WHAT ’ S HOT
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WHAT ’ S HOT
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DIVERSIFYING HOTEL COMPANY LEADERSHIP IS A LONG GAME .
W hat does your company look like to prospective female employees ?
Attend virtually any hotel conference and the number one issue discussed is the lack of available talent . In these competitive times , more companies are waking up to the financial and cultural benefits of gender-balanced leadership . However , as a result of industry practices in the past , there are relatively fewer women ready to move into leadership roles . Adding to that challenge , talented women — reasonably enough — tend to select employers that have already demonstrated stable career opportunities and an open culture for senior executive women .
As an industry , we are failing to build tomorrow ’ s leaders . Consider that only one out of nine hotel company chief operating officers is a woman . If those were the odds presented to you , is that a career path you would want to pursue ?
Preparing for executive turnover in this market needs to start well in advance . The most successful companies have been grooming women for leadership for years . They now have a significant competitive advantage in the market for talent . But with 58 % of employees and 67 % of hospitality students being female , the opportunity is there for a fresh approach .
Diversifying hotel company leadership is a long game . Plan and groom now for the team you ’ ll want in 2029 . If you want that team to include both men and women — and you should if you want your company to be competitive — here are four considerations . While these apply to your future female executives , most will be beneficial as you develop the men on your teams .
Talk about career paths clearly , openly and repeatedly . Based on research , women choose to stay with their current company and wait for an opportunity rather than leaving for greener pastures if their workplace has clearly and credibly demonstrated a commitment to their personal career growth .
Invest in developing your talent . The women we work with in the Castell Leadership Development Program have been loyal to their companies because they know the company is investing in them as future leaders . With investment , talented women become more valuable to the company and more loyal . We believe that there are a few areas where gender-specific training is particularly effective beyond a “ women ’ s group .”
Advocate for the women on your teams . Growing into a leader is neither easy nor automatic . If you haven ’ t developed women before , expect a learning curve . When you advocate for women to take on project leadership , opportunities to speak or represent the company externally , you may get a different response than is typical of men . Don ’ t be deterred . Keep challenging and advocating for women , and you will develop stronger and more diverse leadership . Consistent , frequent communication is crucial as you become an advocate for women .
It takes more than one . Until you have at least three women among a team of 10 or so , you won ’ t reap the financial or cultural benefits of diversity .
Not all of your talent will be home-grown . But your home-grown talent will attract other strong employees .
PEGGY BERG is president of the Castell Project , a nonprofit that aims to develop female hospitality leadership .
48 hotelsmag . com June 2019