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A great deal has been written over the years about the viability of moving a hotel’s property-management system (PMS) to the cloud to take advantage of the latest technologies, but hoteliers need to realize that it’s not the only viable option. All platforms have advantages, including self-hosted, private cloud and on-premise solutions that leverage the latest mobile, contact free and web-based technologies. Independent operators can still enhance the digital guest experience, support personalized and mobile check-in, deploy contact free technologies, and secure hotel/guest data even if their PMS does not reside in the cloud. It should not be a question of “Cloud or On Premise?” but rather “Does the PMS solve your business objectives in both technology and service?”

Much has been written in the mainstream hospitality press about the challenges COVID-19 has presented to the industry. Hotels are in more pain than at any time in our memories. Because of the extensive media coverage, I won’t dwell on this topic further in what is primarily a technology column. But it’s the background for this week’s column, and so merits acknowledgement.

Are You All In?
Posted: 07/27/2020

Imagine everyone in your organization engaged, aligned, and performing to their potential. Imagine everyone playing “All In.”

Great organizations have synergy. Their culture allows them to play to a rhythm at a different tempo than the average organization. How do you get that at your organization?

Many front-line hospitality workers rely on tips for a significant part of their paychecks. If not for tips, many hotel associates who serve as waitstaff, bartenders, housekeepers, bell staff, concierges and pool attendants would soon be looking for other jobs. This is a regional issue: in most of Asia and Europe, staff get higher base pay, and tips are either not expected at all, or are truly discretionary. But in the U.S., Canada, Britain and other countries, tips are an important reality, and one that’s not likely to change anytime soon.

As somebody who’s helped to grow a company from 13 people to nearly a thousand, I know very well the excitement that comes with having a mindset focused entirely on growth. Every newly acquired customer, every new office and every milestone means the gap between you and your nearest competitor is that much bigger and that much harder to overtake.



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C’mon Baby, Light My Fire

09/16/2015
by Renie Cavallari

If you’ve been keeping up with this series, you know how important it is to have an aligned culture that supports your organization’s vision, mission and values, along with strong strategic planning to see sustainable success. And yet there is a key ingredient that ignites these components and without it, your engine will stall: passion. The more passion an organization has, the more fuel it has.

Passion is the combustion of energy, focus and emotion all coming together to power people. Give someone a reason to be passionate, and they will perform with more enthusiasm, thought, personal investment and resilience than you ever imagined possible. Think about it: passion doesn’t allow for mediocrity. It doesn’t allow you to give up. It doesn’t allow for indifference. It’s a vaccine against it all. And you want that vaccine.

Passion is the fuel of life — not just business. It’s what gives people the ability to take something and stand for it. And like leadership, it is not in just some of us…it is in all of us. It is up to leaders to spark passion and ignite it into positive action.

Here are some tips to ignite passion:

  1. Get people fired up about your vision and their role in bringing it to life. Help them understand the purpose of their work and its impact on helping your business achieve its mission.
  2. Be fanatical about engaging your people and customers. They speak on your behalf and when they speak about the organization with passion, they will be the loudest voice your marketing efforts will ever have.
  3. Learn what inspires your people to perform to their highest potential. Different generations and different personality types require different engagement techniques. Are your rewards and recognition programs igniting their passion?
  4. Make the work fun. Fun is not a committee, and it doesn’t have a Director! Fun gets everyone participating in what you are trying to achieve. Make your next project more fun, through competition, a special challenge or teamwork. People having fun have more energy, which triggers enthusiasm. Enthusiasm and pride ignite passion.
  5. Light the fire within your people, not beneath them. A strong leader doesn’t stand on the sideline barking orders. You must inspire people to play full out through careful preparation, coaching and example.

The Lesson

Culture (vision, mission, values, position and strategy) fueled by passion is highly effective. And yet you cannot teach passion…you can only awaken it. As a leader, you must demonstrate and inspire passion if you truly want to inspire it in others. To have passion, you must feel it. To lead with passion, you must choose to live with passion.

About The Author
Renie Cavallari
Chief Instigating Officer
Aspire Marketing


Renie Cavallari is the chief instigating officer with Aspire Marketing. She can be reached at renie@aspiremarketing.com.

If you would like me to talk to your team via a free Zoom conversation on how to move from scarcity and fear to resilience and power, please reach out to me at renie@poweredbyaspire.com . We are here to help!

Check out The Little Guide to Shining here. 

 
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