CHIEF EXPLORATION OFFICER
MARILYNN Semonick
As a student of human behavior with a passion for individual and organizational improvement, Marilynn Semonick, has spent 45 years assisting communities of people across 5 continents with their initiatives to create intentional, results-oriented change. An educator, international consultant, facilitator, coach, Certified Speaking Professional, and author of Aligning for Change: Collaborative Strategic Planning, Marilynn came out of retirement in response to municipalities requesting help in creating and sustaining high-functioning, civil, respectful leadership teams, with the ability to be productive and achieve results.
RECENT PROGRAMS Include:
Culture by Design Not by Default
Your leaders sustain a culture that was ether intentionally or randomly created. Either way, it will leave a legacy beyond their years of service. An effective, healthy team culture increases employee engagement, decreases turnover, retains top performers, increases customer service, elevates productivity, and strengthens brand identity. Discuss and make decisions about your current culture, your desired environment, and establish a plan to execute cultural changes to promote a positive, structured work environment to help you achieve your desired results.
Becoming a Leader Others Want to Follow
Is there a life hack for being more confident, capable and collaborative? How can you earn greater respect from those you work with and those who report to you? Are you able to remain calm, flexible and focused in the face of controversy? Dissect the strongest predictors of leadership performance and must-have leadership skills, including the ones that play a larger role than your IQ, degrees, or technical skills. Walk away with insights into uniting others, inspiring collaboration, and ways to implement the session’s lessons.
People. Performance, and Productivity
Why do people leap over tall building for some leaders and avoid (or even sabotage) others? A recent Gallup poll ranks employee engagement as the number one contributor to a company’s financial success. According to a Temkin Group study, engaged employees are 4.6 times more likely to provide excellent customer experiences. When employees are not actively engaged, the organization often experiences significant erosion in employee morale as well as their bottom line. Happy, motivated employees interact positively with customers, which leads to higher satisfaction ratings and repeat business. Disengaged employees often seem indifferent or frustrated, which has negative effects on service. The main point: engaged employees impact customers and directly impact revenue. Systematically improve people processes to increase performance and enhance your service culture.
Performance Mangement
What sort of performance management fits your resort’s needs? Does your current performance management help people continuously develop? Should rewards focus on individual or team goals? Where would your limited resources best invested? An understanding of the four basic elements of performance management: goal setting, performance feedback/reviews, ongoing development, and rewards provides a foundation for answering these questions and more.
A System of Service
Service is how your resort interacts with guests (and each other) in everyday interactions and with problem-solving solutions when issues arise. Directly responsible for representing your resort’s brand, mission, and values, exceptional guest experiences result in positive review and word-of-mouth recommendations as well as an increased public persona. Great service does more than just win over new guests and retain loyal ones. It also sets you apart from your neighboring properties, giving you a competitive edge in an increasing challenging industry.
