Author Archives: devadmin

  1. Now Is The Time To… Reflect, Engage and Set Goals

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    https://masterinnholders.co.uk/news-event/now-is-the-time-to-reflect-engage-and-set-goals/

    On Monday 28 January, 475 hotel professionals arrived at Intercontinental London – The O2 for the Hotel General Managers’ Conference 2019. Reflection to enable positive change, discovering the potential in people and being courageous enough to strive for your goals were the main topics across the two-day event, aptly titled ‘Now Is The Time To…’.

    Opening the conference, Master Innholders Chairman Danny Pecorelli FIH MI, said: “Never has there been such time for change in our industry. Our customers and our workforce are changing and maybe our government is changing, so our industry needs to change.”

    He said the Master Innholders had a ‘robust five-year plan’ in place to help it meet the industry’s changing needs. “It [the conference] has evolved and will continue to evolve. We are really keen to make sure we are the most relevant and attended conference.”

    David Guile, executive leadership and business coach, outlined the importance of reflection to enable performance to improve. The former hotel CEO talked about the pressure of working in the hospitality industry and said time was a ‘precious commodity’ and therefore we need to think about what is really important. He said taking 15 minutes a day to think about ‘the plates that needed to be spun, the ones that can be dropped,’ could benefit hoteliers and their businesses.

    Reflection, he said, made people more self-aware, motivated and open to change. He explained: “You don’t learn from experience, you learn from reflecting on that experience and making some positive change.”

    Kate Nicholls, CEO of UKHospitality talked about what the organisation was doing to support the industry. Identifying that hospitality had a turnover of £130bn last year – double that of financial services – had helped give hospitality a seat at the table and made the government realise how important the sector was to the economy. She said the fact that the government had scrapped settled status fees for EU citizens and were holding a consultation over the National Minimum Wage increases were positive signs they were listening to the industry.

    Keynote speaker Marcus Child gave an inspiring and uplifting talk on the subject of personal power. Sharing his own experience and working with others on achieving their ambitions, he gave top tips on how to meet challenges and how to confidently set and meet aspirational goals.

    In his two and a half hour session, Child talked about how seeing the potential in others could enable them to achieve more than they believed themselves capable of. “Be predisposed to see the power in other people” he said.

    Through statistics and case studies he showed how inclusion within an organisation is the number one way to build employee engagement and loyalty, while 80-90% of employee behaviour is shaped by the behaviour and attitude of the company’s leader.

    The topic of employee engagement was followed on in Stefan Wissenbach’s session on day two of the conference. Wissenbach explained that measuring employee engagement regularly is essential to building a present, focused and energised team. According to research by his business, Engagement Multiplier, only 8% of employees are actively engaged and leaders need to change their strategy to breed engagement. “By implementing the Japanese process of Kaizen to make small incremental changes, businesses can complete a full engagement transformation”, he explained.

    Senior Lecturer at École hôtelière de Lausanne Ian Millar, provided a countdown of the top technology hypes and hot trends that will impact hotels. The latest tech hypes include 8K televisions, dedicated mobile apps and in-room robots, whereas guest-own content, such as Netflix, guest communication platforms and 5G have been hailed the must-have capabilities for any hotel.

    Within his session ‘The Market’, David Bailey, Senior Director – Head of Client Solutions, CBRE Hotels provided insight into the state of the industry and announced a rise in RevPAR across UK cities and provinces, with London seeing a 2.4% increase. Investments are being made into experiential properties, according to Bailey, due to the increase in middle-class travel and the experience economy.

    Keynote speaker Rob May provided an accessible outlook on cyber security and the latest threats to businesses. May believes that the best defence against cyber crime is your employees and by training them properly, cyber scams will be more easily recognised and dealt with. “Every 15 seconds an identity is stolen online, so by completing the mandatory training, you and your employees can protect yourselves and your guests,” he said.

    May outlined the range of scams threatening individuals and businesses, including Malware, social engineering and phishing, as well as introducing the audience to protection services, such as haveibeenpwned.com, which will let people know whether they have been a target of a data breach, and Last Pass, which will generate new, personal and complex passwords automatically.

    Founder of The Black Farmer and entrepreneur Wilfred Emmanuel-Jones closed this year’s conference programme with an inspirational talk on how he achieved his life-long dream and how being courageous and embracing jeopardy will support your career. From joining the army to becoming a producer of the BBC Food programmes, each step in Emmanuel-Jones’ career led him to accomplish his goal of owning his own farm, stemming from his childhood experience of his father’s allotment, which led to the launch of a national food brand.

    On Monday 28 January, guests attended the annual conference’s Gala Dinner. A Moët & Chandon Champagne reception was followed by a delicious three-course menu, created by the skilled team at Intercontinental London – The O2. Guests generously took part in a raffle to raise vital funds for the Master Innholders Charitable Trust, Springboard and Hospitality Action, raising £8,000.

    The conference attracted a record number of industry-leading sponsors, including Topline Sponsor Technogym and Gold Plus Sponsor Sky.

    For more information on the Master Innholders, please visit www.masterinnholders.co.uk.

  2. Vice President People & Organizational Development, The Dorchester Collection – Eugenio Pirri

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    Eugenio Pirri is an award-winning hospitality stalwart with a career spanning over 25 years; beginning in rooms division and then food and beverage, before making the transition into human resource.

    As the Vice President, People and Organisational Development for luxury hotel management company, Dorchester Collection, Mr. Pirri, and his team, are responsible for all aspects of human resources, learning and development, employee and guest engagement, innovation and corporate responsibility; working with all functions in the business to ensure people are the cornerstone of every business decision.

    In recent years, Mr. Pirri's expertise in this field has been recognized by leading publications. He, and his team, have won more than 10 prestigious HR and business awards including the Gold Award at the HR Excellence Awards. Mr. Pirri collected both HR Director of the Year and Reader's Choice HR Director in 2015. He is also named as one of the most influential HR Director's in the business.

    In October 2016, he published his first book - Be A People Leader: A Sustainable Framework for Achieving your Full Potential (Humm Publishing, RRP £9.99) - drawing on his experiences in senior HR positions and combining fascinating and funny real life challenges, solutions, anecdotes and examples, to set out his eight-step framework for achieving sustainable people leaders.

    Mr. Pirri lives in Little Venice, London though often travels to far and wide destinations instilling his leadership words of wisdom around the globe. He is often requested to speak on the subject of people leadership for service brands across the world.

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

    Mr. Pirri can be contacted at 44-0-207-629-8888 or eugenio.pirri@dorchestercollection.com

  3. Be the best possible version of YOU – Sally Prescott

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    I’ve recently taken up Pilates. I’ve made a commitment to do three 10-minute Pilates sessions every week with the help of a DVD. I take it with me when I’m working away so I don’t have any excuse not to do it!

    Despite being a regular at the gym, I felt like I needed something extra to keep fit and healthy. We all have busy lives. I travel a lot and sometimes this sometimes makes it hard to exercise and eat healthily, but finding time for fitness and achieving balance in life is important to me. Choosing this lifestyle enables me to be the best I can possibly me – for my family, my clients, and my business.

    Working all hours is not the answer

    Too often these days we feel under pressure to be super productive, balancing our business and personal lives, striving to squeeze as much as possible into every day. But working all hours is not the answer. After a while it takes it’s toll on your body and before you know it you’re ill. It hits you like a tonne of bricks (most probably when you take time off to go on holiday). It’s your body’s way of telling you it’s had enough and something needs to change.

    It’s time to make some lifestyle decisions

    If spending your well-earned break in your sick bed rather than a sun bed sounds familiar, then it’s time to make some lifestyle changes. I don’t mean going to the gym and eating well for a few weeks, then slowly drifting back into old habits. I mean permanent commitments to live a healthier, more balanced life. If you don’t look after yourself, you can’t be the best you can be to other people. You probably take your car for a service every year, so why not do the same for your body.

    I guarantee that maintaining a healthy lifestyle and taking time for yourself will enable you to deliver amazing results in all aspects of your life. Employers would much rather have happy healthy and balanced individuals in their teams – they are much more productive. Your family and friends will appreciate it too. But you are the most important person in all this. Focus on your own wellbeing and you’ll be able to work and play hard!

    Take action – get a coach!

    Wellbeing is all about being balanced and well in all aspects of your life. If you feel confused, unwell or out of sorts, coaching is a hugely powerful way to get to the root cause of your in-balance. It could be diet or exercise-related, or fear of dealing with a challenging situation. A coaching conversation gives clarity to your thinking, which improves wellness, gives you balance, and a real feel good factor. Once your wellbeing has been addressed, you’ll be able to think more clearly and able to achieve your desired outcomes.

    Allow yourself a treat

    Adopting a healthy lifestyle is all about balance. Don’t deny yourself the odd treat. I strive to be healthy during the week and allow myself a treat at the weekend – usually chocolate and the odd gin and tonic! Followed up by an extra Pilates session on Monday!

    Make a commitment to a balanced and productive life

    I’ve noticed a difference since taking up Pilates – I feel stronger and suppler. What’s the one change you can make to your lifestyle to keep fit, well, healthy and productive? Let’s share our great ideas (or can we call them commitments?) below and inspire one other to become the best, most balanced, version of ourselves.

  4. Why we should all be constantly looking for talent – and how to find it – Sally Prescott

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    Have you seen the articles this week about the fall in EU workers coming to the UK? I’m sure I’m not the only one who’s concerned about the impact this is having on employers trying to recruit and the pressures this puts on current resources. CIPD figures show the health and hospitality industries in particular are suffering from a real labour shortage. A second article in The Caterertells us the number of people employed by the UK hospitality industry has fallen year-on-year (by no less than 18,000!) for the first time since 2009.

    The talent pool is shrinking

    Finding the right people to join your team when you need them can be tricky for so many organisations. The task is made even more difficult by the shortage of talent available in our labour market. So what can employers do to make their organisation attractive to new recruits, and where should managers be looking to find that talent?

    Build a magnetic and appealing organisation 

    When you work for a fantastic organisation where every day is different and interesting and your employer values the work that you do, going to work is no hardship. People who work for great organisations generally love what they do and want to stick around. Even better, they’ll go home and tell their friends and family all about how great you are.

    By building a reputation as an amazing place to work, where people love what they do and are valued for doing it, you become an attractive prospective employer. To take it one step further, share with the world what talents you value within your business. Engage with your people, make sure you’re using every ounce of talent and potential available in your team and reward the talent you have. You’ll soon notice the benefits to your bottom line.

    How to find talent for your team  

    So you’ve maximised the potential in your team and built a reputation as a great place to work. What happens if you still have roles to fill?

    Your starting point should be a simple talent database. As you go about your work, keep an eye out for people you’d like to work with, who demonstrate the right skills, behaviours and values that could easily slot into your team. Even if you don’t have a current vacancy, your talent database will help you to identify the right person for the role when you do.

    Encourage people to apply even when there are no current vacancies. We all know there will be vacancies sooner or later, plus you can add their details to your talent database!

    Ask your team to help you find suitable talent

    Encourage your team to talk to friends and family about the roles available and to share what it’s like to work there. You might consider introducing a reward scheme for employees who successfully recommend a friend.

    Capture talent at a young age

    It’s not all about social media. Make the effort to visit schools, colleges and universities and tell teachers and students all about your organisation, what you can offer and what opportunities you have available. Take a stand at careers fairs and exhibitions. Chat to potential recruits in person. Try a freebie giveaway or competition to get them involved and thinking about your organisation.

    Involve your team

    If you have a vacancy that’s proving difficult to fill, why not ask your current team for their input. You might find there are people who would like to be considered for flexible working such as job shares or part-time roles and trust that you will find other people who would love flexible working too. Listen to their ideas – they might just come up with a plan you hadn’t considered. I find that when people love what they do, they will go out of their way to help.

  5. Brands Who Blog – How to use your brand to attract the right people

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  6. Mental wellbeing at work – How to manage employees with mental impairments in the workplace

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  7. Take ownership of your communications – Sally Prescott

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    Have you ever played the game of Chinese Whispers? I’m sure you have. Though perhaps not intentionally.

    Chinese Whispers is a game where a group of people form a line or circle and a message is passed from person to person using only whispers. When the message reaches the last person that person says it out loud. The words inevitably become distorted and meaningless, completely different to how the originator intended it.

    Leaders can prevent the same thing happening in their business by taking ownership of their communications.

    Communicate effectively or risk your message being misunderstood

    The responsibility of communicating a message lies with the communicator. In the game of Chinese Whispers, the communicator is the first person in the line and they almost always end up feeling frustrated. That’s because they leave it to other people to convey their message down the chain. When this happens errors can occur, and in the workplace this is how gossip and rumours are spread.

    If you want to take control of your communications and improve how you share information with your team, read on...

    Prepare to deliver

    It doesn’t matter who your audience is or how important the message you have to deliver, planning and preparation is key. In fact, the more time you spend preparing, the more likely you are to land your message effectively. So whether it’s a daily team briefing or a shareholder announcement, you should plan and prepare in exactly the same way.

    How will you share information to ensure it’s clear and understood?

    As a leader you’ll no doubt have a variety of different communications methods at your disposal. Email is the most common channel people turn to. It’s often an easy one to hide behind and not always the most appropriate option.

    Consider all the communications channels you have at your disposal:

    ·      Email

    ·      Letter

    ·      Blog

    ·      Newsletter

    ·      Video

    ·      Individual meeting

    ·      Team meetings

    ·      Coaching sessions

    ·      Conferences

    ·      Daily briefings

    ·      Management meetings

    ·      Shareholder meetings

    ·      Board meetings

    ·      Informal conversation

    This list isn’t exhaustive but it demonstrates the importance of choosing the most appropriate means to convey your message effectively to your specific audience. For example, great leaders will choose to welcome a new team member in person. This way you can open the channels of communication and make your new recruit feel at ease. Give them an opportunity to ask questions so they leave feeling confident and can come to you with any concerns. Imagine being welcomed by your new employer via email. Your message just wouldn’t have the same impact and could leave a bitter taste.

    How will you check what has been understood?

    In Chinese Whispers, messages become distorted because people cannot hear the words properly. Sometimes people deliberately change the message to be clever or make the game more fun. Messages can also become confused when people are anxious, impatient, or emotionally involved. Could this be happening in your organisation?

    When introducing new procedures or training people to do new tasks it is crucial to stop and check your audience’s understanding at regular intervals. This is vital to embed knowledge, build confidence, and ensure the message is clear. If the information hasn’t been understood in the way in which you’d intended, it’s time to go back to the preparation stage and ask yourself if you’ve focused sufficiently on the who, what, where, when, how and why.

    It is far more productive to communicate effectively and get it right first time, rather than find your message has been misunderstood. So often things go wrong further down the line as a result of leaders not choosing the right way to communicate their message.

    When you are confident in your own communication skills, you will deliver every message appropriately and drive efficiency in your organisation.

    Would you benefit from developing your communications skills?

    Zest for Life offers a variety of training methods and styles to help employees at every level to communicate messages right first time, every time. Just like all communications should be, our training is totally flexible to suit your individual needs. We offer:

    ·      One-to-one coaching in person or over the phone

    ·      Webinars at a time to suit you

    ·      Scheduled 60-minute webinars for small groups at a pre-arranged time

    ·      A Virtual Training Manager to provide regular support as part of your team

    ·      Online task training tailored to your business.

    Don’t rely on Chinese Whispers, find out more about our range of training methods and how they can work for your organisation at www.zflltd.com/approach

  8. What’s next for you? Think beyond your current reality – Sally Prescott

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    Summer is a fabulous time to stop and reflect on where you are and what’s next in your life and career. Sitting on a dreamy white beach listening to the waves crashing on the shore is a wonderful time for contemplation, but spending a few days at home can be equally as productive.

    Even if you’re not taking a holiday at this time of year (which many of my hospitality clients will not get the chance to do), try to take advantage of any quiet time you can grab and ask yourself, what next?

    If you could be best version of you, what would you be doing?

    So often we get stuck in a rut, ticking along in life and career, doing things the same way because that’s just the way we’ve always done them. Perhaps there’s something missing in your personal life, something you’ve always wanted and thought was beyond your reach. Maybe there’s a role you’d love to go for but don’t feel confident enough to apply. What would it feel like to achieve this?

    Aim high. Think about your ultimate goal. What does the best version of youlook like? Look at yourself and try not to compare yourself, your life or career to others. Challenge yourself – what are you going to do to change your personal life or turn your professional ambitions into your new reality?

    Confidential coaching conversations

    If you aren’t sure where to begin with all this reflection and future thinking, coaching could be a worthwhile consideration. Coaching conversations can help you establish what your aims and/or aspirations are and give you more clarity around how you can achieve them. By investing in coaching, you’re giving yourself freedom, time and space to focus on you. It’s an opportunity to talk to an independent person and put yourself at the heart of the conversation.

    Individuals turn to coaching for all kinds of different reasons. Some have a specific goal in mind, others just know they want to change but don’t know where to start. Some people come with options and a decision to make, others are looking to re-energise and refocus.

    This is why coaching is so effective. It can work for anyone in any situation. It’s simply a safe place to open up and talk about you, your life, your family and career.

    Take small steps towards your ideal

    Once you’re clear about what you want to achieve, start taking small steps towards making this happen. This is when the value of a coach becomes really apparent. Having someone to hold you to account and keep you on track can be really beneficial!

    The important thing is to make each of the small steps energising. Turning your ideal into your reality should never be a chore. Enjoy the process as much as the outcome. As you tick the small steps off your list you’ll gain momentum and things will start to happen. Believe me, I’ve done it and it works.

    Create your own feel-good factor

    When you are clear about what you’re striving for and you start to see the difference it can make to your life, you will build your own feel good factor. I’ve experienced this a couple of times in my life and it feels fantastic. I first worked with a coach when I wanted to change my job role to one I had longed for many years. I did it and it felt SO good. I subsequently used a coach for support with a personal challenge relating to my need to be fit, in order to deliver to my clients, family and friends. The sense of achievement and wellbeing was immense.

    My thoughts are to use any downtime wisely and invest in yourself. It is entirely possible for you to change your own reality and bring your dreams to life. As a coach, there’s nothing more rewarding than to be part of this journey.

  9. How to have a carefully considered courageous conversation – Sally Prescott

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    “Relationships with the many is easy, it’s the relationship with the ‘one’ that challenges us the most.” - Stephen Covey

    I met an inspirational person at a business event whose company takes the physical and mental wellbeing of their people very seriously. We had a great conversation and it was evident that this person’s aim is to make going to work a pleasurable experience for all their employees. They want to create a working environment where employees ‘want’ to go to work every day.

    I came away feeling so energised by our conversation. This approach is totally aligned to Zest for Life’s beliefs and aspirations.

    Wellbeing is a lifestyle

    Ping-Pong tables, beanbags and slides in the office are all fun ways to create a relaxed and enjoyable working environment. I fully support organisations that focus on health and wellbeing in this way, however wellbeing is and needs to be a lifestyle. There’s more to it than allowing your team to take a break and have some fun in an environment they love to work in.

    Creating a culture of health and wellbeing is also about embedding a company vision and values. It’s about getting your people to buy in to this and encouraging the behaviours that support it.

    In organisations that have true wellbeing at their heart, the whole team at all levels are enriched by the work they do. They feel valued, heard, and feel confident to share their thoughts, questions and concerns. One aspect of this is the ability and confidence to have courageous conversations.

    Tackling challenging relationships

    Every day there are people who are not looking forward to going to work because of a challenging relationship. It might just be with one person, perhaps a manager, colleague, direct report or a customer. But they could have such a difficult relationship with this one person that they come to resent their job and employer, and maybe, in extreme situations, start to look for a new position.

    Time for a courageous conversation

    We’ve coached many individuals to address this kind of relationship challenge - with huge success. It’s an amazing feeling when you take control of a situation and feel comfortable and confident talking to people about your concerns.

    But having a courageous conversation is sometimes easier said that done. Often we know we need to do it but do everything in our power to avoid the possibility! Or perhaps we don’t give it enough consideration and end up steamrollering the other person with our thoughts and feelings. Do you identify with either of these extremes?

    Stress can paralyse us; strength of character gets you through. 

    I believe that courageous conversations should be aligned to the preferences of the individual with the challenge. Here are my top tips:

    1.Be clearwith yourself about the outcomeyou want from the conversation.

    2. Make your expectationsclear to the person you’re speaking to.

    3.Show considerationand don’t try to embarrass or insult the other person. Simply raise their awareness and be clear about the outcome you’d like.

    4.Take control of the situation – manage the conversation, make sure you have your say and don’t be overpowered by the other person.

    You can use these tips to tackle courageous conversations on a professional and personal level. If you’re struggling with a challenging relationship and think you might benefit from some coaching support, please drop me a line at sally.prescott@zflltd.com and together we can achieve the outcomes you want.

    If we all had the confidence to have courageous conversations, our personal and professional lives would be SO much better and our health and wellbeing MUCH improved. Wouldn’t you agree?

  10. Talent management and its role in the development of a customer centric culture within the hospitality sector

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