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Practice, Practice, Practice for your final presentation!

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Please send me a professional photo of you to be shared during the graduation reception. I will need it by end of day on Friday. You can post on Padlet or email me at denise.leaton@hyatt.com. If you do not send one, then I will be coming around to take a photo of you at work

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Good info and suggestions on the Final Presentation content! Check it out!

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Attached is the finalized order of the presentations for next week. Please note the room change to Innovation A & B.

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Use the tool to guide your presentation for 11/6

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Due 10/30

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As you prep for your mock interview in next week's class, review the study guide and be able to answer 3-5 questions that you have selected in detail to the interviewer.
PRACTICE, PRACTICE, PRACTICE!

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There are just 3 final RISE UP classes - WOW, time flies! Here is a quick overview of the weeks ahead. All remaining classes and graduation will be held at Hyatt Regency DFW:
10/30: Developers Room
Mock Interviews
11/6:  Carter Room
Job Shadow Presentation
11/13: ECL 1113-1114 (2-3:30 pm)
Final Presentations
11/13: Enterprise 7 (3:30-4:30 pm)
Graduation

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Due 10/23

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Remember that October is Job Shadow Month. Please work with your mentor to determine the desired experience. The expectation is to shadow another dept/job in your home hotel from 2-4 hours. This can be done at one time or divided over shadows depending on what works best for the operation. Please refer to the Week Four Homework for more job shadow details.  The question was asked if colleagues could job shadow at the other Hyatt....

At this time, job shadows should be conducted in your home hotel only. This will allow you to see the inter-workings of your own hotel and gain that valuable experience of how departments work together in the place that you work. We will take the suggestion and consider expanding the job shadow when we host the next leadership program in 2019.

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Due 10/16

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ACTION NEEDED - DOWNLOAD THE KAHOOT! APP

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ACTION NEEDED - DOWNLOAD THE KAHOOT! APP

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Please download the app Kahoot! to your phone for the next week's class being hosted on Tues, 10/16. This will be a part of the Brand presentation.

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Due 10/09

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Managing Difficult Conversations & Divisional Presentation - Finance & IT

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Shuttle Reminder!
Shuttles will leave at 1:45pm from the terminal entrance of Grand Hyatt at Terminal D and take you to the front drive of the Regency. When you arrive to the hotel, an HR colleague will meet you there and escort you to the meeting room. Shuttle will leave the front drive to return Grand colleagues at 4:20pm.

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Due 10/02

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Creating an Individual Career Development Plan

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Listed below are the names of the rooms that we will be meeting in for the remaining classes being hosted at Hyatt Regency DFW. Check out the map attached to find your way.

10.16: DEVELOPERS

10.23: CATTLE BARONS

10.30: DEVELOPERS

11.06: CARTER

11.13: ECL 1113.14

11.13 Graduation: INNOVATION A

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Due 9/25

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PLEASE CHECK YOUR EMAILS!!!!
I have sent an TWO emails that has a zip files attached with 31 different resume templates! Within each template, there should be instructions, fonts, cover letters, reference pages, etc... for that particular style. Take a look and find a template that appeals to you and save down. Enjoy!

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Building Your Personal Brand & Divisional Presentation - Engineering
Thank you to Danielle, Ruth, Scott & Jacob who will be presenting today!

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At the conclusion of the RISE UP class on 10/9 at the Grand Hyatt DFW, we will host a reception where RISE UP colleagues, LC and Mentors can come to mix & mingle! F&B will be provided. The reception will conclude by 4:45pm and Regency colleagues will be shuttled back at that time.

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HOW YOUR BODY LANGUAGE SHAPES WHO YOU ARE - TED TALK

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HOW YOUR BODY LANGUAGE SHAPES WHO YOU ARE - TED TALK

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Found this article and thought is was fitting as we discussed this week communication and being an effective leader. Body language definitely plays into your communication and delivery of a message.

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Please [contact us](https://www.ted.com/contact) and let us know what happened.

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Talent Selection@Hyatt & Divisional Presentation - Revenue
Thank you to Allie, Byron & Kaitlyn for presenting!

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10.08.18_RISE UP Leadership Program - Revenue Management

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Hiring candidates with no hospitality experience

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Hiring candidates with no hospitality experience

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Colin Nagy, head of strategy at Fred & Farid, a global advertising agency, writes this opinion column for Skift on hospitality, innovation, and business travel. "On Experience" dissects customer-centric experiences and innovation across hospitality, aviation, and beyond. You can read all of his columns here.
One of the questions that may play the greatest role in shaping the future of hospitality is one that is also the least discussed.

How does the industry, from a restaurant to a top-tier hotel, attract both the best talent, and challenge itself to not mine the usual venues to find it? We know the usual paths into a career, and the established hospitality schools like Lausanne and Cornell. We also know some of the smart, emerging grassroots projects like Saira that introduce people to a career they might not have known existed.

But here's a bold proposition: the industry must look for people outside of the typical purview, for those who may not have ever worked behind a bar or a front desk before.

Why? A shortage of qualified labor, for one. But also importantly, the industry is obsessed with experiences, and for all the lip service that is paid to it, these experiences are created by individuals. And individuals with a variety of backgrounds, life experiences, and contexts are more likely to provide something of value and depth.

One of the biggest opportunities to find incredible talent is in the career pivot: figuring out pathways to pull in mid-career professionals that want a change of pace. People who have put in the hard yards and distinguished themselves in other professions, but want something that creates a tangible effect on humans and puts a smile on a face immediately. By properly learning how to tap into this energy, a new lifeblood can be created for the industry.

An example of the mid-career hospitality pivot can be seen with the CEO of hospitality for Singita, Tom Fels. He previously worked at digital communications agency Publicis Machine and had a career with experience working in systems and high growth companies that provided him a skill set that would be hard to find elsewhere.

Fels (show at right) suggested to me that outside perspectives can bring competitive advantage to an industry that is increasingly seeing competition on all sides. "Without the infusion of new energy no industry can sustain itself competitively," said Fels. "Already the hospitality industry has been disrupted by the likes of Airbnb, and rather than sit still, is standing up to bravely champion the next cycle of innovation. This requires a different mindset and, in this respect, the value that diverse skill sets, cultures and out-of-category thinking delivers will generate the change that is needed if current players are to continue to thrive and grow."

In addition to the innovation and mindsets that mid-career switchers bring, in a tight U.S. labor market, this idea becomes even more appealing. According to the Bureau of Labor Statistics, the current level of open jobs in the sector equates to 5.3 percent of the total personnel currently employed. A recent Hotel Business article suggested that the labor shortage is about to get much bigger, citing a bureau statistic that "projects that the growth in labor supply in the U.S. in 2020 will be the lowest in recorded history."

Gary Thulander, the recently appointed managing director of the Chatham Bars Inn in Cape Cod, sees this trend, stating "currently there is a shortage of strong, skilled workers. Any time you can encourage a person to join your resort is a win for the industry. It helps us to grow our base and bring new fresh perspectives."

There's both a new energy being created from the new employee, and enthusiasm that is felt by the guest or customer but also other co-workers. Thulander added, "...You get positive attitude, energy, and a fresh perspective...this added engagement and excitement on their part is felt not only by the customer but by their new colleagues."

These types of employees exist everywhere, but the industry would be better if there were more of them. As I stayed in Hoshinoya resorts in Fuji and in Tokyo last year, in my conversations, I noticed a lot of the staff had transitioned from serious careers in banking or consulting, switching instead into hospitality because of the human touch and how tangible their efforts were in creating a positive experience. It moves beyond the abstraction of spreadsheets and theory, and into something as simple as creating a feeling for guests, and anticipating their needs.

Yoshiharu Hoshino, CEO of Hoshino Resorts (owners of the properties mentioned above), agrees. He said he "has no boundaries when hiring people who will work at our company, even though they have no hospitality experience." Hoshino cites the importance of a open minded recruitment condition in order to come up with the most unique ideas for the company.

"Uniquely, many of the decisions we made in the past are based on the people who had experience from other industries," said Hoshino. "Going beyond the conservative ways and inventing something new will give this company a competitive advantage. This is why I would like to keep an open mind when hiring people from other backgrounds."

Fels agreed, suggesting, that "in an age of increasingly impersonal work and detached consumption, what every traveller wants is...to feel the essence of a country and its people. In order to create their own story, they need to be able to shape their impressions of different personalities, places and moments. Diversity in frontline staff is fundamental to delivering on this promise because these moments become unquestionably real, memorable and meaningful."

Now does this mean the Ritz Carlton is going to be hiring just any person off the street? Of course not. But there is a hospitality gene and mindset that employers can be better at selecting for, and also knowing where to look for adjacent skill sets from resumes in other fields. When executed properly, the entire industry, and undoubtedly smart individual properties will benefit as a result.

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Why Hospitality Should Hire Candidates With No Previous Hotel Experience

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One of the questions that may play the greatest role in shaping the future of hospitality is one that is also the least discussed. How does the industry, A bold hiring proposition for the hospitality industry is for people to look outside of the typical purview, at those who may not have ever worked behind a bar or a front desk before.

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Please ensure you are clocking in & out for our weekly classes. Your time during the classes should be on the clock.

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Found this handy resource on NPS and thought I would share!

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Attached is a checklist for skills & behaviors of a newer leader. Good resource to work towards.

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Brand Differentiation & Divisional Presentation - Rooms
Thank you to Jessica, Chris, Sam & Adam for presenting!

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Great Article!

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by Mike Myatt

Have you ever wondered why some people have more influence than others? It's because they invest more "in" others. Those with influence have built into others through some form of consistent direct or indirect contribution. Those with the greatest amount of influence almost always have the strongest relationships. My hypothesis is a rather simple one: If true leadership is about influence, then influence is about relationships, and relationships are about the investments made into people. In today's post I'll examine the ties between leadership, influence and relationships...

You cannot be an effective leader without influence. Let me make this as simple as I can - if you're a leader, influence needs to be a competency. The key to developing influence is understanding contacts and relationships are not synonymous. Don't confuse a database with a sphere of influence. A database consists of information records, and a sphere of influence consists of meaningful relationships built upon a foundation of trust - a point of distinction lost upon many. Spammers and info-product sales people add contacts to a database, while savvy professionals interested in creating influence invest into people for the purpose of creating and sustaining high value relationships.

As business people nothing is more valuable than the quality of your relationships. Whether you realize it or not, your success in business (and in life) will largely be dependant upon your ability to not only establish key relationships, but in your ability to influence and add value to your relationships. We have all known professionals that have been smarter, more affable, better looking, possess a better CV, or are more talented than their peers, yet they never seem to rise to the top. These professionals who seem to have the whole package yet fail to grab the brass ring simply don't understand the power of relationships - they've failed to invest in people. Again, leadership isn't about any single person, but rather a complex ecosystem of meaningful relationships.

Lest you think I'm overly mercenary in my approach, and only view people as pawns in a chess game, let me introduce you to Myatt's golden rule of building relationships: "Give, give, give some more, give until it hurts, and then when you have nothing left to give, you guessed it...give even more." The best relationships are not built on the backs of others, but rather they are built by helping others succeed. It is by building into others and through assisting others in reaching their goals and objectives that you will find success. Reflect back upon your own experience and contrast the responses you've received when you ask for help from someone that you've previously provided assistance to, versus asking the same favor from a casual acquaintance that you've never lifted a finger to help.

When you closely examine the core characteristics of what really makes for great leadership, it's not power, title, authority or even technical competency that distinguishes truly great leaders. Rather it's the ability to both earn and keep the loyalty and trust of those whom they lead that sets them apart. Put simply, Leadership is about relationships, and the trust, stewardship, care, concern, service, humility and understanding that need to occur in order to create and nurture them. If you build into those you lead, if you make them better, if you add value to their lives then you will have earned their trust and loyalty. This is the type of bond that will span positional and philosophical gaps, survive mistakes, challenges, downturns and other obstacles that will inevitably occur.

You don't change mindsets by being right, you do it by showing you care. Logic and reason have their place, but they rarely will overcome a strong emotional or philosophical position. Trying to cram your positional logic down the throat of others will simply leave a very bad taste in their mouths. This is a very tough lesson for many to learn, but a critical one if you take your duties, obligations and responsibilities as a leader seriously. The best leaders are capable of aligning and unifying opposing interests for a greater good. You won't ever become a truly successful leader until you understand a person's need to be heard and understood is much more important than satisfying your need to impart wisdom I'm going to make this as simple as I can...leadership is all about relationships. It's the people - nothing more & nothing less.

Being right isn't the goal - accomplishing the mission is. If you can only lead those who agree with you then you will have a very small sphere of influence. Stop and think about this for a moment - history is littered with powerful leaders who have fallen, failed, or who have been replaced, usurped or betrayed. Fear doesn't engender loyalty, respect or trust - it breeds resentment and malcontent. A leader not first and foremost accountable their people will eventually be held accountable their people.

Generally speaking there are two types of spheres of influence...those that just evolve over time by default, and those that are strategically engineered. While contacts are rarely purpose driven, relationships are highly intentional. People who are influential have spent years developing relationships spanning geographies, industries, and practice areas. They have invested both time and money developing these relationships to a high level of mutual benefit.

So why is it that most people aren't as influential as they would like to be? The answer is that most professionals, even if they intellectually understand the benefits of what I'm espousing, just don't do the work it takes to build an influential network. Great relationships take great amounts of effort, energy and commitment. Think of the most successful people you've ever known and they will always seem to know the right person to call on in any given situation to influence or decision the needed outcome. This type of influence doesn't just happen, rather it has taken years of painstaking effort.
If you want to create a powerful sphere of influence start by taking the following ten steps:
1. Create a Vision: Take pause and examine where you are currently in your professional career as contrasted with where you want to go. Think about the people who could help you reach your destination more quickly and efficiently. Don't put any artificial ceilings on your thinking - remember that almost anyone on the planet is only a few degrees of separation away from you. Be sure that your vision is based first and foremost on adding value to the lives and careers of others. Building a great relationship has little to do with what you get out of it, but everything to do with what you put into it...

2. Take an Inventory: Once you have a clear vision of where you want to go, take a personal inventory of your contacts and relationships. See who it is that you know, but also pay attention to who they know. Review in detail each and every relationship in your network and rank them on a scale from 1 to 5 with 5 being the contacts perceived to be of the greatest value to you. Make a detailed relationship plan for each of the people that rank 3 or higher. Take a personal interest in rekindling those relationships and finding out how you can help them succeed.

3. Participate in the Dialogue: Develop a strong core competency, and then give freely of your time and knowledge. Be visible and accessible, and don't approach business solely based on a "what's in it for me" attitude. Don't be a joiner unless you can be a contributor. I belong to a number of organizations I will likely never see a paying client from, but it is through these groups I build relationships that will help me serve my clients. These relationships are only built because of the time I invest in them. Relationships don't get built overnight, and are not built without active participation.

4. Value Your Network: It is critical you develop a keen understanding of the following point - your network is your business. The core value of your business is not actually steeped in the conventional thinking imparted to you in business school. The reality is the true intrinsic value of a business is in your network, which adds value to your products, services, brand, stakeholders etc. A strong network = sustainability. It's your network that will provide you much needed resources, influence and leverage in both good times and bad.

5. Focus on the Positive: Don't waste time with those who only see problems and flaws, but cannot ever seem to create solutions. The world is full of bitter people, small thinkers, naysayers and those who just get their kicks out of sniping from a safe distance. Remove these people from your network. Associate with energy gainers and not energy drainers. People do business with people they like, and avoid doing business with people they don't like - it's just that simple. Are you approachable, positive, affable, trustworthy, a person of character and integrity, or are you someone who is standoffish, pessimistic and generally not to be trusted? Those who fall into the camp of the former as opposed to the latter will find themselves having more influence and success. The key take away here is that being a jerk doesn't lead to the creation of influence.

6. Quantity and Quality Both Matter: Successful networking requires an understanding there needs to be a balance between quantity and quality. Well built spheres of influence are both inclusive and exclusive, and while the emphasis should always error on the side of quality, this assumes you have sufficient numbers to create leverage and scale to your networking efforts. You want to avoid at all costs the appearance of simply being in it solely for the numbers, but it is also important not to be viewed as a networking snob who doesn't reciprocate.

7. Influence is built upon a foundation of trust: If a person is not trusted there is a firm limit on their ability to create and use influence. People will rarely make a leap of faith for someone who hasn't earned their trust. However most people will gladly take a blind leap of faith for someone whom they have come to trust. Trust matters.

8. Influence is built upon making others successful: This is often times referred to as the law of reciprocity. The theory is that if you invest yourself in making someone else successful, then they in turn will likely be predisposed to helping you become successful. While this principle will not always pan out, in my experience it has held true across the overwhelming majority of my interactions through the years. True influence is rarely built upon the backs of others, but rather by helping others achieve their goals.

9. Influence is most often possessed by those with authority: It is important to realize that there is a reason for the statement "the highest authority is that which is given, and rarely that which is taken." Authority is most often given to those who display honesty, competency, empathy, expertise and wisdom. With authority comes credibility, and with credibility comes influence. While influence can be wielded by those without authority, it will be limited in both scope and scale. Those with the most authority will always have the most influence.

10. Value and scarcity drive influence: Understanding the value of your position, brand, authority, resources, access to people or knowledge and any number of other items as it relates to fulfilling the needs and desires of others creates influence. To the extent anything under your direct or indirect control is scarce or proprietary your ability to create influence will increase significantly.

Keep in mind the purpose of developing influence is not to manipulate for personal gain, but rather to facilitate for mutual benefit. Take a sincere interest in the success of others, work on your likability factor, become adept at gaining commitment, develop your authority, secure access to things of value and/or scarcity, and your influence with others will increase.

Bottom line - engineer a relationship development plan built upon service, trust, giving and adding value - then work the plan. Before you whine about how much time this will take, consider if you will the potential rewards at stake and ask yourself this question: Can I afford not to do this?

If you have any additional tips or advice to add to what you've just read, I'd love to have your feedback and input in the comments section below...

Don't miss an article (4,900+) - Subscribe to our RSS feed or join us on LinkedIn or Facebook.

Mike Myatt, is a Top CEO Coach, author of " Leadership Matters...The CEO Survival Manual", and Managing Director of N2Growth.

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by Mike Myatt Have you ever wondered why some people have more influence than others? It's because they invest more "in" others. Those with influence have built into others through some form of consistent direct or indirect contribution. Those with the greatest amount of influence almost always have the strongest relationships.

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Please ensure that you have had a discussion with your manager and remind them of the weekly class commitment. Please do not assume they know all the details of the program including the time commitments. This is your responsibility to have this discussion and together, work through any scheduling needs.

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If you would like me to include your Bio into the presentation, please ensure you email to me by 5:00pm on Monday. This way you will not need to bring any copies to share.
denise.leaton@hyatt.com

Looking to hear All About You!

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Take this self-assessment to determine your level of emotional intelligence

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Hi all! I know the class is over but GUESS WHO I JUST SHOOK HANDS WITH! Turns out Simon Sinek stayed at the Grand last night for an AA summit! He ended up giving me this coin after I told him our story! How cool!

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Being an Effective Leader & Divisional Presentation - Events
Thank you to Sarah, Allison, Jessie and Marisa for presenting!

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Hyatt announces acquisition of Two Roads Hospitality

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Hyatt announces acquisition of Two Roads Hospitality

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We are just one week away from our first class! As a reminder, the leadership program will be for 10 weeks, meeting every Tuesday from 2-4pm. The location schedule is as follows:

Grand Hyatt DFW Dates:

9/11,  9/18, 9/25, 10/2, 10/9

Meet in the ACR Room: 2-4pm

Hyatt Regency DFW Dates:

10/16, 10/23, 10/30, 11/6, 11/12

Room is TBD: 2-4pm

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Check Out the topics we will be reviewing each week!

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Emotional Intelligence - Do you have it?

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Emotional Intelligence - Do you have it?

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Dr Travis Bradberry looks at the qualities shared by people with emotional intelligence, based on data from more than a million people.

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Check out Natalia working in Event Services - You Rock!

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Feedback for Managers & Divisional Presentation - Sales
Thank you to Morgan, Phillip, Eric, Danny & Brian for presenting!

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Message from our CEO - Mark  Hoplamazian

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Message from our CEO - Mark  Hoplamazian

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Thought I would share these words of inspiration.

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During our weekly classes, the expectation is that you attend the class in business casual attire or your designated uniform. Please ensure that you are looking the part of a future leader! No shorts, ripped jeans, tank tops, etc...

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Get a daily email featuring the latest talk, plus a quick mix of trending content.

By subscribing, you understand and agree that we will store, process and manage your personal information according to our Privacy Policy

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Tom Wujec presents some surprisingly deep research into the "marshmallow problem" -- a simple team-building exercise that involves dry spaghetti, one yard of tape and a marshmallow. Who can build the tallest tower with these ingredients? And why does a surprising group always beat the average?

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We love Revenue!

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Hyatt Thinking & Divisional Presentation - F&B
Thank you to Jakeup, John & Sean for presenting today!

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As we continue to explore effective leadership behaviors, this article shares insight on fostering a culture where employees can speak freely

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Classes at Grand DFW, 9/11-10/9: Shuttle will leave Hyatt Regency DFW to transport colleagues to the Grand at 1:40pm & return by 4:15pm. Meet on front drive.

Classes at Regency DFW, 10/16-11/13: Shuttle will leave Grand DFW to transport colleagues to the Regency at 1:40pm & return by 4:20pm. Meet at terminal hotel entrance.

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Hyatt Regency DFW Mentor-Mentee Assignments

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Hyatt Regency DFW Mentor-Mentee Assignments

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Check this out!

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Many of us are new to either the Mentor or Mentee role. Attached is a helpful resource that provides expectations and best practices of a mentoring relationship.

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Looks like it was a fun class and Miguel debutted in almost every photo

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What Every Leader Needs to Know & Divisional Presentation - Culinary
BIG Thank you to Jean-Claude for sharing his expertise about Culinary and the tasty chocolates!

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Brene Brown

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A good friend is feeling bad. What do you do? How do you handle the situation? Do you feel sorry for them and compare what has happened to them with your own life experiences or do you listen quietly and tell them you understand? What is the better response?

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Congratulations to our 2018 DFW RISE UP Participants!

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Congratulations to our 2018 DFW RISE UP Participants!

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Grand Hyatt DFW Mentor-Mentee Assignments

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Grand Hyatt DFW Mentor-Mentee Assignments

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Check this out!

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Simon Sinek: How great leaders inspire action | TED Talk

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Simon Sinek has a simple but powerful model for inspirational leadership -- starting with a golden circle and the question: “Why?” His examples include Apple, Martin Luther King Jr. and the Wright brothers…

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Angel Madrigal

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Brene Brown - BRAVING

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SAVE THE DATE!!!!                             Our first class is Tuesday, September 11 from 2-4pm at the Grand Hyatt DFW. 

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SAVE THE DATE!!!!                             Our first class is Tuesday, September 11 from 2-4pm at the Grand Hyatt DFW. 

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Please complete prior to our first class on 9/11.

1. Create a Padlet account & access our wall. If you can see, this pre-work assignment is complete!

2. Connect with mentor.

3. Read the Harvard Review article posted in the next column and watch the Tedtalk posted. Be prepared to share feedback.

4. Create a Bio with picture to share during our first class. You can use any format you like, Word, Publisher, PowerPoint, a video or anything else. Include at least one photo of you, but feel free to include photos of things or people that you care about. Tell us about you: where are you from, your family or friends, work experience, you Hyatt story, a few of your favorite things, what you do for fun, and anything else that is cool about you. Bring 17 copies for the class or send to me via email and I will include in the presentation. TIP: Seek input from your mentor or me 😀

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The year 1777 was not a particularly good time for America's newly formed revolutionary army. Under General George Washington's command, some 11,000 soldiers made their way to Valley Forge. Following the latest defeat in a string of battles that left Philadelphia in the hands of British forces, these tired, demoralized, and poorly equipped early American heroes knew they now faced another devastating winter.

Accelerate your career with Harvard ManageMentor®. HBR Learning's online leadership training helps you hone your skills with courses like Leading People. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.

What you need to know about being in charge.

Learn More & See All Courses

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Thank you for a great 1st class!

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RISE UP - Class 1 Presentation (For posting)