The Benefits of Teaching Leadership Skills to Employees
By Marco Albarran Managing Director, Remarkable Hospitality, Inc. | August 19, 2012
As labor tends to be the highest cost that a hospitality entity may bare, there are certainly ways to control them or even better, to turn them into a valuable asset that will ultimately help your establishment at the end of the day. When we look at the staggering numbers that we face in turnover, it truly makes us think in a way which the average manager says that this is normal, so we shall let it be. However, my experience working with a handful of brands that focus more on employee development have realized that for the long term, perhaps investing in the employee by educating future hospitality leaders will be most beneficial. I can certainly say that if we do not take advantage of this, these potential and highly capable personnel will in fact find the company that will demonstrate interest in their potential.
The following write up pertains to selecting the personnel you feel will be able to continue taking your brand, establishment or corporation to the levels which they should be heading towards, given the panorama in which they find themselves in.
Hospitality leaders will use a number of approaches that will position them in such a role. However, what is it that you will be looking for in any of your employees, which will then help you gather which ones are potential leaders, and how can we coach them to be the leaders they can potentially be if they are given the opportunity?
First, one of the unfortunate situations which I have encountered is that many potential leaders are not immediately identified and molded to take on leadership positions. This is a lost opportunity for internal promotion and growth. This equates to loss of money as well. Anything may have been the cause, whether it was external factors, or internal factors. Maybe businesses levels did not justify the need for their services and were either maintained in their current rile, or they were laid off? Perhaps the wrong mentor was the one who did not explore the possibility of molding this potential leader, as the actual mentor was preparing to move forth likewise in the company?
Let's avoid these particular concepts by applying what I initially identified as what one of the handful of companies are doing. Keep in mind, no matter what you may think, we are moving forward in a different direction from the typical way that hospitality companies will be managed and how they will survive. Technology, social media and the importance of service will trump the traditional marketing efforts, where we will notice that customer retention and connecting with guests via social media is a must. The new generation of hospitality industry leaders does have a great understanding of how this works, and we foresee that they will be able to take traditional brands to the next level. Whether you admit or not, this is the movement we are currently experiencing.
So let's get to the point. How do we educate our future hospitality leaders? The initial and most important approach here is to always use the existing fundamentals, the base, which hospitality has always thrived on. We can build from there, change what is necessary and move competitively forward. Once we have identified who the potential leaders of the company may be, w e start giving them opportunities to develop leadership skills they already bring to the table. Let's identify and discuss them in a bit more detail.
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