Singer-songwriter and 2016 ISPA Alex Szekely Humanitarian Award recipient John Ondrasik closed this year’s General Session with one thought-provoking question: “What kind of world do you want?” 

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When Daring Greatly best-selling author Brené Brown made a brave decision to talk about her own struggle with shame and vulnerability at a TEDx Talk, she had no idea her life was about to change.

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Leadership expert Simon Sinek closed this year’s General Session with a compelling challenge to the ISPA community: “Every single person in this room has the opportunity to be the leader you wished you had. So make a choice. Be the leader you wished you had.”

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Mattison is a world-renowned expert on workforce trends and the generational change we’re currently experiencing in the workforce; his work tracks how shifting demographics will necessitate a new style of leadership. In his book, The War at Work, Mattison details how reimagining leadership and talent management for the 2020s is the key to building stronger, more effective teams.

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Have you ever been part of a highly motivated, joy-filled team?

If you have, chances are that most days you were excited to come to work because you had fun collaborating and you felt like you mattered.  Your focus and enthusiasm then helped you do some of your best work with your colleagues.

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Here's an interesting question to ask yourself about the way people view you in the workplace: Are people happier to see you come, or are they happier to see you go?

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Trust is the glue to successful relationships. It's important to recognize whether you are building or breaking trust with the people you work with, serve and lead. Then ask, how can I demonstrate trust and confidence in others?

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Do you tend to focus on people's strengths or on their weaknesses? A leader's job is to recognize potential and help them reach it. Are you doing that?

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SPA INDUSTRY LEADERS are often quick to point out all the ways in which their colleagues have supported their growth and played key roles in the success of their careers. Many can even cite a particular individual whose impact is greater than the rest. In some cases, these formative relationships happen by chance, but spa leaders seeking to foster growth in their teams, retain top employees and achieve their spas’ performance goals cannot simply place their trust in serendipity. Formal mentoring programs, though, can take luck out of the equation and help spas reach new heights.

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Meditation and Mindfulness are more popular than ever. But what’s driving the change, and what can your spa do to make the most of it?

Earlier this year, an interesting press release found its way onto my desk, courtesy of toy manufacturer Mattel. It announced the launch of the Barbie Wellness Collection, featuring Barbies that teach “three key themes: meditation, physical well-being, and self-care.”

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Never has consistent, collaborative and communicative leadership been more needed. The landscape of even a few months ago has changed, and the guidebooks of last year are out. Stepping into their place is an extraordinary opportunity to create a new leadership model, one built upon a foundation of innovation, empathy, trust and collaboration.

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There is an alarming gap in the work place. The majority of employees don't feel apprecaited at their job, while the majority of bosses feel they show appreciation to their employees. Why is that? How can it be fixed?

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Do you come to work every day with love in your heart? Not the romantic kind, but rather the kind of love that shows you have intense passion for what you are doing.

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As spa directors continually search for ways to create authentic experiences for their guests while also increasing revenue, many have decided the best way to do that is by tapping into local resources. Businesses need revenue-boosting partnerships to succeed, and spa directors have decided that looking at local resources does that and also distinguishes them from their competitors.

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Looking for new ways to increase productivity and improve your work life?

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Does your company have core values? It's a leader's responsbility to establish those, as well as recognize that each employee comes to work with their own set of values, too.

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Do you catch yourself saying, it would just be easier if I did it myself? While that may be a short-term fix, it isn't the best long-term solution. By delegating tasks, leaders empower their employees and foster growth.

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