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The hospitality skills gap means the industry will need another 66,000 managers by 2022 – so start training your people now, says Jo Harley
T
he need for ‘leaders at all levels’ is one of the critical issues facing businesses in 2015, according to Deloitte’s Global
Human Capital Trends report. Businesses need to invest in building leadership capability at every level – and this includes those people who don’t aspire to become leaders. People 1st has found that by 2022 the hospitality industry will need an additional 66,000 managers, so with that in mind, busi- nesses need to consider what they need to do to ensure that people are able to develop lead- ership traits and are ready for those roles. Hospitality businesses in particular employ
a large number of young managers. Some 21% of the hospitality and tourism workforce is below 30 years of age, and 55% of those who are managers are new to the role. This demonstrates that the industry has great opportunities for progression, but it is crucial that new managers have access to development opportunities to gain experience, the right attitudes, skills and knowledge, and these opportunities must be available from the first day an employee joins your company. Jo Harley is managing director at Purple Cubed
www.purplecubed.com
Three ways to kick-start leadership development 1
Define your leadership principles These are the leadership traits that you need your people at every level to develop.
Even if they don’t necessarily have the desire to become a leader, having these traits will mean that like-minded people are working together and reducing conflict. Key traits are: ●●Vision – the ability to look forward in an enlightened and open-minded way; to be tactical yet pragmatic. ●●Courage – to have the courage of your convictions and the bravery to make tough decisions. ●●Action-centred – the ability to ‘make it happen’; to bring things to a conclusion and leave no loose ends. ●●Communication – to be confident and articulate and simplify complex matters. ●●Understand the numbers – to be finance- savvy and able to grasp key metrics. ●●Positivity – to handle bad news in a way that makes people feel as though they are in safe hands. To spot opportunities and take them. ●●Hard empathy – the ability to make people feel important and valued. To know exactly where they fit and what is required.
38 | The Caterer | 31 July 2015 Decide which traits are most important for
your organisation and work on one or two at a time. This will not be a quick fix, but some effective learning methods include shadowing, mentoring and collaborative learning resources.
2
Developing the leaders of the future Employees need access to ‘just in time’ learning when it is required, rather than
spend hours in standard training. That said, if you do create a specific learning programme, it’s important to ensure the approach is business-focused so people are working to solve real issues and adding value as they go. Of course, in hospitality, on-the-job learning or shadowing works particularly effectively, so
“Employees need access to ‘just in time’ learning when it is required, rather than spend hours in standard training”
it’s therefore important that senior and middle managers lead by example, displaying the leadership traits that become part of the DNA of a business. These leadership traits should also be added to performance reviews. It is worth establishing how the behaviours will be delivered and to work out how you will know this is happening consistently.
3
Invest in a mentoring scheme Encourage employees to find a mentor; someone who is an inspirational leader
who can share knowledge and skills relevant to them. This could take the form of one-to-one mentoring or even in a group environment. This will not only benefit individuals, but also
the organisation as a whole. A report from the Department for Business Innovation and Skills has shown that mentoring can result in a 23% increase in organisational performance. Online tools such as Purple Cubed’s Talent
Toolbox can be used to ensure mentors are properly equipped, to effectively pair up mentees and mentors, and to measure the success of mentoring schemes to ensure a greater return on investment.
www.thecaterer.com
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