Today's Hotelier - March 2018 - 35

high-potential women at the point where many women are
deflected off the leadership path. The program makes use of
advocates, or what Berg calls "mentor extraordinaires."
"An advocate is someone who goes beyond a mentor," she
says. "They might give a challenging assignment [to a mentee]
because that person is ready to grow, or they might put them
up for a promotion because it makes for a stronger company."
She says this type of relationship is beneficial for companies.
"The person who is an advocate will move up the mentees to
make the company perform better. It's a mutually beneficial
relationship."
In fact, many hotel companies have started to create formal
programs because they see the value mentorship brings to
their organizations. AAHOA and Carlson Rezidor Hotel Group
are just two examples of organizations that have established
mentorship programs.
AAHOA's Mentor Match program was established last year
to connect seasoned hoteliers to those just starting out in
the industry or those who want to try something new with
their portfolios.

JOIN AAHOA'S MENTOR MATCH PROGRAM
Interested in becoming a mentor or being paired
with one? Sign up for AAHOA's Mentor Match program.
For more information, call 404-816-5759 or email
mentors@aahoa.com.

"Within this highly competitive industry, we are able to
match those that would like one-on-one guidance with members that have already been in their shoes and are willing to
take them under their wing," says Purvi Panwala, president
and CEO of Purvi LLC and AAHOA Young Professional Director
Eastern Division. "Having a mentor in any line of work, but
more specifically the hospitality industry, creates an accepting
and nurturing environment for professionals that might not
know exactly where to start or how to proceed, or those that
need help elevating their family business."
Panwala adds, "Most of the people who sign up for the
program are second or third generation hoteliers who are
taking on their parents' business right out of college or after
transitioning from a different profession and want to learn,
or grow and upgrade their business to remain competitive.
Some may be taking that business in a new direction and need
the guidance of someone that has gone through the steps and
already knows what to expect.
"What I love, is that [the program] gives experienced hoteliers that want to help others an avenue and platform to pay
it forward. Being able to make one phone call to ask questions
without being judged when you're stuck or for someone to
check on your progress periodically is priceless," Panwala
says. "Although it's a highly competitive industry, we're all
in it together."

Meanwhile, the Rezidor Mentee Program is a fast-track
talent initiative to give high-performing people the skills
and experience to take on a general manager or leadership
role, according to Iñigo Capell, executive vice president and
global chief resources officer at Carlson Rezidor Hotel Group.
Mentees are nominated by their supervisor or GM and must
pass a pre-program assessment in order to join the development program. During their time in the program, which lasts
about 12 to 18 months depending on development needs,
mentees are offered peer-to-peer support, participate in
bespoke training and workshops, are partnered with specialist skills mentors, participate in a personalized skills
and knowledge roadmap, and create a personal development
plan. Before ending the program, mentees are required to
deliver a business project and take part in budget and forecasting preparations.
"The mentor/mentee relationship is crucial," Capell says.
"The mentor is a general manager or an experienced and
trusted leader who knows what it takes to become a future
leader. They have a keen interest in developing people to
grow for the benefit of the company as well as the individual."
He says the program has seen employees go from food
and drink managers, for example, to general managers or
operations managers by the end of the program. Last year, 32
mentees grew their careers thanks to the program.
"The mentor becomes that professional friend and supporter of the mentee and is there to challenge and support the
mentee through the program successfully," Capell says. "The
mentor, in addition to assessments and development steps
during the mentee program, acts as a quality check ensuring
that the mentee has what it takes to become a Rezidor leader."

DEVELOPING THE RELATIONSHIP
For those looking to lend their expertise and become a mentor to others in their company or via a formalized program,
sources say there are a few things to keep in mind.
Kanter says it's important to really consider the role, let
the relationship begin organically, but then recognize the
impact it plays.
"My mentorship started as all work related with people
working for me," she says, adding that it has since grown into
more, especially when it comes to women in the industry. "It's
particularly important for professional woman in leadership
positions to provide mentorship to those coming up in their
careers." (See sidebar: "Women in leadership roles: The importance
of mentors.")
Dickinson says that the sky's the limit for the mentor/
mentee relationship - and it's never too late to get involved.
"If you can find a role model who has achieved what you
aspire to and possesses values and work ethic that match your
own, the possibilities are endless," she says. "You're never too
old to find or be a mentor."
■
TODAYSHOTELIER.COM | MARCH 2018 | 35


http://www.TODAYSHOTELIER.COM

Table of Contents for the Digital Edition of Today's Hotelier - March 2018

Letter From the Chairman
Letter From the President & CEO
#AAHOACON18 Spotlight
Government Affairs & Advocacy
The C-Suite
Common Ground
Elevate Yourself to a Higher Role in the Industry
Next-Level Housekeeping via Technology
Mentoring Matters
Small Business
Finance
Marketing
Technology
Compliance & Legal
Leadership
Guest Experience
Aahoa Founding Members
Classifieds
Advertiser Index
Back of the House
Today's Hotelier - March 2018 - Intro
Today's Hotelier - March 2018 - cover1
Today's Hotelier - March 2018 - cover2
Today's Hotelier - March 2018 - 3
Today's Hotelier - March 2018 - 4
Today's Hotelier - March 2018 - 5
Today's Hotelier - March 2018 - 6
Today's Hotelier - March 2018 - 7
Today's Hotelier - March 2018 - 8
Today's Hotelier - March 2018 - 9
Today's Hotelier - March 2018 - Letter From the Chairman
Today's Hotelier - March 2018 - 11
Today's Hotelier - March 2018 - Letter From the President & CEO
Today's Hotelier - March 2018 - 13
Today's Hotelier - March 2018 - #AAHOACON18 Spotlight
Today's Hotelier - March 2018 - 15
Today's Hotelier - March 2018 - 16
Today's Hotelier - March 2018 - 17
Today's Hotelier - March 2018 - Government Affairs & Advocacy
Today's Hotelier - March 2018 - 19
Today's Hotelier - March 2018 - The C-Suite
Today's Hotelier - March 2018 - 21
Today's Hotelier - March 2018 - Common Ground
Today's Hotelier - March 2018 - 23
Today's Hotelier - March 2018 - Elevate Yourself to a Higher Role in the Industry
Today's Hotelier - March 2018 - 25
Today's Hotelier - March 2018 - 26
Today's Hotelier - March 2018 - 27
Today's Hotelier - March 2018 - Next-Level Housekeeping via Technology
Today's Hotelier - March 2018 - 29
Today's Hotelier - March 2018 - 30
Today's Hotelier - March 2018 - 31
Today's Hotelier - March 2018 - Mentoring Matters
Today's Hotelier - March 2018 - 33
Today's Hotelier - March 2018 - 34
Today's Hotelier - March 2018 - 35
Today's Hotelier - March 2018 - Small Business
Today's Hotelier - March 2018 - 37
Today's Hotelier - March 2018 - Finance
Today's Hotelier - March 2018 - 39
Today's Hotelier - March 2018 - Marketing
Today's Hotelier - March 2018 - 41
Today's Hotelier - March 2018 - Technology
Today's Hotelier - March 2018 - 43
Today's Hotelier - March 2018 - Compliance & Legal
Today's Hotelier - March 2018 - 45
Today's Hotelier - March 2018 - Leadership
Today's Hotelier - March 2018 - 47
Today's Hotelier - March 2018 - 48
Today's Hotelier - March 2018 - 49
Today's Hotelier - March 2018 - Guest Experience
Today's Hotelier - March 2018 - 51
Today's Hotelier - March 2018 - 52
Today's Hotelier - March 2018 - 53
Today's Hotelier - March 2018 - Aahoa Founding Members
Today's Hotelier - March 2018 - 55
Today's Hotelier - March 2018 - Classifieds
Today's Hotelier - March 2018 - 57
Today's Hotelier - March 2018 - 58
Today's Hotelier - March 2018 - 59
Today's Hotelier - March 2018 - 60
Today's Hotelier - March 2018 - 61
Today's Hotelier - March 2018 - 62
Today's Hotelier - March 2018 - Advertiser Index
Today's Hotelier - March 2018 - 64
Today's Hotelier - March 2018 - Back of the House
Today's Hotelier - March 2018 - 66
Today's Hotelier - March 2018 - cover3
Today's Hotelier - March 2018 - cover4
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