Editorial Board   Guest Author

Ms. Gendron

Mary Gendron

Senior Vice President / Managing Director, Mower

Mary Gendron heads the New York City office of Mower, which ranks among the nation's most prominent independent marketing, advertising and public relations firms, appearing on "best of" industry lists in each of its primary practice categories. Ms. Gendron also leads the agency's Travel and Tourism practice whose clients span hotels, destinations, airlines and attractions including Pebble Beach Resorts, Westchester County Tourism & Film, Lufthansa Group and Maid of the Mist. The agency provides marketing counsel and services to this sector ranging from advertising to public relations, digital to traditional media, as well as paid search, SEO and analytics, organic and paid social and an array of strategic services, including crisis communications planning. Mower is a specialist in connecting brands with their constituents in meaningful, profitable, friendly, and lasting ways. In partnership with client companies, Mower's work has won countless travel and tourism and general marketing industry awards for effectiveness and creativity.

Ms. Gendron received the 2011 Winthrop W. Grice Lifetime Achievement Award in Public Relations from Hospitality Sales & Marketing Association International. She was a founding board member of ISPA and of Washington Spa Alliance. She also served on the board of New York Spa Alliance and has been a delegate to the Global Wellness Summit. Ms. Gendron was named to Mayor Rudy Giuliani's Crisis Communications Committee in the aftermath of 9/11. She is a frequent speaker and author on various marketing topics.


Please visit https://www.mower.com/travel-and-tourism/ for more information.

Ms. Gendron can be contacted at +1 212-980-9065 or mgendron@mower.com

Coming up in January 2020...

Mobile Technology: Feature Focus Demo

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is "resilience", the ability to "go with the flow" and not become overwhelmed by the disruptive influences  of change and reinvention. In an era of transition-new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.