Three Ways to Boost Leadership Innovation Beyond AI
WORTH Association is delighted to include this article from Woman of WORTH Cindy Conti and our partners at Go2HR. This piece highlights their resources for inspiring innovation in your team, and we hope it offers valuable takeaways for our WORTH Community.
BC’s Tourism & Hospitality industry is evolving. Changing workforce expectations, digital transformation, and the demand for inclusive, resilient workplaces have made leadership innovation a top priority.
Strong leadership is no longer defined by tenure or technical knowledge alone. It is about adaptability, empathy, and the ability to elevate both teams and guest experiences. For the industry to grow sustainably, we must rethink how we develop and support leaders.
1. Embrace New Ways of Learning
Many leaders began their careers without formal training by learning on the job amid daily operations. While this experience was often valuable, it left many new leaders overwhelmed and underprepared. A newly promoted manager might have been handed a book on delegation or leadership theory, but with little time to pause in the middle of a busy season, learning came almost entirely through trial and error.
That approach is no longer enough. Today’s leaders must be ready not only to manage daily logistics, but also to tackle workforce shortages, shifting workplace dynamics, and evolving guest expectations.
Training is key to building that readiness. The right programs don’t just transfer knowledge — they spark innovation, confidence, and new approaches to everyday challenges. Look for options that are accessible online, flexible in length, and designed to apply directly on the job. A great place to start is the Supervisor Training Courses and Modules.
2. Understand Your Community, Really
Leadership challenges vary widely across BC. The needs of a mountain resort differ from those of an urban restaurant or a community-based cultural attraction. To drive real innovation, leaders must first ground their decisions in the realities of their workforce and community. After all, a good idea only matters if it delivers positive operational results.
That’s where the Regional HR Consultant Network comes in. This no-cost, one-on-one service connects Tourism & Hospitality employers with experts who understand the unique challenges of their region. They help employers design recruitment strategies that reflect local labour pools, strengthen workplace practices to support retention, and provide tools that set emerging leaders up for success.
By blending local knowledge with practical HR guidance, employers can move beyond generic solutions — and start building innovative approaches that truly fit their community.
3. Create a Psychologically Safe Workplace Where Ideas Are Heard
Did you know you already have a hub of innovation? It’s your frontline staff—the ones who face day-to-day challenges and often say, “I wish we would do things this way.” What if creating an environment where they feel safe to speak up and approach you as a leader is the key to unlocking new solutions?
To achieve this, it’s important to enable both bottom-up and top-down feedback. In People Working Well, you can find short Safety Talks videos and articles to help you get started. For now, consider using the HEAR method:
Hold back your initial reaction
Explore what’s being shared
Ask clarifying questions
Reflect on how to apply what you’ve learned
Most importantly, always end with a follow-up commitment—and follow through. Without it, the process loses effectiveness. Creating this accountability loop demonstrates genuine commitment to improvement and builds trust within your team.
Always remember: in hospitality, success depends on communication. By embracing feedback as a growth tool and creating psychologically safe spaces for honest conversations, we not only improve individual performance but also elevate the guest experience.
Start Boosting Innovation Today
Leadership in BC’s Tourism & Hospitality sector is shifting. Today’s most innovative leaders model the following best practices:
Foster psychologically safe teams
Prioritize equity and inclusion
Embrace continuous learning
Use HR strategy to drive performance
Whether you are managing a seasonal crew or leading a large organization, leaders must be equipped to guide with clarity, resilience, and care.
If you are seeking deeper, hands-on support, consider go2HR for Hire - a new service that brings experienced HR professionals directly into organizations to solve people challenges, develop HR strategy, and strengthen leadership teams.
About the Author
Cindy Conti, CPHR, HR Consultant, Vancouver, Coast & Mountains, with go2HR, the HR and Health & Safety Association for BC’s Tourism and Hospitality Industry.