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Be the LIGHT Have the RIGHT Perspective Be GLAD to be here

Be the LIGHT Have the RIGHT Perspective Be GLAD to be here. Good to Great Break Out Sessions. Overview. We are going on our third full year of using the Good to Great concepts to drive performance in our hotels. We want to get a great take from the field on two things:

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Be the LIGHT Have the RIGHT Perspective Be GLAD to be here

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  1. Be the LIGHT Have the RIGHT Perspective Be GLAD to be here Good to Great Break Out Sessions

  2. Overview • We are going on our third full year of using the Good to Great concepts to drive performance in our hotels. • We want to get a great take from the field on two things: • Are they using it as a leadership template at their hotels currently? i.e. what is the true level of engagement in GTG in the field? • What is working well? • What are the challenges? • What new ideas will be use in 2014 to build on our current success and get to the next level? • This breakout should take the form of the facilitator asking a few questions to spark a conversation, debate, or best practice sharing session. We are assuming that they all know the concepts we just need to observe and spark an engaging session, not retrain. • Since we only have an hour carved out this year I’ve narrowed it down one opening dialog session and two specific topics therefore one person should lead the discussion and one person should be time keeper shooting for 15-18 minutes per agenda item. Remember to give the group 5 minutes in the end to capture next steps in their workbook.

  3. GTG Check-in • Opening dialog – “we are now going into our third full year of using the concepts of good to great to frame up our leadership decision making process and we want to check in with you to validate what is working and determine if we should make any changes to facilitate even greater success in 2014”. • Ask provocative questions in reflection of past GTG activities: • I’d like to hear from someone who has been with Prism since our first GTG conference in regards to what is working for them and if it has helped them in their day to day leadership of their hotel. • Now I’d like to hear from someone who is new (less that one year) that can tell us if they have been impacted by the GTG philosophies or not. • A question for everyone: what were your most memorable wins in 2013 using the GTG concepts? • Again for all – have you had any challenges implementing the leadership traits of GTG?

  4. First who then what • Opening dialog – “I think we would all agree that having the right people on the bus will have the greatest impact on driving us down the road to results. Again we want to hear from you what ah ha moments you have had and maybe what challenges you have had” • Ask provocative questions in reflection of past First who then what activities: • Can someone tell me about a hiring experience over the past year where you used the principles of who first? • Would someone please share an experience where you had the wrong person on the bus and how you handled it? • Can someone share an example where you had the right person on the bus but they were just in the wrong seat and what you did about it? • We all know that we still have at least one person on our staff that shouldn’t be on the bus, what is holding you back from making the change? • Follow that up by asking if anyone in the group has had a similar situation and ask then to share how they solved the problem.

  5. A culture of discipline • “There is a very clear difference between driving discipline and creating a culture of discipline. This is a key component of the book and one we can really build upon. We would like to hear you talk about some of the primary things they have done over the year to create a culture of discipline.” • Ask provocative questions in reflection of past culture of discipline activities: • Can someone share with me how you felt and what you went through when you created your first 2x2? • Can someone that has effectively used their 2x2 to better prioritize there time and energy share their experience? • Can someone that has struggled with the concept share their frustrations? • Can someone explain the concept of washing your cottage cheese and how they have used that to achieve results in 2013? • If time remains ask these two questions: (really just for my own curiosity) • Honestly now – how many of you use the 2x2 as a tool to more effectively lead your team? • Does everyone know that each of you has a 2x2 template loaded in HR Exponent

  6. Conclusion • “I think we would all agree that the concepts in Good to Great can really truly help us all illuminate the Road to Results in 2014. I think we would all also agree that while we have collectively improved in the past two years on sharpening our Good to Great skills, we all have a ways to go to become Level 5 Leaders.” • Let’s all take out our work books and write down, while it is still fresh in our minds some of our ah ha moments and things that we want to implement as soon as we get back to our properties.

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