Editorial Board   Guest Author

Mr. Lally

Bill Lally

President, Mode:Green

Bill Lally is the president of hospitality integration firm Mode:Green. A serial entrepreneur, Mr. Lally has extensive experience and a unique background in a variety of areas ranging from commercial audiovisual and control systems to energy management, broadcast, recording, post-production and hospitality.

In 2008, the culmination of this experience resulted in the successful foundation of Mode:Green, which provides advanced control systems and energy management in the hospitality and commercial markets with the goal of bridging the current gap between integrators, MEP engineers and contractors, GCs, lighting designers and architects.

Capitalizing on having become the first LEED-AP / Crestron Master's Level Certified programmer, Mr. Lally grew Mode:Green from a small independent programming house (with clients such as Disney, Four Seasons, Baccarat, 1 Hotel and even NASA), to an enterprise completing several fully integrated multi-million dollar projects over the past five years. Mode:Green has become the foremost authority in meeting the demands of the luxury hospitality market and the ever-changing technology expectations of the world's most advanced hotel guest rooms.

Mr. Lally is on top of new technology trends in the latest and upcoming audio/video, energy management and automation technologies to use in work for his clients, and is a continuous technology tinkerer on the side. He was also a founding member of the STEP InfoComm Task Force and is part of the InfoComm Smart Building Task Force, which drew on his ability to create energy management solutions for commercial buildings.

Mr. Lally attended the University of Miami for Music and Audio Engineering, and is a member of the US Green Building Council.

Please visit http://www.modegreen.com for more information.

Mr. Lally can be contacted at 407-574-6245 or blally@modegreen.com

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.