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The purpose of this study is to discern the impacts of the hospitality industry on the global ecosystem and how sustainable learning can help strengthen the tourism and hospitality industry globally. Deployment of strategies such as change management is required, and in so doing, this is likely to have an impact on economic gain, society and the environment.

This is an exploratory study based on secondary data drawn from relevant books, articles, journals and online sources. The opinions of the key stakeholders are compiled and discussed to provide further guidance.

The results show that although there is a lot of variance in the information that hotel chains publicly disclose about their sustainability commitments and accomplishments, they are committed to a wide variety of environmental, social and economic issues. It also points to indicators that the global hotel industry is currently pursuing “weak” rather than “strong” practices of sustainability and that efficiency gains are framed within existing business models that focus on continued growth.

The study provides guidance for global hospitality chains given that they are well positioned to play a leading role in promoting sustainability. Yet more can be done to broaden sustainability and reporting in the context of an external assurance framework. The study should also be helpful to hospitality managers, students and academics with an interest in hospitality industry sustainable practices.

The study explores the challenges that industry faces in ensuring sustainability is embedded in all aspects of learning and in equipping sustainability-sensitive individuals to make a difference.

The way in which the article is constructed is that one particular assignment is described in outline first, as a case history. This is Part I. Then, in Part II, this assignment is reviewed, with particular reference to the typical consultancy processes at each stage, from the first process of actually getting asked in, to the final withdrawal process.

The evolution and development of the BAT Industries Group Management Centre′s executive training programme (Business Management Seminar) is discussed. Some insights into the executive learners′ needs are given and how the programme provides some unique, individual and group learning experiences to meet those needs. The impacts which the programme has had on participating individuals and their organisations are described.

Learning by doing is not the sole process of learning for managers. Experiential work on programmes can be improved if the opportunity is offered of going through all aspects of the learning cycle. Deliberate analysis of learning situations and managerial and learning preferences can be productive of extra learning. Use of instruments designed by Belbin, Saville and Holdsworth, Honey and Mumford, and Schein is described, with interesting case examples taken from a BAT Industries' management development programme.

Workplace restructuring implies people changing roles, leading to the deskilling of people who must learn their way back to competence. Reports the case of a person learning in a new role. The conceptual framework for the analysis is the Dreyfus model of skill development. Shows the model to be effective both for research and for individuals to understand their own development. The results enrich the understanding of workplace learning, in particular the manner in which people can be helped to learn a new role.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting‐edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

In an age when customers know far more than they once would have about a product's provenance and its impact on the environment – whether that product is a gold bracelet, a diamond ring, a trek in the mountains, a cruise or a relaxing stay in a luxury hotel – more and more companies know that “doing the right thing” is the best way to do business.

The paper provides strategic insights and practical thinking that have influenced some of the world's leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to digest format.

Addressing the challenge of continuously strengthening our own leadership begins with considering our self-efficacy, our belief in our capacity to carry out desired actions, and its influence on our agency, our actual capacity to carry out desired actions. Our agency grows when “nudged” along by our self-efficacy. However, this requires insight into what is happening around us, achieved by looking to the following two leadership horizons:

Presence, how much we notice and attend to what is happening, with empathy, for all stakeholders.

Vision and values, why we do what we do, how we see ourselves, and who we aspire to be.

Beyond what these two leadership horizons offer separately, together they influence the stories we shape in our “storied space,” the place we each occupy in which the events of the past and the possibilities of the future converge in our ever-unfolding present. We constantly draw together emerging insights to keep making new meaning and ideating possibilities best matched to addressing emerging challenges. As our understanding sharpens, we narrow our options to the best fitting one, shape it into a prototype, and test it in action. Throughout this, we constantly monitor the resonance of our self-efficacy and agency to keep the actions we intend undertaking realistically sitting at the threshold of what we can nearly accomplish.

Rather than mapping a fixed blueprint, this design approach offers rigor and agility, enabling our agency to grow organically, culminating in leadership fit for purpose, including a sound capacity to strengthen our own leadership, by design.

THE recruitment, training and payment of librarians are matters of import, not only to the youngest entrant into this work, but also to established librarians and to the public. Although training was initiated forty years ago by the then chief librarians of libraries, it has in recent years become a very intimate concern of library assistants and of parents and others in charge of young folk who are considering librarianship as their possible career. After thirty years of experiment, with minor changes, the Library Association syllabus has now been completely remodelled. We have also reached a stage when we can consider to some extent, although not adequately, the effect upon the profession of our whole‐time library school of university rank. The various phases of the work must therefore be of great interest to every reader of The Library World; and this is sufficient justification for the special attention which the subject receives in this number. The first question must always be the economic and human one. Is the profession sufficiently large, and of enough importance, to justify parents in allowing lads or girls, who have gone through a secondary or even university training, to devote themselves to the somewhat protracted study which is prescribed for the work? Then, again, is the training now placed before the would‐be aspirant to library work a wise training? Is it too special, too technical, too scholarly; indeed, is the library authority, whoever and wherever it may be, asking too much for what most people regard as the very simple work of managing and distributing and exploiting books?