Smarter and more selective: How hotel construction capital is evolving heading into 2026


Smarter and more selective: How hotel construction capital is evolving heading into 2026
Developers have more options today when it comes to financing


Ryan Bosch (Arriba Capital)
https://www.costar.com/article/1544238/smarter-and-more-selective-how-hotel-construction-capital-is-evolving-heading-into-2026


As 2025 draws to a close, hotel developers looking to finance projects in 2026 are facing higher costs and an exceptionally cautious lending environment.

Some have even decried that hotel construction lending is dead, but reports of its death are greatly exaggerated. Hotel construction is still being financed, just under a smarter and more selective playbook.

Hotel lenders, who are famously risk-averse, have further tightened their underwriting and diversified their capital sources. They’re looking for the surest bet possible before signing a deal. Currently, developers who are winning contracts are the ones bringing discipline and certainty to the table.

There is opportunity for developers positioning projects to open into the next upcycle, if they play their cards right. Here’s what developers should know before approaching lenders.

The new reality

The first thing that developers must keep in mind is that construction projects are taking longer and costing more across the board. CoStar data shows that the average hotel build time now exceeds 23 months, and costs have escalated across all chain scales. Predictably, lenders adjusted to the new reality and have evolved how deals are underwritten, priced and financed. The capital is still there; it just diversified and got smarter about risk.

When it comes to construction capital, banks have been joined by debt funds, private credit and even insurance companies. The capital stack has never been more flexible, but it does demand sophistication from loan-seekers. In fact, the strongest developers are treating capital structure as part of the development plan, not an afterthought. Here’s a brief overview of how different lenders can be leveraged.

Banks. Banks selectively lend to developers with whom they have an existing relationship. They are seeking lower-leverage deals — ≤65% loan-to-cost, with occasional outliers reaching 70% LTC on sub-$30 million deals — and fully entitled, GMP-ready projects.

Debt funds and private credit. These lenders are filling the gap left by banks and are often willing to take construction risk for higher spreads (SOFR + 500-800 bps) and stronger covenants. They’re also typically offering leverage a few points higher than banks — in some cases reaching up to 80% LTC through stretch-senior structures — especially for experienced sponsors or strong brands.

Insurance companies. Insurance companies are funding core-market builds with long-term yield profiles. They’re extremely selective.

Other structured capital layers. PACE, EB-5, mezzanine debt, and preferred equity are no longer considered “alternative” means of funding a project; they’re now a part of the overall mix.

Underwriting has also evolved. After all, lenders aren’t scared of construction; they’re scared of uncertainty. Uncertainty is what kills deals.

So what are lenders doing? They’re looking past models and digging deeper into market fundamentals like new supply, RevPAR trends and brand overlap to ensure that a project makes sense in today’s flat-growth environment. The market story must make sense for a deal to move forward. Loan sizing has also become more disciplined — proceeds are being set against total project feasibility, not just static cost metrics.

Developers must show that they can absorb things like cost creep and carry longer than expected without causing the deal to crumble. Many lenders also add limited recourse tied to the cost overruns or liquidity gaps, which are a step up from the standard completion guarantees written into most deals, to keep developers engaged through the full construction cycle.

Expertise is perhaps most critical. Execution certainty is critically valued, and the market is chasing a sure bet over volume. In short — credibility outweighs leverage. Committees are backing experienced developers who show clean budgets, verified bids, and a clear path to delivery. The easiest way for a developer to lose a lender is to overpromise or underdocument; lenders will fund risk if they can quantify it.

What’s getting financed

Certain types of hotel projects are more likely to get financed now than others. These projects have strong brand alignment and clear demand drivers in markets with good fundamentals — e.g., Sun Belt metros, medical/university hubs, and resort corridors. Select-service and extended-stay brands are particularly attractive because they’re reliable. Full-service and lifestyle properties are also appealing if they’re paired with JV equity or structured mezzanine/PACE layers.

Generally speaking, it’s the developers who understand leverage discipline and how to bring complete capital stacks to the table who will close deals. These savvy developers engage capital advisors early to design financeable stacks before locking in GMPs. They are also prepared for deeper due diligence from lenders, who are typically seeking cost verifications, timeline modeling and liquidity testing. Credibility and clarity matter more than maxing out leverage or project speed. Developers need to think like financiers before seeking funding.

Finally, and most importantly, relationships are still the ultimate driver of the hospitality industry. A strong rapport with lenders — and familiarity with a developer’s team and expertise — can decrease approval times and help close a deal.

Discipline today, premium tomorrow

Caution was the name of the game in 2025, but we still were able to lay meaningful groundwork for a stronger 2026. Hotel developers breaking ground now who use the disciplined assumptions and structured capital stacks mentioned above will deliver projects into a healthier demand and rate environment when those hotels open their doors in 2027 and 2028. Additionally, those new properties will come into the market with limited new supply competition and an aging competitive set, positioning them for a RevPAR premium.

The best operators are already planning for this eventuality and leaning into new hotel projects. They’re positioning themselves to win when the industry recovers, building through the trough to meet the rebound. Developers who build now aren’t being contrarian — they’re positioning ahead of the recovery.

Ryan Bosch is principal at Arriba Capital and a seasoned expert in hospitality debt and structured finance, managing a portfolio exceeding $2 billion across 140 deals.

The opinions expressed in this column do not necessarily reflect the opinions of CoStar News or CoStar Group and its affiliated companies. Bloggers published on this site are given the freedom to express views that may be controversial, but our goal is to provoke thought and constructive discussion within our reader community. Please feel free to contact an editor with any questions or concern.

Public hotel companies diverge on outlook following mixed earnings results

Economic uncertainty casts a lingering shadow moving forward


The 2026 FIFA World Cup coming to North America is a reason for U.S. hoteliers to be optimistic in their outlook for next year. (Getty Images)
https://www.costar.com/article/63744100/public-hotel-companies-diverge-on-outlook-following-mixed-earnings-results


Earlier in the year, most publicly traded hotel companies downgraded their full-year 2025 outlook as tariffs were unveiled by the U.S. and sentiment from international travelers weakened.

Changes to outlooks were mixed during third-quarter earnings calls, with some companies choosing to raise their projections while others decreased them further. If there's one thing they can agree on, it's that there's still a level of uncertainty clinging to the economy moving forward.

Leeny Oberg, chief financial officer and executive vice president of development, Marriott International

"With ongoing economic uncertainty, we expect global RevPAR to increase 1% to 2% in the fourth quarter. The acceleration in global RevPAR growth from the third quarter to the fourth quarter is partially due to calendar shifts and onetime events. RevPAR growth is anticipated to still be meaningfully stronger internationally than in the U.S. & Canada, and higher-end chain scales are expected to continue to outperform lower-end chain scales.

"As we look ahead to next year, while we're still working on our budget, our preliminary view is that 2026 year's year-over-year global RevPAR growth could be similar to the 1.5% to 2.5% growth expected this year. Growth is expected to a gain internationally than in the U.S. & Canada. And next summer's World Cup could contribute around 30 to 35 basis points to full year global RevPAR growth."

Jon Bortz, chairman and CEO, Pebblebrook Hotel Trust

"Our Q4 outlook assumes same-property RevPAR will range between minus 1.25% to up 2%, with total RevPAR between a negative 1.25% and a positive 2.7%.

"On the cost side, due to the benefits of our strategic efficiency and productivity efforts, we expect total hotel expenses to grow just 0.8% at the midpoint. That means expenses per occupied room should decline again in Q4.

"As we look ahead to 2026, we remain cautiously optimistic due to our belief that fundamentals provide a favorable setup for next year. We believe macroeconomic uncertainty will fade. Hotel demand is likely to normalize with GDP growth, and we know new supply will remain at historically low levels. I know there are many professional prognosticators who are currently forecasting limited RevPAR growth for 2026, but there are several significant pluses for next year, both for the industry and specifically for our portfolio."

Sourav Ghosh, chief financial officer and executive vice president, Host Hotels & Resorts

"We are increasing our comparable hotel RevPAR and total RevPAR guidance estimates as a result of our outperformance year-to-date, and improved expectations for the fourth quarter. We now expect comparable hotel RevPAR growth of approximately 3%, and comparable hotel total RevPAR growth of 3.4% compared to 2024.

"We expect low single-digit RevPAR growth in the fourth quarter, an improvement over our prior guidance, partially driven by strong estimated RevPAR growth of 5.5% in October.

"Our guidance assumes a continued recovery in Maui, no improvement in the international demand imbalance, and steady demand trends in the fourth quarter.

"Our guidance also takes into account the limited impact we saw from the government shutdown in October, primarily in Washington, D.C., and San Diego. If the government shutdown continues through the end of the year, full-year RevPAR growth could be negatively impacted.

"We expect a comparable hotel EBITDA margin of approximately 28.8%, a 20 basis point improvement over our prior guidance midpoint, which is 50 basis points below 2024."

Joan Bottarini, chief financial officer, Hyatt Hotels Corp.

"We've tightened our RevPAR range and expect full-year 2025 RevPAR between 2% to 2.5%, which implies RevPAR growth in the fourth quarter between 0.5% and 2.5%. The quarter is off to a good start with October RevPAR increasing in the United States by approximately 1% and globally by approximately 5%.

"For the United States, we expect RevPAR growth for both the fourth quarter and full year 2025 of approximately 1%.

"We expect fourth-quarter RevPAR growth outside of the United States to remain an area of strength, especially in Europe and Asia Pacific, excluding Greater China.

"We're increasing our net rooms growth outlook range to 6.3% to 7% and which does not include rooms added from the Playa acquisition. Gross fees are expected to be in the range of $1.195 billion to $1.205 billion, a 9% increase at the midpoint of our range compared to last year. We've lowered our adjusted G&A range to $440 million to $445 million reflecting the run rate cost efficiencies that we've been able to achieve throughout the year. Adjusted EBITDA for the full year is expected to be in the range of $1.09 billion to $1.11 billion, an 8% increase at the midpoint of our range compared to last year when adjusting for the impact of asset sales.

"As a reminder, owned assets sold in 2024 accounted for $80 million worth of owned and leased segment adjusted EBITDA last year.

"Our full-year adjusted EBITDA outlook implies growth in the fourth quarter of 9% at the midpoint of our range. Adjusted free cash flow is expected to be in the range of $475 million to $525 million, which excludes $117 million of deferred cash taxes paid in 2025 relating to asset sales that took place in 2024. In the fourth quarter, we'll receive upfront cash of $47 million as part of the amended agreement with Chase. And we are increasing our full year outlook for capital returns to shareholders and expect to return approximately $350 million in 2025, inclusive of share repurchases and dividends."

Pat Pacious, president and CEO, Choice Hotels International

"In the third quarter, we drove adjusted EBITDA 7% higher to $190 million, reflecting the strength of our higher revenue brand mix, a surge in our small and medium business traveler and groups business revenue, continued momentum across our partnership revenue streams and the accelerating earnings contribution now coming from our expanding international business. The strength of these earnings drivers allows us to raise the midpoint of our full-year earnings outlook and tighten the range, reinforcing our confidence in the growth of our global business going forward.

"As we look ahead, we're optimistic about the next phase of the U.S. lodging cycle and its impact on new construction openings. In the U.S., we expect last week's lowering of interest rates, continued investments in the build out of AI infrastructure and a constructive regulatory environment will drive stronger demand, especially for our travelers, combined with low industry supply growth, continued favorable demographic trends and significant demand catalysts such as the 2026 World Cup, the U.S. 250th anniversary and the Route 66 centennial. These tailwinds are expected to generate incremental travel across our markets and set the stage for stronger RevPAR growth in the years ahead.

"We expect last week's lowering of interest rates, continued investments in the build-out of [artificial intelligence] infrastructure and a constructive regulatory environment will drive stronger demand, especially for our travelers."

Scott Oaksmith, chief financial officer, Choice Hotels International

"For the full year, we now expect U.S. RevPAR to range between minus 3% and minus 2%. As a reminder, fourth quarter comparisons will be impacted by elevated hurricane related demand in the prior year, and we continue to monitor potential impacts related to the government shutdown.

"We are tightening our full-year adjusted EBITDA with the midpoint up by $1 million. We now expect adjusted EBITDA to range between $620 million and $632 million. We are adjusting our full-year adjusted EPS guidance to range from $6.82 to $7.05, primarily reflecting additional amortization expense related to the intangible assets from the Choice Hotels Canada acquisition, which was not included in prior guidance, as well as lower equity earnings from joint ventures due to the timing of hotel openings."

Bryan Giglia, CEO, Sunstone Hotel Investors

"While the operating environment remains choppy and additional uncertainty has been introduced from the government shutdown, based on what we see today, we are maintaining our outlook for the year, and are continuing to work with our operators to drive incremental revenue and control costs."

Liz Perkins, chief financial officer and senior vice president, Apple Hospitality REIT

"The adjustments made to full-year guidance reflect performance year-to-date as well as the potential negative impact of prolonged economic uncertainty and the government shutdown on the remainder of the year.

"For the full year, we expect net income to be between $162 million and $175 million, comparable hotels RevPAR change to be between negative 2% and negative 1%, comparable hotels adjusted hotel EBITDA margin to be between 33.9% and 34.5% and adjusted EBITDAre to be between $435 million and $444 million.

"As compared to the midpoint of previously provided 2025 guidance, we are decreasing comparable hotels RevPAR change by 100 basis points while increasing comparable hotels adjusted hotel EBITDA margin by 20 basis points and increasing adjusted EBITDAre by approximately $300,000 as a result of strong cost control measures year-to-date, a more favorable general liability insurance renewal than anticipated and lower G&A expense. We have assumed for purposes of guidance that total hotel expenses will increase by approximately 2.1% at the midpoint, which is 3.4% on a CPOR basis.

"We continue to assume these increases are driven primarily by higher growth rates for certain fixed expenses, including real estate taxes and general liability insurance than those experienced last year."

Jonathan Stanner, president and CEO, Summit Hotel Properties

"Our outlook for the fourth quarter incorporates sequential improvement in operating trends compared to the second and third quarters of this year.

"As we shift out of the leisure-heavy summer travel months, we are benefiting from relatively stronger business transient trends, which have helped drive — helped to drive midweek RevPAR growth, particularly in key urban markets. Fourth quarter pace for our pro forma portfolio is tracking approximately 2.5% behind last year, which notably incorporates several difficult special event comparisons that benefited the fourth quarter of 2024 and incremental headwinds driven by the government shutdown.

"For context, pace for the third quarter was approximately 10% behind last year at this time 90 days ago.

"October RevPAR on a preliminary basis declined between 2% and 2.5% year-over-year, which represents our best monthly performance since February of this year. It's worth noting that historically, October represents approximately 40% of our fourth quarter revenue and 50% of hotel EBITDA. We currently expect fourth quarter RevPAR growth to actualize down between 2% and 2.5% year-over-year, which would result in a full year RevPAR decline of between 2.25% and 2.5%. These expectations should be caveated by the uncertainty created by the U.S. government shutdown.

"While we have experienced limited negative effects across our portfolio quarter-to-date, the longer-term implications of the shutdown create additional risk for lodging demand broadly, including disruption to air travel.

"Looking ahead to 2026, we believe the setup is more favorable than it has been in the past several years. Industry expectations remain low and year-over-year comparisons for government travel eased significantly after March 1."

William H. Conkling, executive vice president and chief financial officer, Summit Hotel Properties

"While we remain confident in the long-term fundamentals in our portfolio, near-term results are being negatively affected by increased price sensitivity and continued macroeconomic volatility.

"We currently expect fourth quarter 2025 RevPAR to range from minus 2% to minus 2.5% as operating trends demonstrate sequential improvement from the second and third quarters of this year. Operating expense growth is expected to range from 1.5% to 2% for the full year. It is worth noting that the recent sales of the Courtyard Amarillo and Courtyard Kansas City will result in approximately $400,000 of foregone pro rata hotel EBITDA in the fourth quarter, representing the date of sale through year-end. From a nonoperational perspective, we expect full year pro rata interest expense, excluding the amortization of deferred financing costs to be $50 million to $55 million, Series E and Series F preferred dividends to be $16 million and Series D preferred distributions to be $2.6 million.

"From a capital expenditure perspective, we are targeting a full year 2025 spend of $60 million to $65 million on a pro rata basis. The previously referenced nonoperational estimates do not include any additional acquisition, disposition or capital markets refinancing activity beyond what we have discussed today."

Marcel Verbaas, chair and CEO, Xenia Hotels & Resorts

"As we look ahead to the remainder of the year, we remain cautious in our near-term outlook, which is reflected by slightly reduced expectations for the fourth quarter.

"For the full year, we now expect a same-property RevPAR increase of 4%, and adjusted EBITDAre of $254 million, at the midpoint of our updated full year guidance. Atish will provide additional details on these modest adjustments to guidance during his remarks.

"As has been the case for most of the year, group business continues to be a driver of our RevPAR growth, with leisure softening a bit this year, as we had anticipated, while business transient continues to improve gradually. We saw a continuation of this trend again in October.

"We are encouraged by the approximately 5.8% RevPAR growth that we project our same-property portfolio will achieve in October, which represents a meaningful improvement over our portfolio's third quarter performance.

"With strong overall group base for the fourth quarter, we again anticipate significant growth in food and beverage revenues during the quarter as well.

"Looking ahead to 2026, we believe that Grand Hyatt Scottsdale will continue to ramp consistent with our underwriting, and we expect good demand across the portfolio to be robust and drive outsized non-rooms revenue growth.

"We continue to believe strongly in the long-term growth prospects for our well-located, diversified and high-quality portfolio in 2026 and beyond. Barry when will provide more details on our third quarter operating results, the W. Nashville Food & Beverage relaunch and our other capital projects."


The new rules for getting your operating model redesign right

https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-new-rules-for-getting-your-operating-model-redesign-right?
Brooke Weddle is a senior partner in McKinsey’s Washington, DC, office, where J. R. Maxwell is a partner and Tristan Allen is an associate partner; Deepak Mahadevan is a partner in the Brussels office; Elizabeth Mygatt is a partner in the Boston office; and Olli Salo is a partner in the Helsinki office.


The goal of a redesign is to increase value, but failure rates are high. New research updates classic rules of redesign to help leaders flip the odds of success.


The time has come to reconsider the principles that guide operating model redesign. In some ways, these principles have seemed timeless. For decades, leaders have aimed to integrate people, structures, and processes as seamlessly as possible to deliver value and improve organizational health. But now these rules must evolve to address the current pace of change and disruption. These days, how to organize for value is an even trickier undertaking.

A decade ago, McKinsey examined organizational redesigns across industries and company sizes, focusing on the core rules that helped increase the odds of success. These rules applied to everything from identifying the right redesign blueprint and metrics to how to deploy talent and change mindsets.

Because of the seismic shifts in the business landscape over the past ten years—economic upheaval, a global pandemic that disrupted workplace norms, and the transformative advances of automation and AI, to name a few—we decided to take a fresh look at that research. We wanted to see which core redesign principles, dubbed the “nine golden rules,” still hold true, which have evolved, and which are no longer as relevant.

To understand whether the golden rules stand the test of time, we conducted a global survey of 2,000 executives across industries and tested more than 20 operating model redesign rules. The research found that the conditions for why organizations launch a redesign have changed, as have the actions and design choices that help propel success.

Our 2025 “refresh” reveals an updated set of nine rules that reflect what approaches are most effective in operating model redesigns now. These rules are underpinned by four broad themes linking redesign to value creation: alignment among leaders and decision-makers, deep investment in rewiring core processes, significant investment in people, and a sustained focus on a high-performing culture.

In “A new operating model for a new world,” we dug into how leaders can think about redesigning their operating model. In this article, we examine how the right combination of rules improves the odds of a successful redesign that organizes around value, boosts speed and simplicity, and spurs performance and health in today’s volatile environment.

The original nine golden rules: A journey

A decade ago, McKinsey realized that more and more executives were voicing frustration with the fact that repeated redesigns were wasting time and resources, sapping morale, and yielding disappointing results. To figure out why a successful outcome was so hard, we tested common approaches to redesign to find rules that would create the best conditions for success. And thus, the nine golden rules were born (Exhibit 1).

Exhibit 1.
A decade ago, McKinsey examined common approaches to operating model redesign to find the rules that would lead to success.

Back then, not using the golden rules spelled failure for operating model redesigns, McKinsey analysis showed. However, the more rules an organization used, the more successful the redesign was in terms of improved performance. Using more than six of the original rules led to a 73 percent success rate, for example. Today the original rules still have a positive effect on redesign efforts, but they are not as effective as they once were. Using more than six of the original rules drives only a 55 percent success rate (Exhibit 2).

Exhibit 2.
The original golden rules don’t have the same impact they once did.



Key insights from the new data

We set out to find a set of rules that are a better predictor of success. To understand the most important redesign factors that leaders should consider today, we surveyed 2,000 executives across 16 sectors, including advanced industries, banking, consumer and retail, energy, healthcare, the public sector, and technology.

We also tested 21 operating model redesign levers, including the nine original rules but adding others that ranged from the pace of decision-making and test-and-learn pilots to whether to consider geopolitical dynamics. We compared the relative impact of each lever to understand which were most highly correlated with a successful redesign (see sidebar, “Our methodology”).

Several insights emerged:
Redesigns are a regular rhythm, not a rare event

About two-thirds of leaders surveyed experienced operating model redesigns in just the past two years, and 50 percent anticipated undergoing one in the next two years. That redesigns are a regular part of the operating model—not a one-time fix—suggests that companies should build redesign readiness as a capability, not solely as a reaction to events.
The motivations for undertaking an operating model redesign have evolved

In the new survey, two reasons emerged as the primary drivers for why executives initiate a redesign: improving efficiency and refocusing on growth. These priorities highlight a dual focus on optimizing current operations while positioning the organization to seize future opportunities.

Other goals include enabling the execution of strategy and increasing organizational agility and speed. While these latter drivers are as important as a decade ago, their relevance today is amplified by the ever-changing business environment. Organizations are no longer simply looking to tweak their structures—they are seeking to build leaner, more adaptable systems that can thrive in the face of uncertainty and disruption.

Redesigns are completed more often and they have higher success rates

Operating model redesigns are yielding better results than they did a decade ago. Our 2014 survey respondents said that 51 percent of redesigns were completed and implemented; in 2025, that number rises to 79 percent. Moreover, the findings show that redesigns have been increasingly successful over the past decade: nearly two-thirds, or 63 percent, have met most of their objectives and improved performance. That’s a big jump from ten years ago, when just 21 percent of redesigns led to improved performance.

This increase in completion and success rates over the past decade is likely because of the growing sophistication of redesign methodologies, leadership capabilities, and the widespread availability of data-driven tools that allow organizations to make more informed decisions. Additionally, leaders today are more likely to prioritize alignment between strategy, structure, and ways of working, which increases the likelihood of redesign success. The heightened urgency to adapt to rapid technological advancements, market disruptions, and shifting workforce expectations has also driven organizations to approach redesigns with greater focus, agility, and commitment to execution.

Nearly half of the golden rules have evolved

After testing the 21 potential rules for their impact on redesign success, we identified nine that were statistically significant, including five original rules that have stood the test of time and four updated rules. These four reflect how important top team alignment, leadership incentives, investment in upskilling people managers, and the redesign team’s talent and skills have become in the redesign process.

Today’s golden rules of redesign, and what they look like in practice

Taken together, the refreshed set of rules represent best practices that maximize operating model redesign success, spur performance in a modern organization, and create value (Exhibit 3).

Exhibit 3.
The refreshed golden rules offer a mix of evergreen and evolved rules that address today’s core redesign challenges.


Think outside the box—and the lines

1. Don’t just fix the pain points, enable the strategy. This rule is evergreen. Leaders must continue to look beyond rearranging organizational charts to ensure that redesign efforts are comprehensive and impactful—and that they align with long-term strategic goals. This is how organizations ensure that changes are not just fixes to current pain points but also proactive steps that create sustainable growth and competitive advantage. A holistic perspective transforms redesign efforts from short-term problem-solving to long-term value creation.

For instance, during a diagnostic on its operating model, a global insurance company discovered that while most employees understood its top-line strategy, employees in finance and risk were making decisions about implementation that diverged from the rest of the business. To address this misalignment, the company identified several metrics that mattered most for business performance and communicated them widely so that its entire workforce had more clarity on strategic goals.

2. Go beyond “boxes and lines” to rewire the business inside and out. This rule is also evergreen. Successful redesigns are not just about improving a company’s reporting structure. They address how work gets done and who has decision rights, how teams collaborate through cross-cutting processes, and how technology streamlines operations. In many modern organizations, people talk about work charts, not org charts. With technology significantly changing workflows, capturing full value must start from the perspective of how work gets done, including thinking about digital and human interaction.

A global financial institution knew that adjusting boxes and lines would not solve its slow and ineffective decision-making. By conducting a root-cause analysis, it discovered that it first had to clarify ownership of key processes, build capabilities around new decision-making frameworks, and focus on necessary cultural changes. Only then could it tackle reporting structure.

3. Use a rigorous process for talent selection. This rule, which asserts that new or altered roles should be designed around business needs and not individual employees, is also evergreen. Starting with a structured approach to defining roles ensures that the right people are placed in the right roles in a transparent and fair manner. Each role can be crafted to meet strategic objectives, rather than being shaped by the skills or preferences of an incumbent or an obvious candidate. This method of moving people into positions that reflect the redesign’s strategy also promotes a more dynamic and adaptable workforce, capable of responding to changing business demands and driving the organization forward.

A global media and technology company followed this rule when it began a redesign focused on customer segments. It redefined roles for all senior business leaders based on its new strategy and moved the right leaders into the appropriate reshaped roles. By reshuffling people to lead segments that were quite different from their original roles, the organization was able to harness specific skills and experience where they were needed most.

Bring leaders along from the start

4. Align the senior team through a shared vision and clear design principles. This rule represents the evolution of two existing golden rules—surveying the scene and selecting the right blueprint. This broader new rule focuses on getting the senior team to define success and set expectations. Enlisting the full leadership team in the redesign early on is crucial, especially since a smaller team often shapes the initial blueprint.

Grounding the work in a clear set of design principles helps to create the outcomes that the redesign is intended to achieve. Then, socializing those principles and the redesign’s blueprint with the leadership team before moving into greater detail bolsters senior leader alignment and commitment. It also sets up expectations for role modeling: When senior team members have a strong sense of ownership and accountability, they can better navigate the implementation process and work toward the same goal.

Focusing on getting buy-in early also increases trust. At one global company undergoing an operating model redesign, the leadership team made a shared commitment to “radical transparency,” even in difficult moments, spurring honest conversations about each stage of the transformation.

5. Stack the redesign team with top talent and expertise. This evolved rule focuses on leadership and on managing transitional risks (see rule 9). It calls on organizations to place skilled, high-impact employees in key redesign roles.

Carefully selecting the right team to lead the operating model redesign sets the stage for sustained success. Organizations can empower these top performers to take on new challenges, solve complex problems, and deliver meaningful results. This approach can also boost employee engagement, since motivated individuals may feel even more motivated when entrusted with high-impact roles.

6. Equip people leaders with the skills to drive change. This rule evolved from the golden rule “make sure business leaders communicate.” Business leaders don’t just manage the transition; they must participate in a culture of continuous improvement. Organizations can provide targeted training and development programs to give leaders the skills and knowledge they need to guide their teams effectively through the operating model redesign.

In one industrial organization looking to establish a foundation for breakout growth, early conversations with the broader leadership team were not about lines and boxes; rather, they were immersive sessions focused on accountability, empowerment, and modeling new ways of working. In this organization’s context, those were the most important skills required for leaders to drive the operating model change.
Treat execution like a series of sprints

7. Identify and embrace new behaviors and mindsets. This evergreen rule asserts that leaders must understand how work gets done today and how it needs to evolve. Typically, this is not about tweaking just a few problems. It’s about making bold shifts that keep the organization at the cutting edge of efficiency, effectiveness, speed, innovation—or whatever is core to the organization’s strategy (see rule 1). It often means adopting new technologies, redefining roles, and reimagining the mechanics of collaboration. A successful redesign requires identifying not just behavior shifts but also the underlying mindset shifts that drive sustained change.

8. Link leadership incentives to the success of the redesign. This rule has evolved from the golden rule “establish metrics that measure short- and long-term success” by emphasizing the power of tying executive incentives to the success of the new operating model. Akin to rule 4, this alignment creates a sense of shared responsibility and encourages leaders to focus on achieving the desired outcomes.

For example, if the redesign includes a shift in business units or profit-and-loss structure, ensuring that leaders are aligned with the new structure early on creates change faster than if back-end reporting and metrics come later. A global healthcare company followed this rule by reconfiguring performance management and compensation practices for its senior team. By doing so, it provided incentives for the team to leave their silos to work on behalf of the whole organization.

9. Proactively manage transition risks. This rule remains evergreen. Redesigning an organization is a major undertaking that affects potentially thousands of people and requires significant time and effort to get right. To navigate this complexity, it is crucial to anticipate, identify, and manage risks early in the process. Our research indicates that only a small percentage of respondents take a proactive approach to risk management, yet those who do are twice as likely to succeed.

A global consumer company identified risks related to business continuity, talent, and communications, putting in place a detailed set of options based on scenario planning. The company also ran “premortems” on all its major decisions to identify risks and potential blind spots.

The refreshed rules: Success by the numbers

When we analyze the impact of this evolved set of rules, redesign success jumps from 55 percent when using more than six original golden rules to 95 percent when using more than six of the refreshed set, and from 59 percent when using all nine original rules to 97 percent when using all nine in the refreshed set (Exhibit 4).

Exhibit 4.
When companies use the full set of refreshed rules, 97 percent meet their objectives and improve performance.



The refreshed rules: Golden again

What do leaders need to start putting the refreshed golden rules into practice? When analyzed comprehensively, they reflect four broad redesign themes that leaders can pursue to increase value.

First, create alignment among leaders and decision-makers, grounded in strategy

This approach ensures that the redesign supports the business’s value creation priorities, aligning resources and accountabilities directly to strategic objectives. By tying structure to strategic vision and shifting resources to areas that drive disproportionate impact, companies can achieve their long-term goals and respond effectively to market changes.

Organizations must be rigorous about selecting leaders for roles based on business needs, not individual employee needs, and building a shared definition of success grounded in clear design principles. Focusing on leadership alignment from the beginning of the redesign creates a strong foundation for success. In some cases, we have seen executive teams write a “letter of intent” coalescing around the design aspiration and formally committing as a team.

Second, invest deeply in rewiring workflows

Fast, tech-enabled, and frictionless workflows eliminate inefficiencies and bottlenecks to allow the organization to operate at its full potential. By focusing on clear handoffs, simplified decision-making, and optimized collaboration across teams, frictionless workflows keep unnecessary delays to a minimum.

Targeted tech enablement (that is, leveraging advanced technology and tooling) can be layered onto this foundation, along with an evolved set of skills and capabilities in key roles. This approach prioritizes transparency, agility, and speed, allowing the organization to respond quickly to challenges and opportunities. The result is a more efficient and productive organization where teams can focus on delivering value rather than navigating obstacles.

Third, make significant investments in people

Building the right capabilities means equipping the organization (and its broader ecosystem) with the skills to achieve strategic goals. The focus is on addressing capability and skill gaps and fostering leadership excellence. Organizations that do this best invest in upskilling their leadership throughout the operating model redesign and make sure that incentives align with the new model before it goes live.

When people feel invested in and supported, they are more likely to embrace change, contribute meaningfully, and sustain the behaviors that drive long-term impact. This human-centered approach not only builds trust but also strengthens the organization’s ability to adapt and thrive in the future.

Finally, create a performance-oriented culture for durable impact


Healthy organizations prioritize building a performance culture, ensuring that employees feel valued, supported, and motivated. This includes aligning incentives with the new operating model and fostering behaviors that sustain impact. A human-centered approach empowers employees to embrace change. By embedding a performance-oriented culture, leaders position their organizations to adapt and thrive.

Operating model redesigns are an opportunity for organizations to realign their strategy, structure, talent, and culture to support new ways of working. Our research shows that some rules of redesign are evergreen, while others have evolved to reflect the demands of today’s dynamic business environment. These updated golden rules, which reflect leader alignment and deep investment in people and core processes, help organizations increase the odds of better performance and long-term success.


Thanksgiving travel no turkey

AAA says 90% of Thanksgiving travelers plan to drive to their destinations.
https://www.hotelinvestmenttoday.com/Forecasts/Thanksgiving-travel-no-turkey?


NATIONAL REPORT – Despite research from Deloitte predicting slower holiday traffic in the U.S., Thanksgiving is showing strength and a lot of last-minute bookings with the government shutdown over and airlines reporting smoother operations.

Amadeus Travel Intelligence data captured on November 19 suggests a busy period with U.S. air traffic up 4% year-over-year during Thanksgiving week. Amadeus’ data also shows mid-sized and secondary airports, especially in California markets, are posting 9% growth in Thanksgiving bookings.

AAA said it expects a record 81.8 million Americans to travel for the holiday this year with about 90% of those travelers planning to drive to their destinations, turning Thanksgiving weekend into one of the busiest travel periods the country has ever seen.

AAA forecasts that 1.6 million more people will travel at least 50 miles from home between November 25 and December 1 compared to last year.

Among the top 10 U.S. destinations where hotels are filling fastest for Thanksgiving week, according to Amadeus, seven are in Arizona, Florida or Hawaii.

Amadeus said Phoenix shows the strongest momentum, with departures up 3.4% and arrivals up 10.5% between November 25 and December 2, signaling renewed interest in the mild climate and outdoor attractions during the holiday season. Atlanta also shows strong gains, with departures up 5.4% and arrivals up 6.3%, cementing its role as both a key connector and a growing leisure gateway for southeastern travelers.

Resort markets in Hawaii lead the pack, with occupancy levels at 69% between November 23-29, more than double the U.S. average. Kahului, Honolulu, and Waikoloa are the strongest performers.

Elsewhere, Sedona in Arizona is the most popular destination this Thanksgiving, while Page (home of Lake Powell and near Glen Canyon Dam) sits at number nine. Florida’s Gulf and Atlantic coasts show similar momentum, led by destinations such as Key West and Key Largo.

Amadeus also reported that the beaches and islands are filling fast, but rate increases remain modest. While most top destinations are slightly more expensive than last year, a few key markets like Kahului and Key West are cheaper.

Post-Thanksgiving weekend shows strength in college football towns with Auburn, Alabama (+$214); Ann Arbor, Michigan (+$145) and Norman, Oklahoma (+$129) seeing sharp jumps in ADRs.

All of this data comes after Deloitte reported that for the first time in at least five years, more than half of surveyed Americans plan to take trips between Thanksgiving and early January, but most of that increase comes from people staying with friends and family rather than in paid accommodations.

However, Deloitte noted that the signs of softness don’t stop there, as planned trip length and frequency, as well as travel budgets, are all down compared to 2024. With fewer trips and more conservative spending, travel providers could see a weaker winter in key metrics, including airline load factors, hotel RevPAR, and activity bookings.





DUHC&S | Strategic Hospitality Consulting & Advisory

We transform hospitality and tourism businesses through strategic solutionsoperational efficiency, and comprehensive renovation. With over  40 years of experience  working with brands like Hilton, Hyatt, Sheraton, and Sonesta, we enhance asset value and profitability through:

*Operational excellence and brand standards (GSI +90%)
*Market penetration and commercial strategies
*Key partnerships and disruptive innovation
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✅ +120% asset valuation growth
✅ Successful projects across 6 Latin American countries

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