Virginia Turfgrass Journal - November / December 2013 by leadingedgepubs

Journal of the Virginia Turfgrass Council

November/December 2013

Virginia Turfgrass Council / P.O. Box 5989 / Virginia Beach, VA 23471 / ADDRESS SERVICE REQUESTED

Five Warning Signs that Your Employees May Lack a Vital Sense of Belonging Plus, Preview of the VTC’s 54th Annual Turf & Landscape Conference & Tradeshow, January 27–30, 2014

VT Researchers Discover a Dividing Line Across Virginia for Spring Dead Spot Species

Journal of the Virginia Turfgrass Council | November/December 2013

17 13 Upcoming Event

Special Preview of the VTC’s 54th Annual Turf & Landscape Conference & Tradeshow, January 27–30, 2014

16 Upcoming Event

Come to the Bay! February 25–26, 2014 Free to VTC Members

17 Cover Story

New Research Detects a Dividing Line Across Virginia for Spring Dead Spot Species

21 Professional Matters

F ive Warning Signs that Your Employees May Lack a Vital Sense of Belonging

21 Departments 06 President’s Message

from Frank Flannagan

08 Director’s Corner

from Tom Tracy, Ph.D.

10 Editor’s Perspective

from Mark Vaughn, CGCS

12 VTF Report

from Betty Parker

24 In Tribute 26 Turfgrass Calendar 26 Index of Advertisers

From the President

News Turfgrass Summit about the

Recent

Frank Flannagan 2012–2013 VTC President

The

rumble around the Commonwealth of Virginia has been not only about the state election for Governor, Lt. Governor and Attorney General, but also about the recent Turfgrass Summit. Many questions have been asked: “What is the Turf Summit?” “Who is sponsoring the event?” “Who is attending?” “Where is it being held?” With a lot of behind-the-scenes teamwork from Dr. Mike Goatley (professor and Extension turfgrass specialist at Virginia Tech), Fred Biggers (VTC Vice President) and Dr. Robin G. Crowder, Ed.D. (director of the Education Leadership Program at James Madison University), with support from the Virginia Turfgrass Council, plans were made to have the first Turfgrass Summit. The Summit would bring to the table all of the major players from the state’s turfgrass industry to sit in one room to discuss the future of our industry. The Turfgrass Summit took place at Wintergreen Resort on November 7-8, with all of the turfgrass-related associations from across the state invited. Attendees included more than 36 individuals representing 9 different organizations throughout Virginia. The attendees included: Virginia Department of Conservation and Recreation (DCR), an industry representative for sales and services (IND), Richmond Professional Landscape Contractors Association (RPLCA), Professional Grounds Management Society (PGMS), Virginia Golf Course

Superintendents Association (VGCSA), Virginia Sod Growers (VGS), Virginia Sports Turf Managers Association (VSTMA), Virginia Tech (VT), Virginia Turfgrass Council (VTC) and Virginia Turfgrass Foundation (VTF). Prior to the Summit, each organization received a questionnaire to complete and return to Dr. Crowder. All the responses were to remain anonymous. The concerns and interests shown through the responses were used to develop an agenda for the Summit. We spent our first day discussing the responses from the questionnaire, such as how to: • Establish better connections between groups within and external to the turfgrass industry • Increase awareness about the value of the industry to the public • Develop our image • Identify industry strengths • Identify industry weaknesses We used these responses to develop five topics that were important to the

industry, and we established the following goals of the Summit group: • Fundraising, to increase funding for marketing and research • Public relations, to increase the awareness that professional turfgrass managers improve environmental quality, safety and aesthetics • Present a unified voice (unify all various turfgrass-related associations into one voice) • Education, to create and distribute educational outreach regarding benefits of healthy turf and landscape • Stewardship, to promote a standard of environmental stewardship for the green industry The Summit will have our second meeting in January to begin our work on achieving these goals. While not quite as exciting as statewide elections, our diverse group was able to become a unified productive advocate for the turfgrass industry. c

Participants at the Virginia Turfgrass Summitt. (Photo courtesy of David Norman, VGCSA.)

6 | Virginia Turfgrass Journal November/December 2013 www.vaturf.org

Director’s Corner

Scope and Reach The VTC’s

Tom Tracy, Ph.D. VTC Executive Director

a representative and servant of turfgrass industry professionals, the VTC has several mandates, one of which is to ensure that decision-makers are educated about the environmental and economical values of properly maintained turfgrass. My previous column (in the September/October issue) focused on our endeavors at the state level, primarily working with members of the General Assembly. Our work at that level is productive and will continue, but now we must also focus on two other critical education areas: (1) local decision-makers and (2) the turfgrass industry. Virginia has over 120 cities and counties. A stroke of a pen by any one of a number of key persons

Grow within each of these jurisdictions can have severe consequences for us. The task before us is enormous. First, we must identify the key individuals. We start with elected officials, appointed office holders and civil-service workers. These individuals are frequently tasked with interpreting and implementing federal and state regulations. We are still seeking the best ways to utilize our resources to expand turfgrass education to these key local persons. One of the first steps will be ensuring that these persons receive the Virginia Turfgrass Journal. It is already sent to members of the General Assembly, and several Delegates and Senators have expressed their appreciation for being on our mailing list.

8 | Virginia Turfgrass Journal November/December 2013 www.vaturf.org

The turfgrass industry must be legislatively literate: enacting and enforcing laws and regulations is one area where ignorance is certainly not bliss. As the statement goes, “Ignorance of the law is no excuse.” A lack of knowledge in these areas has hurt the industry in previous years. Because of the intense need to educate ourselves, we are considering initiating a quarterly newsletter called Legislative News. Plans call for a two- or four-page informative document that focuses on local and state issues. The inaugural edition will contain: an overview of three important state agencies; how Virginia, being a Dillon Rule State, affects localities; and a brief look at regulatory versus legislative codes. Future issues will focus on specific regions within the state, seeking to identify policies and offices that affect turfgrass professionals. The VTC’s educational mandate has focused on persons in the General Assembly and in critical state agencies. We are now expanding. Key persons in Virginia’s cities and counties will start receiving the Journal. The quarterly Legislative News will give turfgrass professionals important information to keep them informed about rules and regulations that affect our industry. c

Virginia Turfgrass Journal is the official publication of The Virginia Turfgrass Council P.O. Box 5989 Virginia Beach, VA 23471 Office: (757) 464-1004 Fax: (757) 282-2693 vaturf@verizon.net Published by Leading Edge Communications, LLC 206 Bridge Street Franklin, Tennessee 37064 (615) 790-3718 Fax: (615) 794-4524 Email: info@leadingedgecommunications.com Editor Mark Vaughn, CGCS VTC OFFICERS President Frank Flannagan Belmont Golf Course (804) 262-4939 Vice President Fredrick Biggers, CGCS Wintergreen Resort (434) 325-8252 Treasurer Brian Vincel, CGCS Spring Creek Golf Club (434) 566-2580 Past President Melissa Reynolds Dura Turf Service Corp. (804) 233-4972 VTC DIRECTORS Gil Grattan Rick Owens, CGCS Marc Petrus Mark Roberts Christian Sain Steve Smith Rick Viancour, CGCS Scott Woodward Â VTC ADVISORY MEMBERS OF THE BOARD Mike Goatley, Ph.D. (Chair) Shawn Askew, Ph.D. Jeffrey Derr, Ph.D. Erik Ervin, Ph.D. Rajandra Waghray, Ph.D. Rod Youngman, Ph.D. Executive Director/ Director of PROGRAMS Tom Tracy, Ph.D. (757) 681-6065 Virginia Turfgrass Foundation Betty Parker (757) 574-9061

Editor’s Perspective

Don’t Let an

Unintended Consequence Keep you from

Mark Vaughn, CGCS Virginia Turfgrass Journal Editor

nintended consequences: outcomes that are not the ones intended by a purposeful action. The recent political campaign commercials went something like this: “ My opponent, John ‘Adolph’ Smith, has been twisted from an early age. As a child, he was a member of the ‘He-Man Woman-Hater’s Club.’ Since then, he has hated women and old people, and he has regularly tortured cats. This seems odd, since he is a direct descendant of the ‘Fat Cat’ Smiths who used to own slaves and run a toxic, ironore smelting factory (which no doubt poisoned our local water supply for thousands of years). If elected, he and his rich friends will engage in child molestation behind the walls of their gated estates, all the while seizing your homes by eminent domain and requiring the populace to attend church four times per week.” On the heels of this follows an ad by “Adolph’s” out-of-state PAC. “ Our opponent, James ‘Bidenbama’ Carter was really JULIA Carter before her/his ‘transformation’ back in 2001. If Julia….ah, er… James has her/his way, your children will be receiving their government chip and birth control in preschool. He LOVES sending jobs to China, Pakistan and Vietnam because he was born in all three of those places and hates ALL Americans. If elected, our state (um, Commonwealth) will no longer

Fredericksburg exist because he plans on selling it to illegal aliens and shipping all you law-abiding citizens to Mexico. Just giving the voters what they want, they say. Back in the “open a golf course a day” silliness of the 1990s, what did architects design? Long, then longer and then longest. Firm, then firmer and then rock hard. Rolling, undulating and finally mountain goat. Light rough, deep rough and then lose-a-child natural areas. Shallow, then deep and finally rappel-into bunkers. Just giving us what we asked for, they said. Newspapers begin gobbling up each other in a desperate feeding frenzy to remain relevant and profitable. Because of staff downsizing, most local reporting goes away and is replaced by the standard Associated Press or other wire stories. What local news remains is almost always negative. Hey, gotta do what we gotta do, they say. Marketing firms, political PACs, charities, et.al., decide that after a long hard day of work, what people really want is to be polled, told and sold about what kind of detergent they use, why our country is going down the tubes if you don’t elect Candidate X or what you can do to save the world. Whaaa… people need to know these things, they say. After many years of the VTC’s annual conference being held in Richmond in January, a certain red-

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head on the board of directors suggests that it is getting stale and should be moved to the beach in November. This will be GREAT, he reasons: get out of downtown Richmond; it’ll still be warm at the beach in November; and besides, the Carolinas revitalized their show when they did this. What could go wrong? The long putter was officially introduced to the golf world in the 1980s. For years, it was used sporadically, mostly by older players whose putting prowess was leaving them. In the early 2000s, it began to be used by younger players who eventually took it to the PGA Tour and won tournaments. In 2011, the first major was won using a long putter. Since then, several more major wins were recorded for the long putter. This year, the ruling bodies of golf decided to ban the long putter, beginning in 2016. Needed to protect the integrity of the game, they say. So. Let’s start with the last one and work our way back to the top. Personally, I don’t like the long putter. On the green (at least, until recently) was the one place I felt like I had an advantage. I’ve never been the longest hitter out there, and my iron game comes and goes. HOWEVER, I know people who are still playing golf today who probably would have quit without the long putter. Having struggled recently with putting myself, I know the game is not much fun without regularly making the five-footers and occasionally making a twenty-footer. Can you see the scenario when we’re

all sitting around at the 2020 Turf Conference, and someone says, “Man, things almost got away from us in 2013. Good thing the R&A/USGA protected the integrity of the game way back then. I got golfers beating the door down trying to get tee times at our place”? Moving the conference to November at the beach was a disaster. You see, there was a little thing called a tunnel. Being from the Southside, I never travelled through a tunnel to get to the beach. However, from the Northwest (which happened to be where most of the attendees were coming from), EVERYONE had to travel through the tunnel. Which was usually open, or not. And always congested. I took out our house phone many years ago. Now, when my friends complain about robo calls, I just smile. I just wish there were reliable cell phones when my daughters were teenagers. It would have saved me a lot of jolts from a deep sleep on the sofa. I have read newspapers almost from the time I was able to read. I couldn’t

wait to get my hands on the Madison Messenger to see who pulled a big fish out of the Dan River, if our Little League team picture was in print or what happened in the big pile up out on US 220. Later, I graduated to the Greensboro News & Record, the Raleigh News & Observer and, occasionally, The New York Times. Like most people, I gradually migrated to the internet for some news, but I am convinced that if the content of the local paper had not changed, I would not have cancelled my subscription four years ago. Let’s build harder, more expensive golf courses to maintain. Yeah, that’s the ticket. I’m not laying this all at the architects’ feet, but do you really think that is not one of the factors in declining participation? And finally, political campaigns. I’m at my early 1970s apathy level for politics. Do we really need EVERY campaign to be fought by Rush Limbaugh and Keith Oberman? And will somebody explain to me WHY we have to do this crap every TWO years in Virginia?

Can’t we get all this stuff out of the way in a Presidential election year? I will give kudos to the gentlemen (Danny Marshall and Dr. Gary Miller) who ran in our local House of Delegates race. Very civil. I do suppose the television and radio stations love it. Ad dollars out the ying yang. But guess what? Unintended consequence — I am watching less and less TV. Check out the Widespread Panic concert from Red Rocks or Dave Matthews at the Gorge Amphitheater on YouTube. Or any of the other crazy, creative things people have up on the internet. Or grab a good book. There is a little conference coming up soon in Fredericksburg. Many people from different groups have put a lot of effort into making this an educational and fun event. It’s not quite in NOVA traffic (close, but not quite). Old and new faces will be there. A good time will be had by all. Unless, you let the unintended consequence be that you don’t show up. See you in late January! c

Journal of the Virginia Turfgrass Council

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VTF Report

VTF Endowment Fund?

What’s Going On with the

Betty Parker VTF Manager

the recent Turfgrass Summit held in November, members of our turfgrass industry gathered to discuss our future. We looked at a variety of topics created from the surveys that each attendee completed anonymously prior to the summit. Two of the top issues raised during our discussions were (1) our need to present a unified voice within the state and (2) our desire to increase money for turfgrass research. These are the very concerns that served as the cornerstone for the formation of the Virginia Turfgrass Foundation in 1988. The VTF was formed as a separate entity from the VTC to establish a secure, stable endowment fund that would provide perpetual funding for Virginia’s turfgrass research. We felt that by combining our donated turfgrass dollars across the state, we could establish an endowment fund and eventually be able to utilize the interest produced off of it each year without impacting the principle. So where are we? The VTF’s endowment fund currently stands at $487,339.79. At the beginning of the year, it was at $413,382.64. This is a $73,957.15 increase in just 10 months. This year we provided $71,787 for turfgrass research being done at various sites around the state through Virginia Tech. It does not take a rocket scientist to realize that the endowment fund could have funded this without impacting its principle. BUT WE WANT MORE than this for research. We look across our border to North Carolina and see they are providing between 400 and 500 THOUSAND dollars for turfgrass research at NC State just through their seed and fertilizer law funds. Virginia’s seed law fund provides no more than 40 to 60 thousand dollars each year. I don’t know about you, but that makes me feel sick. Our very talented, innovative team of turfgrass researchers deserves more than what we are giving them. If we unify, if we all push and pull in the same direction, we can provide more. The VTF is charged with reviewing and identifying those turfgrass research proposals that are most pertinent to our state and then providing the funds for them. We do not use the endowment fund to do this right now, as we want to be in a position to use $100,000 each year from the endowment and not impact the principle. That means we need considerably more. How much, you ask? We are currently aiming for $1 million. We have a good start, and it is very realistic to believe we will get there. But we need help, and the Turfgrass Summit held in November was a huge step in that direction. In the next article, I will spell out how we are looking at closing the gap between what we are currently able to do and what we want to do. It involves all of us in this industry. It involves not only our monetary resources, but also our time and talents to monitor and protect the laws that have been put in place to benefit turfgrass research, and the willingness and faith that together we can make a huge difference to our industry’s growth and development. Plain and simple: it will help all of us, if we band together and help each other. If you would like for one of our board members to come speak to your group or organization about the Virginia Turfgrass Foundation and what you can do to support Virginia’s research, please call Betty Parker at (757) 574 9061. c 12 | Virginia Turfgrass Journal November/December 2013 www.vaturf.org

Upcoming Event

Sneak Preview of the VTC’s 54th Annual 54th Annual Turf & Landscape Conference and Tradeshow January 27–30, 2014 • Fredericksburg, VA • Fredericksburg Conference & Expo Center Make plans now to attend this ever-growing regional conference! Register online today at www. turfconference.org. Or register onsite, any day of the conference. Dress for the event is business casual.

MONDAY, JANUARY 27, 2014 VGCSA Class 9:00 a.m. – 12:00 p.m. • Nutrient Management Mr. Jeff Michel, M&M Consulting, plus representatives from DCR and Virginia Tech LuNCH (on-site) 12:00 p.m. – 1:00 p.m. ODGCSA Classes for the golf course superintendent (Choose one.) 1:00 p.m. – 4:30 p.m. • Maximizing Turfgrass Disease Control with Proper Application Strategies Dr. John Kaminski, Penn State • Gadgets & Gizmos — Using Technology to Identify and Communicate TurfManagement Problems Dr. Douglas Karcher, University of Arkansas reception, VIRGINIA TECH UPDATE and VTC ANNUAL meeting 4:30 p.m. – 7:00 p.m.

TUESDAY, JANUARY 28, 2014 Golf Track 8:00 a.m. – 12:00 a.m. • 8:00 a.m. USGA Update Mr. Darin Bevard and Mr. Keith Happ, USGA Green Section • 9 :00 a.m. Social Media and the Golf Course Superintendent Dr. John Kaminski, Penn State University

General Turf 8:00 a.m. – 11:30 a.m. • 8:00 a.m. Controlling Annual Grassy Weeds in Turf Dr. Jeff Derr, Virginia Tech • 9:00 a.m. Update on Current Trials, Including Combination Systems, Bermudagrass Suppression in Cool-Season Systems and the Use of Pylex at Seeding Mr. Adam Nichols, Virginia Tech

• 9 :30 a.m. PoaCure: Is This the Answer? Dr. Shawn Askew, Virginia Tech, and Mr. Kip Fitzgerald, Spotswood Country Club

• 10:00 a.m. Marketing: Using Google to Enhance Your Sales Mr. Neal Lappe, Web Strategies, Inc.

• 10:15 a.m. Emerging Diseases of Golf Course Turf Dr. John Kaminski, Penn State

• 10:30 a.m. Marketing: Your Website Markets You Mr. Neal Lappe, Web Strategies, Inc.

• 10:45 a.m. The GCSAA and the Superintendent Mr. Chase Rogan, GCSAA’s Mid-Atlantic Field Representative • 11:15 a.m. Seed Head Suppression of Annual Bluegrass in Spring Mr. Jeff Borger, Penn State

• 11:00 a.m. Panel Discussion: Developing and Maintaining a Profitable Niche Mr. Wes Bray, Lawns and Gardens Plus; Mr. Allen Rogers, ProLawn; and Mr. Craig Zeigler, Agronomic Lawn Management

Journal of the Virginia Turfgrass Council

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Upcoming Event continued

Sports Turf 8:00 a.m. – 11:30 a.m. • 8:00 a.m. Dormant Seeding of Bermudagrass: Gain Weeks, If Not Months, on Your Schedule Mr. Mike Skelton, Culpeper Co. Parks & Rec. • 9:00 a.m. Sports Turf Weed Control Mr. Jeff Borger, Penn State • 10:00 a.m. Optimizing Traffic Tolerance Dr. Mike Goatley, Virginia Tech • 11:00 a.m. Update on Current Trials, Including Combination Systems, Bermudagrass Suppression in Cool-Season Systems and the Use of Pylex at Seeding Mr. Adam Nichols, Virginia Tech VTC Awards ceremony and report on Turfgrass summitt 12:00 a.m. – 12:50 p.m. LuNCH (on your own) Available at the on-site Café or else off-site. TRADESHOW —

Please visit with our exhibitors and participate in the Putting Contest, Sponsored by the Virginia Sod Growers!

1:00 p.m. – 6:00 p.m. reception on tradeshow floor 4:30 p.m. – 6:00 p.m.

VGCSA Annual meeting 6:00 p.m. At Fredericksburg C.C.

WEDNESDAY, JANUARY 29, 2014 Fellowship breakfast 7:00 a.m. – 8:00 a.m. Reports from the trenches 8:00 a.m. – 10:00 a.m. • Better Billy Bunkers Mr. Rick Owens, Laurel Hill G.C.

• Stormwater Management Compliance Mr. Frank Flannagan, Belmont G.C., and Ms. Olivia Hall, Henrico County • Doing More with Less Mr. Fred Biggers, Wintergreen • Golf Course Updates from Hampton Roads Mr. Matt Boyce, Princess Anne Country Club • Report from the Southwest Mr. William Keene, Blacksburg C.C. tradeshow, lunch and putting contest,

Sponsored by Virginia Turfgrass Council

Sign-Up Form

(please print)

The cost*: $ 50 for members of the VTC $75 for non-members of the VTC Join the VTC for $75 (membership good thru December 31, 2014)

Name

Address

Company

Phone

Price

o Mechanics Seminar (Wed., Jan. 29)

$___________

o VTC Membership ($75)

$___________

Method of Payment o Check o MasterCard o Visa o American Express Credit Card No.

Sec. Code

Exp. Date

Signature

* Persons who pay the Conference Registration – either full or Wednesday only – are granted entry into the Mechanic’s Seminar without extra charge.

Journal of the Virginia Turfgrass Council

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Upcoming Event

COME TO THE BAY February 25–26, 2014, Free to VTC Members!

Primary Sponsor: Landscape Supply Location: Virginia Beach Resort Hotel and Conference Center (2800 Shore Drive • Virginia Beach, VA 23451 | 757-481-9000) Cost: No charge for VTC members; Non-members pay $60 for Tuesday & Wednesday OR $40 for just Tuesday or just Wednesday.

PROGRAM Tuesday, February 25, 2014 Morning: Pesticide Recertification (3A, 3B, 5A, 6, 8, 10 and 60)

This

event has grown in each of its six years of existence! It started out as a pesticide recertification class. In those first formative years, an increasing number of hardy souls huddled together in a warehouse to get their pesticide training. Now, we are at two days… and growing!

Afternoon: Classes for the Turf and Landscape Industries • Developing Your Niche — local leaders describe how their businesses thrive. • NTEP — what it means and why you should know about it • Combining Plants for Your Clients • On-Site Equipment Diagnosis — learn what can be fixed in the field and what needs to be seen by the mechanic. End by 3:30 p.m.

Wednesday, February 26, 2014 Morning: Two Tracks  Track One: Fertilizer Certification Track Two: Various concurrent classes, including: • Skin Cancer — don’t neglect this killer. • Professionalism • Weed Control Options  • Soils — the roots must be happy. • Basic turf and landscape maintenance  • Plants that make your company money Lunch and Travel to Hampton Roads AREC: (on your own) Afternoon: Hands-on workshops at the Hampton Roads AREC Workshops include: • Irrigation Demonstration • Pavers • Sprayer Calibration

EARN VALUABLE CEUs! 16 | Virginia Turfgrass Journal November/December 2013 www.vaturf.org

Cover Story

New Research Detects a Dividing Line Across Virginia for Spring Dead Spot Species

By David McCall, Turfgrass Pathologist, and Elizabeth Bush, Plant Diagnostician, Virginia Tech

the 2013 Digest of Turfgrass Research edition of the Virginia Turfgrass Journal, I wrote about our current work with spring dead spot (SDS). The title of the research summary was “Rapid Diagnostic Tool for Improved Spring Dead Spot Recommendations.” This

is a project in collaboration with the Plant Disease Clinic at Virginia Tech, with the goal of bringing us one step closer to somewhat successful management of SDS. I say somewhat because if we have learned anything about this disease over the last three decades, it is that the words “immediate” and

“control” do not belong in the same sentence with SDS. Our research in Virginia has shown that even with well-timed fungicide applications in the fall, a minimum of two years is needed for substantial suppression of the disease. The same mantra has proven true in Journal of the Virginia Turfgrass Council

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Cover Story continued

other states, both with chemical and cultural strategies. Expected responses by managing with fertility have proven even slower. Research from Maryland in the late 1980s indicated that SDS may be effectively managed over time with the use of ammonium sulfate as a primary nitrogen source. This became the industry go-to for turf managers who chronically struggled with the disease. Results have been highly variable, however, with stories of success, failure and everything in between. More recently, work from North Carolina State University indicated that management with fertility was highly dependent on the causal agent species.

Causal agents

Preparing a spring dead spot sample for extracting and identifying the speciesâ&#x20AC;&#x2122; DNA at Virginia Techâ&#x20AC;&#x2122;s Plant Disease Clinic. Spring dead spot on Tifway 419 bermudagrass.

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Spring dead spot is caused by three species of Ophiosphaerella, and historically, species distribution is separated into geographies. O. narmari is known to incite disease in Australia and New Zealand. O. herpotricha is typically considered the dominant species in the Midwest of the United States and in

Cover Story continued

more-northern portions of the transition zone. O. korrae dominates in southeastern states where SDS is a problem. For the geographically challenged, Virginia is between Maryland (upper/northern transition zone) and North Carolina (Southeast). To

muddy the waters even more, there have been confirmed cases where multiple species are present in the same field. The research from NC State concluded that O. herpotricha is best managed with ammonium sulfate and

other acidifying fertilizers, whereas O. korrae is unaffected. Conversely, calcium nitrate appears to be much more effective at suppressing O. korrae, with little to no effect on O. herpotricha. With Virginia being square in between the geographic footprint of the two

Sports Field Managers and Golf Course Superintendents, Please Take Our Survey! Plant pathology researchers at Virginia Tech are researching aspects of spring dead spot on bermudagrass in athletic fields and golf courses toward a goal of more informed management of this serious disease. Information on your experience with spring dead spot and cultural aspects of your fields/golf courses will help guide this research and assess impacts of the research. Please consider taking a few moments to complete an online survey relating to spring dead spot. This survey will take less than two minutes to complete and is anonymous. You will not be linked in any survey summary. Survey url: https://vce.az1.qualtrics. com/SE/?SID=SV_6LNglR4WlAfI777 Or, photocopy this page, and mail your completed survey to: David S. McCall • Virginia Tech • 435 Old Glade Rd. • Blacksburg, VA 24061

Virginia Tech Spring Dead Spot Survey What is your zip code? __________________________________ What do you consider to be the primary soil type in your turf field(s)? ___ Clay ___ Sand ___ Silt ___ Sandy loam ___ Silty loam What type of field do you manage? ___ Golf course ___ Professional or collegiate athletic field ___ High school or recreational field ___ Sod production ___ Commercial or residential lawn Do you manage any bermudagrass turf? ___ Yes ___ No Is spring dead spot a common occurrence in any of your managed turf?  ___ Yes  ___ No

What is the average soil pH in the locations most affected by spring dead spot? ___ below pH 5.0 ___ pH 5.0 - 5.7 ___ pH 5.8 - 6.5 ___ pH 6.6 - 7.5 ___ above pH 7.5 ___ don’t know

On average, how many total cultivation events (vertical mowing and/or core aeration) do you make each season? __________________________________

Do you choose your nitrogen source based on management considerations related to spring dead spot? ___ Yes ___ No

__________________________________ Your Name

Do your most problematic spring dead spot areas receive: ___ high traffic ___ moderate traffic ___ low traffic

__________________________________ Your Email Address

Optional (or you can send in this survey anonymously)

__________________________________ Name of Your Facility

What is your primary nitrogen source? ___ urea ___ ammonium sulfate (or other pH-reducing source) ___ calcium nitrate (or other pH-neutral or pH-increasing source, other than urea) ___ combination of sources Journal of the Virginia Turfgrass Council

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Cover Story continued

main species, that leaves us with quite the conundrum. Hence, our work with the Plant Disease Clinic.

Our research

The answers to successful SDS management may lie within the pathogensâ&#x20AC;&#x2122; DNA. Just like the CSI labs on TV, many of the plant-disease clinics around the country have PCR (polymerase chain reaction) machines that can be used to determine whether certain organisms are present. With already-developed primers to detect Ophiosphaerella DNA, the real-time or qPCR machine in our Plant Disease Clinic is being used to rapidly determine which species is present in a given location. Earlier this year, we collected samples from three of our research sites and from a fourth location in the northern Piedmont region. After seeing the results, it appears that the dividing line for dominant species runs right through the heart of Virginia. Two locations in the Piedmont (Culpepper and Hanover Counties) had almost exclusive populations of O. herpotricha, and while O. korrae were clearly more common in our two Tidewater or Coastal Plains locations (Virginia Beach and Cape Charles). This is a very important step for steering our recommendations in Virginia. There appears to be a somewhat distinctive line across the state that we hope to more clearly define. Our next step will be to expand our collection sites across the region (Virginia and surrounding states) to further delineate dominant populations. We will be calling on many of you over the next year for assistance with this project, and we hope that it will serve as beneficial. c Research Sponsors: USDA-NIFA Extension IPM Program

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Professional Matters

Five Warning Signs

that Your Employees May Lack a Vital Sense of Belonging When employees feel they belong, they’ll give you their all. When they don’t, well, you’ll get only crumbs.

By Christine Comaford, Christine Comaford Associates

onsider the power of belonging. Adolescents will change their speech, dress and behavior to “fit in” with their peer groups. Some teens will commit crimes — including murder — for the privilege of wearing gang colors. Adults, too, gain much of their identity from the neighborhoods they live in, the churches they attend or the political parties they align with. Yes, belonging to “the tribe” is a human need that we never outgrow, but most leaders neglect it in the workplace. Indeed, many companies have inadvertently fostered cultures of exile. Employers are not purposely making their employees feel that they don’t belong, but many companies are not proactively making employees feel that they do — and that’s a huge, huge mistake. Belonging (along with safety and mattering) is a basic human drive. After food-water-shelter needs have been met, we must feel that we’re safe, that we matter and that we belong. If not, we can’t seek self-actualization or, as I call it, be in

our “smart state” — meaning we can’t perform, innovate, collaborate or do any of the other things it takes to survive in our global economy. Exile is a deep-rooted, primal fear. This is the way our critter brain sees it: “If I’m not part of the tribe, then I must not matter, and I’m surely not safe. A lion is going to eat me. My only goal right now is survival, so I am going to do and say whatever will keep me safe.” When employees feel this way, they hide out, procrastinate or say what the boss wants to hear, instead of what he or she needs to hear. Such behaviors are devastating for business. When they occur chronically, not only will your company or department be unable to move forward and grow, but it may flounder and fail. People will never speak up and say they feel that they don’t belong. It’s just too scary. It’s up to you as the leader to diagnose the problem and take steps to fix it. Here are five red flags that indicate you may be fostering a culture of exile. Journal of the Virginia Turfgrass Council

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Professional Matters continued

Certain people get preferential treatment.

Maybe there are different sets of rules for different employees: “exempt” people and “non-exempt” people. Many companies harbor “untouchables” — people who were hired and most likely over-promoted because they are related to (or are friends with) someone in power. Or maybe the CEO always plays golf with Drew and Tom, but not Greg and Alan. Preferential treatment, which is a leadership behavior, is extremely damaging and a major culprit in making people feel exiled. I counsel companies with this problem to include it in their Leadership Code of Conduct and insist that all leaders adhere to it. (See sidebar at right.)

Cliques and inside jokes flourish.

Sure, we all “click” with certain people more readily than we do with others. That’s only natural. But if you notice some employees seem to be regularly excluding others, take it seriously. Those who are left out know it… and it doesn’t feel good. While leaders can’t (and shouldn’t) interfere with friendships between employees, they can set an example of inclusion. They can have frank discussions on the hurtfulness of making someone feel exiled. They can hold fun workplace events and celebrations to strengthen bonds between all coworkers. Generally, leaders set the tone, so when you focus on belonging, everyone will.

There are obvious and visible signs of hierarchy.

At some companies, there’s a stark division between, say, the executive suite and the hourly workers. The white-collar guys have nice offices and furniture, while the blue-collar guys are lucky if the bathroom is maintained. To many people, this may seem like the natural order of things, but this attitude is precisely the problem. Is it really a good idea for the physical workplace to say, “We’re in the gated community, while you’re in the trailer park”? Leaders may not think of it that way, but believe me — those under them do. In my work, I see a lot of tension between white-collar workers and union workers; there’s this pervasive attitude that because the union guys don’t have the same level of education, they can’t be part of the tribe. I know, I know: this is a messy, sensitive topic. But what belonging really means is that everyone is equal and marching forward together. We really need to do all we can to work toward this goal, and getting rid of some of the symbols of divisiveness would be a good start.

A Leadership Code of Conduct to Help Teams Become Brilliant Together  Each leader is responsible for making his or her

own areas of responsibility exceptional. Exceptional teams create exceptional companies. To that end, you should develop a leadership code of conduct like the one below. (I regularly see clients who master these techniques and quickly see their revenues and profits increase by up to 200% annually.)

• We treat all employees fairly, respectfully and equally. We strive to avoid preferential treatment. We reward on merit and hold everyone (including ourselves) accountable to the same set of standards. Everyone gets to speak up. We treat others with the respect that we expect to be afforded us.

• We deal with issues directly with the person in question. No complaining about others behind their back, passive- aggressive behavior or backstabbing of any type will be accepted or tolerated. We are bigger than this.

• We value the privilege to serve on the leadership team. Monthly management meetings must be a priority, along with weekly leadership meetings and huddles. Coming prepared is a must. Missing more than two leadership meetings a year is cause for removal from the leadership team.

• We debate in the room, execute out of the room. We are accountable to each other for timely and quality results. Once we debate and decide, there is no more debate. We are all on the same team, giving the same message to our teams, focusing on relentless execution and the victory that comes from it.

• We make a promise only if we have the authority and ability to execute. Our word is our bond. We commit to anything we can deliver upon to clients or employees, but not until we get needed approval or resources lined up first. We under-promise and over-deliver.

• We are the model of accountability and leadership. We provide the example of accountability and leadership that everyone can follow to success. If our team may not act a certain way, we will not either.

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Professional Matters continued

“So, What’s Next for Me?” Individual Development Plans If an employee doesn’t know what his future at

the company looks like, he will not feel that crucial sense of belonging, safety and mattering. Information and trans- parency empower people, while vagueness keeps them off-balance and anxious. Most employees won’t ask about the future, so you need to be proactive about putting it in front of them. IDPs can be planned with a one- to three-year time hori- zon. What’s essential is that they are monitored and that the individual’s development is actually happening. Below are the components of an Individual Development Plan.

Entrenched silos lead to withhold- ing information and “turf wars.”

Of course, departments are, by definition, different from each other. Still, they needn’t be alienated from each other. It’s possible for departments to be “different” in a healthy way, while still marching forward together. That’s the beauty of helping get people out of their critter state; when they have that reassuring sense that they belong to the company overall, they don’t have to close ranks and play power games. They can share and collaborate because now it’s safe to do so (i.e., we’re all in this together).

There is no path for advance- ment or personal development.

• Next steps and monthly or quarterly check-in on plan progress

For an employee, true belonging is knowing you’re not just a cog in the machine. It’s knowing that your employer cares about your future and wants you to live up to your potential. To that end, company leaders should develop and implement Individual Development Plans for every employee at every level. (See sidebar at left.) When people see their IDP, they think, “Okay, the company’s purpose is this, my part is that, and we’re all going into this glorious future together.” It tells them, “You belong here. We bothered to lay out this plan just for you, so that you’ll clearly know what you need to do to grow here. You’re part of the tribe, and we’re putting energy into figuring out how you can be part of the tribe in a bigger way.”

• Agreement that the plan will be driven by the individual, not by his or her leader

Summary

Professional Development Portion

• Two or more possible career evolutions that can occur in the coming one to three years Job skills that need to be gained for each Leadership skills that need to be gained for each • A timeline for acquiring these skills • A plan, budget and leadership commitment to support the plan

Personal Development Portion

• Personal growth that the individual wishes to undertake (weight loss, fitness goals, learning new language, stop smoking, etc.) • Mapping of how this personal growth will benefit both the employee and the company • A timeline for acquiring these skills/creating this growth • A plan, budget and leadership commitment to support the plan • Next steps and monthly or quarterly check-in on plan progress • Agreement that the plan will be driven by the individual, not by his or her leader

If the individual is in a leadership role or will be in the next year or so, consider a Leadership Development Program. This is where you cultivate your bright stars who have management potential. Everyone who participates needs to “pay it forward” by mentoring a person in your company on enhancing their own leadership.

Making employees feel that strong sense of belonging can send performance into hyper-drive. When people feel they truly belong, they will do everything in their power to make sure the tribe is successful. They’ll come to work jazzed, engaged and 100% on. You absolutely cannot inspire this kind of presence, this deep involvement, in employees with coercion or bribery or even logic. It happens on a primal, subterranean level, and when it does, the transformation is amazing to witness.

About the Author

Christine Comaford is a global thought leader who helps mid-sized and Fortune 1000 companies navigate growth and change, an expert in human behavior and applied neuroscience, and the bestselling author of Rules for Renegades. Her latest book, New York Times bestseller SmartTribes: How Teams Become Brilliant Together, was released in June 2013. During her incredibly diverse career, Christine has consulted to the White House (Clinton and Bush), built and sold five of her own businesses with an average 700% return on investment and has helped over 50 of her clients to exit their businesses for $12 to $425 million. She is a leadership columnist for Forbes.com and is frequently quoted in the business and technology media. To learn more, visit www. christinecomaford.com. c Journal of the Virginia Turfgrass Council

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In Tribute

In Memory of

Dr. A.J. Powell 1939 – 2013 Dr.

A.J. (Andrew Jackson) Powell Jr., age 74, died of cardiac arrest on October 30, 2013, in a Lexington, KY, hospital. Born in Lacie, KY, in August 1939, he graduated from the University of Kentucky with both a bachelor’s and master’s degree in agriculture and from Virginia Tech in 1967 with a Ph.D. in agronomy. After serving two years as an officer in the U.S. Army, he worked in a teaching position for two years at the University of Maryland and as an Extension specialist for another five years at Virginia Tech before returning to the University of Kentucky in 1975. There, he served for 30 years as a professor and research and Extension specialist in turfgrass until his retirement in 2010. In 2012, the turfgrass research center at the University of Kentucky was renamed in his honor as the A.J. Powell Jr. Turfgrass Research Center.

Reflections from Mike Goatley Jr., Ph.D., Professor and Extension Turfgrass Specialist, Virginia Tech Dr. A.J. Powell Jr. passed away on October 30, 2013, at the age of 74 years young. He is survived by his wife of 51 years, Janie, and two children, Julie and Jeff, and the most recent apple of his eye that he loved to talk about was his new granddaughter, Lily.

A.J. served on the faculty of the University of Kentucky (UK) for 30 years as the state turfgrass Extension specialist, but several of our more “experienced” folks in Virginia and Maryland remember A.J. for the years he spent on the faculty at both schools early in his career. (He was very pleased to return to Virginia a few years ago and participate in the VTC’s 50th anniversary celebration.) A.J. was a man of great faith, and I was proud to know him as my mentor as well as a dear friend. I am pleased to share some of my memories of Dr. Powell. A.J. was a Kentucky boy through and through, and if you think I am a Wildcat basketball fanatic, I pale in comparison to Dr. Powell. If you ever spent any time around him, you became well aware that he was from Henry County, where (according to A.J.) the women were prettier, the men stronger and the kids just a little bit smarter than anywhere else in Kentucky. A.J. was also a Hokie, having completed his Ph.D. under the guidance of Dick Schmidt and Roy Blaser for research that is, to this day, the basis for the emphasis of fall fertilization of cool-season grasses in this region. A.J. was one of the most engaging presenters in this business, a man who played up his country-boy roots, but if you really paid attention, you quickly realized just how smart he was, too. For me, he became the teacher and advisor I wanted to emulate — his class was a challenge, but it was also very

24 | Virginia Turfgrass Journal November/December 2013 www.vaturf.org

fair AND a lot of fun. A.J. lured me into this profession late in my academic career at UK with a strong sales pitch of “since you don’t really know anything in order to get a job, I think graduate school is your best option.” I did a master’s degree with A.J. at UK, and when I was looking for my next step, he gave me some more fantastic advice: “Mike, I want you to go work with one of the best scientists in the business… I have called Dick Schmidt at Virginia Tech, and he would like to meet with you about a Ph.D. project in Blacksburg.” A.J. had not led me wrong yet, and once again, he gave me life-changing advice (to come work with Dick) that solidified my academic career and ultimately resulted in family and professional opportunities that I could have never imagined. After witnessing approximately 1,000 people return to Lexington for his wake, it was pretty easy to see that Dr. Powell did lots of things for lots of people. As the pastor said at A.J.’s funeral service, “It is clear that this man has touched the lives of many in deeply personal ways. It is also clear that this man should probably have been brought up on multiple criminal charges!” A.J.’s wit was legendary, with the pastor specifically mentioning the infamous “round steak” party that A.J. and Janie hosted. It seems that A.J. invited a large crowd to the house for a big cookout that was to feature round steak on the grill. A.J. delivered, as he brought out a two-foot-long sleeve of

Cover Story continued

Dr. Mike Goatley (left) and Dr. A.J. Powell (right) at the dedication of the A.J. Powell Jr. Turfgrass Research Center on July 7, 2011, at the University of Kentucky.

bologna and proceeded to grill everyone a perfect piece of “round steak,” cooked precisely to their preference. I had the privilege of returning to Lexington a couple of years ago when UK’s College of Agriculture dedicated the turf research facility in A.J.’s name (see photo). He was proud of the recognition but also somewhat uncomfortable with all the attention because that was just not his personality. John Reitman (director of news and education for TurfNet) shared a story about getting in touch with A.J. to come meet with him and talk about some of his work over the years. John told A.J. that he would meet him at the Powell Center. The phone was silent for a bit, and A.J. asked, “Where?” John said, “You know, the place with your name on the sign.” A.J. replied, “Oh, yeah… I forget.” Bart Prather, sports turf manager at Mississippi State University, texted me the following comment: “Even though I never had the privilege of having Dr. Powell teach me a class in person, I know that I had him for

class many times over, by way of you leading that day’s lecture or lab.” I could not agree more with Bart. I will never be as good as A.J., but his legacy as a communicator will carry on as I continue to share with my students and audiences a little bit of the wit and wisdom that I gleaned from Dr. Powell.

Reflections from John R. Hall III, Ph.D., Professor Emeritus, Virginia Tech I had the privilege of following A.J. Powell in two jobs that he held: (1) in 1971, I replaced him as Extension turfgrass specialist at the University of Maryland, and (2) in 1976, I replaced him in the same position at Virginia Tech. He left “big shoes to fill,” as he was a very effective communicator with a tremendously easy personality to interact with, so he paved the way for me to make inroads with all segments of the turfgrass industry in Maryland and Virginia. He was an aggressive practical

researcher, so there were high expectations and a willingness of stakeholders to participate in setting up practical test demonstrations all over the state. It was not hard to follow A.J., as he truly had paved the road to success. It was a pleasure to cooperate with him on the NE-57 Turfgrass Variety Evaluation Programs. In Maryland and Virginia, we combined our turfgrass performance data to make variety recommendations for both states, which meant we met annually to “discuss and defend” our opinions about variety performance and to agree on what should and should not be recommended. A.J. was always able to lower the level of argumentative tension with his sense of humor. It is my opinion that A.J. Powell made significant, timely contributions to the development of the turfgrass industry in Maryland and Virginia with his use of leadership principles that he displayed, such as dependability, courage, knowledge, tact, judgment, decisiveness and enthusiasm. He will be sorely missed. c Journal of the Virginia Turfgrass Council

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Index of Advertisers

Turfgrass Calendar

Aqua-Aid, Inc.............................................. 20 www.aquaaid.com

January 13–17

BASF............................................................. 5 www.basf.com Buy Sod.............................Inside Back Cover www.buysod.com

(NC Nursery & Landscape Assn.) Greensboro Coliseum Greensboro, NC

Chantilly Turf Farms, Inc.......................... 20 www.chantillyturffarms.com

January 21–24

Collins Wharf Sod Farm............................ 16 www.collinswharfsod.com Colonial Farm Credit................................. 26 www.colonialfarmcredit.com Egypt Farms Inc........................................... 9 www.egyptfarms.com FMC Professional Solutions........................ 3 www.fmcprosolutions.com Luck Stone Corporation.............................. 9 www.luckstone.com Modern Turf, Inc......................................... 5 www.modernturf.com Oakwood Sod Farm, Inc............................. 8 www.oakwoodsod.com

Green & Growin’ Show

STMA Conference and Exhibition

Grand Hyatt Hotel San Antonio, TX

January 27–30 VTC 54th Annual Turf & Landscape Conference and Trade Show

Fredericksburg Expo & Conference Center Fredericksburg, VA

RBB Sales & Consulting, Inc.................... 11 www.rbbturflandscapeconsultants.com

February 3–6

Select Source.................. Inside Front Cover www.selectsourcellc.net

Orange County Convention Center Orlando, FL

Smith Seed Services................................... 26 www.smithseed.com

Golf Industry Show

Southern States Cooperative...... Back Cover www.southernstates.com

February 20–21 Chesapeake Green 2014 — A Horticulture Symposium

Maritime Institute & Conference Center Linthicum Heights, MD

February 24–28 TPI Mid-Winter Conference

(Turf Producers Intl.) Orlando, FL

February 25–26 Come to the Bay: Pesticide Recertification, Fertilizer Certification and Landscape Design with Turfgrass

Virginia Beach Resort Hotel & Conference Center Virginia Beach, VA

March 4

Mid-Atlantic USGA Green Section Regional Meeting

DuPont Country Club Wilmington, DE

Digital Marketplace

Scan the QR code: Download your favorite QR reader to your phone and scan the code to learn more about these companies.

Winfield Solutions, LLC............................ 16

Virginia Turfgrass Council (VTC) serves its members in the industry through education, promotion and representation. The statements and opinions expressed herein are those of the individual authors and do not necessarily represent the views of the association, its staff, or its board of directors, Virginia Turfgrass Journal, or its editors. Likewise, the appearance of advertisers, or VTC members, does not constitute an endorsement of the products or services featured in this, past or subsequent issues of this bimonthly publication. Copyright ©2013 by the Virginia Turfgrass Council. Virginia Turfgrass Journal is published bimonthly. Subscriptions are complimentary to members of VTC. POSTMASTER: Send change of address notification to VTC, P.O. Box 5989, Virginia Beach, VA 23471. Postage guaranteed. Third-class postage is paid at Nashville, TN. Printed in the U.S.A. Reprints and Submissions: Virginia Turfgrass Journal allows reprinting of material published here. Permission requests should be directed to VTC. We are not responsible for unsolicited freelance manuscripts and photographs. Contact the managing editor for contribution information. Advertising: For display and classified advertising rates and insertions, please contact Leading Edge Communications, LLC, 206 Bridge Street, Franklin, TN 37068-0142, (615) 790-3718, Fax (615) 794-4524. Deadlines are the first of the month prior to the following month’s publication. (Example: August 1 for the September issue.)

Pesticide and Fertilizer Recertification

Comfort Suites Glen Allen, VA

March 11

Mid-Atlantic USGA Green Section Regional Meeting

Oakmont Country Club Oakmont, PA

June 2

Bob Ruff Jr. Memorial Research Golf Tournament

Wintergreen Resort/Stoney Creek Golf Course Wintergreen, VA

June 24

Hampton Roads AREC Turfgrass Field Day, Pesticide Recertification and Certified Fertilizer Applicator

Hampton Roads AREC Virginia Beach, VA

August 26–27 VT/Blacksburg Turfgrass Field Days

Virginia Tech Blacksburg, VA

The Turfgrass Group.................................. 7 www.theturfgrassgroup.com Woodward Turf Farms, Inc........................ 5 www.woodwardturf.com

March 11

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