{"id":2582,"date":"2026-09-16T13:54:05","date_gmt":"2026-09-16T11:54:05","guid":{"rendered":"https:\/\/cornerstone-hospitality.global\/?p=2582"},"modified":"2026-09-16T13:54:07","modified_gmt":"2026-09-16T11:54:07","slug":"how-to-identify-high-potential-hospitality-leaders","status":"publish","type":"post","link":"https:\/\/cornerstone-hospitality.global\/de\/how-to-identify-high-potential-hospitality-leaders\/","title":{"rendered":"Wie man hochgradig talentierte F\u00fchrungskr\u00e4fte in der Hotellerie erkennt"},"content":{"rendered":"

Identifying high-potential hospitality leaders is decided in the selection long before the development starts. Here is what genuinely predicts and what only looks as though it does.<\/p>\n

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\"Florian<\/p>\n
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By Florian Kittler \u00b7 September 16, 2026<\/div>\n
Managing Partner, Cornerstone Hospitality \u00b7 ~18 min. read<\/div>\n<\/div>\n<\/div>\n

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Identifying high-potential hospitality leaders<\/a><\/strong> is a task almost every group believes it already does well. The evidence says otherwise, and the gap is not small. Across companies, 66% invest in programs to identify and advance high-potential employees, and only 24% of senior executives at those same firms consider the programs a success [1]<\/a>.<\/p>\n

That is a striking pair of numbers. It means two-thirds of organizations are paying for the activity, and three-quarters of the executives watching it happen do not believe it is working. The money is going out. The result is not arriving.<\/p>\n

What follows is where the identification actually breaks, what genuinely predicts, and how to run the exercise in a hospitality group where the operating rhythm makes every part of it harder.<\/p>\n

Wondering how your own list would hold up against this. Talk to us<\/a> about a confidential outside read.<\/p>\n