Sport and Fitness Admin Exam

6 types Working Genius

W- wonder

I- invention

D- discernment

G- galvanizing

E- enablement

T- tenacity

Wonder core question

Is there a better way?

Invention core question

What could we do?

Discernment core question

Will this work?

Galvanizing core question

How do we get people moving?

Enablement core question

How can I help?

Tenacity core question

How do we finish?

Wonder

• Asks question before others realizes there is a problem

• Asks “why” or “what if” questions

Wonder leadership connection

• Strategic thinking

• Needs assessment

• Organizational vision

• Environmental scanning

Invention

• Enjoy creating solutions to problems

• Energized by blank sheet of paper and a challenge

Invention leadership connection

• Innovation

• Entrepreneurship

• Programming

• Probelm-solving

Discernment

• Evaluate ideas

• Finds pros/cons

Discernment leadership connection

• Decision-making

• Critical thinking

• Risk assessment

• Strategic judgement

Galvanizing

• Get people moving

• Enjoy recruiting, motivating, presenting, leading

Galvanizing leadership connection

• Motivation

• Influence

• Communication

• Marketing

• Team leadership

Enablement

• Respond to people who need assistance

• Supportive collaborators

Enablement leadership connection

• Servant leadership

• Teamwork

• Collaboration

• Relationship management

Tenacity

• Completion

• Who is responsible, when is deadline, check completion progess

Tenacity leadership connection

• Accountability

• Execution

• Productivity

• Assessment

• Goal achievement

Genius definition

• Naturally good at it

• Gains energy from it

Competency definition

• Perform activity reasonably well, but does not gain energy from it

Frustration definition

• Actively drains

• Does not come naturally

Types of facilities

• Commercial fitness

• Clinical wellness

• Community fitness and wellness

• Corporate wellness

• Sports performance

Commercial primary goal

Fitness and profitable service

Clinical primary goal

Health/ medical outcomes

Community primary goal

Access and population wellness

Corporate primary goal

Employee/ organizational wellness

Sports performance primary goal

Athletic performance

Who pays in a commercial facility

Consumer

Who pays in a clinical facility

• Patient

• Health system

• Payer

Who pays in a community facility

Mixed sources

Who pays in a corporate facility

Employer

Who pays in a sports performance facility

• Athlete

• Team

• Organization

Key success question in commercial facility

Will members stay and buy?

Key success question in clinical facility

Are patients improving safely?

Key success question in community facility

Are we improving the community?

Key success question in corporate facility

Is the program valuable to employees and the organization?

Key success question in sports performance facility

Are athletes becoming better prepared to perform?

What is culture

• Values/ beliefs

• Norms/ behaviors

• Symbols/ artifacts

• Communication patterns

• Rituals/ traditions

• Leadership style

• Decision-making process

• Work-life balance

• Ethical standards

Vision statements

• Outlines what an organization

would like to achieve

• Gives purpose to the existence

of the organization

• Short, simple, specific to your business

• Leave nothing open to interpretation

• Where company wants a community, or the world, to be as a result of the company's services

Mission statement

• Why an organization exists,

• Overall goal

  • What kind of product or service it provides

  • Primary customers or market, and its geographical region

Core values

• Guiding principles dictate behavior and can help people understand the difference between right and wrong

• Help companies to determine if they are on the right path and fulfilling their goals by creating an unwavering guide

Creating a business plan steps

1. Start with problem and consumer

2. Measurable organizational objectives

3. Needs assessment/ evidence

4. Define target population

5. Needs survey

SMART goals

• Specific

• Measurable

• Achievable

• Relevant

• Time-bound

What does needs assessment do

Identifies a gap

Primary sources

• Surveys

• Interviews

• Focus groups

• Observations

What are primary sources best used for

• Local needs

• Preferences

• Barriers

• Purchase intent

Secondary data

• Census and community demographics

• health statistics

• Industry reports

• Published research

• Participation trends

• Competitor information

4 dimensions of a target market

• Demographic

• geographic

• Psychographic

• Behavioral

Demographic ex

• Age

• Income

• Occupation

• Education

• Family status

Geographic ex

• City

• ZIP code

• School district

• Driving radius

Psychographic ex

• Lifesyle

• Interests

• Values

• Motivations

Behavioral sx

• Current habits

• Spending

• Frequency

• Barriers

Who is the consumer

Individual that uses the service

Who is the customer

Individual who pays for the service

Who is the influencer

Individual who shapes the decision

Survey question current behavior

Frequency and existing services

Survey question needs and barriers

What prevents participation

Survey question preferences

Program type, schedule, and delivery

Survey question price

Realistic willingness to pay range

Survey question intent

Likelihood of enrollment or purchase

Common survey problems

• Leading wording

• Double-barreled

• Vague terms

• Overlapping choices

• Wrong respondents

• Unused data

Direct competitor

Offers a similar service to a similar target market

Indirect competitor

Addresses the customer’s needs differently

What does objective analysis find

Strengths and gaps

• What they do well

• What customers still need

• What we can learn

How does a feature become a competitive advantage

When the customers value the feature

Feature

Describes the business but may not distinguish it

Competitive advantage

Distinctive only if local evidence supports the claim

4 tests to strengthen competitive advantage

• Valuable

• Different

• Relevant

• Hard to replace

Valuable competitive advantage

Solves a priority problem

Relevant competitive advantage

Matters to the target customer

Different competitive advantage

Creates a meaningful contrast

Hard to replace competitive advantage

Depends on expertise, systems, relationships, or reputation

Value proposition formula

For [TARGET POPULATION] who need [PROBLEM],

[BUSINESS NAME] provides [SERVICE OR SOLUTION].

Unlike [BEST ALTERNATIVE], we [MEANINGFUL

DIFFERENCE].

Organizational design

• Business strategy

• Work

• Positions

• Structure

Key position decisions

• Work that must be owned

• Workload and timing

• Required expertise

Work that must be owned list

• List recurring duties

• Major decisions

• Customer contact

• Supervision

• Compliance responsibilities

Workload and timing list

• Estimate hours

• Coverage

• Seasonality

• Peak demand

• Whether need is full time, part time, or contracted

Required expertise list

• Identify education

• Credentials

• Experience

• Technical ability

• Decision authority required for safe performance

Why job description matters

• Clarifies expectations

• Supports hiring

• Guides performance

• Improves coordination

• Supports pay decisions

• Reduces legal risk

What should job descriptions do

Document job-related requirements without promising more than the organization intends

Position and purpose in job descriptions

• Job title and department

• Reports to and supervises

• Position summary

• Essential duties and responsibilities

• Decision authority and accountability

Qualifications and considerations in job descriptions

• Required qualifications

• Preferred qualifications

• Credentials and licenses

• Work schedule and conditions

• Physical demands and accommodation statement

• Evaluation measures and revision dat

Useful duty statement answers what

• What action occurs?

• What responsibility or decision does the employee own?

• What result, standard, frequency, or population defines success

Job description quality check purpose

Can a reader explain why the position exists?

Job description quality check authority

Does the description show which decisions the employee can make?

Job description quality check measurement

Could a supervisor evaluate performance from the stated expectations?

Job description quality check consistency

Does the language align with other positions and the organizational chart?

Job description quality check coverage

Do the essential functions account for the work the business requires?

Job description quality check qualifications

Are requirements job related and no more restrictive than necessary?

Job description quality check reality

Does the description match the actual schedule, demands, and conditions?

Job description quality check currency

Does the document include a date and process for review?

Program guide or brochure

Every service needs a description, days, times, and price

Marketing plan

Use the 15-step framework discussed in class, plus at least three distinct marketing materials

Evaluation plan

Explain how the team will judge program performance and overall facility success

Audience need

Use demographics, competitor gaps, an interest survey, and staff observations

Program purpose

State the participant outcome and its connection to the facility mission

Delivery design

Choose format, duration, progression, capacity, staffing, and space

Business fit

Estimate demand, direct cost, price, and schedule use

Test and improve

Pilot, measure participation and outcomes, then adjust