The Importance of Coaching in Hotels
Albert BarraSeptember 11, 2018 · 3 min read
For a hotel, there is no better differentiating factor or strategic positioning than that which results from nurturing potential and talent within the organisation, as well as developing leadership among the people who make it up. People are the ones who sustain and develop the entire organisational structure, especially when it is a service company—and hotels are exactly that.
Coaching is a fundamental tool for developing this strategy and positioning the company appropriately. Coaching is a process that seeks to develop the capabilities of an individual or group in order to improve performance, leadership capacity and corporate culture throughout the organisation. It is a people-focused factor rather than a process-focused one, and it is not exactly a training strategy.
Coaching does not seek to analyse current performance; rather, it aims to develop future potential, so its perspective is medium-term.
A relationship of trust must exist—or be created—between the coach and the person receiving the coaching, a trust that inherently involves believing in that person's potential.
It is essential to understand that the coach does not seek to teach, but to guide. It is the person being coached who learns, following something akin to the Socratic method, in which Socrates said that he taught nothing, but merely helped the student recall everything they already knew.
Using coaching represents a commitment to the value of employees within the company. It makes it possible to develop the organisation's potential and enhance managers' capabilities, as well as their relationships with team members. It is an action that fosters positive leadership: leadership achieved through employee conviction rather than imposition.
Employees' personal development improves their motivation when they see that the company is concerned not only with their work, but also with them as individuals. This non-financial motivation increases employees' involvement and commitment to the company by creating an emotional connection that goes beyond a simple commercial relationship.
What coaching seeks is to give talent the high value it deserves and reaffirm that it resides in people. Therefore, they should benefit from both professional and personal development, which will ultimately benefit the organisation itself.
Needless to say, in hotels, as mentioned above, this is fundamental. The importance of employees lies in the fact that they deliver the moments of truth in which they interact directly with guests, holding the image of the entire organisation in their hands through their service and attitude. Improving both their professional and personal skills means improving their relationships with guests and, therefore, the company's image.
Coaching does not seek to analyse current performance; rather, it aims to develop future potential, so its perspective is medium-term.
A relationship of trust must exist—or be created—between the coach and the person receiving the coaching, a trust that inherently involves believing in that person's potential.
It is essential to understand that the coach does not seek to teach, but to guide. It is the person being coached who learns, following something akin to the Socratic method, in which Socrates said that he taught nothing, but merely helped the student recall everything they already knew.
Using coaching represents a commitment to the value of employees within the company. It makes it possible to develop the organisation's potential and enhance managers' capabilities, as well as their relationships with team members. It is an action that fosters positive leadership: leadership achieved through employee conviction rather than imposition.
Employees' personal development improves their motivation when they see that the company is concerned not only with their work, but also with them as individuals. This non-financial motivation increases employees' involvement and commitment to the company by creating an emotional connection that goes beyond a simple commercial relationship.
What coaching seeks is to give talent the high value it deserves and reaffirm that it resides in people. Therefore, they should benefit from both professional and personal development, which will ultimately benefit the organisation itself.
Needless to say, in hotels, as mentioned above, this is fundamental. The importance of employees lies in the fact that they deliver the moments of truth in which they interact directly with guests, holding the image of the entire organisation in their hands through their service and attitude. Improving both their professional and personal skills means improving their relationships with guests and, therefore, the company's image.