Page 43 - Early Winter 2014

Roadmap Reality Check ship continuity at all levels of the company, 2) assess A crystal ball isn’t required to predict the future of and anticipate training and development needs, your most talented people. They will move on when and 3) contemplate a retention strategy to manage opportunity meets preparation, inside or outside of employee engagement, growth, and advancement. the organization (didn’t you?). If you lead a team of The last time you took a road trip, did you plan people, you’ve probably been caught off guard by each detail or was it spontaneously inspired? If you this, whether it was the loss of your top ticket seller, had unlimited time and resources, you’d still have high-potential F&B supervisor, respected HR man- some idea of days behind the wheel and general ager, or indispensable administrative assistant. whereabouts for overnight stays. You might justify, That’s why it is so critical for resorts to have a “Not to worry, I have a GPS and a credit card to roadmap for a viable succession plan. This resource pave the way.” fulfills three important objectives: It will help you 1) By contrast, using spontaneous decision making ensure you have a game plan for talent and leader- to navigate leadership continuity at your resort is not EARLY WINTER 2014 | NSAA Journal | 41 w w w.nsaa. org NSAA Early Winter 2014 prepressed v5b.indd 41 10/29/14 6:08 PM