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The Thrill of Progress: My Journey to the Third-Round Job Interview

Transitioning from education to business development has been a transformative chapter in my career, blending the experiences of my past with the aspirations of my future. As I prepare for the third and final round of a job interview, I find myself reflecting on how far I’ve come and the growth I’ve experienced along the way.

For those who know me through my LinkedIn, you’ll recognize my passion for fostering connections and driving progress, whether as a Special Education Teacher or in leadership roles like President of the Collegiate Entrepreneurs’ Organization. This next step in my journey feels like a natural evolution—an opportunity to bring my skills in communication, leadership, and strategy to the corporate world.

The First Phase: A Gentle Start

The process began with a five-question, recorded webcam interview. While initially daunting, I soon realized how much I appreciated the chance to pause, reflect, and craft authentic responses. This innovative approach allowed me to highlight my strengths in a calm and controlled setting, easing me into the company’s process while aligning with my ability to adapt to new challenges.

The Second Phase: A Personal Connection

Advancing to a one-on-one interview with the CEO was a pivotal moment. It was more than an interview—it was an engaging conversation that reaffirmed my decision to pursue this role. The CEO’s constructive feedback and encouragement emphasized the company’s investment in people, leaving me motivated and excited for the next step.

In my leadership roles, I’ve always believed in the power of mentorship and fostering growth in others. Seeing those values reflected in the company’s culture made me feel like this could be the right fit for my transition.

The Final Phase: The In-Person Experience

The upcoming in-person training is where I’ll truly showcase my ability to connect, present, and adapt—skills honed through years of public speaking, coaching, and education. This round feels like the culmination of all my experiences, from coaching volleyball and launching a men’s program at Adrian College to presenting at national conferences.

I’ve invested hours into preparing—researching the company, understanding its mission, and refining my approach. Knowing this role offers a stable base salary, benefits, and performance-based incentives is both reassuring and motivating. It stands in stark contrast to roles I’ve encountered in the past, where empty promises of commission-only schemes left much to be desired.

From the Classroom to the Boardroom

This journey has reinforced the versatility of my background. The skills I developed in relationship building, training, and strategic thinking are proving invaluable as I pivot into business development. For me, this isn’t just about landing a job—it’s about embracing a career path with growth potential, stability, and purpose.

To anyone considering a career shift, I’d encourage you to take that leap. Whether you’re a teacher, a coach, or in any other field, your skills are more transferable than you might think. My experience has shown me that preparation, persistence, and a willingness to learn can unlock opportunities you never imagined.

As I step into this final round, I carry with me the lessons of my past and the drive to succeed in this new chapter. It’s not just about the role—it’s about proving to myself that I can thrive and make an impact in this evolving landscape.

Here’s to the next step in this exhilarating journey!

From Classroom to Corporate: Transitioning from Education to Training and Development

Transitioning from Education to Training and Development

For many educators, the classroom is more than a workplace—it’s a space of growth, connection, and transformation. Yet, for some of us, there comes a time to take the lessons we’ve taught and learned into a new realm. For me, that realm is the world of training, development, and corporate learning. While I may not have all the traditional qualifications typically associated with this industry, my years as an educator have given me a foundation of adaptability, leadership, and innovation that aligns perfectly with the demands of this space.

Bridging the Gap Between Education and Business

At first glance, the shift from education to corporate training might seem like a leap. But the truth is, these fields share a common core: both aim to foster growth, transfer knowledge, and empower individuals to achieve their potential. As a Special Education teacher, I developed Individualized Education Plans (IEPs) tailored to each student’s needs, worked collaboratively with diverse teams, and implemented restorative practices to build inclusive communities. These skills mirror the principles of corporate training—designing tailored learning experiences, fostering collaboration, and building inclusive cultures.

Adaptability as a Strength

One of the hallmarks of an educator is adaptability. Whether managing a classroom of diverse learners or addressing unexpected challenges, flexibility is a daily requirement. This adaptability translates seamlessly into the corporate world, where shifting priorities, new technologies, and evolving strategies are the norm. My experience managing volleyball leagues, training officials, and overseeing social media campaigns highlights my ability to pivot and thrive in dynamic environments.

Transferrable Skills: Building on Strengths

While I may not have direct experience in corporate training, my background offers a wealth of transferable skills:

  • Training and Development: Designing small-group learning activities and mentoring colleagues have honed my ability to develop and deliver impactful training sessions.
  • Leadership: Founding programs and serving as a mentor have demonstrated my capability to inspire and guide teams toward success.
  • Strategic Thinking: Increasing volleyball program enrollment by 80% through innovative marketing strategies proves my ability to think creatively and execute effectively.

Embracing Growth and Learning

One of the most valuable lessons I’ve learned as an educator is the importance of lifelong learning. Just as I’ve encouraged my students to embrace challenges as opportunities for growth, I approach this career transition with the same mindset. I’m eager to learn from seasoned professionals, adapt to new environments, and contribute to a company’s culture of innovation and collaboration.

Building Culture and Driving Results

What excites me most about transitioning into training and development is the opportunity to impact organizational culture. My experience in fostering inclusive environments, coupled with my strategic mindset, positions me to contribute meaningfully to any team. Whether it’s developing training programs, enhancing employee engagement, or driving results through effective learning initiatives, I’m confident in my ability to add value and grow within the business world.

Closing Thoughts

The transition from education to corporate training isn’t just a career move—it’s a chance to build on a foundation of teaching, mentoring, and leadership to create meaningful impact in a new setting. While I may be stepping into uncharted territory, my ability to adapt, adjust, and grow ensures that I’m ready to meet the challenge head-on.

For those considering a similar journey, remember: the skills and experiences you’ve gained in education are valuable far beyond the classroom. With the right mindset and a commitment to learning, the possibilities are endless.

Let’s connect and grow together in this exciting new chapter.

Why Business Development Offers More Stability Than Sales: A Perspective from a Teacher-Turned-Marketer  

Transitioning careers can feel overwhelming, especially when you find yourself stuck between two seemingly similar roles: business development and sales. As someone with a background in both teaching and marketing, I’ve faced this very dilemma. While these roles share some overlap, their differences are significant—and for anyone seeking career stability, business development often proves to be the better option. Here’s why.  

Relationship-Oriented Focus  

At its core, business development is about building long-term relationships. The goal isn’t just to secure a quick deal, but to foster partnerships, explore growth opportunities, and create a sustainable foundation for success.  

This aligns perfectly with skills I honed as a teacher: understanding individual needs, nurturing trust, and creating tailored solutions. Similarly, in marketing, I focused on engaging audiences and building brand loyalty—both key to effective business development.  

Sales, on the other hand, are often more transactional. The focus is on meeting short-term revenue targets, which can lead to high-pressure environments that prioritize numbers over relationships.  

Strategic Thinking vs. Transactional Execution 

Business development is a strategic role. It involves analyzing market trends, identifying new opportunities, and crafting innovative plans to expand the company’s reach. This makes it an exciting field for those who thrive on creativity and long-term planning.  

In contrast, sales are tactical. The number of deals measures success closed or revenue generated. While sales professionals play a crucial role in driving growth, their day-to-day work is often repetitive and target-driven. For someone with a background in education and marketing, the strategic nature of business development offers a more fulfilling and secure career path.  

Leveraging a Diverse Skill Set

In business development, success depends on a mix of communication, problem-solving, and analytical skills. My teaching experience equipped me with the ability to engage diverse audiences, adapt to different learning styles, and manage complex situations. Marketing added another layer, teaching me how to analyze data, craft compelling messages, and think creatively.  

Sales roles, by contrast, tend to focus narrowly on closing deals. While these positions require strong interpersonal skills, they often overlook the broader abilities that professionals from non-sales backgrounds bring to the table.  

Less Pressure from Quotas

One of the biggest challenges in sales is the constant pressure to meet quotas. Many sales roles are commission-based, meaning job security can feel tied to unpredictable market conditions. For someone transitioning from a steady teaching career, this level of uncertainty can be daunting.  

Business development, however, focuses on long-term outcomes. While results are still important, the emphasis is on building a pipeline of opportunities and cultivating meaningful partnerships. This approach creates a more stable environment, allowing professionals to thrive without the relentless pressure of monthly or quarterly sales targets.  

Pathway to Leadership 

Business development isn’t just a stable career choice—it’s also a stepping stone to leadership. The role’s strategic nature makes it a natural springboard to positions in executive management, partnerships, or corporate strategy.  

Sales, while crucial to any organization, can be more siloed. Progression often remains within revenue-focused roles, limiting opportunities for broader career growth. For someone with aspirations beyond short-term gains, business development offers a clearer path to long-term success.  

Why Business Development Fits My Journey

As a teacher, I developed skills in empathy, communication, and adaptability. As a marketer, I learned how to analyze markets, build strategies, and create impactful campaigns. These experiences make me uniquely suited to business development, where I can combine my talents to drive meaningful growth.  

For anyone navigating the transition from education or marketing into a new field, business development provides an opportunity to leverage your full skill set in a stable and rewarding role. While sales might seem like the quicker route to success, business development offers the chance to build a lasting career grounded in strategy, relationships, and long-term impact.  

Conclusion  

Choosing between business development and sales isn’t just about the job—it’s about finding a role that aligns with your skills, values, and long-term goals. If you’re someone who thrives on relationship-building, strategic thinking, and meaningful growth, business development is the more secure and fulfilling path forward. 

The Frustrations of Pyramid Schemes and False Advertising in Job Hunting

If you’ve ever been on the hunt for a new job, you’ve likely come across opportunities that sound too good to be true. Unfortunately, many of these turn out to be thinly veiled pyramid schemes or other forms of misleading job offers that prey on eager job seekers. The frustrations tied to these experiences are both personal and systemic, leaving many disillusioned about the job market.

The Bait and Switch: False Advertising

One of the most infuriating aspects of these schemes is the misleading advertising. Job descriptions often boast high salaries, flexible hours, and the promise of being your own boss. However, upon closer inspection—often after an interview or informational session—the reality unfolds. Instead of a stable job, you’re pitched a “business opportunity” that requires buying a starter kit or paying a membership fee to join.

These job postings are designed to manipulate your aspirations. They exploit common desires for financial independence and career growth, often using vague language to avoid transparency. The result? You waste precious time and energy chasing something that doesn’t align with your goals.

The Pay-to-Play Problem

Legitimate employment should never require you to pay upfront to participate. Pyramid schemes and similar operations often mask these fees under the guise of training costs, starter kits, or “inventory investments.” While they claim these purchases are necessary to launch your “business,” they’re actually funding the organization’s upper tiers rather than supporting your success.

This pay-to-play model perpetuates a cycle of financial strain. Those who join often find themselves pressured to recruit others to recoup their initial investment, creating an endless loop that benefits only the scheme’s founders.

Preying on Vulnerability

Pyramid schemes often target those in vulnerable positions, such as recent graduates, stay-at-home parents, or individuals in career transitions. These groups may feel the pressure to make money quickly or have limited job opportunities, making them prime targets for manipulation.

The emotional toll can be significant. After realizing the true nature of the opportunity, many people feel embarrassed or ashamed, as though they’ve been duped. This emotional aftermath can erode confidence and make it even harder to approach legitimate job opportunities.

Fighting Back: How to Spot Red Flags

To avoid falling into these traps, it’s essential to stay vigilant and recognize red flags:

  1. Upfront Costs: Be wary of any job that requires you to pay money before you start earning.
  2. Vague Job Descriptions: If the responsibilities and compensation aren’t clearly outlined, proceed with caution.
  3. Pressure to Recruit: If the emphasis is more on bringing in new members than on the product or service, it’s likely a pyramid scheme.
  4. Too Good to Be True: Unrealistic earning promises or guarantees are often a sign of deception.

Advocating for Transparency

The fight against pyramid schemes and false job advertising requires systemic change. Stricter regulations, better education for job seekers, and more transparent job boards can all play a role in reducing the prevalence of these predatory practices.

On a personal level, sharing your experiences and warning others can help raise awareness. By speaking out, you contribute to a culture of accountability that makes it harder for these schemes to thrive.

Moving Forward

Job hunting is stressful enough without the added frustration of misleading opportunities. By staying informed, vigilant, and vocal, we can work together to create a job market that values honesty and integrity. Remember: a real job invests in you; it doesn’t require you to invest in it first.

Stuck in the Job Hunt: Staying Motivated While Chasing My HR Dream

Searching for a new job can be exhausting, especially when you feel like you’re running into walls at every turn. That’s exactly where I am right now. I’ve been putting in the effort—applying to roles, networking, and hoping for a position that aligns with my skills and passions—but it feels like I’m stuck.

For a while, I thought sales roles might be a way forward. But after exploring that path, it’s clear they’re not for me. Sales just doesn’t align with what I enjoy or value in a career. I thrive on helping others grow and succeed, which is why I’ve set my sights on human resources. I want to focus on training, education, hiring, and creating a positive work environment. That’s where my passion lies.

Unfortunately, HR feels like a fortress with a “no entry” sign posted outside. Most positions require experience that I don’t yet have, and the few that don’t seem hard to come by. It’s discouraging to say the least. I’ve been trying to highlight transferable skills from my teaching and leadership experience—like coaching, communication, and team-building—but breaking into HR still feels like an uphill battle.

Some days, the rejection and lack of progress make me question if I’m doing the right thing. Am I aiming too high? Should I settle for something else just to move forward? These are the questions that keep me up at night.

At the same time, I know giving up isn’t the answer. I’ve worked too hard and come too far to let a few obstacles derail my goals. But staying motivated when the results don’t match the effort is tough. I know I’m not the only one who’s been in this place.

If you’ve felt this way too, I’d love to hear how you pushed through it. How did you stay motivated when you felt like you were spinning your wheels? And if you’re in HR and have advice for someone trying to get their foot in the door, I’m all ears. For now, I’m holding onto the belief that perseverance will eventually pay off and that the right opportunity is out there, even if it takes a little longer to find.

Building Cultures, Fostering Growth, and Leading with Precision

The professional world is dynamic and multifaceted, requiring us to wear different hats and adapt our skills to a variety of challenges. My journey through human resources, special education, and sports management has taught me invaluable lessons about leadership, inclusion, and precision. These insights continue to shape how I approach my work and inspire me to share ideas with like-minded professionals.

Talent Acquisition: Beyond Filling Roles

Human resources isn’t just about hiring—it’s about cultivating environments where employees feel valued and empowered. My experience as an educator and HR professional has shown me that fostering inclusion and implementing tailored development plans can significantly elevate employee engagement and retention.
The question isn’t just “Who’s the right fit for the role?” but also “How can we ensure they thrive here?” Building a strong culture requires commitment to inclusivity and strategic planning, creating a workplace that benefits both employees and organizations.

How do you build thriving workplace cultures? Let’s exchange insights!

Special Education: The Power of Personalized Learning

Teaching special education has been one of the most rewarding parts of my career. Developing Individualized Education Programs (IEPs) and applying restorative practices taught me the power of personalization and inclusion. Each student’s success reaffirmed that when we prioritize individual needs, we unlock potential.

The lessons from education translate seamlessly into professional environments. Inclusivity isn’t just a buzzword; it’s a strategy for creating stronger teams and fostering collaboration.

How do you ensure inclusivity and growth in your organization? I’d love to hear your thoughts!

Sports Management: Leading with Precision and Fairness

Sports have always been a part of my life, from managing programs like Progression Volleyball to officiating for USAV and IHSA. These roles taught me the importance of precision, fairness, and staying calm under pressure. Whether managing a tournament or making split-second officiating decisions, these lessons have reinforced my ability to lead in high-stakes environments.

In both sports and the workplace, leadership is about more than just decision-making—it’s about fairness, adaptability, and creating opportunities for success.

What leadership lessons have you drawn from sports or other dynamic environments? Let’s discuss!

Let’s Connect

Whether you’re navigating the complexities of HR, championing inclusivity, or leading dynamic teams, there’s always room to learn from one another. Let’s connect and share strategies for building thriving cultures, fostering growth, and leading with purpose.

Males Coaching Females – Ethical Leadership

Males coaching females has always been a topic of discussion, but today the discussion will be modeled toward males coaching females through an ethical leadership process. Ethical Leadership is the demonstration of appropriate conduct through personal actions and interpersonal relationships, the promotion of two-way communication, reinforcement, and decision-making. Male coaches who model the ethical leadership for their team whether male or female will be observed and imitated by their athletes. It will foster a team culture that is defined by mutual trust, concern, and respect – one that is accepting of personal differences and inclusive of all individuals. Male coaches who follow the ethical leadership process behavior offer encouragement to their athletes to achieve athletic and ethical excellence, which should discourage the temptation to cheat. While the male coach demonstrates ethical leadership process towards the female athletes they will treat competitors with similar respect. Taking an ethical leadership approach towards coaching female athletes leads into higher levels of self-efficacy. Through this process the main areas of discussion are the differences between, coachability, chemistry, confidence, and criticism from females coaching males.

Coachability is the acceptance of the coach to teach the athlete about the wonderful sport they play. As a result, females tend to be more coachable then males. Male athletes tend to be more convinced of their own skill, and are therefore often less coachable. Compared to male athletes, females tend to be more open to coaching and new ways of doing things. They are willing to try new techniques, especially if it will help them perform better. When males coach a team of females, they need to understand up front that they are not going to immediately have their full trust and respect, especially if they don’t have a proven coaching record.  They must invest the time to earn it by explaining the philosophy and the “why” behind the ethical leadership coaching methods. Males that take the ethical leadership approach will learn females are open for change, but need to build that foundation with them.

Chemistry is the composition of a team and the relationships among team members. The differences between men and women when it comes to chemistry can be best categorized using task cohesion and social cohesion. Task cohesion means that the team is all focused on the same common goal. Social cohesion refers to how well the teammates get along with each other. Males are more task cohesion oriented, and females are more social cohesion oriented. Females are continuously on the look-out for ways to enhance team bonding. They feel a well-organized team bonding activity will in effort enhance their team chemistry and performance on and off the court (Jeff Janssen – Coaches Network). Where the males would like to get along with their teammates, but it isn’t absolutely necessary for their team to be successful. Chemistry to males is important and should also be developed, monitored, and maintained. However, men seem to believe that chemistry is not as important to winning and having a successful sport experience as it is for the females. Overall, good team chemistry is a highly significant factor in how well a female team performs (Jeff Janssen – Coaches Network).

Confidence has been recognized as a dramatically important trait within an athlete for many years. Athletes struggle with their confidence through sports, but it builds over time. While confidence seems to lean more towards the most successful male athletes, there are many world-class female athletes who struggle with their confidence. Females have a tendency to not give themselves enough credit for the things that at which they excel. Females would rather attribute their skills and successes towards luck rather than their hard work and talent. Females seem to have a history of thinking a lot about what other people think of them instead of having confidence within themselves. Male athletes on the other hand have been taught to show the confidence and toughness. The difference though is cockiness vs. confidence and what borders do they want to lean towards. Cocky male athletes often need an ethical female leader who feels strong enough to stand up to them and push them back down so they don’t get too full of themselves that results in a bad image placed on the organization plus themselves. Yes, males have the same struggles as females, but the males seem to be able to control their struggle and work internally to fix the problem. As females, have the tendency to work externally. Males coaching female teams need to build their team ego up and feed them with positive energy. With the help of team bonding, and the females having an open-mind set should only help increase the effectiveness within a team.

Criticism is when a coach gives feedback and how an individual athlete channels those suggestions. Females have a tendency to take it personally, which results in taking comments more sensitively because they are internalized for an underlying message. Even when teammates approach them with advice sometimes it translates into high-stress. Males often point fingers instead of taking the criticism to heart for themselves. Most of the time their approach is to prove the coach wrong, feel their manhood is being taken away from them. Male coaching females need to take a strategic approach to not build a risk within the team. Risk by building drama or a girl exploding on others due to criticism. Males taking the ethical leadership approach want to make sure to give the females a peanut butter and jelly approach, and by providing two good feedbacks with one bad to help increase the positive thinking. Many females will channel the feedback as negative and put much pressure on themselves, but as a male coach they will build a great energy around them to take that stress off of themselves.

At the end, the ethical leadership approach within a male coach will generate similar outcomes, epically athletes’ satisfaction within their future female team. Males that correctly take advantage of the ethical leadership approach will be able to work with a female team more effectively. Confidence is a key factor which limits female athletes, and they have to utilize it to their advantage by taking the feedback and develop it into personal growth. The personal growth will define the female athlete and make her capable of accepting a male coach. Males who implement this ethical leadership approach in their coaching lifestyle will build credibility which allows them to successfully coach and teach female athletes. Males coaching females must lean towards an ethical leadership approach which focuses on developing coachability, criticism, confidence, and chemistry within the team and individual members. While focusing on coachbility, criticism, confidence, and chemistry with a female athletic, just know that an ethical leadership background is needed if you don’t want to have issues arise where male coach gets advertised as an unethical coach who sleeps with his players, and/or goes into the locker room.

Top Flight VBC – Interview

Introduction:

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Cindy & Sean Gritzman are the directors and co-directors of Top Flight Volleyball Club. At the beginning, Cindy & Sean were working on marketing strategies before they started getting higher in the ranks. They’re firm believers of teaching sports/volleyball to the younger generation. They had the fundamental principle of providing the best training for the athletes and their families. Top Flight teaches the athletes about life lessons through sports and create a true bonding experience. Top Flight guides the athletes to understand that volleyball is a FUN sport, and as much as it can be taken serious sometimes sitting back and laughing is the best way to go about things. Top Flight VBC was chosen for the sports marketing interview process because they have a firm belief in relationship marketing, strategic partnership, and the love of the sport/volleyball. Their attitude towards life in general is exactly like mine, and this will guide me towards the development of any organization. These areas have been a focus within my lifestyle and being able to hear from some real-life experience is truly beneficial. Top Flight VBC caught my interest too because I decided to join the family within the 2nd year of Top Flight VBC being established. This is truly where my entrepreneurial mindset started, and feels great to gather data and analysis it. Top Flight VBC is associated with the Illinois Junior Olympic Volleyball Club, and participates in Amateur Athletic Union (AAU), Junior Volleyball Association (JVA), and USA Volleyball (USAV) events.

Interview/Analysis:

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  1. How did the Top Flight name develop?

Cindy – We sat around brainstorming and then choose the one that suited us best.

Michael – Some key ingredients of a successful sport branding effort – stickiness of an idea, reach of brand, social identity, media interest, and monetization and marketing metrics. Top Flight VBC has established a great presence when it comes to branding of the company; this opens the marketing of sport products to the sport consumer, and marketing of sport and non-sport products through sport.

  1. What’s the 5 year vision for Top Flight?

Cindy – Expand into new areas, continue to grow, add more programs, and add more sports.

Michael – Top Flight has a strategic marketing management plan to uphold and understand the importance of the 5 P’s: product, price, place, promotion, and public relations. When it comes to the 5 year plan for Top Flight VBC, and they can implement the marketing planning process; develop vision, position, and purpose (SWOT), develop strategic goals and objectives, develop TiMSS plan, integrate the marketing plan, and control and evaluate implementation.

  1. What are the trends you’re seeing today in the volleyball market?

Cindy – Volleyball is becoming one of the staple sports of youth much like; basketball, baseball, and football. Kids are starting younger, training equipment is available for younger ages, and it’s seen in more and more schools and park districts. Beach volleyball is increasing in popularity and been added as a college sport with scholarship opportunity.

Michael – Best trend around is the sports involvement; behavioral, cognitive, and affective involvement. This allows for young consumers to get on the escalator sooner instead of later, and with each involvement comes a hands-on, information and knowledge, and attitudes, feelings, and emotions towards volleyball.

  1. What are the trends you’re seeing within the college volleyball market?

Sean – Current trends within the market include an increase representation of college recruiting (services, sites and etc.). I see this happening at a faster rate lately where companies are pushing hard for their recruiting service with the promise of college admittance. I also see a shift in the type of volleyball offered. As sand becomes more of a college “sport” you will continue to see more athletes leave the indoor game and instead focus on sand. This is in its infancy but I would guess in the next 5 years you’ll start to see this much larger than today. The last thing I’ve noticed in the college realm is that coaches/programs are looking less for talented “volleyball players” but instead are looking for “gifted athletes”. These programs/coaches believe they can take a gifted athlete and teach them volleyball and excel at a very high level. This has been proven to work for a few programs so I would guess you’ll see more of this happy.

Michael – Market research & market segmentation helps Top Flight understand the concept of six segments of sports fans: players, patriots, appreciators, socialites, friends, and voyeurs. It allows for acceptance towards branching out into different business ventures. The develop of this would go through a good salesperson for volleyball and some traits are: belief in the product, belief in yourself, seeing many people, timing, listening to the customer (but realizing that what the customer wants is not necessarily what she is telling you), a sense of humor, knocking on old doors, asking everyone to buy, following up after the sale with the same aggressiveness you demonstrated before the sale, and common sense. Many benefits come out of expansion with those ideas and sport teams could sell: naming rights, electronic inventory, signage inventory, print inventory, assets related to ticket sales, tickets and hospitality inventory, promotions inventory, community programs, and miscellaneous.

  1. If you could change something about the sports/entertainment industry, what would it be and why?

Cindy – People’s unrealistic expectations. Allow the kids to enjoy sports.

Michael – The enjoyment of the game is a core entrainment tool within itself. It develops an understanding of the game while allowing the kids to enjoy the game.

  1. What’s your social media strategy?

Cindy – Social media helped promote our programs, accomplishments, involvement from community, people talking about top flight, extra reward for kids seeing their names, shout to local businesses, and promotional strategies.

Michael – Social Media is a very unique approach towards marketing. It allows an effective techniques that a social media manager should have to do: Build an audience, engage fans, drive behavior, choose the appropriate platform, and avoid pitfalls, and leverage players and talent.

  1. What are the greatest challenges facing a sponsorship strategist within the industry?

Cindy – Make sure our ideals fit with the people we choose to sponsor. Make sure the products are of the quality that suits our needs. Make sure if there is some scandal within an industry we do not become tied to it.

Michael – Top Flight truly believes in relationship sponsorships which have the advantages of: credibility, image, prestige, internal morale, sales opportunities, and access to live audience. The amount goal towards a relationship sponsorship is the objectives which: drive sales, improve image, create greater awareness, provide hospitality opportunities, and enhance employee morale. Lastly, the benefits of sponsorship components: category exclusivity, signage, right to use event trademarks and logos, distribution rights, hospitality area, complimentary advertising, free tickets, right to purchase additional tickets, link on the event website, (sponsorship) designation, inclusion in event promotions, access to property mailing list/database, and right of first refusal.

  1. Tell me a time that you’ve had to deal with an unhappy or upset guest and how you solved it?

Cindy – This one could be a novel itself; when parents are unhappy with playing time we work through a way for the athlete to get some extra help in skills that they’re behind in, we have them sub in for other teams that are short for extra playing time, and we open the gym on Fridays for play time. When we have parents unhappy with costs we organize fundraising or work opportunities to help with dues we offer up customized payment plans. When we have drama within a team we talk with coaches, parents, and players about a resolution. We haven’t had a lot of issues that we were unable to resolve. Almost all have been worked through and some sort of compromise has been agreed too. This is a customer service business so we need to make sure people are pleased with the services being provided.

Michael – Another option to make this smoothly would be taking the sponsorship proposal and turn it into a plan proposal. It would include: introduction, history of the organization, plan components, value enhancements, terms, and executive summary. While building some promotional goals: increase awareness, attract interest, arouse desire, and initiate action. Even helps that Top Flight has expanded to a new venue which build benefits for the fans: better seating configurations, more amenities, and potential for lower ticket prices, better product, and team retention.

  1. How does Top Flight motivate others?

Cindy – Motivation! We motivate other clubs to be better in their own programs by us being the front runners of new ideas and better involvement for the athletes. We do a lot of community involvement with youths on sports, in schools, park districts, free classes, and other youth organizations. We motivate our athletes by positive reinforcement from their coaches, by competition from their teammates and with club achievements as a whole.

Michael – Sport Product & Brands are the key concepts for Top Flight. The game presentation – core product: the game itself, players, fans and their behavior, equipment/apparel, venue, and personnel and process. With marketing the core experience it brings further a product strategy by: differentiation, product development, product position, and brands and branding. Another great benefit of Top Flight is their benefit equity; less drastic revenue declines when the team loses, ability to charge price premiums, more corporate interest, and licensing and merchandising opportunities.

  1. What are some team building activities that you do?

Cindy – Amazing race, minute to win it games, team outings, and big sister little sister.

Michael –   Relationship building, and understanding of the Top Flight Organization. It’s a family and we’re here to help coach the younger generation to play volleyball and better themselves outside the court. What legacy do you want to leave is their slogan.

Conclusion

Top Flight VBC is a relationship marketing company that’s dedicated to providing young athletes with a better understanding of volleyball. Relationship marketing formed through the understanding of marketing development by providing marketing campaigns which focuses on customer retention and satisfaction, rather than a dominant focus on sales transactions. With the growth of the social media, relationship marketing has continued to grow and move forward as technology opens more collaborative and social communication channels. Top Flight VBC holds great awareness towards development within a volleyball lifestyle. On the sports marketing side; a strategic partnership has been a key trait for Top Flight VBC to form an alliance between two commercial enterprises. Typically two companies form a strategic partnership when each possesses one or more business assets that will help the other. A common strategic partnership involves one company providing engineering, manufacturing or product development services, partnering with a smaller, entrepreneurial firm or inventor (Top Flight VBC) to create a specialized new product.