Leadership training

At Luxury Hospitality, we are extremely privileged to have complete access to a wide range of leadership courses and content. With this extensive library at our fingertips, we can tailor a leadership pathway specific to your needs.

We will listen carefully to what you believe are your strengths and where you feel you need further development, to ensure we create the most appropriate pathway for you. 

Each of our programs are supported by pre-course learning, an initial self or 360 assessment survey and a manager meeting before face to face delivery takes place. The in-person sessions are typically between 1 and 2 days and are delivered by outstanding trainers and experienced leaders who have a wealth of experience in the luxury hospitality industry.

Those sessions are followed up with e-learning activities, refresher videos and resources, supporting tools and a follow-up self and 360 assessment survey some months later to gauge impact and progress.

We have programs suitable to all members of your team, from individuals looking to develop their Personal Leadership and Middle Leaders who have some leadership experience, to more experienced Senior Leaders looking to create a healthier culture and improve performance and productivity. 

We believe that to have the greatest impact, the leadership journey is a whole organisation approach, with personal leadership from every member of your team being the start of that journey. Often leadership training focused only on leaders who attend off-site courses has little impact when they return to the workplace. 

The first step is to develop all employees as self-leading individuals and to nurture those individuals to take accountability and responsibility for their goals. An organisation that adopts this approach at the start of its leadership journey will promote a culture of effectiveness.

The next step is to develop leadership capacity where:

  • leaders take a close look at themselves and their individual character and learn to manage themselves before they lead others, and
  • leaders don’t manage people but allow them to manage themselves against pre-agreed performance goals.