Editorial Board   Guest Author

Mr. MacDougall

Jesse MacDougall

Creative Director of Strategy and Brand Development, ICRAVE

As the Creative Director of Strategy and Brand Development at innovation and design studio ICRAVE, Jesse MacDougall has provided creative vision and leadership for projects of all shapes and sizes including building up boutique brands like The Little Beet in New York. He has created roll-out brands for public companies like Hilton and STK. He has also been the driving force behind comprehensive hotel projects like the Sir A’DAM hotel in Amsterdam opening in 2016. Mr. MacDougall has also been responsible for reinventing cancer care delivery for Memorial Sloane Kettering’s new patient facilities in NYC. Recently, Mr. MacDougall has been working to master plan new neighborhood developments in Miami and Washington, D.C. His team is also working with one of the world’s leading food management companies to identify shifts in higher education and reimagine college campuses for the class of 2030. Previously he was Senior Design at Puccini Group where he led the branding and design of notable hospitality projects. Some of these include the renovation of The Georgian Terrace a historic hotel, restaurant, and residential tower in Midtown Atlanta. Prior to Puccini, he managed store planning and design at global luxury jewelry brand David Yurman. At David Yurman he managed the design and execution of over 100 in-store boutiques, 10 flagship stores, and a handful of multi-million dollar exhibition projects around the world. An expert in strategy, hospitality and experience design, Mr. MacDougall has been interviewed by Wallpaper* and Sleeper Magazine, and has spoken on many Hotel Business and Hospitality Design panels.

Please visit http://www.icrave.com for more information.

Mr. MacDougall can be contacted at 212-929-5657 or jesse@icrave.com

Coming up in March 2019...

Human Resources: An Era of Transition

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.