Fix Your Leadership Deficit If You Want To Fix Staffing Challenges

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Are you struggling to attract talented people to your hotels or restaurants?

According to our guest today, Jason Himber, CEO of MINA Group, the real issue plaguing our industry is a leadership deficit. Read on to learn why Jason sees this, what he’s doing about it, and how you can act on this as well.

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Fix Your Leadership Deficit if You Want To Fix Staffing Challenges

Jason Himber, MINA Group

Today, Jason Himber, CEO of the MINA Group, shares why a lack of strong, developed leaders is compounding staffing challenges in the hospitality industry. He reveals his unique strategies for building a pipeline of empowered, adaptable leaders essential for driving success.

Listen to the conversation on the Hospitality Daily Podcast

The big idea: Leadership development is key to overcoming staffing challenges in the hospitality industry.

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Leadership is a depleting resource in hospitality today.

Jason Himber

Why this matters: Attracting and retaining talented people in the hospitality business has been tough, and those challenges don’t look to abate anytime soon. By developing strong, adaptable leaders, hospitality leaders can create a more resilient and effective workforce. This approach addresses staffing shortages today and builds a foundation for long-term growth and stability.

Put this into action:

Set Leadership Goals: Implement a KPI scorecard that includes targets for creating new leaders within your organization. (I loved this from what Jason shared today.) Make leadership development a priority in performance reviews and bonus programs.
Encourage Honest Feedback: Cultivate a culture of transparency where employees receive honest, constructive feedback. Ensure leaders are comfortable with (productive) confrontation and committed to helping their teams grow.
Mentorship Programs: Establish mentorship opportunities where experienced leaders can guide and develop less experienced staff. To expand their skill sets, cover a broad range of topics beyond their immediate job roles. (I like how Jason covered everything from real estate to finance with a chef.)
Enable “Micro-Cultures”: Recognize that different locations may have unique cultures. Allow individual restaurants or hotels to develop their own “micro-cultures” while maintaining core company values.
Rotational Training: Consider developing a rotational program like Jason explained, which exposes potential leaders to various organizational roles and environments. This helps them discover their strengths and preferences, leading to more engaged and effective leaders.

Listen now to the full conversation on this on the Hospitality Daily Podcast (Apple Podcasts, Spotify)

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A few final things:

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Thank you for reading.

-Josiah

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