Tim Husband’s Post

One of the saddest things I have seen was when the majority of ground staff at a safari park had no trust or respect in their Director / Operations Manager and the management staff that person had working under them. There was a few reasons for this, one being because of the politics this individual continually played within the management team in their attempt to grasp power. The other reason was because everyone in the park knew that this person was given the position not because they had anu experience or skills in management (in fact they had never been in any management position before) but because of who they were related to. This became more evident very quickly as mistake after mistake kept happening under this person watch, with a higher-than-normal staff turnover. The saddest thing to see was the total waste of a new safari park with so many opportunities to stand out in the region, being lost because of poor management.   It was pointed out that there was a problem with the total lack of professionalism, and opportunities were offered many times to help train this person, but unfortunately because of pride or just blatant stupidity these offers were turned down over and over again by the operations manager. The result was that a park that had so much potential quickly lost many of its good staff and very quickly became a joke in the region among other zoos and businesses. But all is not lost for this park, just because of one person's lack of understanding of what is needed to run a successful zoo or safari park. To turn things around it would need some hard decisions to be made and changes in management that would upset those that feel they are above reproach. But I believe that every parks problems can be solved if those running the park or those that own the park are open to change and direction. It naturally won't happen overnight as years of mismanagement and the loss of trust in the management team will take time to repair, but over time it would happen and the parks credibility and reputation within the zoo industry and with the public would return. timhusband2005@gmail.com

While this seems funny at first glance, the sad reality is that this does happen from time to time within the zoo industry, particularly in places where the management of a zoo or safari park is overseen by people with poor to no management skills. These zoos or safari parks will often employed staff with little to no experience because they are cheaper than experienced staff or because they are friends or relatives of those doing the employing. If we in the zoo industry wish to continue moving ahead and be taken seriously as a professional industry, then all should shun this type of behavior. Hiring inexperienced staff to care for the collection or to oversee the daily management of the park because they are a cheaper alternative to the more experienced professionals within our industry in an attempt to save a few dollars, is often the mistake made by poor managers and is a sure fire recipe for disaster. The saying "you get what you pay for" is definitely true in the case of your park. If the staff caring for the collection, guiding, or management only consider their position as just a job and have no passion for what they do, then how can anyone except them to do their job to a high level and to have any loyalty to your zoo or safari park. timhusband2005@gmail.com

Over the years I have seen many different ways that some zoos have done their KPI's Some have been successful for both the staff and the park, while others have been a total waste of time having a negative effect on staff and in time the park. A well set out KPI can assist the zoo when evaluating employees while at the same time helping the team members reach their professional goals. Many parks utilize a KPI system as a method of grading their team members. The problem with this is that it only works if you take the time to interview each individual and if the management really understand how to use this tool effectively, and not something that needs to be rushed though. So the question is, what type of questions do you ask your team members when doing a KPI? A good start is to ask, What is one thing you did this year that you are proud of? And then ask, What were your biggest challengers this year? Once you have the answers to those two questions you then can ask the three most important questions. 1. What can we in Management do to make the next year more successful for you? 2. Are there any park projects that you want to be involved in? 3. Are there any park projects that you would rather not be involved in? By asking these questions your team will feel that they have a voice in their own advancement in their chosen career and will give you a better overall view of where your park is in reaching its goals. And one other point about setting a KPI for your team members, is to check in with each individual during the year to see how they are doing. This can be done by setting a date while you are both talking to each other, that in six months you both will meet again to see how they are going in reaching their goals. And of course make it clear that if they at any time find difficulties then to speak up. timhusband2005@gmail.com

Here’s to 3 years with The Van Aken District! It’s hard to believe this much time has passed since joining the District. If I had to list all the things that I have and continue to learn, I’d run out of room on this status update. Let’s face it, no one wants to read all of that! All that being said, if you were to tell me 3 years ago, having never worked in the field of property management, I’d be doing what I’m doing now, you would get more than just a crazy look. However, life works in mysterious ways. While career growth is not as simple as X+Y = Z (at least it’s never been that way for me), being open to and embracing new challenges and having a growth mindset has allowed me to learn new skills and find an industry that I enjoy working in every day. I wish I understood that mentality much earlier on in life. To say that the journey has been anything short of special would be an understatement. Beyond appreciative to be able help create a destination that promotes gathering with friends and loved ones, supporting locally owned businesses, and creating a place that builds memories for all those who visit. Here’s to the next 3 years and beyond! #thevanakendistrict #growthmindset #workanniversary #propertymangement

Would you rather be working in the winter or summer? What’s your favorite thing to eat for breakfast? Find out what some of our team has to say! #huntzberrybrothers #construction #bluecollarlife #pavement #jobsites #careers #sitework #constructioncareers #concrete #heavyequipment #meettheteam #team #teamwork

🎢 Heading to a theme park this summer? Take a moment to appreciate the effort that goes into keeping those coasters safe! #EHS Theme parks have the difficult job of creating an adrenaline rush for millions of visitors, without compromising well-being - all in a completely public setting. Learn about what happens behind the scenes to make theme parks safer than toasters (yes, true!) in our latest post, and what you can apply to your own industry: https://hubs.ly/Q02JKPMp0

Ever imagined your office being located amongst lush trees and chirping birds? If so, park management might be the career for you.  NZ is facing a critical shortage of park managers and our new Master of Parks Management is all about addressing that issue. Learn more via RNZ's Nine to Noon. #parks #parksandrecreation #parksmanagement #lincolnuninz 

I’ve missed working near the water. It’s nice to walk and take in the relative peace (whilst posting on LinkedIn and almost tripping!! 😂). So many memories here at Docklands - particularly my time working in a team called Property, Procurement & Environmental Operations (those who were there know this was indeed our BUs name - and my title was Manager of Environmental Communications and Engagement… try saying all that super fast!). Lots of friends, many life long ones. Lots of important mentors for me, Amy Conrad , Sudhir Rao , Nicola Schroder , Alison Read (who encouraged me to become a mentor for the first time!), Belynda Oliver ,Chris De La Rue , Cameron Myrtle , Simon Franklin , Marcus Carli , Katie M. , Brendan Keenan, Gillian Westwood - gosh… I could go on for days! I remember setting 3yr delivery strategies, iterating within that and often delivering something better than what we predicted - the strategy was simply a guide rail that we reported against and updated. We did that twice! 🤩 I’ve gone on to have so many amazing roles, in many different places - and like a Pokémon master, I have collected all the kind, courageous, compassionate and individually skilled humans I’ve had the honour to work with. But that time in PP&EO was like a summer’s afternoon with a cold drink in hand - hot (challenging, sometimes so much ya broke a sweat!) and refreshing (supported, connected, together, safe). If you’re still on LinkedIn and from that time, thanks for being awesome. Now, off to work at yet another stellar place! 🥳 #memories #dreamteam #delivery #iterativedelivery #careerreflections #careermoments #personaldevelopment #strategicplanning

The Importance of Role and Responsibility Clarity through a #kutty_story :-) Once upon a time in a quaint village, there was a group of animals who decided to build a house: The group included a mouse, a cat, a dog, and a rooster. Excited about their project, they jumped right in without assigning specific roles. The mouse tried to carry heavy bricks, the cat attempted to mix cement, the dog tried to measure and cut wood, and the rooster thought he could hammer nails. Predictably, their house was a disaster—walls were crooked, nails were bent, and the roof collapsed. Seeing their struggle, a wise old owl stepped in:She assigned each animal a role based on their strengths. The mouse gathered small materials, the cat managed the design, the dog handled the heavy lifting, and the rooster coordinated the timing with his crowing. Here the owl demonstrated excellent leadership by identifying and assigning roles based on each animal's strengths and capabilities. The mouse's attention to detail was perfect for gathering small materials, the cat's creativity suited design tasks, the dog's strength made him ideal for heavy lifting, and the rooster's punctuality and loud crowing ensured efficient coordination. With clear roles, they built a beautiful, sturdy house that became the envy of the village. Similarly the strategic alignment of roles not only maximize productivity but also enhance job satisfaction and accountability, showcasing the critical importance of clear role definition in any successful team. Key Takeaways: Efficiency: Tasks were completed faster and with higher quality. Accountability: Each animal took pride in their specific contribution. Collaboration: Knowing their roles improved teamwork and morale. This charming story shows that clarity in roles and responsibilities is key to success, whether in a village or a modern workplace. Let’s ensure everyone knows their part to create something amazing together! #RolesAndResponsibilities #Teamwork #Efficiency #HR #Success #OrganizationalCulture

Our journey began with a simple belief That the knowledge and expertise accumulated within Parks and Recreation departments are “recipes” meant to be shared. Here, each recipe is a meticulously crafted document, plan, framework, or strategy from the world of parks and recreation. We're talking: 🗣 Marketing & Communication Plans 🏡 Facility/Field Rental Policies 📑 Recreation Software RFP’s 🎆 Special Event Permitting Guides And yes…we have recipes on how to deal with: Pickleball 😮 We save you time and effort by offering practical knowledge you can use immediately. Parks and Rec Professionals wear a lot of hats Within the last year you may have opened a new Community Center, promoted a new Public Art exhibit, or published a Climate and Sustainability Action Plan. City Council’s demand action, and too frequently our day is spent in meetings, checking off HR “boxes”, or updating a job description because you just lost an employee to another city who could pay $1.25/hr more than you. Your 1-on-1 with your boss is next Tuesday and they’ll ask about your research and recommendation on a new policy for a temporary off-leash dog park. As a public servant, the skillset needed to succeed as a modern day parks professional has changed. So we decided to do something about it. www.parksandrecipes.com One quick question for you before you leave… If you have 24 seconds, it would mean a lot. What’s going on in your world that led you to click on our page? Comment below and tell us what challenges you’re facing in your parks and recreation journey. I respond to every comment.