Nursery to replenish Waco's 'urban forest' with park trees

By J.B. SMITH jbsmith@wacotrib.com

Trees in Waco’s parks and public spaces have taken a beating in recent years from wind, drought and disease, but a project is afoot to replenish the “urban forest.”

The city of Waco is preparing to plant 700 saplings at a new city tree nursery near Waco Regional Airport, with plans to begin transplanting them in about five years.

Ultimately, the city nursery could have as many as 7,000 young trees and produce about 500 trees a year, city park Superintendent Burck Tollett said.

“We’re going to save about 50 percent on our tree costs, and we’re going to grow some trees you can’t easily get commercially,” Tollett said.

The nursery is an expansion of an experimental “urban forestry” program the city started a decade ago on vacant lots it acquired through tax sales near Orchard Lane in East Waco.

The lots lacked sewer, so the city couldn’t sell them. But the city had to mow them anyway, so crews planted and maintained trees such as bald cypress and bur oak.

In recent months, the city had a company dig up 62 trees and plant them at areas that had lost trees, such as Cameron Park, Buena Vista Park and the Herring Avenue median near North Fourth Street. Others were planted along the river at Brazos Park East.

The city is preparing to dig up another 96 trees from the site and plant them at parks such as Jaycees Park and Pioneer Park.

Tollett estimated that the total cost to the city of each 10-year-old tree planted will be $100. The city is preparing to replant trees on the vacant lots for future transplants.

The city plans to grow a variety of oaks, redbuds and pecans as well as hard-to-find trees such as pawpaw, gingko, Chinquapin oak and hickory.

About 700 pots of trees are waiting at a city greenhouse to be planted next month at the old Central Texas Zoo tract near the airport. The site has access to irrigation water.

Tollett said the trees will be planted in “grow bags” that can be easily pulled up after a few years without major damage to the root ball.

Tollett said many Waco parks need more shade trees, while others, such as Cameron Park, are in danger of losing some old trees.

For example, many of the pecan trees in Pecan Bottoms were planted a century ago as a memorial to fallen World War I soldiers, he said.

Ashley Millerd, program director at Keep Waco Beautiful, said the city’s nursery will help save money and make Waco a greener place to live.

“I love that they’re about to use some of the land near the airport,” she said. “It will beautify that area. It’s amazing what they’re doing. If we could do that and create a system for growing trees, we won’t have to spend so much buying trees.”

Sports Fields - Rebranding the Sports Field Manager

By James Michael Goatley Jr., Ph.D.

PHOTO COURTESY OF SPORTS TURF MANAGERS ASSOCIATION (STMA)

Sometimes it takes some rebranding in order to gain a little more respect for a profession. I understand that one of the more successful businessmen to come out of my little high school in central Kentucky made his fortune after seeing the need for a "port-a-john" business in his area. Several years (and millions of dollars later), this entrepreneurial genius is now referred to as a "sanitation engineer." For what he is now worth, that is a very deserving title. In a similar fashion, for those who have the good fortune of collaborating with a sports field manager, I would like to propose that you now refer to them in a new way: sports field artisan.

Ar-ti-san (ärtǝzǝn): a worker in a skilled trade, especially one that involves making things by hand.

I marvel at the work of artisans in crafting beer, bread, jewelry and the arts (especially the paintings on old power saw blades). I'm regularly amazed by the artisanship of the sports field manager, particularly those managing natural grass fields.

While in Dallas, I was astonished at the architectural wonder of AT&T Stadium. However, I was even more awestruck when I walked down the street and got my first glimpse of the natural grass field of Globe Life Park. The field looked so good it could have been artificial, but then a mower appeared to cut the outfield to confirm what I already knew.

PHOTO COURTESY OF SPORTS TURF MANAGERS ASSOCIATION (STMA)

While at a regional sports turf association meeting several months ago, a speaker showed a slide of an award-winning, beautifully patterned high school baseball field. She said, "As you can see by this picture, this field manager is quite the artisan." She quickly corrected herself to say she had meant to call them an artist. It struck me that artisan was an appropriate term for describing that sports field manager and a better word than artist.

Artisans display passion for their craft, providing a product that uniquely satisfies in its own way and stands out from the assembly-line competition. This describes a sports field manager. Provide that dedicated person the resources to do their job and they will deliver a playing surface for any level of athlete (youth, teen or adult) that is equal in playability and safety to the fields hosting the Super Bowl, World Cup or World Series.

Most people outside the sports turf industry will think the key word to delivering success in sports field management in my last sentence is "resources" (or money), but in my mind it is the word "dedicated." Adequate resources (labor, equipment, etc.) are necessary to meet the goals and expectations of a facility, but one can surrender all the money in the world to the management of a field (either natural or synthetic), and if the field is not managed by someone who knows their profession and has a passion for the product they deliver, much of that money is wasted.

Artisan products typically take longer to develop, and there likely is a loss in work efficiency for the sake of delivering a high-quality end product. It might cost more than the assembly-line product, but the artisan creation is special, something that probably takes a little extra handling and care if it is meant to be kept. It is savored by the end user. That's the way it is (or should be) with a natural grass playing field.

PHOTO COURTESY OF SPORTS TURF MANAGERS ASSOCIATION (STMA)

There is more daily maintenance cost in the management of a natural grass field, but think about the biological wonder of what is happening. The playing surface is comprised of millions of living plants being regularly decapitated at ridiculous mowing heights, and it is expected to indiscriminately withstand repeated cutting and running from traffic of athletes of all shapes, sizes and skills. Those living plants are cooling the environment, stabilizing the soil, filtering the water, capturing carbon dioxide and releasing oxygen. When properly maintained, they are also beautiful to look at and safe to play on, too.

Natural grass fields certainly require inputs, but all living systems do, too. The real key to success is how those inputs are administered, and this is where the manager, or artisan, comes into play. Have you ever considered that those truly amazing performances by athletes on natural grass fields would not have been possible without the dedicated effort of that sports field manager and staff? These individuals take great pride in knowing they are experts in field management but also close partners to those who play the game.

Sports field managers aren't in this profession for the money (although most do deserve to be paid more), but I contend that their passion and commitment to the craft is every bit as strong as that of the athletes playing on the fields.

ABOUT THE AUTHOR

James Michael Goatley, Jr., Ph.D. is a professor in the Department of Crop & Soil Environmental Sciences at Virginia Tech in Blacksburg, Va. He is the past president of the Sports Turf Managers Association. For more information, visit www.stma.org.

Turf Health: Benefits of Real Grass - And a Sports Field Manager

Given the opportunity, a trained turf manager can produce the best playing surface in the world with natural grassBy Pamela Sherratt

Click image to enlarge.

Natural turfgrass provides oxygen, cools the environment and sequesters carbon. At a time when climate change and air pollution are front and center, these attributes alone make turfgrass an important part of the environment.

Turfgrass offers many environmental benefits that have been identified and studied over the last 50 years (Table 1). But those benefits aren't promoted as much as they should be, and in many cases turf gets blamed for such things as being irrigated during a drought.

Turfgrass, of course, has had a profound impact on sports. Per the U.S. census, there are 267 million people age 7 and older in the U.S. Of those, around 80 million (30 percent of the population) play sports outside.

Within the top five sports, it's estimated that golf courses have the most activity at 25.6 million, and baseball and soccer have around 15 million regular participants (Table 2). The importance of encouraging people to play sports and offering them places to play those sports can't be downplayed, particularly when the Center for Disease Control estimates that 17 percent of American children and adolescents are obese.

Natural grass has been the standard benchmark for a good-quality, safe playing surface.

When evaluating the quality of a playing surface, the surface hardness (impact absorption), traction and ball response is determined by using industry standard equipment that is recognized by organizations such as the Fédération Internationale de Football Association (FIFA), ASTM International and the Sports Turf Research Institute (STRI). Those parameters were originally determined by measuring high-quality natural grass fields and coming up with preferred and acceptable ranges based on player surveys and epidemiological data.

One unique benefit to a natural grass playing surface is its ability to divot, or give, under foot traction. During sports with intense athlete-to-surface interaction, like sliding tackles during soccer, cutting maneuvers in football, or scrimmages in rugby, it's important that the foot does not become stuck in the surface, potentially causing lower limb injuries like ruptured ACLs. However, recently published research from Penn State's Center for Sports Surface Research has suggested that shoe type has the most significant bearing on traction values.

Click image to enlarge.

Table 1: Environmental Benefits of Turfgrass

A common question pertaining to grass sports fields is: How many games can a field host? There's no one easy answer, since each field is unique in its construction type, location and, most importantly, level of care.

That said, we can assume that a native soil field should be able to host 25 to 100 sporting events a year if it gets a certain level of management and there are few rainouts. Soil fields that are topdressed with sand or sand-slit and receive a higher level of care are at the top of that range. Soil fields receiving very little or no care are at the bottom of that range. Sand-based fields can handle more events.

The cost to build a high-quality sand-based field and maintain it properly over a 10-year period is about the same as the cost to build and maintain a synthetic turf field. Both systems require a large outlay of up to $1 million for construction. The decision to build a new field or to renovate and maintain an existing field should be made after careful consideration of the following questions:

1. Is there a qualified sports turf manager on site?

A sports field manager should be the No. 1 budget priority for any sports facility. A sports field manager will keep fields safe and playable, whether they are natural grass or synthetic turf. In many cases, high schools choose to install a synthetic field because they don't have a sports field professional to take care of natural grass, and they see synthetic as the easier, "maintenance-free" option. It makes more sense in the long term to hire a professional to take care of all fields and grounds.

2. How many events per year will the field host?

If the answer to that question is less than 100 events per year, it might not make financial sense to build a new sand-based or synthetic field. Amending the existing native soil field with sand slits or an amended root zone makes more financial sense. If, however, the field is used excessively and there are issues with canceled games due to inclement weather or overbooking, then synthetic turf may be the answer.

3. How many fields are there?

Can games be scheduled on different fields allowing some fields to be renovated? Is the site landlocked with very few fields servicing a lot of people? Again, intense use with few fields to accommodate the community would be a scenario for synthetic turf. However, if there is space for other fields or practice areas, then a sports field manager could help get those fields developed and usable.

Click image to enlarge.

Table 2: Participation in Selected Sports Activities (millions) 
Source: U.S. Census

Your vital role

At the professional and collegiate levels, sports field management is viewed as a professional industry with resources available for equipment, materials, manpower and staff development. However, at the school and parks and recreation levels that's often not the case.

In the 13 years that I've been visiting high school sports fields in Ohio it has been rare to be introduced to a dedicated turf manager, and oftentimes it's a custodian or coach that has no background or education in turfgrass management. In some cases the fields are simply mowed by the city once a week.

Sports field managers need to tout themselves as trained sports field professionals as much as possible. The sports fields that are built are only as good as the person that takes care of them.

It's sad to see a high school put so much money into a new grass field only to have it destroyed after a few games because no one knows how to take care of it. Given the opportunity, a professional sports field manager can produce the best playing surface in the world with natural grass.

Pamela Sherratt is a sports turf specialist at Ohio State University and served on the Sports Turf Managers Association's board of directors from 2010-2011.

11 steps to get the most out of internships

By Zach Severns

Internship programs have become a very important part of the turf industry and they can be beneficial for both students and employers. Internships should be designed for both parties to get the most out of each other during the internship, and after. As head groundskeepers we are responsible for providing a strong educational and fun experience. Doing this will only strengthen the industry. Interns are responsible to give their all and really invest into an internship program, because it could take them to great places later. In order for a great internship to take place, a number of things have to happen. If certain steps are not taken, an internship can fail and both parties will speak ill of one another and bridges will be burned. Some of these steps may sound like common sense, but they are common mistakes in failing internships.

Step 1: how to find a quality internship

The best way to find an internship for the first time would be to register with STMA or teamworkonline.com. These websites and organizations can provide students with job fliers that give descriptions on what constitutes a particular internship. As for head groundskeepers (especially at minor league parks and smaller facilities) make a vibrant and attractive flier that will attract motivated students. After the first internship, a student’s network will grow and it will be much easier to find internships and jobs through word of mouth.

Step 2: resume and cover letter

The number one rule when putting together a resume is be professional; while making a resume and cover letter act as if you are the one doing the hiring. Be your own worst critique. If something jumps off the page at a critical person then you have nothing to worry about. Part of being professional is to check with references before using them on a resume. Show them the courtesy of how much they are respected by asking for their blessing. The goal of the resume and cover letter process is to sell yourself and get noticed, so be confident but not cocky! Take the time and use quality paper, and if at all possible mail instead of email a resume and cover letter (unless specified). Mailing shows that the time was taken to do it right.

Step 3: Interviewing

The interview process can be the most stressful part of the entire process for a student, but it is important to relax and just be yourself, because that is who you will be during the whole internship. Most interviews are done over the phone or in person at the STMA conference. Sound confident, be confident!

During an interview don’t stress and give a bad answer; if you don’t know something, you simply don’t know. If you get caught not knowing an answer, convey to the interviewer that you are eager to be exposed to situations that will allow you to broaden your horizons and obtain a better understanding. There is nothing worse than to give a hasty answer, if you have to take a few seconds to gather your thoughts and then answer. Internships were invented so that newcomers to the industry can learn something they didn’t know.

Step 4: Having more than one job offer

This is a good problem to have; the question is how to choose which one? Timing will probably be an issue because organizations also have to fill their positions in a timely manner. It is important not to panic and make a rash decision. Weigh the options of places that have offered a position, use your personal preference of what you need (not what you want) to learn and what you can improve. There are different preferences that will come into play such as being close to home, wanting to move and experience life, or willing to do anything to rise in the industry (this will most likely involve moving around).

If an organization is taking a long time to respond, it is ok to give them a call or an email to check the situation. Remember that the squeaky wheel gets the grease, but don’t screech! Now, after committing to a job, it is wise not to back out after committing unless something catastrophic happens. When telling an employer that you didn’t choose them, be respectful and simply tell them that the opportunity was appreciated and the place that was chosen was a better fit for what you want and need for a career. Be respectful and don’t burn a bridge. Look at it as a way to get your name out in the industry. Every time you meet someone new in the industry it is a way to increase your network of contacts, because they might be helpful down the road. People in this industry are not just fellow turf managers; they potentially could become some of your closest friends.

Step 5: What to look for in an internship

When first starting out in the industry, a good fit would be to go to a place that has long hours and a small crew. It sounds tough, but that’s exactly what it makes you and will be beneficial in the long run. This will help decide if this career is really for you, and will provide the opportunity to master the basics of the job.

The best place to take advantage of such internships is in Minor League Baseball. Once an internship or two have been completed, now is the time to learn the technical knowledge of the industry. Theses specifics consist of climate, growing conditions, different sports, different working environments (state systems vs. private organizations), and different skills that need to be improved. It is good to experience them all if possible so one knows exactly what they want for a career. Other specifics come into play when choosing an internship, especially a good living situation. It is important to be happy at home so it does not affect the quality of work and attitude at work; no one likes negativity. Make sure to be financially stable; most interns are poor college students and employers will take that into consideration. Look for an internship that will invest into a student’s future, and will teach as much as possible and help further your career.

Step 6: Employer standards

Employers are looking for individuals with motivation, not necessarily experience. If a student is excited about their job, that excitement will go much further than experience. They will be teachable, willing to learn and willing to work hard to succeed. Employers need interns just as much as interns need employers. Interns need to go to a place where there employer is excited and passionate about their field and passing on knowledge. Don’t work for someone who will not invest into your passion to succeed. In the grand scheme of things employers want students to follow in their footsteps, or else everything we do in sports turf management is pointless. YOU ARE THE FUTURE! We are just as excited to see the industry grow as you are to grow in it.

Step 7: When the work starts

There are two types of workers: people that want to work and people that have to work. It all starts with attitude, if the glass is half full then the best can be made of any situation. If an intern is stuck in a situation that hasn’t worked out like it should, make a decision to work hard and get the most out of the situation. Come in to work every day with a positive attitude and an outlook that something productive is going to happen that day. Remember that internships are only for a few months, so make the most of it. No matter how bad the situation, don’t leave without a good recommendation. Good references are up to the intern. Don’t cheat yourself and let others decide the outcome; control your own fate by working your hardest. Be personable, at some point a path will be crossed of two workers that don’t work well together. Avoid complaining and listening to it. If each person is doing their job to best of their ability, then they shouldn’t have time to worry about the other person. Try to make friends with everyone on the crew, it will make work that much more fun.

Step 8: Don’t be afraid to be a leader

Everyone is different so try and motivate others by learning their personalities. This will help in the future when you are a supervisor. If the crew is ever divided don’t take sides, but remain neutral and do your job. Be the first person to work and the last one to leave (if possible), people will notice. Try and read the head groundskeeper’s mind; if he gives the crew off the day after a home stand but he is coming in, step up and ask him if he needs help. If there is a passion for the job, then this should be easy. Be proactive not reactive, know there is always one more thing that can be done to make the whole operation run smoother.

Step 9: When times get tough

Negative things are torn apart easily and good things take time. Keep working hard and know that this is being done to build a career. If you need to vent (everyone does) call home or a friend. Learning is happening even when it doesn’t seem to be, so stick with it because you never know where it will take you.

Step 10: What employers are expecting

The turf industry is like none other, as employers we are expecting interns to come in and be meaningful, not to just make coffee runs. The first nine steps will set up what an employer is looking for and #10 is to set up an intern for success. We are looking for individuals who are on time and ready to work, willing to perfect a task and improve as turf managers, take ownership in the field, and try thinking a few steps ahead. Look at the job in an aspect of “it’s on me” if the job does not get done. If something out of the ordinary is going on, get involved and learn as much as possible. If you were the head groundskeeper going home for the night, your job is not done. Be proactive as an intern and keep an eye on the radar and shoot him a text if something is out there, and see if you can do something for him to take some of stress off of him. During the day run scenarios through your head of what steps you and the crew should take if certain circumstances take place throughout the day and week. This is not just to help the head groundskeeper but shows that as an intern you are thinking ahead and ready to take on your own field early on in your career.

Step 11: What to take away

Acknowledge the fact that you have been through multiple internships, there’s more ways than one to do a job. Find what works most effectively for the situation. If an internship was bad don’t burn a bridge by talking bad about it, just know in your mind that it was something not to do.

If an internship ends at an outstanding place (which they should), then take what was learned and put it to use at the next one. Know that when you get your own field you can do things your way, until then do it the supervisor’s way. Take weekly notes of what has been done, so you can refer back when it’s your turn to be in charge. Records go a long way and will be helpful in the future.

Have an exit meeting with your supervisor to tell them what you have learned and thank them for the opportunity. Keep in touch with them and the rest of the crew. Someday they will be needed for work or a place to stay when traveling to a new job, or a job reference. You form a bond with people with whom you often spend 15-hour days!

Zach Severns is head groundskeeper of the Augusta Greenjackets. He interned (in order) for the Fresno Grizzlies, Milwaukee Brewers, Washington Nationals, LSU, and Louisville Bats. He also was foreman for Palouse Ridge Golf Club during college while also taking care of the pitching mounds for Washington State University baseball.

Is Certified Sports Field Manager for You?

Having recognized the importance of fostering and improving professionalism within the sports turf industry, STMA has developed a certification program for sports turf managers.

Attaining the Certified Sports Field Manager status means you will be looked upon as a leader in the industry. It will give you a sense of pride and accomplishment and it can even improve your current or future employment prospects.

Becoming a CSFM is meant to challenge your knowledge of managing sports fields and to draw upon all aspects of your background in education and experience to prove that you are one of the best in the industry. Meeting the challenge can contribute to your professional advancement in sports field management. Contact STMA Headquarters for a CSFM Application Form.

Benefits For You

• A valuable learning experience
• Recognition of achievement
• Increased earnings potential
• Commitment to excellence

Benefits For Your Employer

• Increased professionalism
• Commitment to excellence
• Acknowledged accountability
• Dedication to cost effective facility management
• Commitment to field safety

CSFM Qualifications

The STMA firmly believes that a combination of education and experience are necessary to be the best possible athletic field manager. However, it also recognizes that in a profession as diverse as the sports turf industry, experience should play a major role. In order to successfully gain certification, you must meet certain education and/or experience requirements. These requirements were set to establish minimum criterion for becoming certified. You will notice, however, that there is a strong leaning toward experience as a sports field manager. For example, it is possible to be certified without having any formal education beyond high school if you have enough years of experience. You cannot, however, become certified by virtue of education alone.

CSFM Requirements

A total of 40 combined education and experience points are required to take the certification examination.

Congratulations to the following individuals in Texas who have achieved and maintained the CSFM Certification

Brian Carey, CSFM SSC Services for Education College Station, TX

Richard Clarke, CSFM Grand Prairie ISD Denton, TX

Robin Edwards, CSFM City of Farmers Branch Farmers Branch, TX

Nick McKenna, CSFM Texas A&M University Bryan, TX

Allen Reed, CSFM FC Dallas Frisco, TX

Rusty Walker, CSFM City of Grapevine Grapevine, TX

Brant Williams, CSFM Dallas Baptist University Dallas, TX

*This list was taken directly from the STMA website on 1/1/15.

We apologize if anyone was left off the list or added incorrectly. 

Make the Most out of Chapter Meetings

Seems like an easy deal: Sign up, show up, hang out, and head home. But if that is your game plan for attending your local STMA-affiliated chapter event, you are really missing out on great opportunities to broaden your horizons. Think about it - a full day to interact with your peers in a relaxed atmosphere that typically includes a great educational program, a nice meal, network with affiliate partners and an opportunity to tour one of the outstanding facilities managed by one of your peers. You can probably increase your value to your employer more in a single day than you can in months by making the most of this opportunity.

Following is a list of what to do, and what not to do, to maximize your chapter meeting experience. The most common reasons chapter members say they don’t attend meetings are cost, travel distance and time away from the job. This article addresses some of these concerns and offers tips to reduce these hurdles, whether you are a field manager, assistant, affiliate member or any other member who wants to attend meetings and make the most of your time, effort and money.

Do: Register early. Your board of directors and chapter executive work very hard to make sure all the details for each meeting are organized and first-class. Knowing how many people are going to attend is always a mystery and makes arranging menus, room setup and tours a challenge. When you see a meeting announcement that you know you want to attend, sign up early. Don’t put that meeting announcement in a pile on your desk or in a folder in your email. If something comes up and you have to cancel your registration, it is no big deal. Just let chapter leaders know as soon as you can.

Don’t: Wait until the last minute to cancel your registration.  If something comes up and you have to cancel your registration, let chapter leaders know as soon as you can. A last-minute cancellation can really throw a wrench into best-laid plans. It’s the nature of the industry to have last minute things come up, so sometimes it impossible to avoid; but please be courteous to your chapter leaders who are working hard to make the events run smoothly.

Dos and Don’ts of Chapter Meeting Attendance

• Do: Register early
• Don’t: Wait until the last minute to cancel your registration
• Do: Support your organization
• Do: Bring a guest to a meeting
• Do: Invite a fellow member to a meeting
• Do: Prepare to be gone for the day
• Do: Arrive early
• Don’t: Skip the education and lunch
• Do: Meet new people
• Do: Share with your peers
• Don’t: Only talk about business
• Do: Welcome affiliate members who participate
• Don’t: Hesitate to pat the event host on the back
• Do: Follow up
• Do: Let your supervisor know about the event

Do: Support your organization. Part of your association's commitment to providing great education and member services depends on good meeting attendance. At most venues, the financial liability and risk for securing a meeting site can be significant. Your attendance at events really motivates affiliates to sponsor and support your association. This support allows members to attend field day events for free!  The better the attendance, the more easily your association can provide exceptional member services and programs. Many members find a way for at least one person from their operation to attend each event in their area. Chapters benefit greatly when members and companies adopt that goal.

Do: Bring a guest to a meeting. Most chapter meetings have room for members to bring guests. That is an excellent opportunity to demonstrate the professional nature of your group and to show a general manager, employer or supervisor how important it is to attend meetings. Meetings may also be an incentive or reward for assistants or crew members for a job well done. This can be a great way to do some team building in a productive way. Don’t forget non-members - inviting them as guests will show them the benefits of belonging to the association and helping your chapter grow. TXSTMA guests are required to pay a $30 fee for each meeting which also includes their membership. Affiliate members pay $75 for their first member and $35 for any others. This fee covers costs for any other Field Day event during the year.

Do: Invite a fellow member to a meeting.  Pick up the phone, send a text or email and invite a fellow member to a meeting.  Think what it would mean to a new member to be personally invited to be a part of the group. And it doesn't have to be a newcomer - some members just get out of the habit of attending meetings, and an invitation to attend may be just the nudge needed to get them back in the swing of things. Most members work within a few miles of several other facilities, while some meetings may be more than 100 miles round trip depending on your location. Sharing a ride is a great way to reduce expenses and spend extra time with your local peers. For vendors, inviting customers (or potential customers) to meetings shows your appreciation for their business and helps build relationships. Inviting a member and offering to cover his or her expenses is as good, or better, an investment of your company’s money than taking someone to lunch or the ballgame. And it’s a much more productive and industry-related method.

Do: Prepare to be gone for the day. Anyone can come up with a hundred reasons why they can't be away from the job for even a day. But the truth is that most operations can survive just fine even with the manager gone, provided everyone is prepared. Make sure the right people at your operation know where you are going and exactly what is expected to be accomplished while you are gone. Plan for these days well in advance and things will go smoothly. You will only be a phone call away, and most issues can wait until you return the next day.

Do: Arrive early. Some of the best opportunities to meet people and network come before the actual agenda starts, when the crowd is smaller and people are relaxed. Usually, meetings are packed with activity, and it helps when everyone arrives a little early to get registered and so that the event can start on time. Make sure you have clear directions, especially in an unfamiliar area. And if you haven't noticed, traffic is more unpredictable than Mother Nature, so plan ahead.

Don’t: Skip the education and lunch. Most chapters offer members the option to participate in only the education and meeting portion. It is a great option if it is not possible to be away all day or other commitments prevent you from being gone all day. However, if you skip the education and only make the tours, you are definitely missing the best opportunity to gain important knowledge from the program.  If the education doesn't pertain to your current situation, it is very likely that it may someday.

Do: Meet new people. Just look around and you are sure to find someone new to introduce yourself to at a meeting. Most people gravitate to those they already know, but everyone benefits from meeting new members in this setting. Set a goal for each meeting to shake three to five new hands. It is always amusing to hear longtime members say they don't recognize all the new people. Well, there is an easy remedy for that.

Do: Share with your peers. Please come to the meetings ready to share your troubles, your successes and even your failures. Chapter members have always been supportive of each other, are always ready to share information and extend a helping hand. Nine times out of 10 you will find someone who has faced the same issues and is willing to share their experience. Participate in meetings by asking questions or providing insight. Chapters have a massive amount of information that is very useful if everyone is willing to participate by contributing.

Don’t: Only talk about business. Believe it or not, there is more to life than the weather, and employees who are driving you crazy. Get to know some of your fellow members on a different level by talking about their families, hobbies, sports or anything other than growing grass. You'll find out that they are a pretty interesting bunch, and it helps to find common ground with your peers.

Do: Welcome affiliate members who participate. Affiliate members make up a significant portion of your chapters’ total membership and contribute very generously with their membership, participation at meetings and sponsorships. Affiliates are a very valuable component to the success of chapters and deserve the right to participate. Just like you, they have a job to do, and building relationships with their customers is a very important part of their job. So don't be offended if an affiliate member introduces themselves and leaves you with a business card. Associations recognize the value of all of their members, and all members should share in that spirit.

Don’t: Hesitate to pat the event host on the back. Hosting a meeting is a very stressful endeavor, and field managers should be praised for inviting their peers to inspect their work with a fine tooth comb. A thoughtful comment or compliment to the host can go a long way to relieve that stress. Not everyone works with the same budget or under the same circumstances, so it helps to let the host know that you recognize the job they are doing with the resources they manage.

Do: Follow up. With email and text messaging, it couldn't take a whole minute to write a quick thank you to the host or someone new you met. If you have more time, pick up the phone or leave a message. Those kinds of efforts are really appreciated by the recipient and will help you build that all-important network that will benefit you and your career in the future.

Do: Let your supervisor know about the event. Make a habit of letting your supervisor know what type of education was presented, what you learned from touring the facility, who you met, etc. He or she is probably the person writing the checks to pay for your membership, so you want to make sure they know the facility is getting its money's worth and your attendance at future meetings is a value. It can be as simple as a quick conversation over a cup of coffee or a written report depending on your situation.  Keeping your supervisor informed will help justify the costs associated with meeting attendance.

Do: Provide feedback to your chapter. Your chapter leaders are always working to make your meetings enjoyable and productive. In order to accomplish this, feedback from the membership is necessary and important. Take the time to let them know what you enjoyed or appreciated, and also let them know if you have any suggestions or constructive criticism about how the meetings can be made better.

Do: Consider hosting a Field Day event at your venue. As mentioned, hosting an event can be a stressful endeavor. However, there is no better way to step up and support your association than by hosting a Field Day. It’s a guarantee that your fellow members will learn something from your operation and appreciate your hospitality. It also sends a clear message to your staff and your employers that you are proud of your facility. Your chapter leaders will really appreciate your effort.

Hopefully, these suggestions will give you a few things to think about when it comes to chapter meeting attendance. So, make plans today to attend an upcoming event and make the most of your experience.