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Professional Development / Career EnhancementWendy EllinMomentum,4040 Bridlegate Way,,Atlanta,GA,30039kelly@speaking-simplified.com

Title: De-Clutter your E-Clutter!Format: Concurrent Session (1-1.25 hours)

DescriptionThis session focuses on the frustrations we all face with email. Wendy will show you how to take control of your email inbox instead of it controlling you. If you are ready to learn tools and techniques that will free you from the chains that bind you to your computer and email inbox, then this workshop is for you!

DeliveryThis presentation is delivered in seminar style but is very interactive with audience participation if preferred.

OutlineThe founding principle of The Momentum Method is the belief that success breeds success. Having Momentum in your life is fundamental to being happy. It means you have less stress, more free time, and peace of mind. It eliminates chaos and disorganization and can boost your self-confidence as well as your outlook on life. And just like disorganization doesn’t happen overnight, it takes time to truly change the way you live and work. The Momentum Method teaches you to take on one new habit or change at a time, internalize it and see how it delivers a positive outcome. Then you make the next change. And the next one. And pretty soon, you’re living differently, benefiting from the results, and that’s when you see how easy it is to Get More Life out of Life™.

Objectives1. See how to get control of your email inbox and daily workload 2. Learn how to get reasonable about how much you can get done in a 24 hr. period 3. See how to set yourself up to function more efficiently, efficiently (and immediately!) in your environment

ExperiencePresented recently for: Independent Doctors of Optometric Care American Academy of Podiatric Practice Management

ReferenceJ. Patrick Haly, CEC President, National Personnel Service pat@national-personnel.com Diane Fennig Human Capital Group, Inc. Diane@HumanCapitalGroupInc.com

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Elizabeth FasbenderWoodlawn High School,11414 Meadow View Drive,,Denham Springs,LA,70726efasbe@gmail.com

Title: Keep Your Home Life GrowingFormat: Concurrent Session (1-1.25 hours)

DescriptionWhat Sports Turf Mangers deal with during long stretches of the year can be very taxing on your home life but, with a few techniques and strategies you can change that. From dealing with Parks and Rec softball tournaments to 8 game home stands in the minor leagues, all sports turf managers and their spouses can benefit from this enlightening presentation. Attendees will learn communication techniques, how to balance your home and work schedules as well as strategies to keep your relationship “growing” during a drought. Time spent in this presentation will also show attendees the benefits of using these ideas and how easy it can be to implement them.

DeliveryI am a High School Chemistry teacher, so I am use to giving lectures and seminars. The presentation will be delivered as a seminar because I plan to give specific examples of not only my relationship but other Sports Turf Managers and their spouses. I encourage audience participation and questions and try to engauge the attendees as much as possable.

OutlineIntroduction• My qualifications• What will be covered What is the benefit?• Happy wife, happy life!• Stronger relationship Know Yourself and Your Partner• Your wants/needs• Their wants/needs• What do you want to accomplish?• How do you plan to get there? Communication• Ways to communicate

o Non-verbal o Oral o Written

• Open communication o Perspective matters o Tact and Good manners matter o Common ground matters o Body Language matters

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o Do Not attack or defend• Your Schedule: write it everywhere!• Give us a list of your staff/personnel tree• Other Sports Turf Manages Relationships? Scheduling• 5 Ps: Proper Planning Prevents Poor Performance• Combining the sports schedule with your schedule• Master Calendar• Know the “slow” seasons• Flexibility Required• rain delays• make up games• additional events• coaches requests• Don’t “sugar coat” time tables!• Job assessment When you are away from Home• Call or Text• Invite us to your work for games/practices• Take on small projects from home that you can handle• Things we can do for you? When you are at Home• Let us adjust to your presence• Do your part to keep the household running• Rest and Recover but let us do the same• Things we can do for you? Keep the Love Growing• Words

o Ideas• Actions

o Ideas• Dress

o You look sharp, so will we• Kids• Top 20 date/play ideas Summary

ObjectivesAfter attending this session, atendees will be able to communicate more effectively with their spouse/partner, plan and implement both personal and professional schedules and act on items designed to strengthen their relationship.

Experience

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I have been a High School Chemistry teacher for 6 years and am very comfortable in from of large groups. I have not presented this topic before.

ReferencesErin Manheim Phone - 630-576-9696 Lynn Wesley 225-819-7567

Lisa GoatleyFrom: lzgoatley@yahoo.comLicensed Professional Counselor New River Valley Community Services 2213 Birchleaf Lane 5Blacksburg, VA 24060 Phone: 540-953-3493 Cell Phone: 540-230-5086

Title: "Communication and the Art of Conflict Resolution"Format: Concurrent Session (1-1.25 hours)

DescriptionGood communication skills are vital to successful interpersonal interactions, both in the professional and personal world. A useful working knowledge of communication skills leads to enhanced performance and greater success. The ability to use communication skills to successfully resolve conflict is also a useful skill for the effective manager. This presentation will introduce communication and conflict resolution skills that the participant can immediately utilize to increase their professional efficacy and enhance their personal relationships.

DeliveryThe presentation will primarily be delivered through a lecture format. Discussion of points will be included with input from participants, and there will be time for questions and answers.

OutlineI. Communication Stoppers A. Avoid negative statements B. Avoid negative generalizations C. Avoid criticism D. Avoid interrupting II. Communication Facilitators A. Be respectful B. Use good attending behavior C. Look for the underlying feeling D. Listen well E. Check out your understanding of the issue F. State your expectations and check to be sure the other person understands

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III.Build a Relationship IV. The Art of Conflict Resolution A. Have a willing attitude B. The role of emotional maturity C. Ask what the other person wants to have happen D. Give the person ownership of the problem E. Ask what solutions they have in mind F. Ask how you can facilitate their accomplishing the goal

ObjectivesAfter attending this session, the participant will be able to identify communication stoppers to avoid engaging in these behaviors. After attending this session, the participant will be able to identify communication facilitation skills to increase their potential for effective communication. After attending this session, the participant will be able to identify the skills to more successfully resolve conflict situations leading to a more effective outcome.

ExperienceI have presented at the STMA conference in 2012, 2011, and 2010. I have also presented in the past at the Virginia Turfgrass Conference and the Mississippi Turfgrass Conference. I have also presented at various local agencies and to local groups in my community.

ReferencesBrenda Beck, Supervisor, NRVCS, 540-961-8300 Jason Bowers, CSFM, 540-808-8629

Lisa GoatleyFrom: lzgoatley@yahoo.comLicensed Professional Counselor New River Valley Community Services 2213 Birchleaf Lane 5Blacksburg, VA 24060 Phone: 540-953-3493 Cell Phone: 540-230-5086

Title: "Living With Integrity"Format: Concurrent Sessions - 1 hour Delivery: Power point

DescriptionSports turf professionals face many demands on their time, energy, and personal resources. Often, the responsibilities of their careers require them to work long, hard days with little time for recuperation. Work demands can interfere with family life and finding a workable balance between job and personal life is difficult. Many sports turf managers become overly stressed and

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maintaining life balance is difficult at best. Learning to live with a sense of purpose and finding inner peace and harmony is achievable. This presentation will introduce the sports turf professional to concepts that can increase personal happiness, decrease stress, and inspire purposeful living.

OutlineA. Integrity 1. Definition of integrity 2. Standards of personal successB. Values 1. Honesty 2. Courage 3. EnthusiasmC. Learning to live with integrity 1. Listen to inspiring music 2. Read motivational literature 3. Use a daily meditational 4. Keep inspiring messages close 5. Emulate someone who has lived with integrity 6. Make service an integral part of your life 7. Keep a gratitude journal 8. Keep meaningful things close at hand 9. Consider the ethics of your speech (ie can you go 24 hours without saying any unkind words to or about somebody?) D. Five Votes of Confidence E. Twelve Rules for Happiness F. 52 Stress Reducers G. The Four Agreements 1. Be impeccable with your word 2. Don't take anything personally 3. Don't make assumptions 4. Always do your bestH. The Law of Attraction 1. "Like attracts like" 2. Positive and negative thinking bring about positive and negative physical results

Objective1"...identify personal values and an action plan for living according to these values."Objective2"...identify twelve rules for happiness and 52 stress reducers." Objective3"...utilize concepts such as The Four Agreements and The Law of Attraction to cultivate inner peace and serenity."

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Materials/Supplies Computer and screen. Handouts will be provided.

Presented Before: Yes, MS State University Health Center Staff/Baptist Hospital StaffDate: 2004

Paul GreinerALS Consulting,703 W Ferry St,C-15,Buffalo,NY,14222paul@alsleadership.com

Title: The Hidden Keys to High Performance, Effective Communication and Extraordinary LeadershipFormat: Workshop (2-4 hours)

DescriptionThis workshop is designed to provide participants an actionable access to a substantial increase in individual effectiveness, ability to lead and even overall quality of life. They will not only learn new ideas, but actively practice a new approach and design concrete ways to implement that approach once they're back at work.

DeliveryThis presentation will be delivered as a highly interactive workshop/seminar, including a video element, small-group interaction, brainstorming, one-on-one coaching and other exercises.

Outline5 min Welcome/ Background/Intention(s) 5 min Questions 5 min What it Will Take To Maximize Value 5 min Getting To Know Each Other (group interaction) 10 min Awareness Test/ Awareness & Choice (Video) 30 min Context is Decisive/ Are You Listening? (interaction, triad work, sharing) 5 min Foundations for Being Extraordinary- What is Extraordinary? 30 min Integrity- A New Model (interaction) 15 min The Integrity Paradox 15 min Restoring What's Missing (planning, brainstorming in triads) 10 min Stretch/ Sharing/ Questions 15 min An Aspect: "Authenticity" 30 min Seeing How Full of It We Can Be (interactions/ triads) 30 min Being Committed to Something "Beyond Ourselves" (interactions/ triads) 10 min Communicating Our Commitments, and Cleaning Up Our Messes 10 min Ideas into Action/ Closing (interactions/ triad work)

Objectives

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(1) See themselves, their colleagues/coworkers and their work situations in a new way, creating new openings for action and new opportunities.(2) Design the best way to take those new actions and implement their new perspectives. (3) Generally be more effective in their work, and enable others around them to be also

SuppliesVideo screen w/connections 2 Whiteboards (or if unavailable, flipcharts) Markers/eraser Director Chair or other high seat

ExperienceI've led numerous workshops on related topics, and also delivered this subject matter directly to teams and individuals onsite in businesses. This info is foundational to the approach my firm and I take in our work.

References(1) Tim Vanini, New Dimensions Turfgrass, tim@ndturf.com, 716-319-7495 (2) Rebecca Ward, Clinical Coordinator, Brock University, bward@brocku.ca, 905-931-1136

Bill GriffithWalla Walla Community College,500 Tausick Way,,Walla Walla,WA,99362bill.griffith@wwcc.edu

Title: Developing Leadership Skills that MotivateFormat: Concurrent Session (1-1.25 hours)

DescriptionDeveloping leadership qualities as a manager that focuses on communication, integrity, management stlyes and motivating employees. Most sports turf managers have great technical skills but struggle with the people management area. This presentation give practical points and proven stratagies the help develope leadership skills.

DeliveryLecture with Ppoint

Outline1. He who thinks he is a leader and has no one following is only taking a walk. 2. Leaders are Made, Not Born 3. The link between communication and leadrship. 4. The link between integrity and leadership. 5. The results of a "Gotcha Management Style". 6. The power of a "Well Done Management Style". 7. Case studies

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8. Questions and Comments.

Objectives1. Recognize the characteristics and habits of a good leader. 2. Learn proven positive communication skills 3. Recognize poor management habits 4. Learn positive management habits 5. Learn and develop strategies that motivate staff.

ExperienceI have spoken at numerous regional andf national conferences including; GCSAA USGA - multiple Northwest Turfgrass Association - multiple PNWSTMA - multiple STMA - 2009 IEGCSA - multiple Ogcsa – multiple

ReferencesLarry Gilhuly - Northwest Regional Director, USGA - 253-858-2266 Lori Russell - Executive Director, Peaks and Praries GCSA, Idaho GCSA & IEGCSA - 406-273-779

Eric KaufmanVirginia Tech,Department of Agricultural and Extension Education,2270 Litton-Reaves (0343),Blacksburg,VA,24061ekaufman@vt.edu

Richard RateauVirginia Tech,Department of Agricultural and Extension Education,2270 Litton-Reaves (0343),Blacksburg,VA,24061ekaufman@vt.edu

Title: Redefining Leadership to Meet the Realities of TodayFormat: Can fit to conference needs

DescriptionAs stated on the STMA website, “Sports field management is a business, and like other businesses its managers have challenges with staffing and human resources, leadership, career development, crew training, budget and contract management, etc.” Considering the leadership challenges in the industry, some may point to a shortage of iconic leaders, like Dick Ericson and Henry C. Gill. However, leadership scholars have long ago recognized the failures and limitations of the “Great Man” theory of leadership. The solution to the leadership challenge is more likely to take a collaborative approach that leverages the strengths of both leaders and followers. This interactive workshop will help participants to identify and challenge many of their existing assumptions about leadership. The presenters will highlight changes in leadership theory over time based on research findings and changes in societal expectations. Participants will leave the workshop with specific ideas for addressing the industry’s leadership challenge.

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DeliveryThis session is best suited as an interactive workshop, where ideas are introduced and discussed through the use of multimedia and participant activities. The workshop format is more time intensive than other options, though. With shorter presentation times, the presentation can retain some of the seminar and discussion format, but some of the interactive activities would be removed.

OutlineKey components of this workshop could be presented in a 75-minute time slot, but our preference would be to present it in one of the two-hour time slots. Below is a brief outline that Richard Rateau and I used for presenting this content in a two-hour block to the LEAD Maryland participants in February 2011.1. What is leadership?

a. National leadership index (Rosenthal et al., 2009)b. Personalized Plates activityc. Leadership lessons from dancing guy (Sivers, 2010)d. Leadership atheist perspective: “Leadership is the answer to everything” (Collins,

2001)2. What’s the difference between leadership and management?

a. “Management is about seeking order and stability; leadership is about seeking adaptive and constructive change” (Northouse, 2010)

b. “Leadership is the art of accomplishing more than the science of management says is possible.” – Colin Powell

c. Example from Undercover Bossd. Difference between quilts & puzzles (Hopkins, 2010)

3. What makes an effective leader?a. Historical view of leadership (Garrick, 2006)b. Leadership styles for any situation (Boleman & Pavleka, 2006)

i. Hieroglyphic momentc. Qualities for confidence in leadership (Rosenthal et al., 2009)

Objectives Define leadership Distinguish between leadership and management Identify the characteristics of an effective leader

ExperienceRichard Rateau and Eric Kaufman have presented on this topic to several different audiences, including repeat presentations for the LEAD Maryland Foundation, a nonprofit organization that works to expand the leadership abilities of men and women interested in the future of Maryland agriculture, natural resources, and rural communities. They have also presented for Extension paraprofessionals and volunteers, a graduate student honor society, an agriculture honor society, Virginia’s Governor’s School for Agriculture, University of Phoenix’s School of Advanced

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Studies, as well as various other undergraduate and graduate student forums. They are scheduled to present for the American Farm Bureau Staff Institute in August 2012.

References Martin Kaufman, CSFM, Ensworth School, kaufmanm@ensworth.com, 615-301-5382 Jill Casten, Training and Development Director, American Farm Bureau Federation,

jillc@fb.org, 202.406.3637 Susan Harrison, Executive Director, LEAD Maryland Foundation, leadmd@umd.edu,

410-827-8056 ext 136

Eric KaufmanVirginia Tech,Department of Agricultural and Extension Education,2270 Litton-Reaves (0343),Blacksburg,VA,24061ekaufman@vt.edu

Richard RateauVirginia Tech,Department of Agricultural and Extension Education,2270 Litton-Reaves (0343),Blacksburg,VA,24061ekaufman@vt.edu

Title: Leadership from the Grassroots UpFormat: Can fit to conference needs

Description:Sports turf managers are increasingly recognizing the importance of “soft skills” – those skills necessary for developing and maintaining quality relationships with other people. In April 2010, SportsTurf magazine featured an article on soft skills that stated, “It is no longer enough that you are technically competent in turfgrass management; more and more employers assess you on the qualities and habits that reveal if you are a good employee and a team player.” Many sports turf managers rate their ability to lead as being at or above average; however, they may fail to develop and contribute their potential. This may be due in part because the role and potential of grassroots is often misunderstood. According to a study by the Kellogg Foundation, grassroots leaders share certain characteristics that are unique from other leaders. The study found that grassroots leaders: 1) Draw on personalities and people who do not fit into traditional leader molds; 2) Employ techniques that are unconventional by traditional leadership standards and sometimes perceived as threatening to mainstream leadership; 3) Are motivated more by passion than money; and 4) Seek to achieve shared leadership as opposed to traditional hierarchical leadership. All grassroots leaders bring personal motivations to their roles. When grassroots leaders consider their own motivations and the motivations of those they serve, they are able focus personal and group action. This interactive workshop will help participants to identify personal and organizational values. They will then explore appropriate strategies for personal and organizational development based on those values. Participants will leave the workshop with specific ideas for how the same activities can be used in a local setting.

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DeliveryThis session is best suited as an interactive workshop, where ideas are introduced and discussed through the use of multimedia and participant activities. The workshop format is more time intensive than other options, though. With shorter presentation times, the presentation can retain some of the seminar and discussion format, but some of the interactive activities would be removed.

OutlineKey components of this workshop could be presented in a 1-1.25 hour concurrent session, but our preference would be to present it in one of the 2-4 hour workshop time slots. Below is a brief outline that Richard Rateau and Eric Kaufman used for presenting this content in a 90-minute block to the LEAD Maryland participants in February 2011.1. What is at the core of leadership?

a. Discussion of core personality b. Values rummy activity

2. How do I focus and develop?a. Multi-level view of leadership development (Avolio, 2005)b. Personal SWOT Analysis (MindTools, 2010)

i. Allow time for individual reflection & writingc. Creating your personal vision (Phillips-Jones, 2009)

i. Allow time for individual reflection & writing

Objectives• Explain the difference between grassroots and conventional leaders• Identify personal and organizational values • Outline a multi-level strategy for leadership development

ExperienceRichard Rateau and Eric Kaufman have presented on this topic to several different audiences, including repeat presentations for the LEAD Maryland Foundation, a nonprofit organization that works to expand the leadership abilities of men and women interested in the future of Maryland agriculture, natural resources, and rural communities. They have also presented for Extension paraprofessionals and volunteers, a graduate student honor society, an agriculture honor society, Virginia’s Governor’s School for Agriculture, University of Phoenix’s School of Advanced Studies, as well as various other undergraduate and graduate student forums. They are scheduled to present for the American Farm Bureau Staff Institute in August 2012. In 2006, “Values Rummy” (one of the activities included in this proposed session) was incorporated with a professional development program for local leaders in the Florida Farm Bureau Federation (FFBF). The activity served as a tool to help participants establish a local strategy for active pursuit of the FFBF Vision. The learner objectives were as follows: 1) Recognize the unique nature of grassroots leadership, 2) Identify significant components of the organization’s mission and vision, and 3) Develop a local organizational mission and values. Based on a post-then

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evaluation, participants had an estimated 60% improvement in ability for the objective: “establish a local strategy for active pursuit of the Florida Farm Bureau Federation vision.”

References• Martin Kaufman, CSFM, Ensworth School, kaufmanm@ensworth.com, 615-301-5382• Jill Casten, Training and Development Director, American Farm Bureau Federation, jillc@fb.org, 202.406.3637• Susan Harrison, Executive Director, LEAD Maryland Foundation, leadmd@umd.edu, 410-827-8056 ext 136

Eric KaufmanVirginia Tech,Department of Agricultural and Extension Education,2270 Litton-Reaves (0343),Blacksburg,VA,24061ekaufman@vt.edu

Richard RateauVirginia Tech,Department of Agricultural and Extension Education,2270 Litton-Reaves (0343),Blacksburg,VA,24061ekaufman@vt.edu

Title: Strengths-Based Leadership and FollowershipFormat: Can fit to conference needs

DescriptionAs stated on the STMA website, “Sports field management is a business, and like other businesses its managers have challenges with staffing and human resources, leadership, career development, crew training, budget and contract management, etc.” While many sports turf managers have developed these skills on the job, room for improvement remains. Based on 50 years of research on both leaders and followers, Gallup has identified three key characteristics of effective leaders: 1. The most effective leaders are always investing in their strengths. 2. The most effective leaders surround themselves with the right people and then maximize their team. 3. The most effective leaders understand their followers’ needs. The benefits of focusing on strengths extend beyond the leader; organizations that help their employees focus on personal strengths dramatically increase the chance of employees being engaged and productive at work. This interactive workshop will help participants identify their personal areas of talent and develop a plan for transforming those talents into strengths. In addition, participants will explore the four domains of leadership strength (executing, influencing, relationship building, and strategic thinking) as well as the four basic needs of followers (trust, compassion, stability, and hope). Participants will leave the workshop with specific ideas for promoting strengths-based leadership and followership in the workplace and other professional settings.

DeliveryThis session is best suited as an interactive workshop, where ideas are introduced and discussed through the use of multimedia and participant activities. The workshop format is more time

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intensive than other options, though. With shorter presentation times, the presentation can retain some of the seminar and discussion format, but some of the interactive activities would be removed.

OutlineKey components of this workshop could be presented in a 1-1.25 hour concurrent session, but our preference would be to present it in one of the 2-4 hour workshop time slots. Below is a brief outline that we used for presenting this content to Extension professionals in September 2010. 10:20 – 10:50 Strengths vs. Weaknesses

Role of Strengths and Weaknesseso Show video on Strengthso Leadership myths and truthso Core Personalityo Key findings from Gallup Research (Rath and Conchie, 2008, pages 2-3)o Formula for strengths

10:50 – 11:00 Domains of Leadership Strengths 4 Domains of Leadership Strengths (Rath and Conchie, 2008, page 23)

11:00 – 11:20 Strengths Inventory & Collaboration What are your strengths? Hieroglyphic activity (15-minute timer)

o Strategies to leverage your strengths as a leader (Rath and Conchie, 2008)o Strategies to leverage your strengths with followers (Rath and Conchie, 2008)

4 basic needs of followers (Rath and Conchie, 2008, pages 82-89)11:20 – 11:40 Leading With Your Strengths

What strong teams have in common (Rath and Conchie, 2008, pages 71-76) Implications for you and others

Objectives• Identify the key principles of strengths-based leadership • Recognize areas of personal talent and opportunities for developing those talents into strengths• Develop a strategy for promoting strengths-based leadership and followership in the workplace

ExperienceRichard Rateau and Eric Kaufman have presented on this topic to several different audiences, including repeat presentations for the LEAD Maryland Foundation, a nonprofit organization that works to expand the leadership abilities of men and women interested in the future of Maryland agriculture, natural resources, and rural communities. They have also presented for Extension paraprofessionals and volunteers, a graduate student honor society, an agriculture honor society, Virginia’s Governor’s School for Agriculture, University of Phoenix’s School of Advanced Studies, as well as various other undergraduate and graduate student forums. They are scheduled to present for the American Farm Bureau Staff Institute in August 2012.

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• Martin Kaufman, CSFM, Ensworth School, kaufmanm@ensworth.com, 615-301-5382• Jill Casten, Training and Development Director, American Farm Bureau Federation, jillc@fb.org, 202.406.3637• Susan Harrison, Executive Director, LEAD Maryland Foundation, leadmd@umd.edu, 410-827-8056 ext 136

Jason KruseUniversity of Florida,1541 Fifield Hall,PO Box 110670,Gainesville,FL,32611jkk@ufl.edu

Title: First Steps: Panel discussion for students preparing to enter the industryFormat: Student Session (30 minutes to 1 hour)

DescriptionHaving seen first-hand the value of professionals meeting with students in a panel discussion format at our annual Florida Turfgrass Conference I would like to organize/moderate a panel made up of 4-5 leading field managers from across the industry. Target audience (in my opinion) is primarily students, but should also appeal to young professionals looking to move up. Having moderated numerous panel discussion at the FTGA Conference and in classroom settings I am very comfortable with guiding discussion and maintaining balance among panel members. I will prepare a list of questions to initiate the discussion and/or bring the discussion back on track. Emphasis will be placed on steps that can be taken to become competitive on the job market or prepare for promotion. The key aspect of this format that works SO well is that the students hear from industry leaders exactly what will be expected of them as they move from their academic career into the workforce. They will learn from the mistakes that others have made that inevitably come out as examples.

DeliveryThis will be a panel discussion comprised of 4-5 panel members (leading field managers, to be determined). I will identify/secure panel members from those who will already be in attendance at the conference. I expect this to require an hour minimum. Would be more comfortable working with a two hour window based on previous experience.

OutlineI expect the bulk of the content to be driven by the panel and attendees. I will prepare a fallback list of questions to spur discussion related to professional development, job applications, internships, on-the-job training, etc. to use in the event that discussion stalls.

Objectives1. The participant will be able to gain a better understanding of the steps required to secure a competitive job and move up in the industry. 2. The participant will gain a better understanding of the characteristics that leading field managers look for when hiring new team members.

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3. The participant will be given learn the value of effective communication (written and oral) when seeking employment in the sports turf industry.

ExperienceI have moderated panel discussions like this for three years at the Florida Turfgrass Association Conference and Show. In addition to that experience, I have been an invited speaker for the STMA, North Florid STMA, GCSAA, and Ireland GCSA.

ReferencesBryan Unruh: jbu@ufl.edu 850-995-3720x108 Mike Goatley: goatley@vt.edu 540-231-2951

Sarah K. MartinCity of Phoenix,2425 E Deer Valley Road,,Phoenix,AZ,85050sarah.martin@phoenix.gov

Title: Managing your most valuable asset: Your StaffFormat: Can fit to conference needs

DescriptionThis talk covers the basics of managing a crew. From the interview process, communication and planning, to dealing with burnout and discipline.

DeliveryPowerPoint program with lecture and hopefully discussion.

OutlineIntroduction Getting the best people - Interviews and expectations Communication - Daily duties and overall management plan Challenges - Burnout, the trouble employee and discipline

ObjectivesKnow the importance of communication, having fun while at work and getting to know your staff.

ExperienceI have been a speaker at the Rocky Mountain Turfgrass Conference where I presented an early version of this talk in 2007. Myself and a colleague are currently giving basic Turfgrass Training to all foreman and above positions in the City of Phoenix Parks Department.

ReferencesTony Koski, Colorado State University.

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Rob Harman - City of Phoenix, Deputy Director Special Operations Division. rob.harman@phoenix.gov. 602-534-9440.

Patrick McGuinessZlimen & McGuiness - The Premier Green Industry Law Firm,1216 Selby Ave.,,Saint Paul,MN,55104pmcguiness@zmattorneys.com

Title: Human Resources - Handling Problem EmployeesFormat: Can fit to conference needs

Description:In this informative seminar, Attorney Patrick McGuiness will cover how to handle problem employees. From drafting to implementation, employee handbooks are a vital tool to use when dealing with employees who do not understand your program. Learn to properly document discipline, motivate hard to reach workers, and if necessary terminate employees.

DeliveryThis seminar will feature audience interaction and participation to cover a wide range of topics, including: Employee handbook drafting and implementation, Updating handbooks, contract vs. at-will employment, conduct investigations, documenting discipline, writing discipline memorandums, termination proceedings, and much more!

OutlineI. Introduction and overview of topics to be covered. II. Problem Employees - Every operation has them. A. Due diligence is important. B. Problems that can arise when problem workers aren't handled in a legal manner. III. Employee Handbooks – Strongly recommended to have! A. Can be a beneficial and useful tool. B. Certain provisions must be included in every handbook. C. Implementation of the Handbook to the employees is important. D. It is important to explain to employees the benefits of a handbook rather than just forcing it onto them. E. Make sure the employees are knowledgeable of what policies the handbook covers and enforce the policies. F. It is important to update the handbook as new policies are needed. G. Review and update the handbook at least on an annual basis. H. Make sure that the handbook reflects current company policies. I. Once the handbook is updated, make sure every employee is given a new copy and made aware of the changes. IV. Disciplinary Documentation A. Include a documentation step in every disciplinary process.

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B. When drafting, know the audience you are writing to. C. Remember that an employee is only a fraction of your entire audience. D. Follow the Rules when drafting the documentation. E. Tailor your documentation to the agreements and policies in the handbooks. V. Disciplinary Memos A. Make sure to include the proper items when drafting. B. Certain pitfalls to avoid. VI. Fact Gathering A. Use for major workplace incidents. B. Goals C. Process VII. Discipline & Discharge A. Use the documentation. B. Don’t act with emotion, take time to cool off before acting irrationally. C. Use a totality of the circumstances approach. D. Consider all risks of litigation and potential fallouts. VIII. Termination Meetings A. Choose a time and a place that is non-confrontational. B. Create a departing employee checklist for going over at the meetings. C. Find the balance between being a push-over and being heartless. D. Follow-up to confirm the outcome with the employee. IX. Considerations for Separation Agreements A. Can be a beneficial alternative. B. Draft an agreement which provides additional compensations in consideration for waiving potential causes of action. C. Add in a confidentiality clause to protect the company’s information and trade secrets. X. Post Termination Issues A. Payment of Final Wages. B. Hourly vs. Salary vs. Commission. C. Unemployment Compensation

ObjectivesAfter attending this session, the participants will be able to: 1. Draft and update effective employee handbook policies. 2. Conduct thorough conduct investigations of employees and draft the accompanying discipline memos. 3. Confidently terminate problem employees without having to worry about repercussions.

SuppliesI will bring the following supplies for the presentation: 1. Laptop Computer 2. Powerpoint Presentation 3. Wireless Clicker for Powerpoint advancement I will need the following from STMA: 1. Projector for powerpoint. 2. Neccesary Cords to hook projector to PC Laptop. 3. Screen to project powerpoint onto.

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ExperienceCONTINUING LEGAL EDUCATION SEMINARS TAUGHT: Employee, Subcontractor or Independent Contractor: Issues and Consequences Related to Worker Misclassification• An explanation and analysis of the various tests used by the Department of Labor to classify workers, including a look at the legal consequences for worker misclassification.• William Mitchell Alumni CLE Series, December 2011 Overlooked Overtime Provisions in the Fair Labor Standards Act• A primer on some of the finer points, lesser known and confusing aspects of the FLSA (Fair Labor Standards Act) as it relates to overtime, as well as an explanation of the "fluctuating work week" and unique overtime exemptions such as the agricultural exemption, the retail sales exemption, and the outside sales exemption.• William Mitchell Alumni CLE Series, March 2011 GREEN INDUSTRY SEMINARS TAUGHT: How to Hire the Best & Brightest for Your Facility• MN Parks & Sports Turf Managers Association Spring Workshop, March 2012 Customer Service with an Impact!• North Dakota Nursery & Greenhouse Association Convention, February 2012 Human Resources Part I: A How to Guide to Hiring Employees• Northern Green Expo, Minneapolis Convention Center, January 2012 Human Resources Part II: How to Handle Problem Employees• Northern Green Expo, Minneapolis Convention Center, January 2012 The Fluctuating Work Week: A Compliant Compensation Plan for Green Industry Employees• Gertens Spring Education Day, March 2011• Hedberg Aggregates Spring Education Day, March 2011 Tight Ship or Leaky Boat: Federal Labor Law for the Green Industry• North Dakota Nursery & Greenhouse Association Convention, February 2011 Too Many Laws, Rules and Regulations… I Just Want to Work!• Northern Green Expo, Minneapolis Convention Center, January 2011 Green Industry Law: What You Need to Know Before Starting a Green Industry Business• Hennepin County Technical College Landscaping Program, March 2010• Dakota County Technical College Landscaping Program, February 2010 What Happens During a Federal Department of Labor Audit?• Gertens Spring Education Day, March 2010• Hedberg Aggregates Spring Education Day, March 2010• JRK Seed & Turf Education Day, February 2010 Contracts and Mechanic’s Liens• Northern Green Expo, Minneapolis Convention Center, January 2010 Subcontractors or Employees?• Gertens Spring Education Day, March 2009

ReferencesRoger Weinbrenner, CSFM, Treasurer MN Park & Sports Turf Manager's Association 763-226-6931 roger.weinbrenner@mpstma.org Cassie Larson, CAE, Associate Director Minnesota Nursery & Landscape Association 651-633-4987 cassie@mnla.biz

Patrick McGuinessZlimen & McGuiness - The Premier Green Industry Law Firm,1216 Selby Ave.,,Saint Paul,MN,55104pmcguiness@zmattorneys.com

Title: Hire the Best, Leave the Rest - Employment Law Basics for HiringFormat: Can fit to conference needs

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DescriptionIn this informative seminar, Attorney Patrick McGuiness will cover how to hire the best employees for your facility. From job postings to on-boarding, learn how to effectively and legally set up a hiring process that will bring the best and brightest job applicants to your operation. This seminar will feature audience interaction and participation to cover a wide range of topics, including: job postings, applications, interviews, Form I-9, Form W-4, pre-employment physicals, drug testing, training, trial periods and much more!

DeliveryThe seminar is delivered in an entertaining and interactive format. Participants will initially receive a brief lecture, which then moves into discussion and audience participation portions of the seminar. Mock interview questions are posed, pre-employment physical examples given, and sample forms filled out.

OutlineI. Introduction and overview of topics to be covered. II. Job Postings: Keeping it legal but still effective. A. Sample language for postings. B. Things to stay away from and not say. C. Common questions & issues. III. The interview process. A. How to read people - Body language and nonverbal cues. B. What you can & can't ask during an interview. C. A sampling of questions that elicit the info you are looking for. IV. Pre-Employment Physicals. A. When & to who they can be given. B. What the physical should be made up of. C. What to do with the information obtained from the physical. V. Drug Testing. A. Pre-employment testing rules. B. Testing for current employees. VI. Forms, Forms, Forms. A. The Form I-9 and the various acceptable forms of Identification. B. The W-4. How to fill it out and why you should never give employees advice about it. C. Signatures to obtain on other documents. Employee handbook verification; tool and equipment check-out. VII. Compensation. A. The workweek defined. B. Nights, holidays and weekends. C. Common overtime issues. D. Salary exemptions to overtime rules. VIII. Non Compete Agreements. A. Scope & duration of agreements. B. Adequate consideration for signing.

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IX. Summary and wrap up. X. Question & Answer.

ObjectivesAfter attending this session, the participant will be able to: 1. Prepare and implement hiring procedures and processes for their organization. 2. Create effective and legal job postings and applications for future use. 3. Be confident in the legality and compliance of the process.

ExperienceCONTINUING LEGAL EDUCATION SEMINARS TAUGHT: Employee, Subcontractor or Independent Contractor: Issues and Consequences Related to Worker Misclassification• An explanation and analysis of the various tests used by the Department of Labor to classify workers, including a look at the legal consequences for worker misclassification.• William Mitchell Alumni CLE Series, December 2011 Overlooked Overtime Provisions in the Fair Labor Standards Act• A primer on some of the finer points, lesser known and confusing aspects of the FLSA (Fair Labor Standards Act) as it relates to overtime, as well as an explanation of the "fluctuating work week" and unique overtime exemptions such as the agricultural exemption, the retail sales exemption, and the outside sales exemption.• William Mitchell Alumni CLE Series, March 2011 GREEN INDUSTRY SEMINARS TAUGHT: How to Hire the Best & Brightest for Your Facility• MN Parks & Sports Turf Managers Association Spring Workshop, March 2012 Customer Service with an Impact!• North Dakota Nursery & Greenhouse Association Convention, February 2012 Human Resources Part I: A How to Guide to Hiring Employees• Northern Green Expo, Minneapolis Convention Center, January 2012 Human Resources Part II: How to Handle Problem Employees• Northern Green Expo, Minneapolis Convention Center, January 2012 The Fluctuating Work Week: A Compliant Compensation Plan for Green Industry Employees• Gertens Spring Education Day, March 2011• Hedberg Aggregates Spring Education Day, March 2011 Tight Ship or Leaky Boat: Federal Labor Law for the Green Industry• North Dakota Nursery & Greenhouse Association Convention, February 2011 Too Many Laws, Rules and Regulations… I Just Want to Work!• Northern Green Expo, Minneapolis Convention Center, January 2011 Green Industry Law: What You Need to Know Before Starting a Green Industry Business• Hennepin County Technical College Landscaping Program, March 2010• Dakota County Technical College Landscaping Program, February 2010 What Happens During a Federal Department of Labor Audit?• Gertens Spring Education Day, March 2010• Hedberg Aggregates Spring Education Day, March 2010• JRK Seed & Turf Education Day, February 2010 Contracts and Mechanic’s Liens• Northern Green Expo, Minneapolis Convention Center, January 2010 Subcontractors or Employees?• Gertens Spring Education Day, March 2009

ReferencesRoger Weinbrenner, CSFM, Treasurer MN Park & Sports Turf Manager's Association 763-226-6931 roger.weinbrenner@mpstma.org Cassie Larson, CAE, Associate Director Minnesota Nursery & Landscape Association 651-633-4987 cassie@mnla.biz

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Josh McPherson, CSFMDirector of Sports Turf ManagementUniversity of Missouri1 Champions Dr, Suite 200Columbia, MO 65211mcphersonj@missouri.edu

Title: A students guide to resumes, job applications and interviewingFormat: Concurrent Sessions – 1-1.25 hours

DescriptionMany of my student interns are asking different questions about applying for jobs, resume help, how to interview etc. I have switched jobs every 2-3 years and have much experience with this. I thought if my students interns have questions many of the other students probably have questions as well. I would like to share with the students the things that have helped me so they can be better prepared for the process.

DeliveryThis will be a lecture but I will take them through the steps of finding a job posting, to crafting a resume for that job and what to do after sending the resume.

OutlineMy background

My interview and applying experienceMy background with my students

Where are the jobsInternetConferencesNewspaperWord of mouth

Once you find a jobHow to applyWhat information to includeWho are you writing the application and resume for? (Sports Turf Manager, HR)

You’ve been selected for an interview now whatHow to interviewWhat to talk about and not talk about

Job or internship offerThe art of negotiating

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ObjectivesObjective 1 Know where to find jobsObjective 2 How the process works and what you have to do to get selected for an interviewObjective 3 What to do when you interview and how to follow up after the interview process

SuppliesI will need internet access so we can look for jobs, it would also be helpful to have the job posting board available in the room to look at internship and job postings at the conference.

Josh McPherson, CSFMDirector of Sports Turf ManagementUniversity of Missouri1 Champions Dr, Suite 200Columbia, MO 65211mcphersonj@missouri.edu

Title: The Field of the Year Process DemystifiedFormat: Concurrent Sessions – 1-1.25 hours

DescriptionI first applied for a Field of the Year award back when I worked at Geroge Mason. Jimmy Rodgers, and Michael Sullenberger (both former winners) urged me and helped me with my first application. Once I realized with a little planning it wasn’t that impossible to do and I decided to apply. The same thing occurred when I saw Tony Koski give the CSFM talk. I went to the presentation and decided that next year I would take the exam. I believe if our members could be walked through the process of applying we would get more people to apply for the awards. I feel the more people we get to apply the more important the awards become.

DeliveryPowerpoint

Outline1. What the application looks like

a. Go through all the different sections2. Pre planning 1 year in advance

a. What photos to takeb. What records do I need to make sure to havec. PCI Player Condition Index

3. What makes a good submission

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a. What photos to take, (not all of them need to be glory shots)b. What did you experience that may be unique to your fieldc. PCI

4. What happens if I wina. The good and the bad of winning the awardb. How can I promote this win to help showcase yourself, your staff and the industry

ObjectivesObjective 1 To know what to expect from the application processObjective 2 How to start your records and photos one year out to make the process easierObjective 3 The benefits of having the records, and photos even if you don’t apply for the award

Dr. Steve MillettHummert International,4500 Earth City Expressway,,Earth City ,MO,63045smillett@hummert.com

Title: Opening Day STMA - The Gateway ChapterFormat: Innovative Session (15 minutes)

Description "Opening Day STMA" is a creative recruitment, education, and fundraising model event for local STMA chapters.

DeliveryPower point that highlights the results of the Gateway Chapter STMA "Opening Day STMA" event. This includes new memberships, money raised,vendor participation, and timing of event.

Outline"Opening Day STMA St. Louis" will be held on Friday, April 13, 2012 the Opening Day for the St. Louis Cardinals. The morning workshop will cover baseball/softball field maintenance for high schools and parks. Aeration, grass seed selection, batter's box construction, and a maintenance calendar are presented. We want to recruit high schools and parks to become members. Event ends before game time. Go to this site for details: http://www.hummert.com/UserFiles/PDF/Workshop_agenda_and_registration.pdf

Objectives1. a creative way to recruit new members 2. a creative way to raise funds 3. a great way to enjoy the holiday Opening Day and learn about field maintenance

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ExperienceI've stopped counting my talks when I reached 400. I have not presented this topic before.

ReferencesBrian Winka BWinka@chesterfield.mo.us (314) 680-9815 Michael Krone KRONE@mobap.edu (314) 882-5101

Marc Moran, CSFMAtlee High School,9414 Atlee Station Road,,Mechanicsville,VA,23116mmoran@hcps.us

Mr. Dave Kannewurf, DSAAtlee High School,9414 Atlee Station Road,,Mechanicsville,VA,23116dkannewurf@hcps.us

Title: Making the ConnectionFormat: Concurrent Session (1-1.25 hours)

DescriptionThis presentation will discuss how Athletic Directors and Field managers can effectively work together. Mr. Kannewurf and I have had a great working relationship for the last sevgeral years and alot of our succes has come from that great relatioship. Understanding his challenges as well as he understanding ours has allowed us to build a very strong product.

DeliveryThis will be a powerpoint based discussion with time alowed for questions and answer.

Outline-Intro-Challenges (Turf Manager)-Challenges (AD)-Understanding Compromise-Working Together-Building the Educated Consumer-Accountability of Coaches-Always looking forward-Conculsions/Questions

Objectives-The attedees will be able to identify key challenges facing athletic directors.-The attendees will be able to understand the value of team work when it comes to working with athletic adminstration.- The attendee will be able to identify with challenges that athletic administrators face and be able to offer some solutions for compromise.

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ExperienceI have presented to the STMA before as well as at other organizations events. Being a former coach and as a turf manager I have been able to see both sides of the argument and develop and understanding that most do nmot have.

ReferencesDr. Mike Goatley Virginia Tech 540-357-0208 Mr. Glenn Gardner Atlee High School 804-723-2110

Kurt R NilssonTurf & Dirt, Inc,10325 lantern Lane,,Hagerstown,MD,21740kurt@turfandirt.com

Title: The Playing Conditions Index - Key Tool in Your ToolboxFormat: Can fit to conference needs

DescriptionWhen the current STMA President, Dr. Mike Goatley ask the attendees of the recently held Keystone Athletic Field Managers Association Conference "who uses the PCI"? I think I was the only one who raised a hand. It was apparent that few in our organization either knew about or utilized this valuable tool. Building on the PCI Power Point Presentation produced by STMA, adding pictures,examples and antidotes, a vision for the PCI use can be realized by the Sports Turf Manager. For the seasoned Sports Turf Manager the PCI is a tool to measure progress. To the new Sports Turf Manager it is a key assessment tool in determining needs. Talking with individuals and small groups, I often mention that the three key tools for the Sport Turf Manager are; sun block, a camera and the PCI worksheet. The take home value of this talk would be: + Assessment of current playing conditions + The PCI worksheet is easy to use + Use to plan and prioritize work + Justify expenditures and resources + Communication tool for all stakeholders + Acknowledge competence and professionalism

DeliveryLecture via Power Point Presentation

Outline+ Quick history of the PCI + PCI as a valuable tool + Each attendee will be given a copy of the PCI + Each attendee will learn how to use and what to expect

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+ better understand the current playing conditions he or she is managing. + plan and prioritize needs and work. + communicate to others concerns or needs

ExperienceAlmost every working day I speak to individuals or small groups and often present the PCI story to Sports Turf Managers I visit. I am passionate about this subject. It has made me a better communicator of needs and added to my own professionalism.

ReferencesDr Mike Goatly current STMA President Marty Kaufman current STMA Board Member

Janet PfeifferPfeiffer Power Seminars,5716 Berkshire Valley Road Oak,,Oak Ridge,NJ, 07438,Janet@PfeifferPowerSeminars.com

Title: From Contentious Conflict... to Creative Resolution!Format: Can fit to conference needs

DescriptionMost people mistakenly believe others push their buttons and make them angry. That simply is not true. In this lecture, I will show people what anger really is (it’s not what most think) and provide them with the knowledge and skills to dramatically reduce the amount, intensity and frequency of anger. And I will provide for them the keys to living a serene life.

DeliveryLecture or seminar

OutlineJanet will clarify the difference between the root cause of anger and the triggers; how to express anger appropriately; to improve relationships by setting and enforcing healthy boundaries; to prevent angry outbursts in 3 simple steps; the only effective alternative to controlling anger; eliminate blame and victimization; discover where true personal power lies and how to maximize it; and how to completely heal anger and be at peace.

ObjectivesAttendees will: 1) Learn effective skills to diffuse a tense situation and smooth the "rough, tough and gruff" 2) Uncover quick and effective methods to avoid having your buttons pushed and learn to "respond" rather than "react." 3) Discover how to avoid the 2 CRITICAL MISTAKES most people make that sabotage a successful outcome to conflict.

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ExperienceFrequent speaker for: New Jersey Education Association William Paterson University Center for Continuing and Professional Education Employee Assistance Professionals Association

ReferencesJacque Diggs (Passaic County Education Association) jacquediggs@eapassaic.org Michael Johnson, President New Jersey Education Association

Jim ReinerSunrise Little League,7225 Cross Drive,,Citrus Heights,CA,95610reinerj@saccounty.net

Title: Overcoming Obstacles When Trying to Fix and Maintain Baseball FieldsFormat: Concurrent Session (1-1.25 hours)

DescriptionMany fields that cities, parks, and K-12 own are in very terrible condition. I'm not saying that these fields should be in the particular condition of a professional field, but they are in bad shape. No leveling, no raking, no packing, the pitcher mound has holes, the batter box has holes, lips and horrible grass and dirt mixes. This goes for the big fields, little league fields, etc. Even in towns that are really baseball towns. Now, when someone wants to get involved in improving ball fields in their community, they run into all kinds of obstacles. This presentation describes practical and proven ways to approach the leaders of schools, park and recs, and city/county governments. I love baseball. I have passion for baseball. This uses case studies to show you how to get support and funding from leadership and then be a hero to your community.

DeliveryCase studies, lecture and attendee participation.

OutlineWorking with leadership gets to the very heart of the matter. You may need to overcome obstacles. A picture postcard perfect field is nice. But it's way more than that. This is an investment in the community. Something for them to take pride in. It's an investment in the youth of our future. Through sports they develop lifelong habits for success. Not only that, no player will ever reach their potential if the playing field is substandard. We certainly don't want to be holding them back, or worse yet, cause an injury because the ball field is not really safe and playable. Now if you are dealing with the city park and rec manager, he may first think you are trying to sell him something when you offer to help improve the ball fields. There may be other obstacles too. They may not let you use any of their equipment. They might let you do anything without a waiver of liability. They might not let you do certain things due to union rules. They will be surprised anyone wants to do something and has a plan. And they will tell you they have no money. Nada. Zero. Zilch. Don't give up. You need them. And they need you. Both of you would like to overcome obstacles to the projects. Most folks working for the city in the park

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department are there because they like the outdoors and really would like nice looking parks. But with limited people and money, they have to cut back and often do less than they would even like to. Make a plan. Take some pictures of the fields. Bad as well as good. Hopefully you have some good ones there or else copy pictures from websites to use. Use the checklists to do a ball park audit for a field as an example. It very definitively shows anyone exactly what the issues are and why they should care. Put together a binder. Put pictures, plans, and sample budgets in there. Use the case study projects as examples. Find out some preliminary costs to start with. Get estimates for a dump truck of top soil, topdressing, sand, clay, baseball mix. This knowledge will give you an advantage. Tell them you are getting together projects to improve the local parks. They should be interested in being part of that. Pictures and plans overcome obstacles to vague ideas. Meet with the board or presidents of the leagues. Little league, high school, PONY leagues, etc. Use the binder as visuals to explain what you want to do for them and how this will be a better baseball experience for all of you. Do you know of any injuries due to crummy fields? Ask the league board members what they know - bad hops in throats, split fingers, cuts and punctures from bad fencing, sprained ankles from lip build up, etc. I didn't make these up. These are real right where I am. Talk about it as a face lift instead of a renovation. Government managers seem to think a facelift is simpler. Renovation seems to conjure up too much time and money in their minds. I ran into this several times. I did major rip ups, tear ups, rebuilds, and got away with it only because I called it a facelift. You may have to work on just one field to start with so they see what is involved and how fast it can be improved. Consider one field as a test case to prove what can be done. I've successfully used this approach before. Pick a complex with 3 or 4 fields. Improve one for the 11-12 year olds. The other parents, players, and coaches will see it and want their fields upgraded too. Nothing like some peer pressure to help move it along and overcome obstacles.

ObjectivesAfter attending this session the participants will be able to: 1. Recognize the broad range of obstacles you may encounter when trying to improve the safety, playability, and looks of a sports field. 2. Understand approaches, through case studies, that can be used to overcome these obstacles. 3. Apply specific solutions to their own situation back home.

ExperienceI have been a speaker at national conferences as part of working in the corporate setting. I was a keynote speaker at the national AT&T conference in Dallas 2008, and a presenter at the national HIPAA summit in Washington DC in 2007. I’ve given over 130 briefings and presentations to government boards, executive director associations, and as part of state and national work groups. Over a dozen of these presentations and publications are available online. Reference provided upon request. I’ve never presented this subject at a conference. However, I as part of my work for Sacramento area little leagues, parks, and K-12 schools I do run a website that shares much of this in an effort to spread the word. www.ultimate-baseball-field-renovation-guide.com.

References

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1. Lindley Prichard, president, Sunrise Little League, Citrus Heights, CA. pressunriselittleleague@yahoo.com 916-628-4615 2. Brad Gunter, vice-principal, athletic director, Valley Christian Academy, Roseville CA. 916-207-3861.

Mike SchillerVan's Enterprises, Ltd,90 Le Baron,,Waukegan,IL,60085dadschilz@msn.com

Greg PetryWaukegan Park District,1200 Belvidere,,Waukegan,IL,60085gregp@waukeganparks.org

Steve WightmanRetired,2747 Almendra Ct.,,Fallbrook,CA,92928scwturf@aol.com

**additional speakers can include Steve Trusty or Gene Mayer

Title: The History of STMAFormat: Can fit to conference needs

DescriptionThree Past Presidents of the association will give you a pictorial and verbal accounting of the birth and growth of our association

DeliveryPower Point, 5 to 7 minute presentation by each speaker and a question and answer session to give a background of where our association has been

Outline1. Introduction of each Speaker with a detailed description of the part they played in the history of STMA. 2. A power point program that will give a pictorial overview of people, places and events that are important to our history. 3. A five to 7 minute presentation by each speaker on their points of view of our past and growth. 4. Summation and thoughts of where we look to see our organization in the future. 5. Question and answer period to clarify or expound on any items we have covered.

ObjectivesWe look to present our perspectives on where our association has been and all we had to overcome the past 30 years to get to where we are now. We all feel it is important as the three of us age, that the first thirty years needs to be presented to the membership, especially the young folks just getting involved with the organization. The three of us have been involved since just

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about the beginning of the group, we bring thirty years of stories and history and memories of the men who made this group a reality.

ExperienceAll three of us are past presidents of the organization, all three of us have made presentations to the STMA at the national and local level as well as having represented STMA to other organizations.

ReferencesYou can contact anyone of the three of us about each other. We go back to all three of us knowing Harry Gill and Bill Daniel and Kent Kurtz. You can ask any of the old time members of STMA about us as well as STeve and Suz Trusty or Brett Kelsey who used to manage the association, others available if needed.

Tim VanLooIowa State University,Jacobson Athletic Building,,Ames,IA,50011vanlooti@iastae.edu

Mike AndresenIowa State University,Jacobson Athletic Building,,Ames,IA,50011mandrese@iastate.edu

Title: New Challenges, Take Risks, and Achieve GoalsFormat: Concurrent Session (1-1.25 hours)

DescriptionIn life there will be opportunities to take on new challenges, take risks, and achieve goals. Also, in life you will hopefully have opportunities to work with people that you respect and admire for their own individual skill sets. This talk will walk through how two CSFM’s came together with a common goal and how they are achieving it together. The talk will highlight goal setting, working constantly to improve your fields and facilities, risk and reward choices in your career, and mentoring. Our hope is to show how two people can work towards a common goal with different responsibilities and have great success.

DeliveryPowerPoint

OutlineAs sports managers we are often faced with career challenges and changes. In the winter of 2010 I was faced with an opportunity to take over as the Turf Manager for Iowa State University Athletic Dept. and work with Mike Andresen. The change has proven itself to be very rewarding. The following outline shows the process of making a career change and how working together with Mike Andresen has paid off for ISU Athletics.

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Review my Career in Sports Turf Explain Why I Wanted a Change in Career Career goal Family Goals Iowa State University Why the job interested me Mike Andresen, Great Turf Manager University Turf Program Working with Students What Reservations I Had Mike Andresen, Great Turf Manager University Turf Program Working with Students Relationships w/ Coaches How I view the Sports Turf Managers Role with Coaches Transition to Iowa State University Turf Manager Students Workers Mentoring- The opportunity to mentor young people in Athletic Field Management and The Game of Life Maintenance Program (Some Changes) Cultivation Poa annua control STMA and ISTMA participation (The Gentle Nudge of Mike) Articles Talks Both Mike and Tim Together: How Mike and I Have Made This Situation Benefit ISU Friendship Mutual Respect of Each Other Common Interests Communication Openness and Honesty Willingness to ask questions and give answers No egos Appreciation for each other’s complimentary/diverse backgrounds Past Experiences/Different Experiences (2 CSFM’s) Non Territorial 1 + 1= More than 2 Using both of our past experiences to better ISU Thought Process Mike – Big Picture Thinker (Experience) Great Administrative Fit Tim – Belief in Science (Proof in Numbers)

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Common Goal Best Fields/Facilities that ISU can have Academic Mission Students Working Laboratory

Objectives1. Setting goals and achieving those goals – and just maybe – changing goals in mid-stream. 2. Mentoring – where would any of us be without great mentors! Sometimes they fall in our lap and sometimes we seek them out to help us achieve set goals. 3. Communication is a day to day activity. Openness and honesty are very important. This presentation will instill that good communication happens well beyond the boundaries of shops or offices. Respect, acknowledgement and common goals lead to a relaxed and energized environment which promotes healthy communication. 4. Importance of challenging yourself, maintaining energy and working constantly to grow; whether it be through institutional knowledge or field practices. Discussion of risk and reward – a lot of times people are afraid to make a change or don’t know how to handle increased responsibilities. Many times we fear change or don’t embrace it. This presentation will show how two managers taking a leap of faith has provided benefit to their university, to them personally and professionally and to the image of the Sports Turf Management profession.

ExperienceTim: Presented at many local chapter events and 2012 STMA conference. MIke: Presented many times at local events and national events.

ReferencesTroy Smith Lynda Wightman

Joshua WaldmanCareer Enlightenment,13500 SW Pacific Highway,Suite 101,Tigard,OR,97223joshua@careerenlightenment.com

Title: Have You "Googled" Yourself Lately?Format: Concurrent Session (1-1.25 hours)

DescriptionAbout 80 percent of employers say they will look you up on Google, yet many job seekers have photos that make them look like axe murderers, or they don’t have enough “findable” information at all. If you don’t like the results when you Google your own name, then you have some reputation building to do. We look at how to assess your online reputation, how to build it up, and then how to maintain it over the course of your career. Everyone in business should know what

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DeliveryLecture

OutlineSocial media is an outlet that many think is only used for ONLY interaction with friends and for fun. However, with the changes and advanced features on LinkedIn, Twitter and Facebook, social media has become a most used and more effective way to improve and enhance your online reputation and brand. Joshua gives people 7 key takeaways that will help them immediately. This presentation should be of particular interest to those in middle management. Attendees will learn about using social media and what they can do to keep up with this rapidly changing area.

ObjectivesLearn how to assess and improve your current online profiles quickly and effectively Learn to look for red flags how to avoid these problems online Gain clarity about your personal brand and how that translates online

ExperienceMBA CSC Annual Conference Society of Women Engineers Annual Conference Engineering Employment Symposium

ReferencesMargaret Roberts <mroberts1@pacific.edu> Miguel<elizabeth.sanmiguel@ngc.com> Brent Dahl brent@brentdahl.com

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