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MOTAGUAPRESENTATION

Cultivating Company Change: A New Approach to Hospitality for

Reno

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www.whitneypeakhotel.com© 2016 Whitney Peak Hotel. All rights reserved

Andrew Ladd, Director of Sales

Vick Wowo, Senior Sales Manager

• 13 years of hospitality experience• Previous Experience: Held various roles in both operations and sales• Started with Whitney Peak Hotel in July of 2014• Chamber’s Leadership Reno Sparks – Class of 2016

• 5 years of hospitality experience• Previous Experience: Business Development Coordinator, Manager & Regional Sales Manager• Started with Whitney Peak Hotel in March of 2015• Serves on The Chamber, Nevada Alumni Council, Reno-Tahoe YPN, College of Business Alumni

Assn. Board of Directors

Who We Are

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To bring superior quality and service to the Reno market as Downtown Reno’s first independent non-smoking/non-gaming boutique property, and to offer guests unique experiences through lodging, fitness, entertainment and dining.

Our Mission

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Roundabout Grill is our local restaurant that currently services banquets, & room service operated by Colin and MaryBeth Smith

Food & DrinkBaseCamp is not only home to our 164’ exterior climbing wall, but also includes a 7,000 bouldering park and our property fitness center, and group fitness classes.

FitnessCargo serves primarily as an entertainment venue, and also doubles as a private function space. The room features unmatched lighting and sound for a space of it’s size, and can rival any venue in the country.

Entertainment

What is a Boutique Hotel?

A boutique hotel is an intimate, design-led property which distinguishes itself from larger chain/branded hotels by providing guests with ultra-personalized service and accommodation. But more than that, there’s a unique set of characteristics that define a boutique hotel.

- Luxury Accommodations Blog

The Third Floor is 15,000 sq. ft. of unique, boutique styled meeting space.

Event Space

Our Brand

Whitney Peak Hotel is not only our lodging brand, but the umbrella under which our other brands live.

Lodging

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Q3 & Q4 2014• Continuing the

hiring process• Establish standard

operating procedures

• Trail blaze a “New Downtown”

• Welcome Andy

Q1 & Q2 2014• Establish

Mission and Vision Statement

• Lay the ground work for company culture

• Peak Madness

• 2nd Place in Best Places to Work

• Hello Vick

Q1 & Q2 2015

• Staffing Adjustments

• Establishing culturally fit employees within the organization

Q3 & Q4 2015• Spread the company into the

surrounding neighborhood i.e. Vinos, Old Reno

• Creating a vibrant economy around us

Q3 & Q4 2016

Q1 & Q2 2016

• New Quarterly focus on goals, and refining the cultural standards of the hotel

• 1st Place in Best Places to Work

Cultural Expectations

• Focus on maintaining the established culture

• Continue to be a leader in organization culture

• 1st place in Best Places to Work, AGAIN

2017 & Beyond

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CultureEdgar Schein, a former professor at the MIT Sloan School of Management defined Culture as:

The accumulated shared learning of a given group, covering behavioral, emotional, and cognitive elements of the group members’ total psychological functioning

Organizational CultureA social force that controls patterns of organizational behavior by shaping members’ cognitions and perceptions of meanings and who belongs and who does not. - Schein

PLEASE, don’t go firing or lobbying to get people fired that you may not get along with!

Under conditions of decline or death: Companies have tight structures, loose culture (Miller and Friesen)

Ask yourself, do you or have you worked for a company where the structure is tight based on need (i.e. the Military), or tight based on cultural issues and the question of FIT?

What Does Cultivating Change Look Like

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FIT? Are you hiring the right “culturally fit” people for your company?

CULTURAL FIT “At its core, cultural fit means that employees' beliefs and behaviors are in alignment with their employer's core values and company culture. ... The first step in hiring for cultural fit is to be able to articulate what values, norms and practices define your business” – Paula Fernandez, Business News Daily

WHO TO HIRE?“When cultural fit is used to hire a homogenous workforce, the resulting lack of diversity will often manifest in poor creativity and undermine a company's competitiveness” - Pavneet Uppal

Are You Hiring for Fit?

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Innovation & ChangeWe value innovation and embrace change

Smarter not HarderWe believe in doing more with less

Business TimeWe believe in being serious without a suit

Play TimeWe also believe in having fun despite the suit

GuestsWe obsess over our guests, not our competition.

Work + LifeWe believe in work + life, not work vs. life.

Perpetual Improvement

We are a continuous work in progress, and being great is never good enough

The Power of YouWe believe in the power of human capital and

reinvesting in ourselves emotionally, financially, and physically

Peak Priorities & Philosophy

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Social Media Interaction – Creative Director, Eli Gross & Marketing Manager, Ashley Novosad

Unique Guests Experiences – Nicholas CageMay 29, 2015 – “I requested a Nic Cage picture on my pillow at the hotel when I made my reservation. They decided to go all out.” submitted by hlfempty69

• Peak Madness - RENO, Nevada (March 19, 2015) Whitney Peak Celebrates March Madness by Being Mad About Fitness Employees compete against one another in fitness challenge, “Peak Madness”

• Company Retention – 90% (80% of Staff have been with the company since May 2014)

• How does a company cross cultures between established corporate environments and what new generations want in a work place?

Refer to last year’s NNBS topic by Danny DelaRosa on “Generations”

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• At Whitney Peak Hotel, we have embraced the challenge to change the hospitality environment in Reno. We didn’t do it with one person, but as a team.

• We’re always seeking new ways to get the best out of our employees

• Revisiting our goals monthly, quick one-on-one meetings

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• Staff participation in local organizations • Boards, Leadership Reno Sparks, Community

Clean-ups

• Encouraged to grow professionally with company sponsored certificates, etc.

• LIFT Cards

How do you inspire your employees to be a “change maker” to help the company improve?

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• Non-Gaming, Non-Smoking Full Service Hotel

• Brand to stay with the times, and appeal to our customer base

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• Working with our “Skelton Crew” in year 1

• Maximizing the amenities that we do have and not complaining about what we don’t

• Excelling with the energy and experience that our staff brings, while wearing multiple hats

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• We’ve embraced the idea of not feeling obligated to go with a traditional dress code

• Creative Name Plates• i.e. Director of Vehicular Destiny, Sam Hume (Valet

Manager) Hand of the King, Eric Olson (General Manager)

• S.M.A.R.T. Goals• Specific, Measurable, Achievable, Realistic, Timely

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• Team Building, Ace’s Baseball Games, Batting Cages and interdepartmental outings

• Twice a Month off Site Meetings, Rawbry etc

• Breakroom Setting and Atmosphere• Games, TV, and unlimited snacks

Within the Community; changes to Vino’s and Old Reno to spark change in Downtown Reno

Continue to hire the best staff that fit our cultural environment

Stabilize as a complete hotel

Inspire and engage current employees to operate at their best potential. Maintaining this culture starts at the top

Have fun and enjoy what we’ve established

2017 Goals to Cultivate Change

THANK YOU

cultivating company change pp

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