Spotting Leaders for Development through Coaching Engagement

How HR & L&D Directors strategically identify Leaders for coaching engagement in the hospitality industry:

1. Performance Indicators

• Consistent High Performance: Employees who exceed guest satisfaction KPIs (guest scores, upselling, complaint resolution).

• Reliability: Trusted to manage operations without supervision.

• Crisis Handling: Those who perform well during peak seasons, events, or guest escalations.

👉 These staff are seen as ready to be stretched into leadership.

2. Leadership Potential

• Natural Influence: Team members whom others respect and follow, even without a formal title.

• Role Modeling: Those who embody hotel values (professionalism, service mindset, teamwork).

• Coaching/Teaching Instinct: Already helping peers, mentoring new joiners, or leading pre-shift briefings.

👉 HR/L&D look for informal leaders — they may not have a title yet, but they already influence others.

3. Feedback Data & Assessments

• Manager Recommendations: Line managers nominate staff who show leadership promise.

• 360° Feedback: Peer and supervisor feedback highlights strong interpersonal and communication skills.

• Psychometric Tools: MBTI, DISC, Emotional Intelligence assessments used to gauge leadership readiness.

👉 Coaching candidates are often validated by data, not just opinion.

4. Career Aspirations & Engagement

• Stated Ambition: Employees who openly seek promotion or leadership responsibilities.

• Training Participation: Those who consistently attend optional trainings and ask questions.

• Engagement Levels: Enthusiastic, proactive employees more likely to invest in their growth.

👉 Coaching investment goes to those who want it and will use it.

5. Business Needs & Succession Planning

• Critical Roles: Assistant Managers or Supervisors identified as future Department Heads.

• Retention Risks: High performers at risk of leaving are offered coaching as a retention strategy.

• Succession Gaps: Coaching is targeted where hotels need a talent pipeline (e.g., shortage of strong F&B leaders).

👉 HR & L&D tie coaching to strategic workforce planning.

6.Cultural Fit & Values

• Embodies hospitality values (service, respect, teamwork, professionalism)

• Acts as a role model for company standards

• Maintains integrity even under stress

👉 Technical skills can be taught, but values alignment is essential for long-term leadership.

Don't know where to start? Reach out to our expert coaches who can help you spot your leadership team's potential. https://calendly.com/abukkam/30min

Abhijit Bukkam
Business & Leadership Coach