How do you develop hospitality staff for leadership?

In order to identify the right talent and future leaders is a process. - Analyse internal talent before looking for external hires. - do an introspection about your own processes & procedures - evaluate the trainings & learnings provided to each individual - evaluate if you have successfully built a culture of feedback, open discussions - do your employees feel valued and heard - have you been providing them with support and attention when needed If answers to all the above is yes, you will be in a great position to pick from a pool of talent. Nurture them, mentor, empower and delegate responsibility to the right person. They will perform and bring you the desired results. In short, onus is on you to identify, train the right talent.

To groom leadership in hospitality, identify potential leaders, provide training, mentoring, and diverse experiences. Cultivate soft skills, set goals, and foster a culture of open communication and recognition. Regularly assess progress and refine strategies for effective leadership development.

I always suggest that people start by identifying those who are able to develop connections and relationships with other people. This is a fundamental skill when it comes to leadership. Alternatively, look at people with open personalities committed to continual learning. That way, you are starting with people who get the people side of leadership.

Lead by example… Doing the Hotel/Resort/Property rounds with specific team members allowing them to see you interact and on the spot rapport with Guests and oversee heads of departments allows them to learn from your experiences on an everyday changing environment.

Developing your people is an ongoing process. It is something that needs to happen continuously. Workshops and courses are very powerful. However, suppose you want to unlock the highest potential of your leadersers). In that case, (or future lead coaching can be the single most impactful decision you will make in your people development program.

Providing opportunities and challenges is key for leadership development. Involving staff in diverse projects, delegating tasks, and encouraging them to tackle new assignments fosters growth.

A lot of times owners and managers get caught up correcting and coaching behavior that is incorrect, without acknowledging what is going right - and progress/improvement! Taking to time to stop and recognize great teamwork, great service and team members taking initiative is crucial for all leaders, and also re-enforces more great behavior! Praise in public, correct behavior in private!

Ongoing support for your people is essential. Remember, your developing leaders are encountering new and challenging situations every day. As a result, you must incorporate a robust leadership support framework to prevent overloading and burning out your people.