Podcasts about Jumeirah

Новости на радио «Русские Эмираты» в Дубае:- Авиакомпания Emirates начнет выполнять рейсы с обновленными A380 и Boeing 777 на восьми новых направлениях, включая Бангкок, Гонконг, Ниццу и Перт.- Гостиничная группа Jumeirah, входящая в состав Dubai Holding, объявила о планах строительства трех новых объектов в Дубае в рамках своей глобальной стратегии расширения. Новые проекты включают гостиницу и два жилых комплекса.

26 Feb 2025. We get more details with Surina Kelly of the ARN News Centre. Plus, as BP prepares to scale back its green energy goals, we look at the wider impact of Donald Trump’s “drill baby drill” mantra, with Ryan McPherson of the Energy Industries Council. And, Ramadamnomics continues - Jumeirah's Mr F&B Andy Cuthbert about the iftar. And, we look beyond Ramadan to Eid Al Fitr with dnata about the breaks we're booking.See omnystudio.com/listener for privacy information.

We talk with Karl Magnus about the pro's and con's for buying into Palm Jumeirah and the rapid price growth. Plus Jasmine Arora is here to talk about your wellbeing and some simple steps you can make to feel better about your mental health. ► Subscribe here to never miss an episode: https://dubaipropertypodcast.podbean.com ► INSTAGRAM: https://www.instagram.com/dubaipropertypodcast/?hl=en ► ITUNES: https://podcasts.apple.com/.../dubai.../id1662176569 ► EMAIL: dubaipropertypodcast@gmail.com  The Most comprehensive property guide for the UAE and Dubai.    Homes for sale, Real estate agents, Real estate listings, Real estate investing, Property management companies, Commercial real estate, Real estate market trends, Real estate market analysis, Real estate finance, Real estate development, Real estate law, Real estate technology, Real estate investing for beginners, Real estate negotiation skills, Real estate marketing   #dubaiproperty #dubai #dubairealestate  

This week's episode, Peter Finch and Kieran Mulhall are joined by Matt Fryer and Andy Carter. In this episode they discuss how hard Open Qualifying actually is, 1v1v1 is coming out this week at Formby Ladies and the benefits and disadvantages of signing a club deal. Hope you guys enjoy and have a wonderful Christmas! 0:00 Intro 1:18 How is Matt Fryer and Andy Carter?3:30 1v1v1 is coming out this week!6:50 Who is going to win this match?9:50 What are Andy Carter and Matt Fryer's plans for competition golf in 2025? 17:46 How hard is Open Qualifying ? 21:36 Who has the best golf swing in the world right now?24:13 How did Peter Finch, Matt Fryer and Andy Carter meet?27:51 Carter what is it like being a tour pro in the Middle East? 31:31 Is the 18th hole at Jumeirah golf estates the worst hole in golf 35:41 Benefits and disadvantages of signing a club deal42:37 Each have to play on one professional tour. Which one are they choosing? 47:01 OutroFollow the Rough Cut Golf Podcast on...Instagram - https://www.instagram.com/roughcutgolfpodcast TikTok - https://www.tiktok.com/@roughcutgolfpodcastJoin our Discord here: https://discord.gg/hUT3dyGSFKCheck out the podcast here: On Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-rough-cut-golf-podcast/id1663329120On Spotify Podcasts - https://open.spotify.com/show/6RarAwS3zAv91okDghrhL5?si=2c4e0a7e132945f2 Get bonus content on Patreon Hosted on Acast. See acast.com/privacy for more information.

Ed Stocker and Simon Bouvier discuss France’s new prime minister, Francois Bayrou, and the Catalan separatists threatening to end support for Spain’s prime minister. Plus: Fiona Wilson joins to debate doggy-bag guidelines in Japan to tackle food waste. Then: ‘What We Learned’ and the future of Jumeirah in Africa.See omnystudio.com/listener for privacy information.

01 Nov 2024. We look back on the life and career of Colm McLoughlin, the man who built Dubai Duty Free into a $2 billion global icon. Former colleagues Gerald Lawless and Dave Cattanach. Plus, it's the ultimate showcase of luxury on the water! The Pre-Owned Boat Show is back at Dubai Creek Marina, Abdulla Ali Al Noon - Director - Special Projects, Dubai Golf revealed the must-see vessels and insider details on this year's event.See omnystudio.com/listener for privacy information.

We talk with Brian Flanagan, Aadesh Pahwa and Olga Sirbu  from Novvi Properties about how long people rent in Dubai and a special invitation to Palm Jumeirah event. Plus more UAE real estate information. @novviproperties ► Subscribe here to never miss an episode: https://dubaipropertypodcast.podbean.com ► INSTAGRAM: https://www.instagram.com/dubaipropertypodcast/?hl=en ► ITUNES: https://podcasts.apple.com/.../dubai.../id1662176569 ► EMAIL: dubaipropertypodcast@gmail.com  The Most comprehensive property guide for the UAE and Dubai.    Homes for sale, Real estate agents, Real estate listings, Real estate investing, Property management companies, Commercial real estate, Real estate market trends, Real estate market analysis, Real estate finance, Real estate development, Real estate law, Real estate technology, Real estate investing for beginners, Real estate negotiation skills, Real estate marketing   #dubaiproperty #dubai #dubairealestate  

In this episode of the FHS podcast, Michael Grieve, Chief Brand Officer of Jumeirah, joins Daria Smith to discuss Jumeirah's ambitious global expansion plans and its strategy to maintain exceptional service quality while doubling its portfolio. Michael shares insights on how Jumeirah leverages its Arabian heritage and unique brand positioning to create distinctive luxury experiences. He highlights key pillars of the brand, including warmth, generosity, and joy, and discusses the importance of personalisation in luxury hospitality. The conversation also covers Jumeirah's approach to sustainability, thought leadership, and adapting to diverse cultural markets, alongside the role of AI in enhancing guest experiences. #FHSWorld #FutureHospitalitySummit #FHSPodcast

We talk with Lillian Le Campion a new real estate agent in this 14th episode of 'The diary of a new Dubai real estate agent'. Lillian talks about living in Dubai and working the life of a new agent.  Lillian's Instagram: https://www.instagram.com/architect.propertyexpert.dubai/?hl=en ► Subscribe here to never miss an episode: https://dubaipropertypodcast.podbean.com ► INSTAGRAM: https://www.instagram.com/dubaipropertypodcast/?hl=en ► ITUNES: https://podcasts.apple.com/.../dubai.../id1662176569 ► EMAIL: dubaipropertypodcast@gmail.com  The Most comprehensive property guide for the UAE and Dubai.    Homes for sale, Real estate agents, Real estate listings, Real estate investing, Property management companies, Commercial real estate, Real estate market trends, Real estate market analysis, Real estate finance, Real estate development, Real estate law, Real estate technology, Real estate investing for beginners, Real estate negotiation skills, Real estate marketing   #dubaiproperty #dubai #dubairealestate  

39 New Schools Coming To Dubai This Year!Jumeirah Road Sees 20% Reduction In Travel TimeThis Terrific Dubai Trio Just Completed A 1500 Row Across The Atlantic OceanDubai Sentences Four to Deportation for WhatsApp Job ScamLeading at 23: Milano Director Sahil Sajan On Internships, Leadership & Family Legacy

We talk with Mario Volpi from Novvi Properties in Dubai, about the increases for Villas over the last 12 months. Abu Dhabi still buoyant with sales and attraction. And a Trump development coming? @novviproperties ► Subscribe here to never miss an episode: https://dubaipropertypodcast.podbean.com ► INSTAGRAM: https://www.instagram.com/dubaipropertypodcast/?hl=en ► ITUNES: https://podcasts.apple.com/.../dubai.../id1662176569 ► EMAIL: dubaipropertypodcast@gmail.com  The Most comprehensive property guide for the UAE and Dubai.    Homes for sale, Real estate agents, Real estate listings, Real estate investing, Property management companies, Commercial real estate, Real estate market trends, Real estate market analysis, Real estate finance, Real estate development, Real estate law, Real estate technology, Real estate investing for beginners, Real estate negotiation skills, Real estate marketing   #dubaiproperty #dubai #dubairealestate  

We talk with Olga Sirbu, Brian Flanagan and Mario Volpi on the 'Saturday Property Market Update' from Novvi Properties in Dubai. We find out Palm Jumeirah and a new property data property service that's been launched and Dubai rates again No.1 in a global list. @novviproperties ► Subscribe here to never miss an episode: https://dubaipropertypodcast.podbean.com ► INSTAGRAM: https://www.instagram.com/dubaipropertypodcast/?hl=en ► ITUNES: https://podcasts.apple.com/.../dubai.../id1662176569 ► EMAIL: dubaipropertypodcast@gmail.com  The Most comprehensive property guide for the UAE and Dubai.    Homes for sale, Real estate agents, Real estate listings, Real estate investing, Property management companies, Commercial real estate, Real estate market trends, Real estate market analysis, Real estate finance, Real estate development, Real estate law, Real estate technology, Real estate investing for beginners, Real estate negotiation skills, Real estate marketing   #dubaiproperty #dubai #dubairealestate  

This is our first opportunity to hear from someone who has extensive experience in the hotel and tourism industry. Rocco Bova grew up in Italy, but always wanted to see and experience the world. While he left home at the age of 18, he returned, but at the age of 24 began his journey that lead to a 25-year involvement in the hotel industry.   From Europe to Middle East, Asia, India, Africa, the Caribbean and Mexico Rocco held many positions in various hotel organizations. Now he is a consultant to various hotel companies to help them grow and cope with all the changes that Covid and other forces has caused.   We get to hear about Rocco's concept about how to reform much of the hotel industry by creating an organization called “Humble House”. He will tell us about it. I can say that from a business point of view, his idea is an interesting and good one to explore.   Our conversation not only covers the hotel and tourism industry, but it also talks about relevant and good business processes and concept. I especially love our last five minutes that summarizes our conversation and puts all Rocco's concepts into a wonderful perspective and good summary.     About the Guest:   Rocco is an experienced hotelier with over 25 years of international experience having worked for some of the best international brands in 11 countries, from Europe to Middle East, Asia, India, Africa, the Caribbean and Mexico.  Educated in Italy, the UK and most recently with Cornell University in Singapore, Rocco is an avid learner and continues his education investigating online to keep up to date with the latest global tourism trends.   He started his career in Dubai with Jumeirah Hotels & Resorts, worked with Four Seasons, Hilton, Aman Resorts, IHG, LUX Resorts, Starwood (now Marriott), and other independent companies managing world class, luxury hotels.   Rocco contributes actively as an influencer of the hospitality industry through social medias, writing articles in digital blogs, speaker in several conferences and podcasts, visiting lecturer at hotel schools and has been a Board Member of pro bono organizations like Hoteliers Guild, GSN Planet and the World Wellness Weekend. After years of brewing his idea and mastering the art of hospitality, Rocco has decided to put all his experience and knowledge into a revolutionary hospitality concept with a unique business model and begun working on ''My Humble House'' concept.   Rocco is still actively working in the industry and he is currently in Mexico, consulting for various developers of boutique hotels and master planned communities. ** ** Ways to connect with Rocco:   https://www.linkedin.com/in/roccobova/   https://www.linkedin.com/company/my-humble-house/?viewAsMember=true   About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app.   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.     Transcription Notes:* Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Well, thank you for being with us. Once again. Welcome to unstoppable mindset. We're glad you're here. Today we get to interview someone who's in or who's been involved in an industry. We haven't talked about before Rocco Bova, who was a hotelier for 25 years. He is a consultant in the industry. So we get to talk all about travel, tourism and hotels and all sorts of things like that today with Rocco. I know he's got a lot of thoughts and a lot of things to discuss with us. So looking forward to this a whole lot. Well, Rocco, welcome to unstoppable mindset. We're glad you're here. Mike,   Rocco Bova ** 01:58 thank you so much for inviting me. I like this is unstoppable mindset. You know, this is one of the things why it caught my attention. And when we connect on LinkedIn, so I'm glad, I'm glad and honored to be invited on your show today.   Michael Hingson ** 02:15 And you are down in Mexico right now, right?   Rocco Bova ** 02:18 It's correct. I live in Merida Yucatan. So it's your it's on the southeast peninsula of Mexico, let's say about three hours drive from Cancun, just to give a bit of geography so that everybody is clear on where I where I'm based.   Michael Hingson ** 02:38 So in the winter, do you get any kind of snow?   Rocco Bova ** 02:43 Normally, by let me tell you that yesterday for the first night, I felt called a nice so we went down probably to about 22 Celsius, which is which is kind of winter for us what temperature 22 Celsius,   Michael Hingson ** 03:01 or 22 Celsius is pretty warm. It is pretty   Rocco Bova ** 03:03 warm. But it's cold. Because when you're used to sleep with air conditioning because outside the 36 Celsius definitely is cold for us. Yeah.   Michael Hingson ** 03:16 Yeah, that's that's a good point. Now just so that people understand. If you're listening to Rocco, that is not a Mexican accent because he's from Italy.   Rocco Bova ** 03:28 Absolutely. I was born in Italy, Mike but I left Italy very young. I was only 18 When I left my village in the south of Italy is a little village called Sheila. In fact, I live in the Strait of Sicily. So from my home, hometown, I can see the point that the tip of Sicily on the other side of the of the water is a beautiful place. But when I was growing up, I said to myself, I'm not going to stay here I want to explore the world I want to travel for as far as I can in things God I've been in few places. I'm very happy that you know, I decided to leave my house, my home. Very young. Right?   Michael Hingson ** 04:09 What was it like growing up in Italy? And what was it like for you growing up as a child and you went to school and all them have a pretty normal childhood or what   Rocco Bova ** 04:20 I am proud to say that probably I had the best childhood that one can have. So you know, I was raised by wonderful parents. I have three are the three brothers sister. We have four of us all together. And you know, we love each other. The family grew obviously with nephews and nieces and solid support. But I think the most important is also the environment where you grew up, is the friends that you grew up with. You know your circle, uh, you know the influence your life and eventually your future you know, so, you know, my, my childhood and you And also my teenage I was, I was growing, you know, the era of you probably the 80s, you know, between 80s and 90s. Those Those years were probably the peak of the, of the century. And, you know, I was lucky to enjoy a certain lifestyle, you know, during this period of time. So, you know, I also was inspired by certain people, you know, that may sound stupid, but even Rocky, you know, you know, we're watching these kind of movies, you know, we're very motivating, very inspiring, you know, that even a normal person can achieve great things. Yeah, through Air Force and hard work. And, you know, that's, that's basically what my life is about. I knew I could do it, it was just a matter of being focused and really work really hard for what I wanted to do. So here I am, after leaving in 11 countries and working for more than 25 companies, you know, some of the best company in the hospitality industry. So what can I say?   Michael Hingson ** 06:07 What did your parents think of you wanting to leave and explore the world?   Rocco Bova ** 06:14 You know, actually, my dad was very scared, you know, may rest in peace is he was always very worried about me, and it was sticky or rock or you got to do, you still don't you don't have a career you don't have, you know, I didn't study University. I went to university later in life, but I didn't study when I was young, you know, so I went to when I finished my high school, I went straight to work. And my mum was also you know, kind of, you know, stay in Italy don't go away, you know, where are you going? And then suddenly, you know, my life obviously changed. Because, you know, I was so stuck, unstoppable. That, you know, I just felt that everything was achievable, you know, just through effort and an hour. And, and yes, indeed, I achieved what I wanted. And, you know, my mom now she actually she told me, you know, it was good, a good a good choice that you left Italy, and you went to follow your dreams.   Michael Hingson ** 07:10 So she, she now feels that you made a pretty good choice. Definitely. Well, that's pretty cool. So she, she supports you and are your, your siblings in Italy still? Or where are they?   Rocco Bova ** 07:26 Yeah, yeah, the entire family stayed in Italy. No, but nobody was crazy. As we you know, the first time I left my hometown, I bought a one way ticket, and I only had a few $100 in my pocket. So you know, I'm kind of like the risk. Let's put it this way. So in addition   Michael Hingson ** 07:44 to doing all the things that you've done, have you ever have you started a family? Are you married or have any children or anything? Yes,   Rocco Bova ** 07:51 I have two beautiful kids, you know, they're now older, you know, they're not children anymore. So my son is 20 and my daughter's 19. And married for about 28 years or with my wife, so very, very happy to have achieved also, my personal life.   Michael Hingson ** 08:10 Being married for 28 years is certainly good. There's so many couples that just don't make it that far. So I am really glad to hear you continuing to do that. My   Rocco Bova ** 08:21 wife My wife says that, you know, we kind of museums couples, that are not many like us nowadays.   Michael Hingson ** 08:29 We were married for two years when my wife passed away last November so we I appreciate it. Definitely   Rocco Bova ** 08:36 yeah, sorry to hear that. But you know 40 years of big my milestone definitely. Yeah, a   Michael Hingson ** 08:44 lot of memories and definitely enjoy it. Well, I'm I'm really glad that you're you're doing so well. And you have two good kids, what are they going to do with their life where they're going to go off and explore the world too.   Rocco Bova ** 08:53 It looks like they are because my son is studying hospitality management. And I can see already are kind of on a right path to travel the world and experience so many things. My daughter she's studying marketing. So for her is still kind of first year study. But yeah, I'm sure they both speak four languages. You know, what, what can stop the nothing really?   Michael Hingson ** 09:20 And that's great. What does your wife do?   Rocco Bova ** 09:23 My wife she's a personal coach and she's a healer. So she helps people to get better in their life both from a physical spiritual and mental way so she she's she's been studying this both as a self learner but also through many different courses as she did in different country from India to Mauritius, and really more recently, Mexico. Maybe,   Michael Hingson ** 09:54 maybe we should explore her coming on the podcast sometime.   Rocco Bova ** 09:58 Sure. Why not?   Michael Hingson ** 09:59 We'd love to talk to, we'd love to talk to coaches. I will sell it about Well, so what did you do? So you left home? And why did you leave home? Did you have a job that you went to? Or why?   Rocco Bova ** 10:12 Believe it or not, I did not have a job when I left when I left to London. I mean, I was still in Italy I was working at at the time, you know, I was 24. And then one one evening, I meet this Brazilian guy, who tells me at the end of the evening work in this restaurant, he tells me Look what you want to do in life. And I was not expecting this question. But when I told him, You know, I want to travel the world. I don't know exactly what I want to do. But one thing I know, I want to travel the world. And he said to me, why don't you come to London? I can help you. You know, so I didn't, I didn't let him finish the sentence because I told me this No joke, I'm coming. And he's now how old?   Michael Hingson ** 10:55 How old? Were you then?   Rocco Bova ** 10:57 24.   Michael Hingson ** 10:59 So what did you do from 18 to 24.   Rocco Bova ** 11:02 I went to army, I went one year to university, but I dropped out after after 10 months. And then the other two years, I was working. So I did some work, obviously, you know, I had to earn my life. And you know, I didn't want to be dependent on my, on my parents. So I worked a couple of years. And and so when I came back to Italy, you know, to my hometown for the summer, I met this Brazilian guy. And so when he told me that he was going to help me to get to London, I say what I'm going so I put together the all the money that I had, which was those days, the equivalent to maybe $600. And, and, you know, I bought a one way ticket, and I went to London with a friend, we went there, we didn't speak English, we're talking you know, with what with our hands like most Italian do, but we literally we couldn't talk in any other language or the hands. So it was funny. But then eventually we reach out to the house of this of this friend. And a few days later, he came and he took us to, to Headhunter you know, like a lady that she was placing young young students or young people to go to work in different restaurants and bars in London. And in a matter of hours, we got our first job so we went to work in this Italian restaurant, during which time I was able to go to school learn English, and then met my wife and then the rest of history because you know I then I started to get to get to understand that the hospitality world and how big it was and how many opportunities they were in not just restaurant but hotels and in the real estate and investment company and everything spa wellness, you know, the the the the industry was so big that I said to myself, you know, I need to study now. So I went back to school at the age of 28. I got my diploma. And then my first job was in London in Jumeirah Beach hotel in Dubai. And then from Jumeirah Beach, Dubai, I went to four seasons in Singapore from four seasons Singapore, I went to the Hilton in Kuala Lumpur. And from there I went to a man resort in New Delhi. Then I went to the Intercontinental Bustan palace in Muscat in Oman, and then I went to looks or tells a resort in Mauritius, followed by St. Regis Mauritius. From there I came back to, to the to the Caribbean with Aman resort for the second time. And then finally I landed in Mexico, where I've been living now for the past several years. Very lovely.   Michael Hingson ** 13:48 And your family just went with you wherever you went. They   Rocco Bova ** 13:53 went with me. They follow me for this 28 years, you know, so my wife, she said to me now that's enough. I know. I want to stop traveling. I'm done with traveling. I'm done with packing and unpacking. Yeah. And so now we've been living in Mexico for the past seven years. And to be honest, actually, I also like Mexico is a beautiful country with nice people. So yeah, why not? is a big country anyway, it will take me maybe another 10 years to explore everything. So I'm sure I'll be busy. So   Michael Hingson ** 14:25 you're you're clearly obviously enjoying being in Mexico, but you're not currently in the hotel industry directly. Right.   Rocco Bova ** 14:35 Well, what I'm doing Mike now over the past three years I've been when I left the operation as such, if you want to say that, and I started to work as a consultant, so I've been working for different companies in different parts of Mexico, but I also work in Dominican Republic for one hotel group then in Puerto Rico, or another group. I've been doing some My remote work for Saudi Arabia, Bali. And, you know, it seems that something is going to happen maybe in Belize. So I can proudly say that I've been busy, very busy actually, even though I never worked as a consultant, you know, normally I consult for one company, which is my employer. But I've been, I've been doing up to seven clients at the same time. You know, last year, for example, I had 1.7 clients working at the same time, you know, so try to remember everything for each of the, each of them was not so easy, but I managed, it was, it was fun, is a difference from being in operation, of course. And that is as as, as interesting because you learn so much from a different angle, now, not just operation and guests. But also you learn about, you know, development, architecture, design, brand, rebranding some time, you know, construction, concept, development, many other things, which, before I was not involved, and also to finish that I also work directly with owners or investors. So that's also very interesting point.   Michael Hingson ** 16:16 So it's a kind of a different environment for you then than it was, but the fact that you have all the hotel knowledge must be something that people look for, and they hire you because they value the expertise that you have.   Rocco Bova ** 16:33 In fact, actually, my tagline on my LinkedIn page is actually lockable. Or tell experts.   Michael Hingson ** 16:40 There you go hotel. And I can   Rocco Bova ** 16:43 say that, yes, I do have quite some expertise, I've been working in this industry for over 30 years, I do educate myself everyday for at least two, two hours a day, every day. And, and I keep up to date with the trends with the evolution of the industry. And, you know, I tried to anticipate what's coming up, because in order for you to be ready for what is happening, you need to, you know, be prepared or, or even know what is coming next. You know, trends are predictable. To be frank, if you are, if you're a good observer, and a good listener to what's happening to other parts of the world, eventually will come to your part of the world so, so I keep an ear open always every single day. That's, that's what is my advantage. So   Michael Hingson ** 17:35 what do you do for two hours every day to keep your education up?   Rocco Bova ** 17:38 Well, there are, there are so many platforms where you can on a daily basis, you know, I'm talking about digital magazine, newsletters, websites. LinkedIn itself is a great platform where you can actually learn, you know, the news, new hotel, opening new calls to opening a new company, forming new brand. So it's, it's, it's a great platform, and it's all free. You know, those days, you know, to 30 years ago, we had to go to a library and there was no internet, you have to buy books, or you have to buy a magazine to learn, you know, you have to spend money. Now, it's all free. You know, it's all. So they're available. So it's just a matter of 1pm focus in knowing where to go and search for those information. So what do you think   Michael Hingson ** 18:29 the hotel industry has? Become? What do you what kinds of changes? Do you think in the hotel or in the travel and tourism industry in general? How has it changed over the years since you started working there?   Rocco Bova ** 18:45 Well, nothing has changed until something happened about three years ago, to be honest, everything was well working pretty well to be frank. And in the industry was going through a time of was going through a transformation was a positive transformation. And then the pandemic arrived, Mike and in then everyone thought that, you know, after the pandemic, we all going to be friends and we all going to be closer, we all going to be hugging each other. Then suddenly, I can tell you that it's actually not like this anymore. I am observing more and more actually, that the industry is becoming colder. It's becoming a lot more focus on bottom line is becoming a lot more focused on business, just being a business, hospitality. This is also business, but first is about people are being hospitable. And I think we're losing a little bit about this value of working in our industry. It's actually being hospitable, genuinely But I understand, you know, people lost a lot of money, you know, some people lost their jobs. And, you know, we lost hundreds of 1000s, if not millions of people, great people working in the hospitality industry, during the pandemic, that network will never come back, ever, because what happened was, you know, the most company, they got rid of, you know, something that they thought it was going to be a cost, you know, which is the payroll, call it the payroll, but you know, there are people. So the first call was to reduce the number of people working for the company, because you know, that we can save our, our business, but they didn't think about the, the effects of this decision. So, guess what, you know, now we're struggling to find talent, they're struggling to find committed people, that they actually want to stay with a company for a long, long time. And when I say long term, I know I don't mean to say for 10 years, but give it at least one year, you know, there's a huge turnover at the moment, which is nearly unmanageable. You know, in the old days, we knew that turnover in hospitality industry was big, but now is bigger. And I feel that most companies are not doing much to reduce down to control or to or to influence, you know, in in a positive way. And probably, this was also one of the reasons why I decided to get into consultants, maybe?   Michael Hingson ** 21:29 Why do you think that is, though? Why do you think that? We, we have such a turnover? Do you think it's just because of the coldness of the industry? And more important? How do you think we reverse that?   Rocco Bova ** 21:44 Well, the biggest reason is actually that if if people don't care anymore, they think they say, you know, if you don't treat me, well, I just go somewhere else. And there are jobs available, there's plenty of jobs available. So companies are desperate for talent, you know, most most of the time, the the, the recruitment process is not the same as it was before they immediately they will take you because they need people, they need legs in the hands to get the job done. And on the other hand, there is also a salary factor, you know, people they say, Oh, well, if I were there, they can pay me 20% more, you know, let me give it a try, maybe it's good, maybe it's not good. And if it's not good, I can change again. So, there is lack of like a commitment. And and there is a focus on earning more basically. So, what do go ahead? No, and I will say, you know, even if most company they have, they have increased the pay, because they did they have to do it, you know, there was no other way, you know, with increase of price for cost, the cost of living and solid support inflation. So, you know, they were obliged to increase salary by 1020, even in some places, even up to 30%. But even with that has more changed. So the commitment has not changed. So that means that people will change again, if they feel that are not properly treated in a place. So, you are asking me, okay, what is the solution to that? I don't know if there is a solution. But I personally am starting to work on a personal project called My humble house. And this happened actually, during the pandemic. So three years ago, I started to work on a on a hotel concept on a business model, that I think it could be the solution to this problem. And it's something very simple, you know, actually is not so complicated. So I said to myself, What if I was part of the business? What if I was responsible for the success of the financial business of my company that employs me. So I started to work in a business model that involves profit sharing with the employees. And then I started to develop this concept, I wrote about 60 pages of the business plan. And I started to share it with a lot of people about 300 plus people around the world. And guess what? I receive the compliment, on compliment and more compliments from more people all over the world. I open I open a LinkedIn page actually where I have 4000 followers already. I was invited to several podcasts like yours, I was invited to write even articles on on business magazine, of focusing on on hospitality. And from that, I gather that there is a need for something like this. I'm not saying that this is the the only solution. But I feel that there is definitely a need for something like this. And, you know, by the comments that I hear from different people, talking about, you know, senior people and Not to give out, you know, the waiter or the or the housekeeper, I'm talking about senior C level executive that they all told me, Rocco, this is a great idea. You know, when can you start one? But now I'm at the point that I'm looking actually for investors and watch this space Mike, you know, you might hear my humble ow soon around your corner.   Michael Hingson ** 25:21 So what's the idea how does it work?   Rocco Bova ** 25:25 It works very simply is hotel, you know this, this is this concept, I cannot change it, you know, I will tell you hotel, it will always be a hotel. But the point is, is the business model. So, generally, I will tell you know, when he first opens, you know, it takes about two to three years to get to break even point. But the business model for this for my humble life, is actually to join a hotel room with residences. So we all know that Brandon residence is nothing new for season, do it. Ritz Carlton do it Mandarin Oriental do it. So it's a proven business model, which means that if I have 25 room, and I have 15 residences that I can sell, and I invest, let's say $20 million, I have 15 residences, maybe each resident, I can sell it for a million dollar each, by the time I sell the residence, I already gained 15 $15 million, that can help me get to the return on the investment much faster, instead of waiting seven years, I may get into three years, the moment you get a real return on the investment, investors are very happy. But also, you get into the breakeven point faster because you have an inventory that is more efficient. I like to remind you that to manage 25 rooms, or to manager 40 rooms, you actually need the same number of staff, you don't need to double your staff because you're doubling your inventory of rooms. So when you are you become a bit of an efficient business is easier to get to your breakeven point, the more you start making profit, you can share this profit with your employees, what would an employee feel a if I earn more, if my boss earn more, or the company I work for earns more, I can earn more too. And, you know, that generates more commitment, longer term commitment. Honesty, you know, people actually do their job instead of wasting time. Because they know if they're more efficient, they actually become better in in, in, in, in business, you know, people that they're selling the business, for example, salespeople, they actually do sell because they know if if they sell more, they're gonna learn more. So everything becomes so much more organic. In the end, everyone will become part of the success of the business. That's why I'm so convinced that you know, profit sharing is actually the the future of the business model of this industry. Maybe every industry, you know, why? Why only few people need to make lots of money. You know, I think that the cake is big enough, and everyone can benefit.   Michael Hingson ** 28:13 So you think that by adding the profit sharing component, that that's the kind of thing that will keep employees and that they won't just jump ship, because they think they can get a better deal somewhere else that profit sharing is a major game changer.   Rocco Bova ** 28:32 That's one of the reason why is not just money. Remember that also, you need to have great leadership, you need to have a company that cares for you, you need to have a proper amenities for the team members, you need to have a great product and also for guests so that they want to come back or at least they want to recommend it. So is a number of things that you have to have. But you know, when you when you devise a new business, you devise or sort of the longer term, you don't devise a new business just for the sake of just going over a few years, and then it goes down or sell it to somebody else. Now the idea is to start the business for the long term. So yes, the ingredients are there. Hotels have been around for hundreds of years. So it's not easy to do. And in new brands are needed, because new generation are coming. And this sustainability, let's call it this way is not just about respect of the environment, but it's also respect of the people and also making the business sustainable for the long term. If the business is not sustainable for the long term, there's not sustainability at all. Basically,   Michael Hingson ** 29:45 where does the guest fit in all this? So you've talked about the the investors, you've talked about the sea level managers and you've talked about the employees and all that. How do the guests influence all About   Rocco Bova ** 30:00 I love this question I think is really spot on whether the guests fit. So imagine I am a guest I'm going to hotel, and I feel team members with a beautiful, genuine smile. The first thought that comes to my mind is a this guy must be very happy here. I'm gonna ask him, Hey, why are you so happy? Guess what, you know the employee can only say Hey, this is a great company, they take care of me. They look after me. They even share the profit. Imagine the guests reaction what the company shares of it with you as an employee. And the employee will say yes, they do actually, you know, every month or every year I at the end of the year, if the company is profitable, we get a share of this profit. So imagine imagine the reaction of the guest. Well, you may say to me, Well, maybe they will avoid tipping the the individual but the employee when the employee is actually so happy they'll provide the best service ever to a guest and the guest when they see the company takes care of their of their employees. They return in they recommend why I'm saying this because I also work for company that they take very good care of their employees I work for full season I work for Jumeirah I work for my resort, I work for Lux hotels, resorts I worked for a company that even the worst situation was scenario they took care of the their team member first. And guess what, they're still there. If they were not so good. Jumeirah will no longer be there. If four seasons not taking care of their team members, they wouldn't be there. So I know for a fact that that taking care of the team members definitely work for the business. And for the guests.   Michael Hingson ** 31:54 It seems to me that you know, of course, that's true for for any company. And I don't know whether it's a relatively new concept that you're introducing to the hospitality industry, but in general, certainly, employees, and everything clicks better. When people are happier, they're having fun. I know that I get to observe a lot of airline personnel as I travel. And I mainly use American because I've been using them for 42 years now, although I think that the airline industry has created a lot of challenges, and is not what it was 40 years ago. But I know that when I travel on Southwest Airlines, the employees seem to at least the last time I was on the flight. And the last several times I was on a Southwest flight to having a lot more fun. And they seem more happier than on any other airline that I've experienced. And they liked that. And they that reaction flows down to the passengers on the airplane.   Rocco Bova ** 33:05 See, I'm not I'm not I'm not inventing anything here, you know, it transpires to the to the customers, when team members, they're very happy or they feel comfortable being around the workplace. You can see immediately when a when a team members is not happy. Because they're they they drag their feet because they're moody because they say they don't even say good morning to you. Would you stay in a place where people don't care about you as a customer? Of course not? Of course not. So it's a reaction is you know, and a lot of people they say, Well, why do I need to waste money on training? Why do I need to waste money on benefit for the team members? But, you know, why not? If you don't do it, what is going to have? What is the worst case scenario that you close business, you close, you shut down because your business not doing well enough. So, you know, I'm Dave, I'm very careful in choosing to work for certain companies, you know, and I am very, very big, analytic, you know, when it comes to deciding whether I work for a company or not. And sometimes I prefer to step out of a company, if I feel that this is not for me, you know, I have nothing to lose. I actually have a lot to lose, if I stay. I prefer to step out. Well,   Michael Hingson ** 34:27 if they're not willing to utilize your expertise, I can understand that and it's unfortunate that we do see so much of all of that happening and the pandemic hasn't helped. Because, as you said, now people want more money and they want a lot of things. But again, is that really it or is it more that they want a really great feeling workplace to be involved with   Rocco Bova ** 34:59 You know, when I, when I think Mike is not, you know, they're just new generation, you know, I belong to Generation X, you know, that's, you know, 53 years old now. And I feel like a millennial, but you know, I'm a Generation X by age spoiled this way. And starting already from my generation, I'm starting to be more more more aware of my environment. And it's not just a matter of, oh, I need to work for this brand, because it's the best brand in the world. All right, you know, I need to work for this hotel, because they won so many awards. No, no, no, first and most important thing for me is to work. Who are the, who are the people behind this company? Who do I report to? You know, what is my relationship with these people? What am I going to get? Not just what they're gonna get out of me? What am I gonna get from them in in in the choice becomes smaller because obviously you start to eliminate immediately your if you are, say an expert, let's say you know, in reading, you know, the situation you can understand if this company is for you or not, by reading the people you're going to use, you are interviewed by for example. So definitely is something that is different now. Now talking about the new generation, the new generation, they might be careless, you know, they say, Okay, let's give it a try. There's nothing to lose. Okay, they try one they stay a few months, then they are, you know, what, no, this is not for me, I'm going resigned and go somewhere else, and then they go somewhere else and they go somewhere else. Because as I said, you know, jobs are plenty at the moment. So there is there is there are many opportunities and people you know, even even people that are tech, tech knowledgeable, you know, they can even work from home or you can do something online, they can program something maybe an application and they can earn some money very quickly, you know, they can just work on Uber or something like that. So there are many ways to earn money today. You know, it's not just about having a full time job.   Michael Hingson ** 37:13 Right? How do you think Airbnb has affected the hospitality industry? That was an interesting question. I thought I would spring up and just see what you thought.   Rocco Bova ** 37:27 I Lloyd Michael, you know, when when Airbnb grew up so quickly, you know, orderlies were scared oh my god, what are we going to do now? You know, these Airbnb guys that they broke everything you know, there was there was no longer hotels only and now that also homes the you know, what, what are we going to do? We're going to lose so much business. Did we hotels keep opening, new brands keep sprouting. The room count around the world keeps growing the population of the world keeps growing too by the way so we are eight plus billion people right now in this planet and the likelihood is that we're going to keep growing even even to more people in that in the next 1015 20 years. So the scare of being affected by Airbnb to me is it was unnecessary. And n is proven by the fact that actually Airbnb pushed hotels to get better. So why do I need to go to an Airbnb and not hotel so it tells the need to start to get the game up because Airbnb was getting the gap very quickly. Airbnb lately started to lose grounds they became too commercial they became they grew too much and there's literally no control so just room rental for one night or two nights or whatever. I'm actually happy that is is some cities like New York Venice you know Rome Berlin and sort of support they're starting to put rules because it is impossible to get a normal rental in city center so that was not good also for normal people like me and you you know if I want to rent an apartment in the center of London or New York or Boston, you know, I don't need to spend $10,000 a month you know, I want to spend the normal a normal rent which is reasonable. And so I'm glad that you know some rules are starting to come into place for Airbnb, because in case you don't know probably you do. Airbnb was was not born to rent a room for one night. Airbnb was, was born to rent a room for students are long term, but not shorter. You know, and when we say short term, it definitely was not one night or two. He was for a month or two months, maybe 45 days but good and Airbnb became another hotel another way to be a hotel without having the permit the licenses, paying taxes and so on and so forth. So, from their point of view, I think that some regulation, they should have come even much earlier. I don't know why it took so long.   Michael Hingson ** 40:15 And I think it makes sense to to deal with something like an Airbnb for long term rentals, because that's not what hotels typically are designed for.   Rocco Bova ** 40:27 No, no, wait for that. You have service apartment. Yeah. Which is, which is like a hotel, but it's now is for serve for long term rent, you know, you have proper amenities for long term rental.   Michael Hingson ** 40:40 Or you have Airbnb, and that's fine. Personally, for me, I certainly wouldn't want to I, I like when I go somewhere to use a hotel room because I don't want to take on the responsibility of preparing food or doing other things like that. But I also know I'm only staying for one or two nights or just a few nights. And I've been in long term rental apartment situations, and that's fine, but that's different, too. So when I when I travel, I just think that it works a whole lot better for me to be in a, in a hotel environment. I know when my wife wife was alive. Since she was in a wheelchair, it also was a lot more relevant for her because most Airbnb type houses that were made available for rental, we're not necessarily overly wheelchair accessible. And there's nothing that makes that happen, or there hasn't been   Rocco Bova ** 41:38 That's correct. That's correct. But on the other hand, we also are in a situation where even Airbnb is starting to transform themselves because they reach a point of stabilizing so what is going to be next for Airbnb as well, they cannot remain what Airbnb was 10 years ago, they need to start to innovate as well, I feel that that's why they're losing ground of it. Airbnb, I think that they do not innovate enough. Since the past five, seven years, they have not changed their business model. You know, this, they tried to make this experience so you know, leave like a lot, you know, leave like local stuff. Therefore, this is not for them, because they don't manage this, you know, somebody else does it for them. I mean, I just feel that Airbnb is probably time for them to do to shake the tree a little bit, you know, and get something new.   Michael Hingson ** 42:36 We'll see what they do.   Rocco Bova ** 42:39 Absolutely.   Michael Hingson ** 42:39 So you've talked a lot about the talent pool and that people know they can make a lot more money. Sometimes if they go somewhere else, or they feel they can where it's going to be the end of all that is it? Is it a spiral that's out of control and is never going to change? Or what do you think will happen these are   Rocco Bova ** 43:02 the next two years I think is gonna wait is where we're going to see the worst part of our industry I have a feeling that what's happening right now is gonna only gonna get worse for at least another couple of years. During this two years, I hope that the industry is going to do something and and I hope that they understand that that if we don't do anything, it's just going to get worse and worse. So maybe this is also why this battle you know, my personal battle of getting this off the ground you know, this humble house project to the you know, which may never take off but as far as I'm concerned is already off the ground because a lot of people is already asking me for and it's very curious. So the curiosity for me that means that there is a need for for change in the business model of the industry. I also feel that you know that small investors they should be encouraged. Now when I say startups, I don't mean startups only in technology we should also encourage in help young investasi naturally get into independent hotels rather than be part of a big chain. So there is a trend right now for example, you know that more and more people they want to experience an independent hotel and no big brands that's why big brands they keep churning new brands every every month because customers want something new you know but getting out a new brand from Marriott is just gonna be another Marriott I'm sorry to say that I don't think Marietta can really make a new brand you know they just make another Marriott which is called something else. But it still is a marriage so is the ultimate so isn't a continental. So for as long as the we don't help people you know and the young investors for example, young age first getting into business, you know, I think it's gonna be very difficult to create something innovative really?   Michael Hingson ** 45:07 Well, when you look at, let's say, Hilton, you've got Hilton Garden Inn, you got Hampton Inn and Suites and you've got Embassy Suites, for example, and they're different but it all comes under the Hilton brand. Every Embassy Suites looks alike. I like Embassy Suites because of some of the amenities but is it really a major innovation I guess that's a subject that people could probably debate although you   Rocco Bova ** 45:35 know and all these brands obviously they they they observed there was a segment and it was a niche market I was looking for that kind of product that's why they created it which is fine. But can we can we really make something really unique you know really cool. You know, I think I think the last the last cool brand you know in hospitality was probably 30 years ago you know when the W hotels cave and then one where maybe you know this Ian striker for example, you know, it was kind of innovative in in creating this lifestyle cool vibe, you know, young models and Romanian women you know, going into this bars lively with school, live music, but you know, from there everybody coffee, coffee, coffee based, you know, it was not really innovation Any, any, any longer. So I think, I hope that there will be some some kind of change. So, yeah, the glamping is now coming up as a, you know, one of these hot topics at the moment. So, you know, cabins and tents and whatever, you know, everything that is luxury, you know, their conditioning, and they have all the amenities like a hotel, but they're in the middle of the jungle, this is also kind of new, so it's only five, six years old, this has become kind of very hot topic. But you know, let's see, what's what what else is gonna is gonna happen. That's why I say personally, I didn't want to reinvent the hotel. concept as such, I wanted to reinvent personally, you know, in my humble house, the business model more than the concept, because hotel concept at the end of the day is still the same, you know, no matter what you do is glamping? Or when is the luxury of big box Hotel?   Michael Hingson ** 47:20 There's nothing wrong with that. No,   Rocco Bova ** 47:23 absolutely. Absolutely.   Michael Hingson ** 47:25 It's it's the other parts of the infrastructure, as you're talking about that are an issue almost like the talent pool in general. What do you think the the hotel industry is going to have to do? And maybe the other way to look at it is what do you think that the talent is going to have to do to change to address some of the issues that we're facing now? And you said that you think it'll get worse over the next two years? What do you think has to change or will change that will kind of, hopefully bring things back to a little bit more even keel?   Rocco Bova ** 48:00 Well, one, the first we need to get back to school, you know, let's look at the school system.   Michael Hingson ** 48:06 I was gonna ask about that. Go ahead. You know,   Rocco Bova ** 48:10 if you go to hotel school, what are they going to teach you first? And second? Who are the teachers teaching you? Yeah, you know, most of most teachers, probably the last job was 10 years ago, 15 years ago, then they got into teaching, and then everyone went back to work. So they're teaching you something that they've learned 15 years ago, which is already obsolete, completely obsolete. You know, tell schools normally the same student, every every year, or your two years, they send them to six months internship. If I were in the school system, I will send the teachers every year, at least for one month, back to work to understand the same what really is going on in the industry, firsthand, no, through Google or books or whatever investigation, no, no, to leave exactly what's happening in the industry. The second thing, I think that the programs are also, you know, they don't teach students on how to get into work immediately. I mean, probably some school they do Vietnam, but but they don't tell you the they don't tell you real stuff. They only tell you the fluffy stuff, you know, what is beautiful and what works. So, you know, you can meet a lot of people just so true. But let's talk about the real life story. You know, let's talk about you know, let's teach young students or how to make a choice between a m prime P. And people a MP will be you know, how can you choose the best people to work for, you know, one of the things that you need to look when you join a company, not just the brand, and how many awards and how many stars they have under their belt. But what are the leaders behind, you know, so important nowadays. And last but not the least, we should lower the expectation issue. You know, I think that many schools, they give you expectations of you know, when you come out from here, you become a manager? Well, I mean, it's, you know, I remember I made something public some six months ago on LinkedIn. There was a Swissotel school which, you know, with their tagline, Thomas, a student, leave as a manager. Wait a minute, oh, my God, I obviously made it public. I was, I had, like, 22,000 likes or something like this with this post, I was very popular. And, and I also was approached by the school itself, you know, and they told me, Rocco? No, we mean that we didn't want to say this specifically. But I said, Okay, well, what is that you want to say, you know, be honest with yourself and with the students, you cannot promise you cannot over promise and say, No, of course, you come to us and you become a manager doesn't work like that, you know, you have to be honest, also, you know, with, with young young people, because to become a manager, it takes time to become a manager takes knowledge, you have to learn even more when you get out of school. And you have to go through rough time to understand that you know, how to become a manager. So, you know, I remember 113 years ago, four years ago, before the pandemic, you know, I had this student from a very prestigious Hotel School in Switzerland. And he said to me, I want to be a consultant. And I told him, okay, let's talk about in 25 years, then I can tell you how to be a consultant. And he said to me Why 25 years, I said, because he took me 25 years to become a consultant. Now today, I can say, I can consult anyone because I've got the experience. But 25 years ago, I didn't know how to consult. Google doesn't tell me how to consult chat. GPT doesn't tell me how to consult someone, people, they want to know exactly what to do with their business, you know, as a consultant, and my success depends on what I say to my client. So anyway, didn't you didn't like that, and then talk to me ever since. But that's okay. Well, the other part about   Michael Hingson ** 52:17 it is that we live in a world that has been taught to demand instant gratification instant things. And the reality is, it doesn't work that way. And you know that and I know that there are so many people who don't understand that, you know, they come to our school as a student and leave as a manager, what are you teaching them about management? How are you doing it? And, you know, if they're just doing the same old stuff, they're not certainly teaching someone how to truly be a manager, because a manager isn't just someone who knows how to run a hotel. But a manager has to learn the skills of how to deal with employees how to deal with the people who come to the hotel as guests, what what do you do? How do you do it? And how do you make people feel welcome on all sides?   Rocco Bova ** 53:12 Absolutely, in, you know, the most difficult part in our industry, or possibly any industry is actually dealing with people, you know, both customers and employees. But in our industry, I say more our industry, because our industry is made of people, you know, we deal with human failing, every single moment, every single is we're dealing with people feelings. So the way you talk to people, the tone of voice, your body language, your attitude, your mood, influence everything and everyone around you. So if you don't know how to control that, how to manage yourself first, how can you manage others? Impossible. Even less consulting? Come on, let's get real. You know, so,   Michael Hingson ** 53:56 you've said that we've lost millions of people, because of the pandemic and so on, who will never come back? How do we work to get some of those people back? You   Rocco Bova ** 54:07 see, Michael, again, I go back to the title of your or your podcast unstoppable and that not everybody is unstoppable. Not everybody was actually able to have this stamina to continue no matter what. Not everybody was able to come over fear of not knowing what's going to happen to them and to their family and to the to the loved one more. So. Being a stock unstoppable is not for everybody. I think that the people they knew or they became unstoppable because of their strength because of their willingness and because of their stamina. They made it and they will make it again you know, no matter what is going to happen next They will make it again. And, and I've learned that all the time, you know, it's not the first crisis that I go through probably just like you. You know, my first big one was the the team Twin Tower in New York, you know, it wasn't the Middle East at the time. And everyone coming from the Middle East was terrorists, no matter what, you know, we lost business one day to the next, you know, we went from 90% occupancy to zero in a matter of days. You know, when then then, when I was in Singapore, in 2003, we had the first pandemic, which didn't spread as far as right as COVID. But SARS was just as bad for Southeast Asia was terrible, you know, all the hotels in Southeast Asia were empty. And then, and then we have 2008, the financial crisis. In 2007, I was in New Delhi, where they were a terrorist attack, you know, the Taj Mahal is on a surfboard. And then I went, I went, I was in Oman, and we had this Arab Spring. And then, now we are all we also have this, this pandemic, so it's not the first time I go through a crisis. But a crisis also give a lot of opportunities. So if people get into fear, that's where they get lost, that's where they become. They don't know, they don't know what to do. They they get in panic, and then they freeze. Instead, when you get into crisis mode, you need to stay more focused, and understand, how can I make the most of this moment? What can I do now. And, believe it or not, so that you know, also, when I went in, when I went through this particular COVID, you know, it was also it was fearful for me, I cannot lie to you that I was very fearful. For the first time actually, I also came into this freezing position. But then after a few weeks, I start to talk to myself and say, You cannot do that. Now your family depends on you. Your livelihood depends on you. Your mental health depends on you, you got to do something. And then suddenly, I was listening to some podcasts, and then one guy is spying on me so much, I removed my fears immediately. And I and I, I went, I made a decision that actually change my life, change my life and change the life of the wonderful 50 employees that were working at a time in the company in in Chile, Yucatan, you know, when I was employed at the time, and guess what, from the moment, I became so much stronger, so much self confident, in so much secure that again, in, in a situation of of all of a crisis, that is an opportunity.   Michael Hingson ** 57:55 And isn't that what it's about? And I think that you realize that there are so many things that you can't control. And as I talk about here, a lot there, excuse me, all the things that you you do have control over. And those are the ones that you have to address and you chose to let your fear be a tool for you. And you chose to not fear and be overwhelmed by stuff. And yeah, COVID is certainly something that affects all of us, and affected all of us. And I don't know when or if that is going to totally go away. I don't know how, you know, I don't know how it's going to progress. They're talking about there being a major upsurge during the winter. And that's very possibly going to happen. And we're going to have to deal with that. But that isn't something that I have control over. That isn't something that you have control over. But we certainly do have control over how we choose to deal with it. And whether we allow fear to overwhelm us or whether we allow fear to strengthen us, which is what you're talking about here.   Rocco Bova ** 59:09 Absolutely. And become a stalker.   Michael Hingson ** 59:12 And, you know, I, I think everyone can be unstoppable. But many people choose not to learn to grow. And unstoppable in part also really requires that you look at yourself. People don't like to do that.   Rocco Bova ** 59:30 Yep. Yeah, absolutely. I can only agree with you with that.   Michael Hingson ** 59:34 So it is a challenge. Well, any last things, any last thoughts that you want to add to what we've talked about? We've been doing this for an hour and I've really enjoyed it, especially the last five minutes. I love what you've had to say but any anything that you want to leave his final thoughts for us? Well,   Rocco Bova ** 59:54 Michael, I can only say that the hospitality industry is the most one The whole industry in the world, I will not change this for anything, I will do everything all over again for another billion times. I love I keep loving the industry I think is still a wonderful place to be something that you can teach to others. The hospitality industry teaches you a lot, by the way, as is, is an industry that prepares you for so many things, you know, you have situation of fires, bombs, explosion, you name it, you know, everything happens in hotel, you know, you know that. And, and definitely is I mean to say I would recommend it to anyone because he makes you a better person. That's why I was so glad when my son told me that he was going to study hospitality management. So I'm very proud of even and on my daughter as well, because maybe she will get into the industry as well, even though she's studying marketing doesn't say that maybe she's not gonna join the industry, too. So let's see that.   Michael Hingson ** 1:01:03 We'll see how that goes. Have you written any books?   Rocco Bova ** 1:01:07 You know what? I'm not gonna lie to you. But the last book I read was The the biography of Steve Jobs.   Michael Hingson ** 1:01:16 But you've gotten any? Oh, go ahead.   Rocco Bova ** 1:01:19 No, I will say that, you know, I don't like I don't like to I don't like Hubble as a branch. I'm not an Apple guy. I'm silly. I have my laptop, my window. And my phone is is Google, Google face Google software. So I'm not an Apple guy. However, I love how Apple was born and grew, they grew up to become what it is. Today's a global brand is one of the most successful brands, you know, ever, ever invented. In I love how Steve Jobs actually made this brand. What are these? Today, if today, Steve Jobs was alive, I think that happened would have been 10 times more successful. Today, I agree at least at least 10 times. So I love the guy, but I don't like apple. Sorry. Sorry, for everybody else, you know, well, I   Michael Hingson ** 1:02:17 I like the iPhone, because it's more it's the most accessible smartphone. Now that happened, in part because Apple was going to be sued if they didn't fix it, but they chose to do it. And they did a great job. There about 95% There, there are still things that they should do that they're not but you know, overall, I know what you're saying as far as the hospitality industry. So you haven't written your own book yet. And maybe someday he'll decide to do that.   Rocco Bova ** 1:02:47 Let's see. I'm still too young, off. Hopefully, before I retire, I consider that and see I need to I need to find a ghostwriter. And perhaps somebody can help me with that.   Michael Hingson ** 1:03:00 They're out there. And yes, so maybe that that's certainly something that's good to do. Well, my first book was published when I was 61. So see, there you go. You got eight years. Exactly. Well, I want to thank you, Rocco, for being with us. This has been a lot of fun. And I think not only inspirational, but I've learned a lot and I love to hear your your discussions about business and so on, which validates so many things. So thank you for doing it and for being here with us. And I want to thank you for listening out there. We really appreciate it. Rocco, if people want to reach out to you how do they do that?   Rocco Bova ** 1:03:39 It Michael, I'm I'm very active on LinkedIn. So you can type of my full name Rocco Bova, you can definitely find that I know many people with my name. So can you spell that?   Michael Hingson ** 1:03:49 Could you spell it please? Yes,   1:03:50 is R O C C O that's my name. And my family name is B O V A. So you can find me very easily on LinkedIn. And then you you can follow me and I'll be very happy to follow back. And, you know, let's learn from each other. You know, I make my profile, open and public so people can actually reach out you can send me a message without being connected as well. So I reply to everyone that sent me a message. So reach out if you want to have an opinion, or if you want, just talk to me. I'll be happy to do so.   Michael Hingson ** 1:04:29 There you go. So reach out to Rocco and tell him what you think and have a discussion with him. I enjoyed this and we're going to stay in touch for sure. And I hope that wherever you're listening, you'll give us a five star rating we would really appreciate that. And of course, as always, I really value getting your emails and your comments and if you'd like to email me, please do so at Michaelhi at accessibe.com that's m i c h a e l h i at a c c e s s i b e.com. I'm gonna go to our podcast page, which is www dot Michael hingson.com/podcast. And Michael hingson is m i c h a e l h i n g s o n all one word. But please give us a five star rating. Reach out to Rocco. I think you'd have a fun time discussing this with him and whatever you want to talk about with him. So I think it makes perfect sense to do and I hope that people will reach out to you, Rocco. And once again, I want to just thank you for being here with us and making us be able to be a part of your day   Rocco Bova ** 1:05:34 has been a pleasure. Thank you so much for the invitation.   **Michael Hingson ** 1:05:41 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

In this episode of The Art Bystander, Roland-Philippe Kretzschmar meets with Camelia Esmaili the founder and managing director of l'Atelier Camelia, a research-based art advisory and collection management firm based in Paris and Dubai having catered to some of the major art collectors in the Middle East and France, she caters to both the private and public sector for investment value art collections in modern and contemporary art, innovative emerging art acquisitions, sales and art strategy and oversee regularly curated art exhibions in art foundations on behalf of her clients. A post-war modern and contemporary art specialist and expert in modern and contemporary art from the Middle East and North-Africa she developed and diversified major art collections in the Middle East and France with key acquisitions and more than 2.000 pieces. She is born and grew up in Paris and studied at Université Paris Diderot Languages and Literature, then lived ten years in Dubai and gain an exclusive insights from Arabic peninsula contemporary and modern art scenes intertwined with art from India and Pakistan, Iran and Turkey, Arab world and North Africa working for some of the biggest household names. Camelia offers expert guidance on curating and diversifying modern art collections with blue chip works fork major art scenes (mainstream and Middle East but also source form china and indian art scenes) connecting with new artists and new histories from emerging markets for new narratives. Her art investment acquisition caters to banks and sovereign funds which she is a regularly contributor (BNP Parisbas France, Mirabaux Swiss, Mubadallah Abu Dhabi etc) and has on her collector list some of the top 200 art collectors in the world . Camelia's mission is to bridge the gap between the museum and commercial worlds through scientific art advisory services for private and public art collections with a plural art history perspectiveHer public clients includes : Farjam art foundation, Dubai Airports, Mubadallah group, Jumeirah Creekside hotel (largest corporate art collection of middle eastern contemporary Art in the Middle East) owned by Jumeirah group and and Dubai Duty Free and Mirabeau Bank among many others Hosted on Acast. See acast.com/privacy for more information.

Episode Notes American Airlines and United Airlines are among the major carriers that have increased baggage fees in recent months. Airlines Reporter Meghna Maharishi explains why checking bags at airports has gotten more expensive.   Maharishi writes that nearly every carrier cited inflation, higher fuel and operating costs as reasons they hiked baggage fees. JetBlue Airways said it raised baggage fees as part of its plan to return to profitability.  Airlines may also be increasing bag fees to help boost sign ups for their loyalty programs and co-branded credit cards. An airline consulting firm executive said expensive bag fees increase the value of airline-branded credit cards. American said its loyalty program members and credit card holders can check their first bag for free.   Next, New York City hotels could see a $380 million boost in revenue this year from the city's de facto ban on short-term rentals, writes Short-Term Rental Reporter Srividya Kalyanaraman.  A new report from real estate firm JLL revealed the New York City hotels could book an additional 2.2 million nights this year. A city law requiring hosts to be present for stays shorter than 30 days went into effect last September. In addition to the crackdown on short-term rentals, New York City's hotel industry also stands to benefit from a projected surge in international tourists this year. Finally, Katerina Giannouka has left her role as CEO of Jumeirah Group, writes Middle East Reporter Josh Corder.  Giannouka became Jumeirah's first female CEO in December 2022 after having previously served as the Asia-Pacific president for Radisson. During her brief time at Jumeirah, she said she was looking to double the group's portfolio, including signing more hotels outside of the United Arab Emirates. Jumeirah's current Chief Operating Officer Thomas B. Meier will serve as interim CEO, according to an internal document seen by Skift. 

New Dubai Taxi Rates! 1,000 Companies Caught Breaking Emiratisation Rules Dubai's Ruler Gives AED 150 Million Support To Content Creators He also had time to drop by a new Italian restaurant in Jumeirah Dubai Bling's Ebraheem Talks Openly About His New Wife And Show Feuds

Jaime Simpson expands her own family's festive frolics to Jumeirah's Mina A Salem, Dubai, with elves and fireworks and more.

Tophotel Today vom 15.12.2023 mit diesen Themen: 1. Hotel im Grünen Bunker in Hamburg startet im April 2. Jumeirah will Portfolio verdoppeln 3. Öschberghof wird EM-Quartier für spanische Fußball-Nationalmannschaft

Think back to your most memorable hotel experiences. What do they have in common?Moments of delight. It's when you're greeted by name at reception. Or when that bottle of champagne suddenly appears in your room. Or when an associate goes out of their way to get you that dinner reservation. Those are the moments that build lifelong loyalty.But those moments are hard to scale. How do you empower associates across the world to deliver this top-tier experience, while still maintaining the brand consistency that guests are accustomed to? For Dara Pinke, Vice-President of Learning and Engagement at Jumeirah Hotels & Resorts, it comes down to empowering your people to problem solve. And it's not always easy.On In The Know, Dara joins JD Dillon to discuss how Jumeirah enables its people at 26 luxury properties across the Middle East, Europe and Asia to deliver those moments of delight every day. They'll explore how Jumeirah fits learning into the workflow for the multiple lines of business within each resort, and the critical role frontline managers play in balancing associate empowerment and brand consistency.For more about why Axonify is the proven employee enablement solution that equips frontlines with the essential tools to learn, connect and get things done, visit https://www.axonify.com.

Nuevo episodio de la Bola Provisional de Ten Golf desde Jumeirah, Dubai, sede del DP World Tour Championship, la gran final del Circuito Europeo. Nuestros enviados especiales, David Durán y Alejandro Rodríguez, analizan el torneo, nos cuentan las última hora tras hacerse nueve hoyos con Nacho Elvira a primera hora del jueves y nos trasladan las mil y una anécdotas (unas se ven y otras no) de la semana. Además, hay noticia sobre la Escuela de LIV Golf. Conocemos la respuesta del DP World Tour a sus miembros. Ya saben lo que puede ocurrir si deciden jugar la Escuela. Por último, hablamos de la Escuela del Circuito Europeo y la enorme gesta de Sebastián García Rodríguez en la última jornada.

Nuevo episodio de la Bola Provisional de Ten Golf desde Jumeirah, Dubai, sede del DP World Tour Championship, la gran final del Circuito Europeo. Nuestros enviados especiales, David Durán y Alejandro Rodríguez, analizan el torneo, nos cuentan las última hora tras hacerse nueve hoyos con Nacho Elvira a primera hora del jueves y nos trasladan las mil y una anécdotas (unas se ven y otras no) de la semana. Además, hay noticia sobre la Escuela de LIV Golf. Conocemos la respuesta del DP World Tour a sus miembros. Ya saben lo que puede ocurrir si deciden jugar la Escuela. Por último, hablamos de la Escuela del Circuito Europeo y la enorme gesta de Sebastián García Rodríguez en la última jornada.

Nuevo episodio de la Bola Provisional con las maletas hechas. Estamos en Jumeirah, en la Final de Dubai, DP World Tour Championship. Pisando ya el terreno con David Durán y Alejandro Rodríguez. Os contamos la última hora de la Final, los detalles, las historias, una cena especial que tuvo lugar este lunes, la pelea por la tarjeta del PGA Tour, algunas sensaciones de Jorge Campillo, los swings más bonitos y más feos del DP World Tour, la charla con Jon Rahm, sus sensaciones, números en Jumeirah y su explicación mirando a los ojos de por qué se bajó finalmente del barco de la TGL. Repasamos también lo ocurrido el fin de semana con tres grandes nombres propios: Azahara Muñoz, por encima de todo, Camilo Villegas y Matti Schmid.

Nuevo episodio de la Bola Provisional con las maletas hechas. Estamos en Jumeirah, en la Final de Dubai, DP World Tour Championship. Pisando ya el terreno con David Durán y Alejandro Rodríguez. Os contamos la última hora de la Final, los detalles, las historias, una cena especial que tuvo lugar este lunes, la pelea por la tarjeta del PGA Tour, algunas sensaciones de Jorge Campillo, los swings más bonitos y más feos del DP World Tour, la charla con Jon Rahm, sus sensaciones, números en Jumeirah y su explicación mirando a los ojos de por qué se bajó finalmente del barco de la TGL. Repasamos también lo ocurrido el fin de semana con tres grandes nombres propios: Azahara Muñoz, por encima de todo, Camilo Villegas y Matti Schmid.

Hear how to create a workplace where people love to work I first had the pleasure of interviewing Konstantinos (Kon) Apostolopoulos for this podcast in July 2020 as the pandemic was raging around the world. He and Dr. Elia Gourgouris had just co-authored the book, 7 Keys to Navigating a Crisis: A Practical Guide to Emotionally Dealing with Pandemics & Other Disasters. Now Kon has written another book due out next year, called Engagement Blueprint: Building a Culture of Commitment and Performance. And what is so fascinating about his new book is that it focuses on business culture change and employee engagement as the keys to business success. Kon and I are both culture change experts and so as you can imagine, I'm excited to learn what he has to tell us today, as I think you will be too.  Watch and listen to our conversation here People seek out environments where they feel valued and their needs are being met. Some keypoints from today's discussion: An engaged workforce looks for things that need to get done because they feel appreciated and value helping the company move forward. They're connected and understand clearly what the goals are, and they're looking for opportunities to support their teammates in meaningful ways and make contributions that will make a difference for the organization and for themselves. They look at their daily activities as opportunities to learn, to grow, to capitalize on that, to invest in themselves. When that happens, work becomes learning, work becomes play, work becomes exciting. That's the kind of place where engagement really thrives. People want something more than just financial success. They want, and need, to be valued and appreciated in what they do. We all do. How to reach Kon You can connect with Kon on LinkedIn, Facebook, Twitter and his website Fresh Biz Solutions, or email him at kon@freshbizsolutions.com. Also, take the online version of Kon's self-assessment questionnaire to learn what your organization can do differently to really soar. Want to learn more about  Podcast: Richard Sheridan—Joy in the Workplace Podcast: Maria Colacurcio—Stop The Revolving Door. Help Your Employees Embrace A Diverse And Equitable Workplace. Blog: Change Is All Around Us But It's Terrifying. So How Do I Make Change My Friend? Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights My third book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-written with Edie Fraser and Robyn Freedman Spizman  Our website: Simon Associates Management Consultants Read the transcript of our podcast here Andi Simon: Hi and welcome to On the Brink With Andi Simon. Hi I'm Andi Simon. And as you know, my job is to get you off the brink. And I love to do it by bringing you interesting people who are going to help you do something important. You're going to see things through a fresh lens. You're going to feel things differently. And remember, we decide with how we feel and then you're going to think about it. Because if you can see it and feel it, then your brain says, Oh, that's what we're talking about. And today, this is really a great opportunity, particularly coming out of the pandemic, still not being sure or certain about work and life and hybrid and all kinds of things. It's time for us to think about that organization we want to build. So today, somebody whom I interviewed earlier for this podcast, in July 2020, is coming back because he's writing a new book, a solo book: Kon Apostolopoulos, who is a really wonderful gentleman who works with organizations to help them, like I do, change. Let me read you a little bit about his background. He's founder and CEO of Fresh Biz Solutions, Fresh Like That, and Human Capital Management Consultancy, which provides performance improvement and training solutions to help organizations develop their people, improve business results, and reap the benefits of a comprehensive talent management strategy. During the pandemic, he and Dr. Elia Gourgouris published a book called 7 Keys to Navigating a Crisis: A Practical Guide to Emotionally Dealing with Pandemics & Other Disasters. That was terrific and very timely. He's a regular contributor to Thrive Global and Achievers Engagement. I think what you're going to love today is that he has had time to develop a new book on employee engagement. He calls it Engagement Blueprint: Building a Culture of Contribution and Performance. Is that the title? Did I get it almost right? Kon Apostolopoulos: Almost right. Almost right. Commitment and Performance. Both of those are things we're going to talk about today. And hopefully I put down a half a word and then I had a figure. The other half was on. So good thing we can laugh together. Andi Simon: What I think for our listeners and our viewers is so important is that Kon brings both research and experience and expertise to this engagement question. And I love when he talks about it because you're going to begin to think about that blueprint that you need, which lays out a pathway to change what's maybe a little chaotic today into something where employees believe in the place and really want to participate and belong. Kon, thank you so much for joining us. Kon Apostolopoulos: It's such a pleasure to be with you again, Andi. Thank you for having me. Andi Simon: Our problem is going to be to only stay within a half hour or so because we love to talk. There's nothing better than getting together with people who share your passion and your purpose. I want you to talk a little bit  about your background so they understand who's Kon. And then we'll talk about the origin myth of this new book, which is so important. Please share with them. Who is Kon? Kon Apostolopoulos: Thank you. It's a pleasure. Kon is right now a 30 year veteran of the Adult Learning Performance Improvement Change Leadership space. I essentially work with people. The company I founded about a dozen years ago, Fresh Biz Solutions, is focused on helping organizations, the kind of organizations that you and I know, Andi, that spend a lot of time and money building, developing very intricate business plans. Where I come in and help is that I ensure that they have the right people in the right place, ready and willing to execute those plans because without them, the organization really has a plan that's not worth the paper it's written on because it needs its people at their best to be able to execute those plans. And a lot of times that comes through workshops and development. A lot of times that comes through one-on-one or group coaching efforts to enhance the commitment that people have as well as their competence. Sometimes it comes with tailored events that need to be facilitated to bring people together and aligned with the goals that we're striving for, and ultimately working with my clients on their systems to make sure that every dollar that they invest in their people is a dollar well spent and it aligns to something that they target that is very purposeful rather than a “nice to have.” So I've been doing that for a long time now and I've had the pleasure of working in a number of industries across the spectrum with a number of different types of organizations: public, private, smaller and now much more of that mid- to large-space organizations that have enough people where we can make a difference and truly create the kind of workplace that people can find themselves, they can really align themselves, see themselves achieving their goals, and, oh, by the way, helping the organization be successful as well, because we all deserve that kind of a workplace. Andi Simon: Engagement, though, is always a strange word. People talk about it wishfully. I'm not quite sure they would know it if they saw it. And then I couldn't be sure how they would feel it if it was there. So let's start off with, you know, you've moved through the 30 years into working with organizations large and small, and now you're beginning to really find ways to make a difference. Why? Why should we even think about this thing called employee engagement? Why does it matter? Kon Apostolopoulos: Well, let's approach that from a number of different angles. Let's look at our protagonists in the story. Let's talk about, first and foremost, the employees themselves. People seek out environments where they can feel like their needs are being met. And when we talk about engagement needs, we talk about the need all of us have, first and foremost, to be valued and appreciated in what we do. Second of all, to feel like they belong in that environment, that they're part of a team, part of a tribe. These are basic needs, fundamental needs that we all have. In addition to that, in our workplaces, in our careers, we all seek to feel like we are making a meaningful contribution, that we are able to be productive in what we're doing. So at the end of the day, we feel like we've accomplished something. And ultimately most of us want to know that we are operating in an environment that invests in us, supports us so we can continue to learn and grow so we're not remaining stagnant. So from that perspective, from an employee standpoint, these are basic needs that employees are looking for in their organizations. Now, the book that I'm writing is actually written from the perspective of the employer, the leader, the leader in all of us that now has to try to win the hearts and minds of their people and try to address those needs that people have. And from that perspective, employers are looking at it and saying, “You know what, I put out a lot of things. I spend a lot of my money, my resources, my capital towards my employees. I want to know that that investment is being reciprocated and that there is value for me investing in that.” Otherwise, most employers will just settle for what they can get. They'll settle for a situation where they'll think, okay, I'll just pay the basic minimum because I'm not going to get much more than that. Whereas the companies that are truly performing at the highest levels, the brands that we have come to know and appreciate, they do things a little bit differently. They truly capture that engaged spirit of their people. They capture that discretionary effort, that commitment that people can bring to their work that want to see the organization succeed. That's the magic that we're trying to capture and that's the environment that we all deserve to operate in. Andi Simon: Assuming that one who's listening or viewing is beginning to visualize an engaged organization with high levels of employee engagement. And I do this with my own clients, visualize. You can see it. You can become it. So what will a highly engaged workforce feel like or look like? Because while we say the words that they want value and they really want to be connected and productive, how will I see that? Will I know it? What will it feel like? And, what are the actions of the behaviors, not just the spirit that's going to be demonstrated here for an organization to know I'm moving them into an engagement. Tell me, how do I see it? What will it feel like? Kon Apostolopoulos: Well, first and foremost, the feeling is a different level of energy. There's a certain heightened level of energy. There is an excitement, an urgency about the place. There is an environment where you notice that there are leaders at all levels of the organization, people taking personal accountability and ownership of activities. They're not sitting around waiting for people to tell them what to do or not. They aren't just taking advantage of the fact that, Well, guess what, my boss hasn't really contacted me, I'm just going to sit here and play solitaire. Engaged workforce looks for things that need to get done. Why? Because they feel appreciated and value moving forward. They're connected and understand clearly what the goals are, and they're looking for opportunities to support their teammates in meaningful ways and make contributions that they understand and know will make a difference for the organization and for themselves. And ultimately, they look at each one of their daily activities as opportunities to learn to grow, to capitalize on that, to invest in themselves. Because truly, work becomes learning, work becomes play, work becomes exciting. That's the kind of place where engagement really thrives. So as I work with one of my clients and we talk about how to build engagement, I'd probably say something like, Today, people wait to be told what to do. And in an engaged organization, they individually take the autonomy and accountability to try and solve a problem before they have to be told what to do rather than wait to have an idea come from someplace else. They bring the ideas elsewhere so they can see it manifesting into new ways of doing things rather than coming in and punching a clock. They want to see what else. They wake up in the morning, put their feet on the ground and say, How can I do something better today? Is that the kind of thing you're looking at? Andi Simon: Yes, absolutely. Because what you're describing manifests itself with a very different attitude towards work. People are excited to be there. People are looking forward to the opportunity to engage, to see their partners out there because they truly see them as partners. There is a level of ownership, again, that thrives in this environment where people will step forward and say, How can I support you? It's very easy to put your ego aside because you don't feel threatened when you feel like part of the team, like you belong, like you are allowed to be there when you are valued for what you bring, small or large to this to the table. Kon Apostolopoulos: Different people will contribute in different ways. But if you can see that connection between your job, your work, your output and how this moves the organization forward, that's an important part. I mean, we all want to know where we belong and how we fit into this. It's no different than I explain it to a lot of the leaders that I work with. I say, If you have a group photo, Andi, what's the first thing you're going to do when you get it in your hands? You're going to look for…where am I in this picture and how do I fit in. That's right. That's exactly the picture that we need to paint for every single one of our people. So they know clearly in no uncertain terms what they do, where they belong and how they contribute to this and that. That contribution is truly valued and appreciated. Andi Simon: You said something very important because there are times when that picture is of a toxic team and the need to belong overwhelms the need to do well. And consequently, we've all had clients where every department is toxic to the others. You know, finance won't talk to marketing and marketing can't talk to sales. And they all are on a different agenda. And somehow the organization's supposed to thrive. They're all engaged, but not in what you should be. So is there some wisdom you can bring to us today about how you take apart that kind of silos? I'm thinking of a client I had in Mexico where everything was so siloed that nobody wanted to work there. Kon Apostolopoulos: Right. Well, think about what drives a lot of that when we have a scarcity mentality, when the people that are incentivizing the work, that are driving the work, that are directing the work, say, Okay, there's only so much accolades, so much reward to go around for what I'm looking for. You guys fight amongst yourselves who's going to get it. But if I come at it from the perspective of abundance and I say, There's enough gratitude and appreciation, there's enough acknowledgement for all of us to be successful, that takes away the need for us to fight over scraps. And that's a big part. That's a fundamental, visceral reaction we have when we are in an environment where our very safety is threatened because that's what a toxic environment does. Different levels of our physical, mental, emotional well-being are threatened by that. There is a scarcity out there. There's not enough of that. That's why we strive to kind of rise to the top. But it's the collusion of mass mediocrity. It's the crabs in the bucket. Every time you try to rise above the rest in an environment like that, the rest of them are going to pull you down because it's not even about them getting out there desperate enough that they will pull you down to climb all over you to get away. And that's not a healthy environment, that kind of workplaces are condemned. It's just a matter of time. They're dead and they don't even know it. Andi Simon: It was interesting in that particular client, they were struggling to expand and become more innovative with a workforce that believed that the old ways were the way we do things, we can't change. And I'm listening to you. They were each engaged in a different story. And we're storytellers. And I always tell my clients, you live the story that's in your mind. So what's your story? And as I'm listening to it, it's that they see the world around them in this company for their benefit, not for them serving a larger purpose. And I think that higher level purpose is what will create engaged employees, or is that not what you see also. Kon Apostolopoulos: Well, I totally agree with you, but in order to get to that higher purpose, those fundamental needs will need to be met. There needs to be a “we need to create the kind of environment where people don't have to worry about those things, where if you're talking about a company that's trying to innovate, you know it better than I do.” Innovation demands risk. We cannot hope to innovate, to change, without risk. Well, in an environment that you're describing that's that toxic, where people are holding on to the norms and to the old ways, the legacy ways of doing things. Why are they doing that? Because they know it's safe, because stepping outside of those boundaries has always perhaps been chastised, perhaps has been penalized, perhaps it's been seen as evil. So they want one thing, but they're rewarding or creating consequences for that thing. They're rewarding the opposite behavior and thus creating those consequences for that. You can't ask me to take risks if you're not allowing me to make mistakes. Andi Simon: Well, and it is particularly difficult. I sometimes have been working with companies, going through transitions with new leadership, and while they can say the words, I want you to be a more self-empowered entrepreneur, and the old person was directing and controlling the people who are there who don't know what the words mean and they don't know how to be self empowered. It's so interesting. Let's go back to your book, though. You've structured this book in a way to create a blueprint, and that becomes an interesting metaphor for what you're trying to set up. I want to give you enough time to talk about the blueprint and how somebody might enable it or execute on it, because you clearly have a methodology here you want to share. Kon Apostolopoulos: Thank you. And yes, indeed, what I found is that I started this project about 18 months ago. It was, as you mentioned, Dr. Elia and I had the opportunity to write a book together right at the dawn of the pandemic. And we got it out early on because we knew that people needed help. And that book was the 7 Keys to Navigating a Crisis. And it was a roadmap on how people can emotionally deal with change, drastic change in their lives. What evolved from that, Andi, was an opportunity to take that same roadmap to my clients and to large organizations and really show them how what applies to the individual can apply, expanded out, and scaled out to large organizations as well. Well, once we got past that point now into 2022 and my clients are looking at what's next, how do I get my people back in here and on board to work? So we started the discussion about how we win back that commitment from our people so they want to come back to the workplace, either physically or even through this hybrid or virtual model that we exist, but still truly gaining that commitment. And that started the discussion based on that need. And I started researching. I started looking at the data that was coming out of very reputable sources, whether that be Harvard and their Business Review documents, through Gallup, through the Pew Research Center, through Deloitte, through all of them, various big names. And looking at the data and the trends that I was seeing, what I discovered are essentially that there are those four key elements, those four key drivers that we need to satisfy: the need that people have to feel valued, the need that people have to feel like they're connected, the need that people have to be productive, and ultimately the need to feel supported to learn and grow. And then in looking at my history, I realized, Andi, that that's the work that I've been doing with my clients the last 30 years. And so the realization just hit me that the very framework that I've used over the years to support my clients is the same framework that answers those questions of how we create that environment. So essentially four drivers, and I have four pillars of the work that I do, that essentially each one of those pairings of my pillars addresses one of those needs. So it's almost like an overlap, if you will, and it fits so well in the sense of when I talk about how do we show people that we value them well beyond an equitable and honest paycheck, where people can feel like they are being rewarded equitably for the work that they do. Well, if you invest in people and you build their competence and their abilities and their commitment, they can and want to do the job. When you start connecting that commitment through coaching and the team building pieces, the elements now, people can feel like they are connected. When I work with people on the competence and the systems that will support that, that allows them to be productive. And then when I take the systems that I built, the people systems and the team building, the teamwork part, we balanced both the output of task and the relationship pieces to now show people in a transparent way how they can build their careers and how they can achieve their goals through the organization, and grow and learn and expand their career so they no longer seek other places, other avenues outside the organization. They can reach all their goals within the organization. And that whole packaging allowed me to really bring the data and the information, the science on one side and my 30 years of experience on the other, and put them together in such a way that now I have a very clear framework that is proven to be successful. And now I've got the stories behind it to show and illustrate in the book along the way, the case studies that will allow us to really illustrate each one of these points. Andi Simon: Is there a case study or two that you can share? Because it's always the stories that people remember. And as you and I were talking in preparation, I thought there were a couple of great ones. Kon Apostolopoulos: Yeah. And there's one particularly that I think illustrates the complete package that I'm describing right now. And I have that, I've published that as a case study for the industry itself, and it involves one of my main clients, one of my nearest and dearest clients that I've worked with almost from the beginning when I started my venture. They are a construction company and basically I work with one of four regions of this large billion dollar construction company. But when I started working with them almost a decade ago, they weren't a $1 billion company at the time. The region that I was working with was about pushing close to 200 million in revenues for this area. Over the years, as we've partnered, their goal for their strategic priorities for the five year plan was to double their revenue to reach 400 million in the time that we worked together and reaching up to last year. And this is basically, 2022 was their end of their fiscal year, they achieved 600 million in revenue. So when I was sitting down with the president, the regional president and his team, he acknowledged that this would not have been possible without the work that we have done together, developing the systems and the people and creating a talent management plan that really supported their business strategy. Now, that's not in itself the most extraordinary thing, because we can say that, you know what, we contributed. But I will bring a little bit more evidence to the story here. I mentioned to you that this is one of four regions. The other three regions are equal opportunity, equal size with this region. They in themselves only did 400 million collectively. So not only are we showing the proof of what works for this particular region against their competitors here in this market, but we're also showing it against the other control groups within the same organization, same structure, same hierarchy, same policies in other areas. We do things a little bit differently here. We modified some things and we're able to really showcase that difference profitability wise, far exceeding the collective of the other three regions. Satisfaction, employee engagement numbers, retention, promoting ability, all of the key performance indicators that show that you are operating in a way that you have a healthy workplace where people can thrive and they want to stay and they can grow their careers. All of that was evident and present in this case, Andrea, so that's the point that I point to, that is the example that I point to where everything has come together and all of this suite of offerings has been presented to them and utilized. Andi Simon: Don't forget to send me the link to that and we'll include it on the blog where we put the podcast because it becomes concrete as opposed to abstract, but it's also data demonstrated and evidence based and it says, Oh, this could really help my business turn from good to great, huh? Kon Apostolopoulos: Correct. It's the difference maker because at the time when all the companies were hemorrhaging and bleeding people, they couldn't keep their people there with the Great Resignation and people were abandoning their jobs in droves and millions in the millions. This company, we not only did not lose any of our top people, we actually became a destination for people leaving their other organizations. So when you can become that employment brand that others seek out, when you become that employer of choice, how much easier is your job? How much does it save your bottom line, knowing that you can attract the best and brightest and retain them within your environment? That is a competitive advantage that will help you truly differentiate yourself from the competitors. Andi Simon: Well, and it's not just salary, is it? It's all the other, I'll call them, I don't want to call them soft. They are the kind of human stuff that people are looking for. It's true. They work for a paycheck, but they really do want to belong to an organization that values them and helps them get valued. It allows them to be productive and creative and really connected to others in a way that leads to better results.  And so we're coming back to describing that kind of an engaged environment that we're talking about. I mean, that's truly what we were trying to picture for our audience here. And to understand when you are confident that your top performers, even if they pick up the phone and somebody says, Come work for me, I'm going to give you X amount more, and they say, Thank you, but I'm very happy where I am. Yeah, I can see myself here. This is my home. This is my workplace. This is where I find I'm at my best. That's a tremendous, tremendous asset to an organization that you can't put a price on that. No, there is no price because it is the differentiator for life, not just for a company. As for an individual's life where it has meaning and purpose, it's pretty cool. So let's go back to your engagement blueprint. When you have a client map out where they are and where they're going and how they're going to get there, can they do it on their own? Do they need your support? Are there steps that are simple to follow? Kon Apostolopoulos: There are. And that's what I'm trying to capture with the book. I'm trying to show people an easy way for them to first and foremost, assess which one of these drivers are strengths for them in their current environment, which areas they need to pay special attention to. And I outline each one of these areas, certain elements that should be present and available for them to consider. But I still don't dictate which way they want to go. I make the recommendations of these areas that they should focus on, provide some examples of my own, but also case studies, many case studies in there. And oh, by the way, we are also interviewing industry leaders across the spectrum, people that have been there, done that, and can speak to each one of these elements from their own organizations, people like Jamie Simpson, that is the hotel director I lead for a Jumeirah property that just had their 20 year anniversary, the first one of Jumeirah property meeting on Salam in Dubai. And they won the most prestigious team award in their area from Hotelier magazine. And she and her team showed what it looks like to be able to operate. Now, think about that. We're talking about a wonderful, talented leader operating in what many would consider a culture that is very male dominated in an industry that is full of male executives. Yet this powerful individual, this talented woman, has brought together in her own way, using her own talents and skills, brought together and created an engaged workplace where people can thrive. And her team can vary, can succeed with proof because that is not a small thing to achieve that award. Andi Simon: No, And it is an acknowledgement of something more than just financial success. It's about something much bigger than this. This is really an interesting time. You know, Kon, you're a giver and you are a person who wants to help others grow. I know as we were talking about this book, what you have a whole lot of things that you'd like to share with our listeners and viewers and maybe their organizations to help them get going before the book comes out. You want to share? Would you share some of those things? Kon Apostolopoulos: Absolutely. And thank you, Andrea. First and foremost, we've developed with my team an online version of our simple questionnaire that will allow anyone to kind of answer some basic questions and get a feel for where are we strong, where do we need to focus on, which one of these drivers do we find present in our environments, which one we might want to pay some attention to, with some very simple guidelines and simple examples of what they can do differently. So I'd like as a first gift to offer that to you or to our audience here today, Andrea. And we can add that in. We can provide a link for them. They can simply go online, complete their questionnaire and have the opportunity to get some quick answers on the spot. Beyond that, if people are interested in finding out more, I'd love to welcome them into our growing community. And in this community we talk often about tips, ideas, examples of how to really engage our workforce, how to really create that environment for our people. It's also the place where I'll be sharing a lot of excerpts from the book, early previews of some of the interviews that I've been doing. Wonderful, valuable information that people can immediately turn around and apply, and if they so choose, to be part of this community, this growing community, and have first access to the insights and the information that we're sharing. Even before the book is published. Andi Simon: This is so exciting. So we can start with the self-assessment, and begin to become familiar through this group of the kinds of things you're doing. And then the book is expected to come out by when? Kon Apostolopoulos: 2024. We're putting the final touches on it. We're wrapping up some of our interviews and we'll have some what I hope people will find as wonderful little surprises and nuggets in there for them. Andi Simon: I can't wait. There's my crackerjack box in my little nugget in there. This has been such fun. Now, if they want to reach you, where's a good place to get a hold of you? Kon Apostolopoulos: Well, the easiest place for those people that embrace the LinkedIn platform is to look me up under Koach Kon. I spelled with a K on purpose. Andrea, I don't want to mislead people. I want to make sure that they know. So Koach Kon on LinkedIn and they can also visit my website freshbizsolutions.com where they can find additional information about perhaps how we can help them or how they can readily find resources to help themselves really create the kind of environment where people can thrive. Andi Simon: I love it. Do you have a team of people who work with you, or is this mostly stuff you're doing as a solopreneur? Kon Apostolopoulos: A lot of it is myself. I do reach out to trusted partners at times. I have a team that helps me with my marketing, with some of my strategic planning, perhaps with creating and building a lot of the assets that are of high quality that I can offer to my clients and to those listeners that we have here today. But periodically it's always a pleasure to be able to partner with people that I respect in the industry like yourself, Andrea, and people like we can work together. We offer each other our insights and our support, but for the most part, yes, there would be me. Andi Simon: I think that's pretty good because if you've just been hearing Kon talk, he knows what he's talking about and he and I share a whole lot of the same challenges as people who work with organizations that need to change or want to. And I can't say it often enough, but change is pain and your brain hates us. And how many times have companies said to me, Well, that's not the way we do it. I said, Well, that's the problem. It's the way you do it. Yeah, but that's the way it's done and I say, But it doesn't have to be. Behaviors can change and if you change the behaviors, then your mind comes along and makes it sensible as well. So it's not simple, but it is doable and it is doable with, I think, this engagement blueprint on how to build a more inclusive company that can really, really produce at a level that you're looking for. So I've had a great time here today and this has been absolutely a wonderful conversation. I will make sure it's up on our blog and we push it out when it's time. And I know my listeners and my viewers are going to say, Can I learn more? And I have a hunch you want to learn more. So I'm going to say goodbye to everybody. Thank you for coming. And so it's a pleasure to help you get off the brink. And the only way you can do that is to see things through a fresh lens and feel them in new ways like we've done today. And then give some thought to, Do I need a blueprint? Do I need to begin to put together a process for change? And then we can together or alone begin to help you do just that. I will tell you that changing behavior is very doable. You just need new habits. And if you think of that that way, you need to stop doing what you've done and start new habits and practice and practice and practice until they become the way we do things. And it's not hard. It just needs to be done. And so these are changing times that require new things to happen. So with great pleasure, thank you for coming. Please keep sending me your friends and people you want me to talk to and people to listen to the podcast and share it. It's always a pleasure. Have a great day.Take care now. Bye bye.

Katerina Giannouka is taking Jumeirah to new heights.

Join Sam and I as we explore the Carlton Tower Jumeirah in London!   And I might just tease him a bit along the way..  Samuel Wilcox is the Senior Sales Manager with Jumeirah Hotel Group Carlton Tower JumeirahSituated in the heart of Knightsbridge, one of London's most exclusive neighborhoods, and rising high over world- class shopping destination Sloane Street, The Carlton Tower Jumeirah is a beacon of sophistication where heritage meets contemporary luxury. The hotel has been reinvented for a generation of discerning guests with elegant, timeless interiors complemented by the most spectacular viewsReady to go?  Me too!   Find out more information below!On the web:  https://www.jumeirah.com/en/stay/london/the-carlton-tower-jumeirah Insta:  https://www.instagram.com/thecarltontowerjumeirah/ Black Dog Luxury Travel Website: https://blackdogluxurytravel.com/Want to connect? I'd love to hear from you! Instagram: https://www.instagram.com/blackdogluxurytravel/Facebook: https://www.facebook.com/blackdogluxurytravelLinkedIn: https://www.linkedin.com/in/blackdogluxurytravel/

Полина Курач - сооснователь PR сервиса ПРОЩЕ. Консультант российских и международных проектов по стратегическим консультациям. Работала с: Whirlpool, Алроса, Камаз, Jumeirah, Qiwi, Checkme, Mirai.flights и другими крупными игроками рынка. Также работала на Олимпийских Играх в Сочи и Рио-де-Жанейро, EXPO в Астане, AIMAG в Ашхабаде, Неделе Моды в Нью Йорке. Polina Kurach is a co-founder of the PROSHE PR service, strategic communications consultant. Clients include: Whirlpool, Alrosa, Kamaz, Jumeirah, Qiwi, Checkme, Mirai.flights and other major market players. Also worked at the Olympic Games in Sochi and Rio de Janeiro, EXPO in Astana, AIMAG in Ashgabat, New York Fashion Week. FIND POLINA ON SOCIAL MEDIA Linkedin | Facebook | Instagram | Telegram ================================SUPPORT & CONNECT:Support on Patreon: https://www.patreon.com/denofrichTwitter: https://twitter.com/denofrichFacebook: https://www.facebook.com/mark.develman/YouTube: https://www.youtube.com/denofrichInstagram: https://www.instagram.com/den_of_rich/Hashtag: #denofrich© Copyright 2023 Den of Rich. All rights reserved.

The very first guest of the very first season of Travel Stories is Lama Masri. Lama is the Director of Sales, UAE at Podeo, the fastest growing media-tech company in the Middle East & North Africa. Lama's career started at the mere age of 19, whereby she ventured on co-founding Avalon Lebanon that led to licensing HBO & Warner Brothers content into TV/Airline/Theatrical distribution in MENA. After that exit, Lama co-founded Stark Agency, a digital branding agency between Morocco, San Francisco, London & Beirut. With all the exposure in Tech, she ended up diving into becoming a full stack web developer which led her to founding the Refugees on Rails Aschaffenburg Chapter in Germany, an NGO catered to educating Refugees how to code. She then took it upon herself to simplify the tech content and decided to open the Young coders, a youth coding academy, in Lebanon which operated in 5 different locations with a mission to teach every child in Lebanon how to code. Lama has not only travelled across the globe and across the region in a variety of professional roles but she has also accumulated many enriching experiences along the way. In her own words, Lama says that everything that she has experienced and seen in her life has truly shaped her to be the person she is today. She is a fabulous ‘living in the moment' amazing human who is brimming with the most positive energy and some fascinating travel tales. Listen to her incredible travel stories from Saudi Arabia to United States to Lebanon and much more – it's quite an exciting journey. Episode Highlights: • Saudi Arabia • The Big Island, Hawaii • USA • The Great Barrier Reef, Australia • Lebanon • Georgia - https://lopotaresort.com/ • Ehden, Lebanon • Sri Lanka • Peru • Japan • Africa Lama's Dubai/UAE Recommendations: Food: Tom & Serg https://eatx.com/tom-serg/ 3Fils https://3fils.com/ Madfoon Al Sadda https://www.almadfoon.com/ Experience: • Mangrove tour, Umm Al Quain • Kayaking, Jumeirah, Dubai • Cycling, Mirdiff park Thank you everyone for tuning in today. I hope our conversations have fuelled your wanderlust and inspired you to explore the world in new and exciting ways. Please don't forget to hit that subscribe button on your favorite podcasting channel to keep up with our latest episodes. I would love to know what you think…what kind of travel stories and guests you would like me to cover. So, please do leave a comment, a rating or a review. Do follow me on Instagram and find out who's joining me next week. I'm @moushtravels. You can also find all the episodes and destinations mentioned by all the guests on my website www.moushtravels.com as well as on the episode show notes. Thanks for listening and until next time safe travels and keep adventuring. "Want a spotlight on our show? Visit https://admanager.fm/client/podcasts/moushtravels and align your brand with our audience."Connect with me on the following:Instagram @moushtravelsFacebook @moushtravelsLinkedIn @Moushumi Bhuyan

Day 2 of ATM 2023 is well underway - we look at how long revenge tourism can last with the COO of Hotelbeds, Carlos Munoz. Plus, we speak to the new CEO of Jumeirah Group Katerina Giannouka to talk us through the five-year plan to strategically align the Jumeirah business and how the business is doing currently. And, we talk sustainable travel with Brian Moran, VP Global Sustainability Policy & Partnerships at Boeing.See omnystudio.com/listener for privacy information.

Episode Notes Hilton is looking at ways it can utilize the advances in artificial intelligence to adapt to travelers' changing needs. So the company has been testing new features that will enable it to deeply personalize guest bookings and stays, reports Executive Editor Dennis Schaal.  Chief Commercial Officer Chris Silcock said at the Skift Future of Lodging Forum in London on Wednesday that Hilton is testing out packages with features like pre-booked meals and parking. He told Senior Hospitality Editor Sean O'Neill that Hilton wants to perfect those features first before distributing them to partners such as Booking.com and Expedia. Silcock added that knowing what amenities a guest prefers will help Hilton create what he described as powerful personalization.   Next, United Arab Emirates-based luxury hospitality company Jumeirah Hotels is booming in the Middle East, with plans to open several properties throughout the region. That growth is pushing the company to expand further — especially in Europe, reports Asia Editor Peden Doma Bhutia. Jumeirah Group CEO Katerina Giannouka said at the Forum on Wednesday that it's keen to invest in more properties in Europe. Jumeirah has five European hotels in its portfolio, having recently acquired Swiss luxury hotel Le Richemond. Giannouka also told Skift President Carolyn Kremins that Jumeirah has plans to grow its portfolio in Asia and the Americas.    Giannouka added that Jumeirah has seen a 25 percent increase in demand from sub-Saharan Africa.  Finally, the tours and activities sector in Southeast Asia is widely considered to be lagging in its adoption of technology, contrary to many people's perception of a largely tech powered region. So recent tech upgrades are a godsend for companies eager to capitalize on the sector's enormous popularity in Asia, reports Asia Editor Bhutia.  Bhutia cities BeMyGuest, a distribution platform for Southeast Asian tours and activities operators, as one company that's helped boost the sector. BeMyGuest has expanded its offerings to include a booking system and translation services. CEO Blanca Menchacha said the pandemic accelerated the adoption of technology, adding the recovery has been much faster for companies that started using new programs during the pandemic. Roughly 80 percent of Southeast Asia's tours and activities sector is offline. Meanwhile, GoCity, the world's largest sightseeing pass company, is also working to digitize the tours and activities sector. GoCity, which entered the Southeast Asian market in 2018, is focused on developing a booking system that Bhutia writes would help tours and activities operators improve their customer experience.  

10 March 2023. Jumeirah hotel has announced mobile check-ins for customers so we've been discussing whether it is better to have an online check-in or in person at the desk. We hear from Sanjay Sharma of the Jumeirah Group while Brandy and Tom pick different sides. Plus,  we speak to the group CEO of Dubai's first IPO of 2023 - Rashed Al Ansari. And, we talk aviation recovery with Kashif Khalid of IATA.See omnystudio.com/listener for privacy information.

On this week's episode of Taking Care of Business, join CEO; Lewis Allsopp and Managing Director; Marc Walters as they talk about the Jumeirah Bay Islands, all things golden-visas, the expansion of Za'abeel One and UAE's dream jobs!Tune in to catch all that and more on Taking Care of Business. Hosted on Acast. See acast.com/privacy for more information.

Today's episode is focused on the luxury hospitality sector, featuring one of Dubai's most iconic brands. The Jumeirah Group is a global luxury hotel company, which operates a world-class portfolio of 25 properties across the Middle East, Europe and Asia. The group's hotels together operate over 85 restaurants, including three Michelin-starred restaurants, so we were thrilled with the opportunity to meet with Vicky Elliot, Senior Director of Insights, CRM, and Loyalty for the Jumeirah Group, who shared with us her focus on driving exceptional customer experiences using complex sources of data. Listen to hear the history, evolution, and some of the future plans that Vicky is focusing on to ensure that the “Jumeirah One” programme continues to create magical experiences for the valuable guests of this ambitious Dubai-based brand. Show Notes: 1) Vicky Elliot, Senior Director of Insights, CRM, and Loyalty for the Jumeirah Group 2) Jumeirah Group 3) Jumeirah One 4) Feedback Link

Dr. Faryal joins us on this episode of The Shift with CJ as our special guest. She is a graduate of the Canadian College of Naturopathic Medicine in Canada and a fully qualified naturopathic physician. She has 15 years of clinical experience and works as our resident naturopathic doctor at The Hundred Wellness Centre in Jumeirah. She formerly had offices in Canada and South Africa."In the United States, there are more people filling prescriptions for pain rather than any Chronic Disease." says Dr. Faryal. Join us as we delve deeper into health-related topics like acupuncture, blood sugar, chronic diseases, and more.Dr. Faryal Luhar Socials:IG: dr_faryal_luhar

Dubai's Ruler Sheikh Mohammed has approved a comprehensive plan to develop the emirate's countryside into touristic destinations, landscape architect Anamaria Castillo joins us to review the plans. Plus, Emirates has opened a new travel store in Jumeirah - we'll find out why with Chief Commercial Officer Adnan Kazim. And, Abu Dhabi GDP up nearly 12% for the first half of 2022. Economist Dr. Christopher Payne of Peninsula Real Estate put that in context for us.See omnystudio.com/listener for privacy information.

Following Bob Iger's shock return to Disney this week, we speak to professor Amanda Nimon-Peters of Hult Business School and find out if such move be good for the company. Plus, the UAE Government has outlined a new economic strategy for the next decade, including aims to double GDP to 3 trillion dirhams by 2031. We asked economist Daniel RIchards what kind of growth rates we need to see for that to happen. And, Jumeirah Group is celebrating its 25th anniversary this week. CCO Alex Lee joins us to talk about revenge tourism, football fans and where the company fits into the country's new 2031 plan.See omnystudio.com/listener for privacy information.

Video version of mix: https://www.youtube.com/watch?v=JzkKfAo81nk

Dr Eduard Voster, besturende direkteur by Zutari drink koffie met Ryk en gesels oor sy loopbaan, asook wat hy na-ure doen om te ontspan.

Dr Thoraiya Kanafani from the Human Relations Institute and Clinics clarifies the differences.Dr Salman Hameed from Zia Medical Center in Jumeirah joins us for a Knee Clinic- from anatomy to injuries to treatments, and two patients share their experiences too.And do you suffer from sudden and severe attacks of pain on the joints? Dr Beena Hameed, Consultant Rheumatologist at King's College Hospital Dubai explains what really is gout.See omnystudio.com/listener for privacy information.

Helen speaks with Douglas McMaster, owner of Silo, the world's first zero-waste restaurant. The founders of Electric Pawn Shop, a new bar restaurant in Dubai, join us live in studio to share their what's on their menu and how they came up with the vintage concept. Two chefs joined us for our regular Chef's Table- Chef Emad Zalloum, Executive Chef of Arabic Cuisine at Rosewood Abu Dhabi and Chef Carmine Pecoraro, Executive Chef of Conrad Abu Dhabi Etihad Towers. Vikram Gawde of ETT HEM by The Curry Bureau discusses the business of supper clubs . A cafe and perfumery in one? Yes, we have that in Dubai! Villa 515's owner Dhaher Bin Dhaher talks about the multisensory experience right in the heart of Jumeirah. And Summer Restaurant Week is ongoing, so if you're looking for incredible food for lesser prices, Dubai Festivals and Retail Establishment's (DFRE) Sara Janahi gives us all the details.See omnystudio.com/listener for privacy information.

Punam speaks with the owner of the first 3D cafe in the UAE, Forever Rose, Ebraheem Al Samadi. She's also joined by Hasan Al Zeer, the founder and CEO of Mishkah, a cafe in Al Quoz with a big olive tree in the middle. Two chefs from Abu Dhabi are in today's Chef's Table: Chef Scott Valentine, Corporate Director of Culinary at Rotana Hotel Management Corporation and Chef Simone de Vivo, Chef De Cuisine of SOLE at Conrad Abu Dhabi Etihad Towers. Food writer Dan Fahy updates us on the latest local and international food news. And professional photographer Andrea Salerno talks about food styling and photography.See omnystudio.com/listener for privacy information.

86min live mix of Hip Hop, Rnb, Afrobeat, Amapiano Website : www.djsmoof.com Facebook : DJ SMOOF Instagram : djsmoof Infos & Booking : contact@djsmoof.com

2 hours out of a 6 hours live set at Praia, beautiful outdoor spot located in the magnificient Five Palm Jumeirah hotel. Hip Hop, Funk, Afrobeat, Amapiano, Dancehall, House...take a musical journey with this set recorded in April 2022

Présentation de l'invité : Les Guides Michelin, Jumeirah, La Reserve et désormais depuis peu The Set Collection, ce ne sont que quelques noms des groupes dirigés par mon invité au cours de cette décennie. C'est un hôtelier, un vrai. Il a la passion chevillée au corps et son pedigree n'en est qu'une petite démonstration. Je suis ravi de l'accueillir pour un moment d'excellence de service, bonjour Jean-Luc Naret ! Notes et références : The Set Collection Dorchester Collection Oetker Collection Jean-Pierre Trevisan - Directeur Général du Lutetia Laetitia Girard - CEO de The Vendôm Company Les livres La démocratie des crédules - Gérard Bronner Apocalypse cognitive - Gérard Bronner The leader who had no title - Robin Sharma Pour contacter Jean-Luc : Email : Jeanlucnaret@gmail.com Instagram : jeanlucnaret Si cet épisode vous a autant passionné que moi, rejoignez-moi sur : la newsletter d'Hospitality Insiders, chaque dimanche ; mon profil Linkedin, pour poursuivre la discussion ; ou sur Instagram, pour découvrir les coulisses des enregistrements. Merci pour votre fidélité et à bientôt !

Livehealthy editor Ann Marie McQueen speaks with Allaoua Gaham, a yoga instructor, director of Yoga La Vie Studio on the Palm Jumeirah, a wellbeing influencer and an advocate for mental health. In honour of Movember, we speak about why men have a hard time admitting they are having a hard time, how showing vulnerability is the opposite of weakness, and how simply taking the time to breathe can make all the difference in a moment of stress or panic.

This week Anita and Sarah are joined by artist Mohamed Khalid. Listen in as they talk about running in Jumeirah, why the universe is sending him signs to get back together with his childhood ex, local TikTok trends, and isolation chambers. Music composed by Sara Fakhry Podcast powered by The Foundry

Aaron Kaupp, The Carlton Tower Jumeirah, on reopening and recovery by Boutique Hotel News

For my second episode, I have the pleasure of speaking with Dr. Shyam VL. Dr. Shyam is an award-winning doctor and acclaimed Ayurveda Medical Practitioner. He was the first Ayurveda practitioner to be approved and licensed by the Ministry of Health, the United Arab Emirates in 2003. He is Middle East's only Ayurveda Doctor with an MD. Dr. Shyam is a gold medallist in Bachelor of Ayurveda Medicine and Surgery (BAMS) from the Mahatma Gandhi University, India, and obtained his Masters – MD (Ayu) in Salyathantra (Surgery) from Kerala University. He has also completed his MPhil in Business Management from Bits Pilani and went on to do a fully certified Spa Management course from Cleopatra & Steiner Institute. Teaching has always been a passion and Dr.Shyam started his first assignment teaching Ayurveda to conventional allopathic doctors. In the year 2001, he moved to UAE and in the course of his successful practice has garnered a clientele that comprises celebrities, politicians, and country heads. He has since been featured on BBC, Star News, Nippon TV and writes a weekly column in a Magazine from a leading newspaper in the UAE – `Friday' Magazine from `Gulf News'. Besides his flourishing practice, Dr. Shyam also puts to good use his professional experience in setting up and operating Ayurvedic Centres and Spas. He has helped leaders in the hospitality industry, Kempinski, Le Meridian, and Hilton Group across Europe, Africa, and the Middle East set up some of the best run Ayurvedic Spas. The awards that he has won stand testimony to his medical expertise. Health Excellence Award-Leadership in Healthcare (2018) Health Excellence Award – UAE as Distinguished Physician (2017) Columnist for Friday – Gulf News for 15+ years First Ayurveda doctor licensed by Ministry of Health – UAE (2002) Ayurveda practice license from Dubai Healthcare City & TCAM - Malaysia The Asia Spa Award – Best Ayurveda Spa in 2012 Most preferred Ayurveda Centre – the Golden Star Award in 2011 Silver Best Spa in MENA – the MENA award in 2007 Hotelier Middle East award for the Spa Person of the year 2005 Dr. Shyam currently practices in Dr. Shyam's Ayurveda Clinics in Dubai Health Care City, Jumeirah, Karama, Ajman, and Al Nahda, UAE. Besides, he holds the prestigious position of being on the Interview Panel of the Ministry of Health, UAE. Dr. Shyam is very social and is on Instagram as @drshyamayurveda, he is always happy to clear doubts and offer his guidance to fellow physicians and students. www.drshyamayurveda.com --- Send in a voice message: https://anchor.fm/salila-sukumaran/message