By Gene Yasuda
Call it a cavalry of round-bellies and graybeards.
For years now, a stagnant game has been awaiting the arrival of club-wielding baby boomers. Experts promised the unprecedented generational wave, nearly 80 million strong, would take up golf as they entered their golden years and revitalize golf courses that often resemble abandoned lots.
By all accounts, these fiftysomethings are doing their golfing duty. They now are responsible for about half of all rounds played in the U.S., and as they grow older and bask in the luxury of free time, they’re teeing it up even more.
What’s perplexing is that participation still is sliding. Since 2005, the total number of golfers has declined steadily, from 30 million to 27.1 million in 2009, according to the National Golf Foundation. Rounds played is trending the wrong way, too – off nearly 3 percent during the same period.
So, why isn’t golf reveling in its senior moment?
Because it’s suffering losses in another demographic that may prove far more vital: golfers ages 25-44.
In 1990, there were approximately 12.4 million golfers in that age group; by 2005, their ranks had fallen to 9.2 million – an alarming 26 percent drop. According to industry consultant Stuart Lindsay, who attributed the data to the National Sporting Goods Association, the fall-off bluntly underscores that golf isn’t appealing enough to the sweet spot of the U.S. population. He says the participation rate for that age group is about 20 percent lower today.
“All the boomers are doing is masking what’s really leaking in golf,” he says.
The situation is hurting golf, but the real pain likely is yet to come, considering the link between aging golfers and their increased frequency of play.
“Twenty years from now, there’ll be far less demand,” warns Lindsay, principal of Edgehill Golf Advisors, which conducts market research for golf courses and industry groups. “It could be catastrophic.”
Golf finds itself in this predicament for one main reason: In a day and age when free moments – let alone hours – are scarcer than ever, the game has become a time-sucking affair. Simply put, golf hasn’t adapted to sweeping societal changes, including the predominance of dual-income households. The increase in the number of married women in the workplace has redefined child-rearing and the division of household labor.
“Helicopter parenting” – hopping from one child’s activity to another – saps potential time on the links. And when these harried folks finally do get a chance to play, they’re quickly discouraged from going out again, thanks to five-hour-plus rounds.
Indeed, slow play is an epidemic. Blame it, in part, on developers’ desire to build tougher tracks: 70 percent of courses built in the U.S. between 1990 and 2006 had a slope rating of 125 or more. By comparison, the average U.S. slope rating has been hovering around 119.
It also hasn’t helped that golf’s biggest promoter perpetuates plodding. “We’ve depended way too much on the PGA Tour to market our product for us,” Lindsay says. “And frankly, all they do is market slow play.”
Much of golf’s woes are self-inflicted, and for years, industry leaders, acknowledging their mistakes, have pledged improvements – to make the game faster, family friendly, more affordable. But lip service won’t suffice anymore. Many of the proposed fixes actually work; it’s just a matter of copying those who already have put them in play.
For example, the Cincinnati Recreation Commission’s seven municipal courses in 2006 began a simple program: One paying adult entitles an accompanying junior to play for free. That means a parent and child can play nine holes during off-peak hours for $13.50.
“We started it to boost juniors, but we quickly realized it was allowing families to play together,” says Rob Higby, director of golf for the commission’s facilities, which are managed by Billy Casper Golf. The program has grown at an average rate of 26 percent annually since its inception.
Others are rethinking how golfers can consume 18 holes.
At Ka’anapali Golf Resort in Hawaii, guests can play “Golf My Way,” which enables them to enjoy a round in “portions” that best suit them. For example, they might play six holes at a time over three days. Such unconventional approaches likely won’t appeal to traditionalists. But that’s the point.
“If you do what you always did, you won’t even get what you always got,” says Scott Anderson, president of Kohler Co.’s Hospitality & Real Estate Group, which includes Whistling Straits.
That maxim should be heeded. Otherwise, there’s a chance that no one will be left to rescue golf.
Showing posts with label future. Show all posts
Showing posts with label future. Show all posts
Thursday, November 4, 2010
Wednesday, September 22, 2010
10 Ways the 2020 Workplace Will Work For You
Great article about what we can expect in the workplace in 2020! Enjoy!! I'll be retired by then. :)
By Jeanne C Meister and Karie Willyerd, Co-Authors: The 2020 Workplace
The workplace of 2020 is an exciting one, filled with changes specifically designed to benefit the future employee. Workers of tomorrow can look forward to more employee development and advancement opportunities than at any time in the past 30 years. How you develop your work skills today could lead to a big pay-off in the 2020 workplace.
Ten factors that will impact the 2020 workplace:
1. Demographics.
What it is: By 2020, the American workplace population will be more diverse: 63 percent white, 30 percent Latino, and 50 percent female. Four or even five generations, from Boomers to Generation 2020, will be working at once.
How it helps you: Companies going global will need to incorporate the experiences and backgrounds of a diverse workforce. Teams will be built up of workers of different gender, race and generation -- and even workers of different nations.
2. Rise of business ethics
What it is: Companies that once only operated for profit will place new emphasis on the importance of their people, as well as the impact their existence has on the planet. The new bottom line will incorporate profit, people and planet.
How it helps you: An emphasis on doing good means companies will strive to be environmentally friendly. Plus, the ability for workers to give real-time feedback about their leaders ensures leaders will be held to their worker's standards.
3. Social technology
What it is: Vlogging, Twitter, intranet chat rooms, Skyping -- even today, there's a vast array of online communication tools, with more to come.
How it helps you: The use of social technology means real-time feedback loops as well as facilitating offsite work teams. Social technologies will also enhance informal and peer-to-peer learning.
4. Mobile workplace
What it is: Increasingly powerful mobile phones are replacing laptops as the main work device.
How it helps you: Advanced Internet capabilities on your cell mean accessing your "desk" anywhere, anytime. Welcome to the "third place": If the office is the first job site and the home office the second, the "third place" is anywhere your phone is.
5. Work/life flexibility
What it is: For younger generations, work is a significant part of their life, but they don't compartmentalize it like older generations tend to. It isn't about work-life "balance"; it's about work/life integration.
How it helps you: Flexibility tools like web commuting and "third place" working will help replace the 9-to-5 workday with a goal accomplishment one (meeting goals regardless of what time of day the work was done), which will help companies boost the job satisfaction of their employees.
6. Serious play
What it is: "Sims" (Simulated Games) is the new buzz word in training: Online Sims allow employees to learn new jobs through low-risk direct practice.
How it helps you: Training will start to look like the games we've come to love, and studies show that Sims are effective methods for accelerating competence across the employee spectrum.
7. Mentoring
What it is: One-on-one mentoring is still a powerful way to develop employees, but companies will also use reverse-, micro- and group-mentoring.
How it helps you: Increased emphasis on mentoring means that your professional development will get a super-charge via direct input from company leaders as well as from your peers. Best of all, your opinions and skills are given new value as you reverse-mentor others, meaning that you will be tasked with teaching those senior to you about your role.
8. Democratization of information
What it is: Digital record keeping makes company information accessible to all.
How it helps you: The end of hierarchies! More employees will be tapped to help shape policy, project management and solve problems, rather than just follow orders.
9. Personal branding
What it is: Social technologies track personal ratings, referrals and reputations.
How it helps you: A good reputation has the same value in the future as it does now: It makes you a highly desired employee who can set your own value in the marketplace.
10. Talent shortage
What it is: There's a big gap between all the Boomers retiring and the number of Generation X'ers available to fill their shoes.
How it helps you: The demand for 2020 leaders will result in more concentrated employee development and faster promotions for younger workers!
Although it's a ways off, you can start preparing for the 2020 workplace by:
1. Adopting a global mind-set.
2. Becoming familiar with social networks
3. Building your personal brand
The future is coming, and adapting now will position you for a fast-track career in 2020.
By Jeanne C Meister and Karie Willyerd, Co-Authors: The 2020 Workplace
The workplace of 2020 is an exciting one, filled with changes specifically designed to benefit the future employee. Workers of tomorrow can look forward to more employee development and advancement opportunities than at any time in the past 30 years. How you develop your work skills today could lead to a big pay-off in the 2020 workplace.
Ten factors that will impact the 2020 workplace:
1. Demographics.
What it is: By 2020, the American workplace population will be more diverse: 63 percent white, 30 percent Latino, and 50 percent female. Four or even five generations, from Boomers to Generation 2020, will be working at once.
How it helps you: Companies going global will need to incorporate the experiences and backgrounds of a diverse workforce. Teams will be built up of workers of different gender, race and generation -- and even workers of different nations.
2. Rise of business ethics
What it is: Companies that once only operated for profit will place new emphasis on the importance of their people, as well as the impact their existence has on the planet. The new bottom line will incorporate profit, people and planet.
How it helps you: An emphasis on doing good means companies will strive to be environmentally friendly. Plus, the ability for workers to give real-time feedback about their leaders ensures leaders will be held to their worker's standards.
3. Social technology
What it is: Vlogging, Twitter, intranet chat rooms, Skyping -- even today, there's a vast array of online communication tools, with more to come.
How it helps you: The use of social technology means real-time feedback loops as well as facilitating offsite work teams. Social technologies will also enhance informal and peer-to-peer learning.
4. Mobile workplace
What it is: Increasingly powerful mobile phones are replacing laptops as the main work device.
How it helps you: Advanced Internet capabilities on your cell mean accessing your "desk" anywhere, anytime. Welcome to the "third place": If the office is the first job site and the home office the second, the "third place" is anywhere your phone is.
5. Work/life flexibility
What it is: For younger generations, work is a significant part of their life, but they don't compartmentalize it like older generations tend to. It isn't about work-life "balance"; it's about work/life integration.
How it helps you: Flexibility tools like web commuting and "third place" working will help replace the 9-to-5 workday with a goal accomplishment one (meeting goals regardless of what time of day the work was done), which will help companies boost the job satisfaction of their employees.
6. Serious play
What it is: "Sims" (Simulated Games) is the new buzz word in training: Online Sims allow employees to learn new jobs through low-risk direct practice.
How it helps you: Training will start to look like the games we've come to love, and studies show that Sims are effective methods for accelerating competence across the employee spectrum.
7. Mentoring
What it is: One-on-one mentoring is still a powerful way to develop employees, but companies will also use reverse-, micro- and group-mentoring.
How it helps you: Increased emphasis on mentoring means that your professional development will get a super-charge via direct input from company leaders as well as from your peers. Best of all, your opinions and skills are given new value as you reverse-mentor others, meaning that you will be tasked with teaching those senior to you about your role.
8. Democratization of information
What it is: Digital record keeping makes company information accessible to all.
How it helps you: The end of hierarchies! More employees will be tapped to help shape policy, project management and solve problems, rather than just follow orders.
9. Personal branding
What it is: Social technologies track personal ratings, referrals and reputations.
How it helps you: A good reputation has the same value in the future as it does now: It makes you a highly desired employee who can set your own value in the marketplace.
10. Talent shortage
What it is: There's a big gap between all the Boomers retiring and the number of Generation X'ers available to fill their shoes.
How it helps you: The demand for 2020 leaders will result in more concentrated employee development and faster promotions for younger workers!
Although it's a ways off, you can start preparing for the 2020 workplace by:
1. Adopting a global mind-set.
2. Becoming familiar with social networks
3. Building your personal brand
The future is coming, and adapting now will position you for a fast-track career in 2020.
Subscribe to:
Comments (Atom)