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Morning Briefing for pub, restaurant and food wervice operators

Fri 14th Feb 2025 - Friday Opinion
Subjects: The Trump brand: when controversy becomes currency, time at the table, skills for life: how apprenticeships are shaping hospitality careers, the power of history
Authors: Jemima Bird, Glynn Davis, Lisa Charles-Jones, Phil Mellows

The Trump brand: when controversy becomes currency by Jemima Bird

In the traditional playbook of brand management, controversy is typically seen as something to be avoided – a potential crisis that requires careful navigation and damage control. But what happens when controversy itself becomes the brand strategy? The Trump brand presents a fascinating case study of this unconventional approach, challenging conventional wisdom about reputation management in the digital age.

In today’s digital landscape, algorithms favour engagement above all else. While most brands carefully craft messages to avoid polarisation, the Trump brand has consistently leveraged divisiveness to maintain unprecedented visibility. Every controversial statement or action generates millions of interactions across social media platforms, keeping the brand consistently at the forefront of public consciousness. This approach presents a stark contrast to traditional reputation management strategies. While most brands follow a careful path of measured responses, balanced messaging, broad appeal and risk mitigation, the Trump brand instead embraces provocative statements, polarising positions, targeted messaging and risk amplification.

What makes the Trump brand particularly interesting is its relationship with authenticity – a crucial element in modern branding. While traditional reputation management emphasises careful message crafting and strategic response to controversy, the Trump brand has maintained a perception of authenticity through consistent inconsistency. The brand voice remains unchanging, even (and especially) in the face of controversy, creating a unique form of trust with its core audience. This raises interesting questions about traditional reputation management strategies. While most brands follow the conventional wisdom of acknowledging mistakes, showing contrition, promising change and implementing improvements, the Trump brand often doubles down on controversial positions, attacks critics, reframes narratives and mobilises its supporter base. 

There are, I believe three important lessons for brand strategists to reflect upon: Firstly, algorithm understanding. The Trump brand demonstrates deep understanding of how social media algorithms work. Controversy generates engagement, engagement drives visibility and visibility maintains relevance. In an attention economy, this creates a self-sustaining cycle of brand awareness. Secondly, audience segmentation. Rather than trying to appeal to everyone, the brand accepts and even encourages polarisation. This creates incredibly strong bonds with core supporters while accepting complete alienation of opponents – a high-risk, high-reward strategy. And thirdly, consistency in controversy. While the content may be controversial, the brand voice remains consistent. This creates a form of reliability that supporters can trust, even when (or especially when) facing criticism.

This strategy raises important ethical questions for brand managers. While the approach has undeniably been effective in maintaining brand visibility and core supporter loyalty, it comes with significant costs: societal polarisation, erosion of traditional discourse norms, challenge to conventional truth metrics and impact on democratic institutions. The Trump brand approach forces us to reconsider traditional approaches to reputation management. While most brands shouldn’t adopt this high-risk strategy, elements of it deserve analysis: algorithmic awareness – understanding how digital platforms reward engagement; authentic voice – maintaining consistency even during controversies; core audience focus – sometimes accepting polarisation for stronger supporter bonds; and strategic controversy – recognising when conventional wisdom about brand safety might be wrong.

The contrast between traditional reputation management and the Trump brand approach becomes particularly stark when we examine established crisis management frameworks. Let’s analyse this through the lens of the atypical five strategic steps to reputation salvage. Firstly, immediate transparency. The traditional approach is prompt acknowledgment of issues, taking full responsibility, demonstrating understanding and respectful communication. The Trump brand approach is immediate counter-narrative, rejection of responsibility, reframing of issues and aggressive communication stance. Secondly, there is deep listening. The traditional approach is comprehensive sentiment analysis, direct community engagement, structured feedback mechanisms and actionable insight generation. The Trump brand approach here is selective audience listening, rally-style engagement, social media monitoring and base sentiment prioritisation.

Thirdly, there is concrete action. The traditional approach is quantifiable correction strategies, internal protocol implementation, transparent improvement plans and organisational change demonstration. The Trump brand approach is immediate counteractions, loyalty reinforcement protocols, alternative narrative development and base-energising initiatives. Fourthly, rebuild trust. Here, the traditional approach is core value alignment, maintained transparency, empathetic communication and progress demonstration. The Trump brand approach is base trust reinforcement, selective transparency, combative communication and victory narrative maintenance.

Finally, there is long-term management. Here, the traditional approach is proactive communication strategy, regular brand voice audits, diverse representation and cultural competency training. The Trump brand approach is reactive engagement strategy, consistent brand voice maintenance, core audience focus and cultural division leverage. These comparisons reveal how the Trump brand has essentially created an alternative crisis management framework that, while opposing traditional best practices, has proven remarkably effective for its specific goals and audience.

The Trump brand represents either a brilliant adaptation to modern media dynamics or a cautionary tale of short-term engagement at the cost of long-term brand health – perhaps both simultaneously. What’s undeniable is that it has rewritten many rules of brand management and forces marketing professionals to reconsider long-held assumptions about reputation management. The key lesson might be that in an age of algorithmic content distribution and extreme polarisation, traditional reputation management strategies need careful reconsideration.

While few brands should or could adopt the Trump approach wholesale, understanding its mechanics should become crucial for modern brand managers. Whether this represents progress or regression in brand management theory remains debatable, but its impact on the field is undeniable. As we move forward, brands will need to find their own balance between engagement and responsibility, controversy and consensus, immediate impact and long-term sustainability.
 
A recent article in The Guardian discussed how, 200 years after its creation, Hokusai’s The Great Wave off Kanagawa has become the defining image of our era. As Sarah E Thompson, curator of the Hokusai: Inspiration and Influence exhibition at Museum of Fine Arts Boston, poignantly asks: “Are you a pessimist or an optimist? Who are the men in the boats? Will they make it? It’s a landscape, but it’s not just a view.” 

As the dawn of a second Trump term commences, brand managers find themselves in those same boats beneath the great wave of disruption. Some will see only the threatening surge of chaos, while others will recognise the opportunity to harness its momentum. The true test of modern brand management isn’t just surviving the wave – it’s understanding how to navigate it. Whether this represents progress or regression in brand theory remains debatable, but one thing is certain: those who can read these waters while maintaining their course will define the future of brand management in our algorithm-driven age.
Jemima Bird is the founder of Hello Finch, a strategic brand and marketing agency for entrepreneurial businesses. She is also a former non-executive director of The Revel Collective and ex-marketing director at Tragus Group, which previously operated Café Rouge and Bella Italia. This article first appeared in Propel Premium, which is sent to Premium subscribers every Friday. Companies can now have an unlimited number of people receive access to Propel Premium for a year for £995 plus VAT – whether they are an operator or a supplier. The single subscription rate is £495 plus VAT for operators and £595 plus VAT for suppliers. Email kai.kirkman@propelinfo.com to upgrade your subscription.

Time at the table by Glynn Davis

When considering the options for a forthcoming dinner in York, the frontrunner was the highly-rated small plates restaurant Skosh, which a friend has been perennially pushing me towards on my previous visits to the historical city.   
 
Alas, I have yet again decided to forego it and instead will be making a first visit to Legacy in The Grand hotel. On previous trips, Skosh has been skipped in favour of Tommy Banks’ Roots Restaurant and The Bow Room Restaurant at Grays Court Hotel. Apologies to the guys at Skosh. I promise it’s a priority next time I’m in York. 
 
I know it might be increasingly unfashionable, but I’ve selected these other places above Skosh primarily because they offer lengthy tasting menus. This is not because of a particular taste for this style of dining, because in many ways, they overtake the whole occasion with constant server interruptions. The reason is because they buy me that most valuable commodity – time. 
 
Such menus ensure that when dining with my mother, we can – without any pressure to leave the table and being harried to finish up – stay for at least three hours. Some places such as Ynshir in Wales take things even further, with a 30-course marathon that requires five hours. Clearly these places don’t come cheap, but the way things are going, the dining out experience at all levels will be increasingly around customers paying for their time at the table.
 
I have no real idea how long Skosh would have allowed me to keep my table (it’s not stipulated), but I recognise from its small plates menu, the style of the venue and the competitive pricing that I would not be buying into its model if I thought I could stretch things out and keep my table for three-plus hours on a busy Friday evening. The place would no doubt go bankrupt accommodating such demands, and I understand this. 
 
With the increased costs involved in running restaurants and other hospitality businesses, the calculation of how much time a table can be given to customers will be a primary consideration for a growing number of establishments. Well regarded seafood restaurant Orasay in west London has experienced costs having more than doubled across the board, and has therefore switched its whole model.
 
Owner/chef Jackson Boxer has moved it from two people typically ordering eight or nine small sharing plates and spending three hours for a bill of £60 per head. The new regime, named Dove, is based on a two-course model with a lower spend of £50 per head, but the key is that diners stay for 90 minutes so customer throughput can be boosted. A simple calculation shows Dove has increased revenue per minute for each diner from 33p to 55p. 
 
I’ve reported in a previous column that such a sales-per-seat-type metric was adopted by renowned Chicago restaurant Alinea and its sister outlets, with its former owner using the data from the booking system Tock that he’d created. This was overlaid with point-of-sale data to enable the viewing of this metric by the hour and day of the week. Rather than enforcing rigid table time allocations, the system highlighted whether tables should be turned more quickly at certain times of the week or if the focus should be on temping customers to increase their spending.  
 
A recognition by both operators and customers of the value of table time in hospitality venues will become increasingly important. Operators will have to focus more intently on the sales per seat hour/minute they are generating, and diners will have to understand that to commandeer a table for a certain length of time might require greater spending. 
 
Such situations can be very delicate to negotiate. This is already becoming apparent in the coffee bar space. Cajoling laptop-wielding customers to buy another coffee is becoming increasingly important to café owners, who must leverage value from their tables in today’s challenging environment. Starbucks is currently fighting its corner as it reverses a previous arrangement where people could linger in its venues without spending any money whatsoever.
 
The rising costs associated with running hospitality venues is changing the rules of the game, and everybody will have to acclimatise to the fact that in all parts of the food chain, time is (increasingly more) money. 
Glynn Davis is a leading commentator on retail trends

Skills for life – how apprenticeships are shaping hospitality careers by Lisa Charles-Jones

As National Apprenticeship Week draws to a close, I’m taking an opportunity to reflect on how this year’s theme – skills for life – couldn’t be more relevant for the hospitality sector. Few industries offer the same breadth of opportunity, from kitchen teams crafting unforgettable meals to maintenance teams keeping accommodation in top condition.

And yet, one of the biggest challenges the sector continues to face is attracting and retaining talented team members. Having a strong product or service is one thing, but without engaged, well-trained staff to bring it to life, even the best hospitality offering will struggle.

Apprenticeships are part of the solution to overcoming this challenge. They are long-term commitments to upskilling teams, empowering them with knowledge and giving them clear career paths within the business. We see first-hand the impact apprenticeships have, not just on individuals, but on the wider business.

Apprenticeships provide structured learning, hands-on experience and nationally recognised qualifications. They also help to challenge outdated perceptions about hospitality jobs being short-term or lacking career progression. The reality is quite the opposite – this industry offers some of the most dynamic and rewarding career paths out there.

Within companies like ours, there is such a wide range of jobs and skills across the board. At Parkdean Resorts, we have a variety of apprenticeship programmes including the Kitchen Academy, Leadership Academy and Maintenance Academy. Each one has three levels designed to get the best out of our people, no matter their age, level of experience or job role. In addition to teaching practical skills, the programmes develop life skills such as English, mathematics and communication, and build wider awareness through topics including safeguarding, equality, diversity and inclusion.

Our people can take on an apprenticeship at any level, from junior to manager, and take the skills they learn with them through their entire career. And the company loyalty it inspires in people shows – 90% of our general managers, 75% of our assistant general managers and 73% of our complex managers have been promoted internally. This isn’t by chance – it’s the result of continual investment in training, mentorship and a belief that our people define who we are. If more hospitality companies adopted this approach too, in time, I’m hopeful staff retention could improve across the industry.

Learning for all levels
It’s important to squash the misconception that apprenticeships are only for junior team members. You’re never too far along in your career to learn new skills, and retention is just as important as attracting new talent. Offering apprenticeship qualifications for all levels is a fantastic way to keep staff invested.

These team members can then become champions for training and development within the company. One of our holiday park general managers, Alex, recently became our first team member to complete a Level 5 apprenticeship. He started working with us in 2020, began a two-year operations management apprenticeship in 2022 and finished with a distinction grade. The experience led him to join the Institute for Apprenticeships and Technical Education apprenticeship panel, representing the hospitality industry in policy discussions and promoting apprenticeships as both a route into employment and a way to gain further experience and accelerate career progression while on the job. He now inspires team members to follow in his footsteps – seven members of Alex’s team are currently on apprenticeships.

Force for change
Alex and representatives from our learning and development team were proud to attend the Hospitality Apprenticeship Showcase at the House of Commons this week, showcasing the value of hospitality apprenticeships to MPs. It is pleasing to see that government agree on the importance of such schemes, and we welcome the plans it has announced this week to ease entry requirements to boost the number of apprenticeships offered per year.

As a business, we’re taking our commitment even further this year with the relaunch of our Kitchen Academy apprenticeship programme as Best in Kitchen. This enhanced programme introduces three newly structured tiers for chefs at different experience levels, with set cohort enrolment and graduation dates. By creating a more structured pathway, we’re making it easier for aspiring chefs to see a clear route for development and progression.

Closing thoughts
Hospitality is built on people. As an industry, we must continue investing in apprenticeships – not just for the short-term benefits, but for the long-term sustainability of our workforce. Skilled, engaged teams lead to better customer experiences, stronger businesses and a more vibrant industry overall.

As we look ahead to the rest of 2025, I hope to see more hospitality leaders prioritising apprenticeships, creating opportunities and helping shape the next generation of industry professionals. Because the best investment any business can make isn’t in products or services – it’s in people.
Lisa Charles-Jones is HR director at Parkdean Resorts, the holiday park operator with 66 award-winning holiday parks across the UK, welcoming more than three million holidaymakers annually

The power of history by Phil Mellows

As a schoolboy, I never cared much for history. After all, by definition, it has already happened. Not much you can do about it. When I saw the Henry Ford quote, “history is more or less bunk”, I was delighted to discover I wasn’t alone. Unfortunately, we were both wrong. My error plagued me at university (well, okay, polytechnic), where a lecturer went so far as to tell me to my face that I was “a meagre historian”. That stings. So, when another lecturer recently described me as “a pub historian”, I was, to say the least, pleasantly surprised.

Part of the reason for the turnaround is that when you have been around for an increasingly large part of it, when you were there, you realise history is still alive. I was, for instance, first in the queue at the HMSO bookshop in Holborn to pick up a copy of the 1989 Beer Orders on the day it was published. By itself, that doesn’t make me an expert, but it gave me a perspective on the significance of that moment in shaping the pubs and brewing industries we have today.

While nostalgia is sentimental and squishy and never leaves the past, a true grasp of history tells us about now, and our possible trajectory into the future. Businesspeople like Henry Ford miss this in their relentless focus on what’s coming next. Burton upon Trent is an illustration of what can go wrong on a town scale. It ought to be British brewing’s greatest treasure, the home of IPA and the hub of global exports in the 19th century, when more than 30 breweries flourished there.

I’ve been there many times since working for Bass, the most famous of those breweries, in the 1990s. It was never the most glamorous destination, and I can’t remember it not raining. But it did have the Bass Museum, modestly billed as the biggest tourist attraction in east Staffordshire, with its bars and function spaces as well as what became a repository for artefacts and documents from other breweries as they closed.

Molson Coors, which ended up with what became the National Brewery Centre in the break-up of Bass at the turn of the century, shut it down in 2022. Burton’s special status might have been forgotten in the name of Henry Ford-style hard-nosed business. But the good news is that the archives, some 500,000 items, were saved by the dedicated band of individuals in the National Brewery Heritage Trust (NBHT) and stored in new premises in Station Street.

According to Harry White, a former Bass man and chair of the NBHT, talking to Burton beer historian Ian Webster for the latter’s informative blog, the next step is to create a tourist experience at the splendid grade II-listed Bass House in High Street, “providing an immersive, mixed media public walk-through tour explaining the heritage and impact of the UK brewing industry through the centuries”.

Exciting stuff, and it may not stop there. Stephen Gould, who stepped down as managing director of Everards Brewery at the end of last year and who is a proud Burtonian himself, was, when I spoke to him last, planning a project that will bring the benefits of tourism to the whole town. A new Brewery Heritage Centre could become the anchor attraction that will deliver a huge boost for hospitality, and especially for Burton’s pubs.

They are already a draw for many beer lovers thanks to an annual Ale Trail, organised by Ian Webster, and a contest to find the best pint of Draught Bass. But there is much more potential to get people on the train from Birmingham, Nottingham or Derby. Visitors will love the Coopers Tavern, once a favourite of brewers working for Bass across the road and now a mini-museum for one of the world’s most famous brands where you can drink it straight from the cask – even though the pub is now owned by another brewery, Joule’s.

Significantly, the latter’s owner, Steve Nuttall, used to be a marketing manager at Bass. And it gets better. By the broad banks of the River Trent, where you can now take a pleasant stroll through the meadows, the 17th century Burton Bridge Inn and its on-site brewery are enjoying a fresh lease of life. 

Beer writer Pete Brown tells the full, convoluted story in a recent piece for online magazine Pellicle. To sum it up, the pub is now home to the Brewery Heritage Centre’s one-time brewing operation, which is delving into the archives to recreate some amazing beers from the past alongside the Burton Bridge range.

Their palates perhaps jaded by a succession of hop bombs over the past decade and a half, craft beer folk are now really into heritage recipes, and they couldn’t find it in a more appropriate location to drink them. History is back in fashion.
Phil Mellows is a hospitality industry commentator

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