Building a Winning Team with Dan Lenz

As May approaches and the pool industry gears up for its busiest season, there's one resource that consistently determines success or failure: your team. While equipment can be purchased and skills can be taught, building a winning culture requires a fundamentally different approach—one that prioritizes people over processes and personality over technical prowess.

In a recent episode of the Talking Pools Podcast, Dan Lenz, a 38-year industry veteran, shared the strategies that have helped his company, All Seasons, build a team of 55 employees with an average tenure of 17 years. His insights offer a roadmap for any pool professional looking to create not just a workforce, but a winning team.

The Foundation: Hiring Personality Over Skills

The cornerstone of All Seasons' success lies in their hiring philosophy, which flips conventional wisdom on its head. Rather than focusing primarily on experience or technical knowledge, Lenz emphasizes a different approach entirely.

I've always said that we need to hire the personality not the person. And I really don't care what they know in terms of our industry in terms of what the job may be. We can teach and we do teach the industry to anybody that walks in our door. The thing we can't teach is how to care, how to have that inner personality that is someone who just always wants to do the right thing.

— Dan Lenz, Talking Pools Podcast

This philosophy recognizes a fundamental truth: technical skills are trainable, but character traits like caring, integrity, and work ethic are inherent. When you hire someone who genuinely wants to help others and take pride in their work, you're building on a foundation that can support extensive skill development.

The practical application of this approach involves looking for candidates who demonstrate:

• Natural empathy and desire to help others
• Intrinsic motivation to do quality work
• Positive attitude even when facing challenges
• Willingness to go above and beyond without being asked
• Respect for both customers and coworkers

Creating a Culture Where Excellence Thrives

Hiring the right people is just the beginning. Creating an environment where they can flourish requires intentional culture building. Lenz describes how the right team members naturally elevate each other, while the wrong ones can quickly destroy years of progress.

If we take care of the employees, I believe the employees feel that and like what they're doing. They enjoy their job. They feel cared for, they in turn like to then do a better job, always trying to give it that 110 percent to make sure things have gone right.

— Dan Lenz, Talking Pools Podcast

This creates a positive feedback loop: when employees feel valued and supported, they naturally invest more in their work, which leads to better customer experiences, stronger business results, and an even more positive work environment.

However, protecting this culture requires vigilance. As Lenz notes, negative influences must be addressed quickly before they can spread. One disengaged or negative employee can undermine the efforts of an entire team, causing others to question why they're working so hard when someone else isn't pulling their weight.

Building Professional Pride in the Pool Industry

One of the most powerful ways to retain great employees is to help them take pride in their profession. Lenz is passionate about elevating the perception of pool professionals, both internally and externally.

I despise being called the pool guy or the pool girl. That to me is such a demeaning thing. We are far better than I would say any trade that exists. We have employees who are carpenters, who are masons who are pipe fitters who are electricians who can do anything.

— Dan Lenz, Talking Pools Podcast

This pride isn't misplaced. Pool professionals often possess a unique combination of skills that spans multiple trades. They work with complex chemistry, intricate mechanical systems, electrical components, plumbing, and customer service—all while maintaining the highest safety standards.

To build this professional pride within your team:

• Emphasize the complexity and importance of your work
• Invest in ongoing education and certification
• Celebrate technical achievements and problem-solving wins
• Encourage team members to take ownership of their professional development
• Share positive customer feedback that highlights the value you provide

Developing Long-Term Career Paths

Perhaps the most innovative aspect of All Seasons' approach is their comprehensive career development planning. Rather than hiring people for immediate needs, they think strategically about long-term growth potential.

From the very first interview, prospective employees learn about a structured seven to ten-year development plan. This isn't just about job security—it's about creating a vision for professional growth that extends far beyond basic pool maintenance.

The plan includes:

• Technical skill development across multiple areas
• Communication and customer service training
• Financial literacy and business skills
• Leadership development opportunities
• Cross-training in different departments
• Clear milestones for advancement and compensation increases

This approach addresses one of the biggest challenges in employee retention: the fear of being stuck in a dead-end job. When people can see a clear path forward, they're much more likely to invest in their current role and stay with the company long-term.

Investing in Comprehensive Education and Training

All Seasons' commitment to employee development goes well beyond industry-standard training. Their educational approach is holistic, recognizing that great pool professionals need skills that extend far beyond technical knowledge.

Training education that exceeds even the industry stuff you might be thinking of... training that includes communication skills that includes financial skills that includes all different aspects of what makes someone who's at someone's home in their backyard interacting with them to be at a very high level a very professional level.

— Dan Lenz, Talking Pools Podcast

This comprehensive approach to training includes:

• Technical Skills: Equipment repair, water chemistry, installation techniques
• Communication: Face-to-face interactions, phone skills, professional email and texting
• Customer Service: Problem-solving, conflict resolution, expectation management
• Business Acumen: Understanding costs, efficiency, and business impact
• Personal Development: Time management, goal setting, professional presentation

The investment in communication skills is particularly noteworthy. In today's digital world, pool professionals interact with customers through multiple channels, and maintaining professionalism across all platforms is crucial for building trust and maintaining the company's reputation.

Measuring Success: The Power of Mission and Values

All Seasons recently formalized their company values, creating a clear framework that guides both hiring decisions and daily operations. Their mission statement balances customer service excellence with employee development, recognizing that these two goals are intrinsically linked.

Their employee-focused mission statement reads: "We're committed to the never-ending improvement, growth and development of our employees through training, building a team environment and advancement. We know our team and their overall pursuit of happiness is crucial to the growth and success of the business."

This isn't just corporate speak—it's a practical philosophy that drives real business decisions. When employees know that their personal growth and happiness are genuine priorities, they're more likely to invest in the company's success.

The results speak for themselves: an average employee tenure of 17 years in an industry known for high turnover, consistent growth over seven decades in business, and a reputation for excellence that has made them the go-to pool company in their market.

Practical Takeaways for Pool Industry Leaders

Building a winning team doesn't happen overnight, but the principles Lenz shares can be implemented immediately. Start by evaluating your current hiring practices—are you focusing too heavily on experience at the expense of character? Look at your training programs—are you developing the whole person or just teaching technical skills?

Most importantly, examine your company culture. Do your employees feel valued and supported? Do they see a future with your company? Are you helping them take pride in their profession?

The pool industry is entering its busiest season, and the pressure to deliver exceptional results has never been higher. Companies that invest in building winning teams—those that hire for personality, develop comprehensive career paths, and create cultures of excellence—will not only survive the busy season but thrive throughout it.

As Lenz reminds us, your employees are your greatest asset. When you treat them that way, they'll prove it every single day.

Episode Chapters

• 00:00 Introduction and Industry Challenges
• 05:30 All Seasons Company Overview
• 12:15 Hiring Philosophy: Personality Over Skills
• 18:45 Building Professional Pride
• 25:20 Career Development and Training
• 32:10 Company Values and Mission
• 38:00 Employee Retention Results