Culture isn’t something you put on a wall. It’s something you observe. You feel it walking into a team meeting, grabbing coffee in the breakroom, or watching how a manager responds when something goes wrong. In this business — leadership in the golf and club world — culture is the game before the game.
We talk a lot about performance, processes, and playbooks. But culture? That’s the undercurrent that either lifts the boat or sinks it slowly. Here’s what I tell leaders to look for if they want to understand what kind of culture they really have — not just the one they claim.
1. Open, Supportive Leadership (Not Just Titles on Doors)
Start by watching how leaders show up. Not in boardrooms, but in breakrooms. Are they coaching, encouraging, asking questions — or just talking at people?
True leadership is visible in the tone of daily interactions. The best leaders I know don’t hoard knowledge. They give it away, like a coach passing the ball. They encourage questions. They check in on how someone’s doing at home, not just at work. They make it safe to speak up — and even safer to fail forward.
If you want to know the health of a culture, look at whether people feel safe to say “I need help” or “I’ve got an idea.” That tells you more than any poster on a wall.
2. Informal Moments Matter Most
Pay attention to what happens before the meeting starts or after the shift ends. Are people laughing, catching up, making plans? Those casual connections aren’t fluff — they’re the glue.
When a team is genuinely connected, it shows in the off-script moments. If employees avoid each other the second they clock out, that’s a red flag. If they’re grabbing lunch, inviting each other to family events, or hanging out after work? That’s culture doing its best work — building trust.
3. Hands-On Engagement Beats Hovering from Afar
I always say: if you don’t know the name of your newest team member or haven’t walked the maintenance shop this month, you’re leading from a distance — and that doesn’t cut it anymore.
Leaders need to be there. Meet the interns. Know your assistants. Greet the early crew on a frost delay. Culture is built in those moments of presence — when a new hire sees leadership cares enough to know their name and ask how training’s going.
4. Growth is the Best Retention Plan
Let’s talk development. If your team can’t answer the question “what’s next for me?” — they’ll answer it by leaving.
Teams stay where they grow. Structured career paths, conference attendance, mentorship programs — they’re not perks, they’re necessities. A good leader helps people connect the dots between their current role and their long-term future.
5. Feedback That Actually Gets Used
Here’s the deal: collecting feedback is easy. Listening to it and changing because of it is leadership.
Exit interviews, satisfaction surveys, one-on-ones — they should tell a story. If you’re seeing themes like “I didn’t feel appreciated” or “I didn’t see a future here,” pay attention. Culture isn’t about paychecks — it’s about being seen, heard, and valued.
Recognition programs tied to core values? That’s a double win. You reinforce what matters and you energize the people who live it out.
6. Turnover Tells the Truth
Turnover isn’t just a stat — it’s a signal.
When great people leave, ask why. Is it poor management? No development? Misalignment with values? High attrition often points to deeper cultural fractures.
But the flip side is powerful: when you invest in people, you retain people. I’ve seen it time and again — mentorship, clear communication, and appreciation turn what could’ve been turnover into tenures.
7. Behavioral Cues Are Everything
This is the real test. Are people comfortable doing their jobs? Do they speak up in meetings? Do they admit mistakes without fear?
If the vibe is tense or dismissive — if staff are walking on eggshells — then the culture’s already broken. Great cultures give people room to breathe, think, try, fail, and grow.
And the smartest teams I’ve seen? They share. Knowledge isn’t hoarded, it’s passed along. That’s a sign of a high-trust, high-functioning team.
8. Watch How People Talk (And Who Gets to Speak)
Communication isn’t just about frequency — it’s about tone, intent, and inclusivity.
Healthy cultures talk with people, not at them. Leaders who tell their story clearly, explain decisions, and welcome tough questions build trust.
And communication should go both ways. From the boardroom to the bunker, everyone deserves a voice. If your assistant feels just as heard as your director, you’re doing something right.
The best cultures don’t need explaining — you can feel them. They’re the ones where people enjoy coming to work, support each other, grow together, and stay longer than they planned.
If you’re in a leadership seat observe more. Listen more. Show up more.
Because culture isn’t what you say. It’s what they see you do.
If you’re in need of further insight and best practices to develop your team’s culture, set up a FREE Talent Strategy Call with our team.
About The Author
Tyler Bloom is the founder of Bloom Golf Partners. A former golf course superintendent and turf professional, Tyler’s love of all things golf began at the age of six when he stepped onto the course for the first time.
Tyler has an Executive Certificate in Talent Acquisition from Cornell University and a degree in Turfgrass Science from Penn State University. With 20 years of experience in the golf and turfgrass industry, Tyler has worked directly with reputable club leaders at some of the most prestigious clubs to place over 300 professionals in executive and management level positions throughout the United States.
Are you ready to build a top-performing team that drives results? Our proven framework, methodologies, and implementation is based on our personal track record of developing world-class teams. In addition to talent acquisition, we provide leadership development and ongoing consultative services for the golf course and club industry. Our team has personally coached and mentored dozens of future golf course superintendents across the United States.