Active Management

Category: Group Fitness

  • The Value Proposition For Being A Warrior

    The Value Proposition For Being A Warrior

     

    Are you a fitness business operator whose group fitness schedule could use a little refresh? Are you a fitness business operator still recovering financially from the pandemic? If you answered yes to one or both of those questions, you have come to the right place. WARRIOR could be the ‘edgy’ programming to help your health club reinvent itself, all while being license free. Created in 2020 by group fitness royalty, Ellen de Werd, WARRIOR Rhythm™, WARRIOR Strength™ (WARRIOR Kids), and WARRIOR Combat™ deliver classic modalities like yoga, functional training, and kickboxing in thrilling, original ways.  Being a WARRIOR taps into empowerment and self-confidence for both instructors and students alike. Come (“as you are”) and unleash your inner wild thing.

    Ellen de Werd is a 23-year fitness industry leader with extensive experience developing innovative programs.  She is the creator of WARRIOR Rhythm™, WARRIOR Strength™, and WARRIOR Combat™.

    Her unique programs are taught in 11 countries. Since the launch of the WARRIOR Instructor Academy, Ellen has garnered national attention as a featured, favorite presenter and educator for IDEA, canfitpro, SCW, and Fitness Conventions Inc. Ellen is the Fitness Director at the Downtown Athletic Club and a Lululemon Legacy Ambassador.

    Listen to the show by clicking here

  • How To Keep The Team With Great Culture

    How To Keep The Team With Great Culture

     

    “Culture is what motivates and retains talented employees” – Betty Thompson 

    Culture really is or should be your number one focus in any business. As a fitness business consultant, often,  I see a huge emphasis placed on creating amazing culture with members,  however,  I see it missing when it comes to the company and their team. 

    We must place just as important emphasis on team culture, as we do on member culture – not only to ensure the happiness of our employees but it is true that true community grows from within – happy team = happy members.

    When you have a team that is on side, classes get covered, messages get communicated and  the workplace becomes a happier place to be!

    It can often be tough – especially in the fitness industry where we are recruiting casual employees and contractors, however this is why a great importance must be placed on ensuring we are doing everything we can to develop the best culture possible. 

    Here is a quick check list to see how you are going as a facility and perhaps where you could look to improve…

    •  Upskill and development

    Are you continually upskilling and developing your team? Are you getting into classes to give feedback, as well as finding opportunities to grow your team’s knowledge and skill set?

    •  Do you encourage team participation 

    Are you AND the rest of your team attending each other’s classes? Great comradery and bonding happens through supporting each other simply through attendance

    •  A career path 

    Is there room for your team members to grow? Take on more hours, take on more responsibility or even be mentored by a senior member of staff?

    •  Social activities and team bonding time

    Everyone loves a good social! Are you making time for regular team catch ups out side the official meetings and workshops? Just getting out and having some fun together creates close knit teams fast and effectively

    •  Set clear boundaries and expectations with excellent communication 

    Are you getting your team together for company meetings? I believe at least once a quarter is a good expectation

    Team meetings are a space you can set clear boundaries and expectations with your team, you can keep them informed of any major changes or upcoming events, but  most importantly this clear communication allows them to feel like a valued important part of the team as you are taking the time to include them in this way 

    •  Reward your team 

    Are you rewarding your team? Team player of the month, best class attendance, or best member feedback awards are great ways of acknowledging amazing team achievements. Perhaps this is  something you do in team meetings or over social media. Make sure you are consistent ie – if you set out to award monthly make sure you do

     

  • How To Create a Team That Excels Your Business

    How To Create a Team That Excels Your Business

    Our last few blogs have all been about recruitment – the ‘how to recruit’ more specifically. What’s often not talked about in the fitness industry is what do you need to recruit to create a team that excels? I am not talking about team culture, that’s coming next edition. I am talking about a team that produces results, has clear job descriptions and who can harmonise working to their strengths. 

    When we look at the research for “high performance teams” there are a lot of results and a lot of research conducted from a corporate setting. However most fitness facilities are much less corporate in their approach and I believe there are some fundamental lessons we can take from other industries that can help teams excel. The biggest 3 factors that affect performance in teams in any workplace are relatedness (culture), competency and autonomy. Today we will delve into what competency and autonomy look like in teams in the fitness industry. 

    Competency stems from the assuredness one has to perform their role in a sufficient and successful way. However there are two parts to competency. The first being the expectations laid out by the employer to the employee on how to conduct themselves and how to achieve results in their role. Working as a PT in big-box for many years, most of the time ‘competency’ was measured by a trainer’s ability to attain a certain number of sessions per month (rightly or wrongly). As a group exercise instructor, there are often a lot less indicators and measures of competency set out by the employer. So we ask the question – how does a group exercise instructor know that they are good, bad or mediocre at what they are doing? 

    When employers are looking to create a team that excels and performs well, one of the first questions you need to ask yourself is how do you measure success, growth and performance? Is it a numbers game akin to personal training targets? Group exercise instructors who consistently have over 75% capacity classes might be one way you can measure competency. Class and instructor rating systems have been increasingly adopted throughout the fitness industry. The biggest caveat with these rating systems is you have to factor in personal preference and give people the chance to voice their praise, criticisms and concerns. Without the ability to give people a voice, a number out of 5 may tell you some aspects of performance and competency, but may not tell you how to change that and grow the instructor. 

    What about the instructors’ competency behind the scenes? Do you have other tasks for them to complete in the facility that they are also measured on? What is their level of customer service before and after class? What about how tidy they leave the studios? There are many ways and avenues to help people achieve a high level of competency in the workplace. As always the first step is with the employer to set the expectations of competency and behaviour, measure it in a meaningful way and show staff members how to progress. 

    When these systems are in place we can then see if the instructor is achieving ‘autonomy’. Once someone has achieved a certain level of competency in their tasks they can start to make those tasks autonomous. This does not mean complacency, autonomy suggests that they do not often have to be reminded to perform tasks critical to their role. Autonomy can be about how effortlessly as a team you can give constructive feedback and enact it. Autonomy is also about conflict resolution and communication. 

    If team members are not aware of expectations they should be meeting in the workplace this is often where conflict arises, or worse, unspoken resentment. If staff members cannot automatically complete tasks to their level of competency as tasks are always changing, then autonomy cannot be attained. Autonomy is a systemisation and a synchronisation of the tasks that need to be completed in any facility and being carried out seamlessly (most of the time). 

    Are you as a manager constantly ruffled and frustrated because you feel like others ‘aren’t doing their job’ or ‘putting in’? That’s a red flag for competency and autonomy. Do you notice a ‘hierarchy’ amongst instructors where if one is influenced all are? There is another red flag. Do you hear staff members saying or repeating phrases to members and other staff such as ‘I’m unsure’, or ‘just ask the manager’? These can also be red flags for autonomy and competency. 

    Your task as manager and owner of a facility is to ensure you have water tight job descriptions, set expectations for all staff members and measures of progress and growth. If you notice you haven’t done this previously it’s okay. Set time aside over the slow time in Dec & Jan to go through these in depth. Formulate a plan of action to implement any and all changes that you think are necessary to drive growth. Beware as these actions will drive anyone away who is not invested in you and your facility. However it could be the cleansing you need for your time to get things moving in the right direction. 

    If you do not have a measurement system for your instructors growth and progress we can teach you! Join our Retention Handbook community for a foolproof way to conduct instructor assessments. Learn how to implement these into your team systems seamlessly and ask questions in our group along the way. Head to our website to find out more. 

  • Successfully Onboarding New Instructors

    Successfully Onboarding New Instructors

    If you search for onboarding practices online, there are over 22 million hits that come up. However, a majority of these articles and strategies focus on onboarding in an office setting. While we can take some of these practices and strategies, the physical implementation of these into the fitness industry can be challenging and confusing. We are going to give you some simple steps to follow to ensure a much more smooth onboarding process. 

    One of the most challenging aspects to onboarding is to ascertain what level of communication, consultation and learning your hire will need. There are two important factors that we must remember when onboarding instructors. Their ability to teach and their ability to learn processes, procedures and business structures may be (and usually are) completely separate. So we must onboard aspect one: business/brand values, acumen and processes, as well as aspect two: ability to teach classes successfully within your business/brand. Today we will delve into the vocabulary of ‘teach-backs’, class shadows and team teaching. 

    Following on from our previous articles, you may have just completed an audition, or at the very least, been able to view their teaching ability. (So if you haven’t, there is a good step one!) The first question is are they ‘stage ready’? Would you be comfortable putting them straight in front of your members to teach without any training? There are some instructors that may fall into this category. However, putting an instructor in without any development, or team teaching can set a bad precedent for the culture of your facility. We highly recommend at least a few of the following developmental training sessions with all members of your team, regardless of how much instructing experience they have had.

    Let’s begin with the easiest to implement; class shadowing. As the name states you would set the instructor up with an experienced member of your team and get them ‘on stage’ with them. I would only give them minor duties if it was more a floor coaching program; and if it was a stage coaching class, allow the experienced instructor to do all the cueing and coaching. Class shadows are a great way for new instructors to see what is currently being done in class from a unique perspective. It is low pressure and a great way to introduce them to your current membership base to see how they interact. 

    Next is team teaching. This is a similar set-up to a class shadow except now the new instructor is expected to teach a portion or half the class. It is the natural progression of a class shadow, but an experienced instructor may be comfortable starting here if given some time to prepare. This one can be a little more challenging if the instructors have never met. So make sure both instructors have some time to interact, talk before the class and really understand the expectations of who teaches what. The guidelines for a new instructor here must be precise and accurate so they have a good understanding of what is expected of them, but still have a chance to make mistakes without any major consequences. 

    Pairing instructors here may also be a little challenging, however you want the ‘champion’ instructor of your business who lives and breathes your facility and values to be a part of these. Not only then can they impart their knowledge about your facility and the class, but also give the new instructor relevant feedback directly after the class. You must trust the team-teaching instructor to deliver the message and values of your facility as if you were delivering them yourself. 

    Lastly we move to a teach-back. This is where you would assemble your staff (as many as you could, or long term members) and have the new instructor solo-teach either a portion, or a whole class to the staff to allow for feedback. This can be a little intimidating for brand new instructors but is great for development. Feedback for instructors is key to continued success. A successful teach back is useful not only for onboarding new instructors but for; continued team culture (to be explored next month), trialling new programs or class concepts, and ongoing training and development of all instructors employed. Being able to teach in a safe environment without the pressures of members is a great way for less experienced instructors to begin teaching in your facility. 

    We believe that all three options should be used when onboarding new instructors. You could utilise all three for very new instructors who haven’t taught much at all before, or you may only use one for a more seasoned veteran. However it means that you are able to view them teaching in your facility, to your members or team before you send them out. This also shows that as a facility you stick to your brand standards and live up to them. 

    The question you need to ask yourself as a facility is do you have that person who you can rely on for class shadows and team teaching? When was the last time you set foot into one of the classes inside your facility? If you cannot find the answers to these questions it may be time to reach out and ask for help. Your instructors and your classes are the tangible representation of your brand and values. It’s hard to do this alone, so we created a space to ask questions, take it at your own pace and begin to understand the Retention journey.

    Exercise to Experience provides self-paced learning within a supportive online community. 

    We take you step by step on where to begin looking in your facility to increase Retention. With a downloadable manual and videos to refer back to, this guide continues to give golden nuggets of information as well as practical steps for implementation.

  • Group Exercise Auditions – What Are They And Are They Necessary?

    Group Exercise Auditions – What Are They And Are They Necessary?

    So, you’re hiring and from our previous article you know what you’re looking for.  But, what should the process be when it comes to recruiting your next team member? 

    My favorite way is through Group Exercise Auditions.

    Group Exercise Auditions are a great way of taking all of your group fitness applicants and putting them through a group recruitment process, this could be a full or half day depending on the number of applicants. 

    Each group audition often looks slightly different, however the consistent theme is that you would get all applicants to prepare a part of a class to teach, then actively participate in the others classes as they teach one at a time. 

    You, as the recruiter, can either take part or watch with a panel from the back of the room. Both options come with pros and cons; to participate is to feel the movement that is being coached and to watch enables more time to observe and take note. My ideal setting is to have both, someone on staff taking part and someone on the panel!

    Why are they great?

    I have constructed a list of all the reasons Group Exercise Auditions should be the next way you run recruitment:

    • A chance to see your new recruits teach in front of an audience. 

    Nothing is more awkward than a one on one practical interview. This way your recruits get to authentically teach a part of a class to real participants. 

    •  A way to see them coach “members”. 

    Whilst they are doing this you get to observe how they coach and connect with the “members”  as well as see how they handle different abilities in the room.

    • You get to see how they interact as a team. 

    The observation doesn’t start and end in the classroom, you get to see how they interact with others before and after class as well. This gives a small insight as to how they might interact as a part of your team if recruited.

    • A way to watch them participate.

    You can observe them not just as the teacher but also as the participant. How willing are they to support others? How much effort do they put in?  How willing are they to ‘give it a go’ even if it’s not their discipline. These behaviors can say alot about a person’s character

    • You get a heap of recruitment done in one day. 

    You get to bring a large amount of people through your doors in one go, meaning recruitment can be done and dusted just through this one single process. Who doesn’t want to save time and money?!

    • You can easily showcase what you’re looking for.

    Having a group recruitment process is a great opportunity to be able to formally introduce yourself as the company with everyone that has applied. You will have the chance to talk about the company and your values, as well as give clear direction as to what is going to happen on the day. This helps the recruits understand if they align with you, as well as the fact you can communicate any expectations before you begin. 

    Hopefully this article has given you clear reasons you should be using group recruitment as a process in your club or studio. However if this still feels like an impossible task, we’re here to help. 

  • Hiring a two way street Part 2: What to look for in instructors

    Hiring a two way street Part 2: What to look for in instructors

    Talent is hard to come by, believe me I know. I have been recruiting instructors over the last 12 years across multiple countries, I have consulted for clients who have the same ongoing issues; finding the right people is no easy feat! So what exactly should you be looking for when it comes to recruiting your instructor team?

    Here is a breakdown of recommendations  to look for on the resumes of your next group of applicants:

    Experience (in group coaching) 

    You can be the most talented personal trainer, but that doesn’t always transfer to being able to take the lead in a group fitness atmosphere. It often takes a completely different skill set and approach. 

    Look for experience in teaching group fitness programs (freestyle or pre choreographed, or even if they have taken small group personal training)

     

    Performing/public speaking background 

    Some of the best group fitness instructors I have had the privilege of training or recruiting have had some past experience in performing arts or public speaking. This type of experience prepares you for the stage, it gives you excellent skills in communicating with large groups (Vocal projection, charisma, confidence) and those with a dance or singing  background have great knowledge of music and working with the beat. Great especially if you are recruiting for a beat-based or music driven program!

     

    Customer Service Skills 

    Whether these recruits are only teaching group exercise or taking shifts on reception as well, excellent customer service skills are a must; so glancing over the resume for previous customer facing jobs is a great idea. 

    People skills can often be hard to teach, so those who already come with an awareness of  customer service could be a great addition to your team.

     

    Qualities of a team player

    Looking over that covering letter for examples of good sportsmanship is another top tip! Whether that be referencing a team sport or noting their willingness to be on the same page as their workmates is a huge must. When you have someone on your team who values the power of working together it is worth taking note of. 

     

    An eagerness to grow and/or upskill

    No one is perfect, so looking for staff who are hungry to learn is hugely important. 

    Not only will they be more agreeable to feedback, they will want to attend upskill events and workshops and look for ways to improve their skills as a coach.  Those with this drive to be better will also often be happy to stay employed by you whilst they are learning these new skills. Meaning longevity from your staff members.

     

    Qualifications

    Last, not least, but for me NOT the most important. 

    Controversial I know, and don’t get me wrong of course you want people to have the necessary Cert 3 and/or 4 to be fully insured to work at your facility. But do I believe a resume of 20 certifications outweighs the above? Nope!

    I would rather a staff member be slightly less qualified yet with social and customer skills and a willingness to learn. As honestly, I can often teach the instructor the skills of the class, but the skills listed above  are a lot harder to come by. 

    Check out Hiring a two way street Part 1: Instructors how to choose the right business

  • Hiring a two way street Part 1: Instructors how to choose the right business

    Hiring a two way street Part 1: Instructors how to choose the right business

    The fitness industry is currently experiencing one of the biggest instructor shortages in recent times. Applying for anything and everything is never a good option, but particularly when instructors currently have the ability to be a little more choosy with where they work. Instructors and businesses alike will benefit from this two-part article to understand what perks and pitfalls can make or break the hiring cycle. 

    Instructors often have the least job security, are paid the least in the industry, yet are expected to deliver excellence to a room full of people with every class they teach. It can be very high demand on instructors’ bodies, voices and immune systems. Knowing all this, it is up to the instructor to decide their weekly mental/physical limit on the amount of classes you teach. If you are required to be very active in all of the classes you are teaching it is very important that you consider not only your limit, but what you will do when (not if) you need time off. 

    Our first point when looking for a new facility to teach at is to ask what their policy is for requesting leave and finding cover/s. Be sure to know how much notice you need to provide for holidays and classes you can’t attend. How easy is it to find cover, and who takes care of that process? Are you still able to teach a class while you are injured/recovering? What is the policy surrounding instructor class participation and delivering an excellent class experience? Instructors often feel like they cannot ask these questions from a facility, but this is imperative information for anyone thinking about teaching classes ongoing. 

    Our next item to look out for is payment. What is the pay rate for the class you teach? It is important to investigate your payment per time; including the hours of preparation for each class, travel time and any administration (if any). This calculation is your adjusted hourly rate. Lots of preparation and travel time will affect your commitment to that class and needs to be taken into account. An adjusted pay rate is something all instructors should calculate for themselves to understand what their overall salary is and how much time is left over in their week. It is also important to ask the business how they review pay rates, how often, and if there is a progression scheme. If you are consistently packing out your classes yet there is no reward or compensation for your excellence it’s time to ask why?

    As an instructor I have been reluctant to really dive into these aspects of teaching because I did it for the love of teaching. As I have grown into the industry I now know that just because I love it, doesn’t mean I should not be paid for my commitment and excellence. We need to get more comfortable having these discussions up front, checking contracts, or asking businesses to add these points into a signed contract.  

    Lastly you want to look at the perks the business is offering you. Firstly what type of ongoing learning and development do they provide, if any. While it is my sincere wish that every business offered their employees some kind of ongoing development, not having that is not a complete deal breaker. It is important to continually develop yourself as an instructor by surrounding yourself in new classes, new courses or new readings. If the business you are looking to work at does not offer this, do they offer time off for your investment in yourself, or perhaps a pay rise once you upskill? Companies that invest in their employees learning and ongoing development shows their commitment to wanting to retain their staff. An important factor for any instructor when searching for a role. 

    Lastly with perks do they offer a membership at their facility, or a chance to join classes if there is space? Do they have offers or relationships with businesses in the community such as discounted massages or physiotherapist appointments? What about a room/space that you are able to work out of, relax and prepare for your classes? Businesses that share these aspects with their instructors, even if you are only a contractor, means they value your contribution to the business and want to offer you perks to keep you. 

    As an industry it is my opinion through my experience that instructors often get left behind in some or all of the points mentioned above. If you were to work in any office setting these aspects are usually well thought out and are a normal part of any recruitment process. When entering into any relationship you look out for red flags; applying for jobs as an instructor is no different. 

    My last point would always be to watch the staff that are currently working and see what their demeanour is like. Do they seem happy, attentive and comfortable? Can you talk to other staff at the facility and ask for their opinion of working conditions? By getting a general sense for the facility and using your gut instinct will never go astray in any hiring situation. 

    These points above are designed to help instructors when looking for a job. This can easily be applied in reverse if you are a business looking to be appealing to group exercise instructors. Wait for next month for part 2 of this series as we go into more depth about the hiring process from a business perspective. 

  • The Group Exercise Business Journey Series

    The Group Exercise Business Journey Series

    My journey over the ‘pandemic years’ has been harsh yet enlightening. I am sure there would be a few people who that may resonate with. It was harsh because it felt isolating, and pressure filled. I was really only capable of doing the necessary tasks to try and keep my business afloat.  However, it was enlightening because it gave me clarity on what lights me up in my career and what gives me true purpose. It was enlightening because it highlighted everything that I loved about our industry and gave me a push to want to try and change things for better. 

    One of the challenges I faced was an abundance of information. It sounds like it shouldn’t be a problem, but there was real fatigue from searching through this information to find what was relevant for me. It led me to this question – do you wish you had an easy to access library of information to continually grow your group exercise business? I read a lot of blogs and articles from amazing contributors in the fitness industry but it felt sporadic and only answered some of my questions. So instead of searching, we at Exercise to Experience are going to create this resource for you. We are going to bring you 17 articles delivered once a month that take you from start to finish in your group exercise business. We want to be the supportive, intelligent best friend for your business to grow because that is our passion. Our purpose is to get more people in the world engaged in group exercise, so we need you to have classes booked out for us to reach our goals. We want to help you create unforgettable group exercise experiences everyday. 

    Where does one begin on this epic journey that we are to undertake? We begin with asking yourself the hard questions. How well is my group exercise business operating? We start with a broad question for a broad industry. The reason this question came up was after a conversation with my friends at MindBody. We were looking, or should I say trying to look, for some generic statistics in the group exercise space and found something incredible. Many businesses are not analysing and measuring their group exercise businesses correctly or at all! These statistics were non-existent or only being measured in a few businesses, which meant we can’t use these statistics to show you how group exercise is performing as a whole. 

    This was mind blowing to me! Currently in boutique fitness, small group personal training and mixed fitness small businesses, I cannot share relevant statistics surrounding key factors. Some of what we were looking for was; average retention of membership/subscription, monthly class attendance averages, penetration (for those in mixed businesses) amongst a whole host of other key reports and measurements. Franchises who do measure these statistics hold onto them and very rarely release information for fear of giving their competitors an edge. 

    I truly believe that as a business, and as an industry, we will not truly be able to tap into the 80% of people who aren’t engaged in gyms and boutiques if we aren’t asking ourselves these questions and collectively using this information. 

    This article is designed as a wake up call for every business owner to tap into their CRM’s and discover the potential of all those reports that you may have never used before. If you don’t know the capabilities of your CRM do not fear, think of this as a new beginning of growth for your business. Dial into the customer support and be prepared to take a deep dive into the information that your CRM can provide you. 

    Group exercise businesses are an incredible way to get more of the population moving. We know how incredibly transformative exercise is particularly when coupled with a great culture and community. How do we know if we are getting that right if we don’t measure and analyse? 

    Most CRM’s have an abundance of information about your business just waiting for you. We want you to go ahead and download those reports. Figure out what you do know and didn’t know; what you may have an understanding of, and what you may need some help with. The first step for any type of growth is to understand your current situation and create your baseline. You don’t need to do anything with that information yet except to collate it and soak it in. 

    You have an entire month to have a look at these reports and get a grasp on them before the next step in our journey. If you want some help before then we are ready to be your supportive, intelligent best friend with killer advice; just reach out. The beautiful thing about finding your baseline is that it usually confirms things you already know or ‘have a feeling about’ in your business. Seeing the statistics and reports can prompt action that you have been procrastinating on or trying to avoid. And please please share these reports and stats with your CRM so as a fitness industry we can gather relevant and useful statistics around the group exercise industry. That way this time next year when we write an article on the state of group exercise businesses we don’t have to guess, or go off an ‘industry feeling’ we can give you the data. 

    Together we can grow the industry to be twice as big then it currently is and we don’t have to ‘compete’ for a slice of the same pie. Your businesses are a representation of your purpose and passion in life and now is the perfect time to grow and prosper. 

  • Brent Darden Talks About How To Make Your COVID Pivot Stick

    Brent Darden Talks About How To Make Your COVID Pivot Stick

    In the May, Fitness Business Podcast’s Rewind Show Brent Darden, Interim President & CEO of IHRSA and guest interviewer, Justin Tamsett, Owner of The Fitness Business Podcast, talk about how to make sure the pivots you made stick – at least the ones you want to stick in your business!

    In show 333, Brent discussed with Chantal the importance of re-imagining our businesses post covid. So in this interview JT & Brent cover 4 main questions and as you can imagine a whole lot more – in fact wait until you hear about Brent’s 3 I’s for gaining team buy in!

    The questions covered include:

    1. As businesses reopen and we get into the hustle and bustle of daily operations, what are your tips to ensure that all those ideas we re-imagined are baked into the business.
    2. A key phrase we hear when discussing business pivots or indeed re-imagination, is ‘team buy in.’  Without the team buying into the new direction, ideas, services, products, etc then they will probably fail.  If we use IHRSA as a case study, how did you build ‘team buy in’ initially?  And then to ensure staying on the path?
    3. Have you achieved what you set out to with IHRSA?
    4. Tell us about the IHRSA event in Dallas on 13th to 15th October.

     

     

  • Best Practices for Group Fitness Management in 2021

    Best Practices for Group Fitness Management in 2021

    featuring Darren Jacobson, Senior Vice President of Instructor Programming for Zumba Fitness LLC

    In this interview, Darren shares advice on the areas group fitness managers should focus on, how to reconnect with members, and how digital offerings can work with traditional group fitness.