Leading Hospitality with Deep Market Knowledge and Industry Expertise

Simon Collinson, Dynamic Talent Development Leader at Aimbridge Hospitality

Simon Collinson, Dynamic Talent Development Leader at Aimbridge Hospitality

A seasoned, Dynamic Multi-Unit Leader with twelve years of transformative leadership experience, Simon Collinson boasts a two-decade background in developing high-performing teams and facilitating training, coaching, and change management. Certified in various methodologies, including People Skills, Myers Briggs, Situational Leadership, DDI, Keirsey Temperament Sorter, and others, Collinson currently serves as the Dynamic Talent Development Leader at Aimbridge Hospitality, driving growth and excellence in individuals and organizations.

Could you share your journey and experience in talent development, particularly as a dynamic leader? What does a typical day look like for you in your current role?

My passion for talent development and aiding individuals in their career success has led me to explore diverse organizational roles. For instance, while at G6 Hospitality, I transitioned from the talent development team to operations due to a disconnect between our organizational goals and what was happening in the field. I firmly believe in the effectiveness of simplicity; clear expectations, shared in an inspirational manner, are crucial for fostering internal motivation and driving action. It’s essential to ensure that individuals have the tools, resources, and authority to execute their tasks effectively once expectations are set.

“Ultimately, success in talent development hinges on clear expectations, meaningful feedback, and supportive technology. While leadership skills such as coaching and training are essential, they are built upon this foundation of expectation setting and feedback.”

Feedback plays a pivotal role in this process. I advocate for reinforcing feedback, acknowledging and appreciating positive contributions, and redirecting feedback, guiding individuals toward more beneficial paths. All feedback should be constructive and delivered in a manner that promotes growth. We can ensure ongoing alignment and progress tracking by integrating feedback into daily interactions and establishing regular checkpoints such as weekly or monthly one-on-one meetings.

These ongoing interactions are the foundation for more formal evaluations, such as mid-year and end-of-year reviews. These reviews should never come as a surprise but as a summary of ongoing conversations and feedback throughout the year. Additionally, leveraging technology to streamline feedback and goal-tracking processes can enhance the efficiency and effectiveness of performance management systems.

Ultimately, success in talent development hinges on clear expectations, meaningful feedback, and supportive technology. While leadership skills such as coaching and training are essential, they are built upon this foundation of expectation setting and feedback. By prioritizing these fundamental elements, we can create an environment where individuals thrive and contribute to organizational success.

What are some of the prevalent challenges currently facing the industry?

The challenges in the industry have shifted dramatically due to the impact of Covid-19. During the pandemic, struggles and shutdowns forced a reevaluation of priorities, highlighting the importance of dedication and work ethics. As we emerge from this period, the mindset of simply having someone in a position regardless of performance is no longer acceptable. Hiring individuals based on attitude and trainability rather than solely on skills is imperative, as attitude and a service mindset are crucial in our industry. Settling for mediocrity is no longer an option; high expectations must be maintained to excel in the industry.

However, the challenge lies in hiring the right people, developing their skills, and retaining top talent. Some may hesitate to set high expectations or hold people accountable due to fear of turnover, but it’s essential to prioritize organizational goals and seek individuals who are committed to achieving them. Ultimately, overcoming these challenges requires a shift towards hiring, developing, and retaining individuals who align with the organization’s values and performance standards.

What would be your piece of advice for your fellow peers and colleagues?

The principles behind successful hiring and team building are straightforward. It’s about finding individuals who share your values and goals and who are genuinely friendly, warm, and welcoming. During interviews, observe how candidates interact with employers; they may not be the right fit if they don’t exhibit the qualities you seek. Remember, actions speak louder than words, so trust your instincts. Follow the age-old principle of starting with the end goal in mind and ensuring all decisions align with it. Focus on your goals, hire the right people, train and develop them, and recognize their contributions. Ultimately, prioritize excellent customer service and build a team around it. The simple things truly make a difference, so let’s get back to basics and prioritize hiring and training for exceptional customer service.