Engaging the Next Generation of Pool Pros with Maddy Vandiver, AOP, and ACC

Building the Future: One Pool Pro at a Time

In an industry where experienced professionals are retiring faster than new talent is entering, the art of mentorship has never been more critical. Maddy Vandiver, supervisor and trainer at Pool Butler in Atlanta, Georgia, represents a new generation of leaders who understand that engaging young pool professionals requires more than just technical knowledge—it demands genuine connection, innovative teaching methods, and a commitment to individual growth.

Recently nominated as one of the top 10 mentors in the pool industry from a field of 70 candidates, Vandiver brings a fresh perspective to an age-old challenge: How do you prepare the next generation of pool professionals to carry the industry forward?

The Power of Personal Connection in Professional Development

What sets Vandiver apart from traditional supervisors is her commitment to building genuine relationships with her team. Managing over 20 technicians across service and maintenance divisions, she's developed a system that goes far beyond the typical manager-employee dynamic.

I have established this thing about three, almost four years ago where all the technicians... once a week I have about an hour long conversation with each of them, but just talking about life, making it out cool. A lot of trust between us now to where they're OK coming to me with any issues or anything like that.

— Maddy Vandiver, Talking Pools Podcast

This approach isn't just about being friendly—it's strategic management that pays dividends. When technicians trust their supervisor, they're more likely to admit mistakes, ask for help when needed, and stay engaged with company standards even when working independently in the field.

The weekly conversations serve multiple purposes: they build trust, provide accountability, and create opportunities for ongoing assessment and support. This personal investment in each team member's success creates a foundation for professional growth that extends far beyond basic job requirements.

Quality Control That Actually Works

One of the biggest challenges in the pool service industry is ensuring consistent quality when technicians work independently at customer sites. Vandiver has solved this problem through what she calls "quality checks"—a systematic approach that transforms standard service reports into powerful training tools.

Her method involves creating detailed quality check sheets that mirror the company's service checklists. Supervisors then conduct site visits to verify that the reported work matches the actual conditions and that proper procedures were followed. But here's the key difference: instead of using these checks punitively, Vandiver uses them as coaching opportunities.

That alone, because of what it is, because not only as a technician now getting feedback, because we also review it with them after they're getting feedback on, you know, what are they doing as well as it also helps set them up for a course for a path within training.

— Maddy Vandiver, Talking Pools Podcast

This approach transforms quality control from a dreaded inspection into a valuable learning experience. Technicians receive specific feedback on their performance while supervisors gather data to customize future training programs.

Teaching Complex Concepts to Diverse Learners

As a certified CPO instructor, Vandiver faces the challenge that every educator knows well: teaching complex information to students with vastly different experience levels. Her classes often include complete beginners alongside seasoned professionals with a decade of experience.

Her solution involves active engagement and frequent feedback loops throughout the learning process:

I ask a lot of feedback questions as I'm going on. So I'm a big firm believer in keeping the class very engaged in everything. So when I teach, I'll go, I won't go more than two PowerPoint slides without asking at least one or two questions.

— Maddy Vandiver, Talking Pools Podcast

This method serves multiple purposes: it keeps all students engaged, helps the instructor gauge comprehension in real-time, and allows for immediate course corrections when students struggle with concepts. The frequent interaction also helps maintain the attention of experienced students who might otherwise tune out during basic explanations.

The challenge, as Vandiver acknowledges, is keeping veterans engaged while ensuring newcomers understand fundamental concepts. Her approach of frequent questioning and engagement helps bridge this gap by making everyone an active participant in the learning process.

Individualized Career Development Paths

Perhaps most innovative is Vandiver's approach to career development within her organization. Rather than applying a one-size-fits-all training program, she's working to create individual development paths for each technician based on their career goals and interests.

Right now I'm in the process of working on individual training paths for each of our employees to achieve where they want to go. Because, you know, not everybody wants to be a pool cleaner. Some people want to do repairs eventually and stuff like that.

— Maddy Vandiver, Talking Pools Podcast

This personalized approach recognizes that employee retention and satisfaction improve dramatically when people see a clear path forward in their careers. By identifying each person's interests and goals, then creating specific training programs to help them achieve those objectives, companies can reduce turnover while building a more skilled and motivated workforce.

The quality check system feeds directly into these individualized paths by identifying specific areas where each technician needs improvement or additional training. This creates a continuous feedback loop between assessment, training, and development.

The Philosophy Behind Effective Mentorship

When asked what advice she would send back to her first day on the job, Vandiver's response reveals her core philosophy about learning and growth in the pool industry. While the full quote wasn't captured in the transcript, her approach throughout the conversation demonstrates a commitment to patience, understanding, and meeting people where they are in their professional journey.

Her mentorship style combines several key elements:

• Regular personal check-ins that build trust and open communication
• Systematic quality control that serves as a coaching tool rather than punishment
• Frequent engagement and feedback during training sessions
• Individualized career development based on personal goals
• Recognition that everyone learns differently and at different paces

This comprehensive approach recognizes that effective mentorship in the pool industry requires more than technical knowledge—it demands emotional intelligence, patience, and genuine investment in others' success.

Lessons for the Industry

Vandiver's approach offers valuable lessons for pool industry leaders struggling with workforce development and retention. Her methods demonstrate that investing time in individual relationships and customized development programs pays dividends in employee satisfaction, quality control, and long-term retention.

The success of her weekly conversations with technicians shows that personal connection remains crucial even in an increasingly digital world. The transformation of quality control from inspection to coaching demonstrates how changing perspective on existing processes can dramatically improve outcomes.

Most importantly, her commitment to individualized development paths recognizes that the future of the pool industry depends on helping people see long-term career opportunities, not just short-term jobs.

As the industry faces ongoing workforce challenges, leaders like Maddy Vandiver are proving that the solution isn't just about finding new employees—it's about developing the ones you have through genuine mentorship, effective training, and personal investment in their success. The next generation of pool professionals is ready to learn; they just need leaders willing to teach them properly.

Episode Chapters

• 00:00 Introduction and Mentor Nomination
• 05:00 CPO Teaching Experience
• 12:00 Supervising Pool Butler Technicians
• 18:00 Quality Control and Training Systems
• 25:00 Daily Routines and Management Philosophy
• 32:00 Mentorship Approach and Career Development