LEADERSHIP DEVELOPMENT
Effective leadership development is perhaps the most critical skill set for your personnel to master. From “The Great Resignation“ to today’s “Quiet Quitting”, the high turnover result is very evident in the hospitality industry today.
Freshwater Hospitality develops tailor-made training seminars to mentor, inspire, and grow organizational leaders based on their current skill set and offers tools that target the desired behaviors appropriate to their leader level. These valuable exercises form a succession pipeline and ensure that new leaders are equipped to confidently lead, motivate, and engage the workforce to drive organizational performance.
WHEN YOUR PEOPLE WIN, YOU WIN!
Let us help you grow your leadership bench strength.
According to a Gallup study, 55% of managers and employees report that they are either actively looking for a different job than the one they have now or watching for job opportunities. The same pattern of disconnect and disengagement runs true for higher-up positions as well. Over 50% of managers feel disconnected from both their responsibilities and their organization’s mission as a whole. ¹
However, many companies neglect to identify the specific attributes and capabilities of their own leaders. Consider these facts:
67% of millennials are looking for new jobs, and of those who plan to stay, 91% bank on remaining in their current job for fewer than 3 years. ²
63% of millennial employees say their leadership skills are not being fully developed. ³
83% of businesses say it’s important to develop leaders at all levels, but only 5% of all organizations have implemented leadership development programs for all levels. ⁴
¹ Gallup • ² Deloitte Human Resources • ³ Professional Association • ⁴ Zippia
EMERGING LEADERS
Our first steps in developing Emerging Leaders are to identify them, increase their self-awareness, focus on relational skills, and promote evidence-based leadership skills.
Self-Assessment – Helps identify current areas of improvement.
Leading a Key Functional Project – Helps them to practice increases in responsibility and accountability.
Group Coaching – Allows emerging leaders to grow together, connect across organizational functions, consider future scenarios, and develop a management mindset.
Mentoring and Coaching – Relationship building exercise that helps emerging leaders become more exposed to other parts of the organization.
MID-LEVEL LEADERS
Freshwater consultants take special consideration for the training of Mid-level Leaders to break old habits and form organizational expectations and future outcomes. Mid-level Leaders are most likely centric to supervisors, managers, or directorial-level. Our middle management leader program is curated to deepen their current skills, engage and influence others to amplify their results, operate strategically within their existing management framework, lead other leaders, and establish team collaboration.
Exposure – Offers access to higher-level leaders outside of the organization in order to strengthen insights.
Professional or Industry Association Involvement – Helps leaders gain deeper knowledge and forge connections across the associated industry through professional communication.
Action Learning – Allows for middle management leaders to practice solving high-level, complex, real-world business issues with diverse, cross-functional groups.
Individual Mentoring and Coaching – Beneficial when relationships are forged with higher-level or senior leaders, allowing for middle management to gain an understanding of the business.
Acting as a Coach or Mentor – Helps the emerging, high-potential leaders strengthen their coaching and relational skills.
Leading a Major Organizational Initiative – Experience in managing a strategic project assignment by giving the opportunity to practice building high-performing teams and leading other leaders.
Volunteer Leadership or Board Role – Aids in developing the know-how of volunteering for positions within an industry or professional association and helps build experience in how to collaborate with and influence others.
360–Degree Assessments – Helps middle management leaders identify areas for improvement and how they are perceived by others.
SENIOR LEADERS
Freshwater develops made-to-fit development programs for Senior Leaders based on the complexity of their roles and what challenges your company is facing. If your company plans to grow through acquisitions or you’re aiming to onboard new clients or partners, for example, stature through the new integrations and sales and negotiation skills might be two areas to double down on. Increasingly, evidence shows that “soft” skills like communication and relationship-building or capabilities like empathy and compassion are most relevant to the challenges of leading through uncertainty and unpredictability.
Senior Leadership development programs include practices such as:
Individual Coaching – Eases the transition into discussing complex, bigger-picture business issues and development goals.
Executive Team Coaching – Helps to increase team cohesion and enhances senior leaders’ ability to identify a shared vision.
360–Degree Assessments – Like its usefulness for middle management leadership development, these exercises will help identify needed areas of improvement and impact of their leadership style on others.
