Leadership hospitality lessons & output summary at MQL Sustainable Tourism Services

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During our executive trainings for hospitality and tourism professionals in Vietnam and other Southeast Asian countries, we do monitor and improve several key skills and optimal situations, below several important outputs improved:

• Perfect employer or company does not exist - the dream of a perfect world is remote but several aspects we can improve to come closer.
• As managers, we do have a tendency to do what our past managers & trainers wrongly did to us, same when kids learn from parents. We should avoid copying or repeating our past history, as a great leader is hard to find unique or tested methods does matter.
• There is a general great memories of leaders who did help during starting periods, the ones who support & help with the aim to grow humans. One remembers well the leader who aid to avoid mistakes and have positive corrective methodology
• Need to listen more with the aim to fully listen, reducing listening-to-reply as much as we can. Focusing at 100% on what our executives say is the best way to understand and posterior effective lead.
• On family business, and Vietnam has many of them, most of mistakes applied from parenthood and inherent to sons and rest of family, their wrongdoings, mistakes and not accurate systems are wrongly applied on posterior trainings & leadership.
• In family business, everyone has a past (or family back story and emotional links), meanwhile in international company one is more a number with less involvement (professional environment separated from emotional linkage).
• "Humans prefer to feel loved than to feel paid", it is clear that money is important but if one does not feel valued and recognized, the current position is in danger of resignation. Well-being above over payment is advised.
• Team building activities do work well before working issues appear, one discrepancies are found at job the result of such activities does not improve the situation.
• Work conflicts are usually not solved by salary increase, to overpay implies a not correct understanding of the issue by human resources department and management.
• Recycling the human resources manager and its team is considered key for a correct mid-long term development of the department, as such affects all team members and associates a constant growth program is very important.
• Over-promising and under-delivering is very common among high executives both Vietnamese or international: initial promises are many times never delivered in many aspects creating a negative feedback and posterior resignations.
• Perks and benefits offered to associates (insurance, returning flight-boat tickets to native destination, in-house living, 1-2-3 meals a day, gym, laundry facilities, family discounts...) are well considered by team members. On an opposite move, discriminating family members (not allowed in staff facilities, not able to enjoy benefits,...) are producing change of jobs often.

In case you do require our training & coaching services you can always contact us at www.mqlsustainability.com or at our email info@mqlsustainability.com for additional support.

#training #coaching #development #humanresources #employee #employer #Vietnam