Pulse June 2018 - Page 61

any good leader knows that staying upbeat during the ups and downs of business is central in keeping all moving parts (and people) rolling. the question is, are you doing the right things to get there? When it comes to keeping your staff, your business and yourself motivated, the responsibility to lead with intent and purpose weighs heavy on leaders who cannot teeter off course. We got in touch with two optimistic spa directors, one new and one seasoned, on their definition of business leader optimism and why all spa leaders need to carve out the version that works for them, so that vision can work for their business. Why is optimism so important? Business leader optimism doesn’t exactly have a fixed definition, but the internal aspects revolving around the notion include connecting people with people, people with the company’s mission and people with purpose. According to the recent Capital One Small Business Growth Index, the state of small business is strong. Regardless of some uncertainty that business owners felt in 2017, small business confidence is at its highest point since 2012. In addition, 60 percent of small business owners feel that current business conditions are “good” or “excellent,” indicating optimism is at its peak level for business owners as they continue growing in 2018. Speaking with Ady Toro, ZoiA Spa Manager at the Hyatt in Aruba and Tracy Harper, Director of Spa & Wellness at Sun Valley in Idaho, we discussed how passion behind an industry you love is infectious when executed authentically. The takeaway from the two leaders on keeping business optimistic? Surrounding yourself with people who share your vision has the ability to transform your company. Keeping yourself and your staff optimistic From spa directors to corporate leaders, you know you aren’t only managing people in your position – you’re managing experiences. On keeping employees optimistic about their jobs, Toro, now four years into her role as ZoiA’s Spa Manager, comments that foregoing attempts to keep staff motivated is not an option. June 2018 ■ PULSE 59