- Sayreville AD Suspended Amid Hazing Investigation
by Emily Attwood December 2014
The Board of Education voted on Tuesday night to suspend the Sayreville High School athletic director amid an investigation into the hazing scandal involving its football program. The football team's season came to an abrupt and early end in October following allegations of harassment, bullying and sexual assault.
The board voted 8-0 to suspend athletic director John Kohutanycz with pay, effective December 17. The school's football coach, George Najjar, has been suspended since October, though four assistant coaches suspended at that time have been reinstated.
At Tuesday night's meeting, the board also approved the hiring of one of those assistant football coaches, Michael Novak, as the school's new strength coach, a position Najjar held until his suspension. The move was a controversial one among board members, some of whom felt that Novak should not have been considered for the position because of his connection to the football hazing investigation. Said one board member in a written statement, "I voted no on appointing Michael Novak as strength and conditioning coach because I don't believe that any of the football coaches should be returning to any coaching position at this time."
Seven players have been charged as part of the ongoing investigation, though no coaches or administrators have faced charged.
- AD Reassigned as Iowa Braces for Her Partner's Lawsuit
by Emily Attwood December 2014
Pending a wrongful termination lawsuit filed by her partner, an athletic administrator for the University of Iowa has been reassigned. Jane Meyer, a senior associate athletic director, has been reassigned to the school’s facilities management office, where she will assist with construction contract quality and compliance.
- Are Recent Firings at Iowa Sign of Gender Bias?
by Michael Gaio November 2014
The University of Iowa has lost five female coaches in five years to resignation or firings. In August, the school fired field hockey coach Tracey Griesbaum just days before the start of the season. The details surrounding Griesbaum's firing are mysterious. She was the most successful coach at the school with 169 wins and 12 winning seasons in 14 years.
- Texas A&M Construction Worker Fired Over Bama Flag
by Andrew Brandt July 2014
Texas A&M's Kyle Field is undergoing major renovations this summer, including the addition of about 20,000 seats and the largest video board in college football.
- Assertiveness is Key to Running a Fitness Business
by Rob Bishop June 2014
You know how being physically fit and strong is supposed to make people confident and self-assured? Then please explain to us why we're an industry of wimps.
- Common Mistakes Made by High School Athletic Directors
by Kevin Bryant April 2014
It would not be difficult for any honest interscholastic athletic administrator to fill up a page or two about the mistakes he or she has made and would like to avoid in the future. I've been there myself as a former athletic administrator. Reflecting on my own experiences (and mistakes), I'd like to offer a series of tips that will not only benefit novice athletic administrators, but veteran administrators, as well.
- 5 Traits to Look For in Future Health Club Leaders
by John Agoglia February 2014
In the scramble of hiring to fill an immediate need, health club owners and managers often become short-sighted and concerned with addressing the small-picture issues. But, to successfully build a thriving fitness organization for the long-haul, it is important to not only hire for the requisite skills of a current position opening, but to scout for future leadership potential - to plan ahead for the growth of a new hire within your organization.
- 5 Tips for Club Owners to Boost Productivity
by AB Staff January 2014
As health club owners and managers, most readers of this blog are concerned with the overall productivity of their staff. Unfortunately, many leaders set a poor example.
- Everything You Need to Know to Work for Rob and Barry
by Rob Bishop December 2013
We wrote last month about suggestions we'd offer to young prospective job seekers. That got us thinking about our column from October 2011, "19 Rules for Dealing With Generation Y Employees." It seems that rules, advice and management checklists have become a big part of our lives as owners and managers. We accept the responsibility that we often have to teach our staff members things that we used to assume everyone knew, such as how to shake hands and look someone in the eye to say "hello."
- Three Traits to Learn About Candidates in a Job Interview
by John Agoglia December 2013
Hiring employees is one of, if not the, most important endeavor for any independent health club owner or manager. The approaching new year means that it is time to shore up your staff for the rush of new members (even if that rush is expected closer to February, according to many industry insiders.)
Like any business, having the right people in the right positions is the only way for the staff and the gym to succeed. So how does a hiring manager make sure he or she is hiring the right person for the right position? Unfortunately, this is a process that most owners and managers haven't mastered. And with so many differing methods and philosophies on hiring, who can blame them?
RELATED: 19 Rules for Dealing with Generation Y Employees
Interviewers can take these tips and tricks with them to the interview room to ensure only the best people become part of the fitness club's team.
Perhaps the most important thing for any interviewer to remember is that the key to a good interview is good follow-up questions.
Very often it is the second response that is the real answer. As many experts have pointed out, the first response that a job candidate gives to your interview question is likely rehearsed, as should be your questions as well. Rehearsed answers do not provide much insight into the candidate. The follow-up question forces the candidate to think on their feet, and can help you dig beneath the surface. As a result, candidates tell you their real story.
RELATED: Drafting a Championship Staff
But, a hiring manager can only determine whether or not the candidate is right for the job by asking the right questions.
While the questions will differ from one gym from another, and there will, of course, be job and company specific questions, a hiring manager will want to learn several traits about a candidate during the interview process:
Gauge the Candidate’s Self-Awareness Level
Does the candidate really understand where he or she is in the career track? Does he or she know what they can bring to the company? Again, follow-up questions will help you delve deeper into the candidate's understanding.
“If I were to call up your [most recent supervisor, best friend, older sister],what would he or she say about you?”
Understand the Candidate’s Ability to Adapt, Learn, and Innovate
Most health clubs operate at a quick pace with new members, programs, and innovations - or are at least regularly making changes. It is vital to know that everyone working on the team not only keeps up, but is the type of person that wants to keep up.
“How has your current position evolved over the past year and how have you acquired the skills to adapt to the changes?”
How Does He or She Fit In?
Hiring the job applicant who, in addition to the required job skills and qualifications, exhibits the best fit within your organization's culture, is the best way to ensure long-term happiness and productivity for both the employee and the health club.
“How do you feel about becoming friends with your coworkers?”
RELATED: Train Your Staff to Be All-Stars
John Agoglia has spent nearly two decades either working in health clubs or writing about them. He currently writes for several digital and print publications and provides marketing strategy and content services to companies in and out of the fitness industry.