leadership and communication skills that could make you better at your job. These might be the exact things missing to take you to the next level. You might also surprise yourself and pick up a few tips and tricks from your mentee that you might not have otherwise thought about. A large part of being a mentor is enriching personal legacy. By simply sharing your own learning’s you’re able to have a remarkable impact on a person’s future. Seeing assistants and former employees land their first Superintendent job can produce a great deal of joy and satisfaction for a mentor. If you are doing a great job of creating leaders within your club or the industry, this is strengthening and improving a profession that we all care a great deal about. Finally, mentoring can serve an opportunity to reflect on the progress you’ve made and build confidence as you realise that you have unique knowledge which is valuable for others.

aspirations – This is instrumental in building a career road map that will eventually be supported by your mentor. A career road map is a completely personal way of setting goals. What do you value in a club you are looking to work for? Work life balance? Exceptional architecture? The opportunity to host championship level events? This requires some thought and reflection. A good starting point is to examine what your dream job might be followed by building a relationship and a natural rapport with the person who has achieved these same goals. This may require some persistence to find the right mentor. • Identify your weaknesses – This process will require some honest reflection along with seeking honest feedback from your peers. You might, for example, be a natural born leader but lack technical knowledge.

Picking a mentor that has had great success agronomically may be a good strategy. Understanding that each superintendent or industry leader has their own strengths and weaknesses is important. • Experience level – Most of us immediately think of a veteran near the end of their career handing over the reigns to the next person. Alternatively, seeking a mentor that has recently faced situations that you might take on can offer a fresh and energetic perspective. Look at this as seeking relevant experience vs. most experienced. At the end of the day, the mentee has the responsibility to take the pieces that work from the people they work with throughout their career to develop individual style that will lead to the greatest success.

I have worked in this industry for 13 years. I remember reading ‘Career Spotlights’ (from this very magazine) in the early days of my career and attending a Canadian Open or a GC Management Conference and thinking, “I really respect that specific superintendent.” Years later, I look around and many of the best superintendents in this province were assistants of those superintendents I respected so much. I know I have had many positive influences on my career; some of the most impactful mentors I have had are the superintendents I have worked for. How can the respect and appreciation earned be repaid to these leaders? Following their lead and being open to those who may seek my advice and mentorship is a good start. I am sure each of us has people to thank for their help along the way. Consider being open to returning the favor or “paying it forward” as a sign of gratitude. ■

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