Editorial Board   Guest Author

Ms. Moorefield

Renee Moorefield

Chief Executive Officer, Wisdom Works

Renee Moorefield, PhD, is a dynamic purpose-driven leader, passionate about elevating human potential, vitality, effectiveness, and sustainable growth. She is Chief Executive Officer of Wisdom Works, a firm that enhances the readiness and capability of leaders to activate and lead organizations where people thrive.

For the past thirty years, Ms. Moorefield has coached and advised thousands of executives—from Fortune 500 companies to social entrepreneurs—seeking to operate from an inspired purpose and vision, wellbeing and internal balance, plus the forward-leaning leadership capabilities required evolve and uplift workplaces, families and communities, and our planet.

Ms. Moorefield has been featured in publications ranging from Forbes, Conscious Company, Experience Life, Coaching World, Spa China, the Human Current, and Thrive Global, and she chairs the Wellness at Work initiative at the Global Wellness Institute.  The initiative seeks to bring together thought-leadership for a fresh vision of impact for wellbeing in the new world of work. Ms. Moorefield authors Wellbeing + Strategy, a leader-to-leader exchange that accelerates leaders' abilities to live and lead wellbeing.  She also oversees the brand Be Well Lead Well®, a set of transformative programs and tools such as the pioneering assessment Be Well Lead Well® Pulse, to empower leaders to make thriving a game-changer in their teams and organizations, starting with themselves.


Please visit http://www.wisdom-works.com for more information.

Ms. Moorefield can be contacted at 719-201-9294 or renee@wisdom-works.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.