You can license a brand. You cannot license brand discipline.

That distinction matters because growth in brand licensing concentrates pressure on the brands that can actually deliver, even at the worst of times.

This week, a market report put a number on what's at stake in brand licensing growth.

I've been thinking about it since—because I've watched that growth happen from the inside, and the number that keeps nagging at me isn't the one most people lead with.

I shared a report from GlobeNewswire: the global brand licensing market is projected to grow from $40 billion to $60 billion by 2032. Six percent CAGR. The numbers are significant on their own.

But I kept thinking about the numbers, because a CAGR is just velocity. What it doesn't tell you is where the story starts— and that context matters more than the percentage.

Historical licensing growth ran at roughly 3 to 4 percent annually through most of the 2010s. The industry reached $389.8 billion in total retail sales of licensed products in 2025, outpacing broader retail for the first time in several years. What the market is projecting now — 6.84 percent on the licensor revenue side — is acceleration, not continuation. The market isn't just getting bigger. It's changing shape and picking up speed.

That distinction matters because acceleration in brand licensing doesn't create more opportunity evenly. It concentrates pressure on the brands that can actually deliver.

From the inside.


What Marriott Taught Me About What Brand Licensing Really Means

THE HOSPITALITY MODEL

Marriott grew from roughly 3,000 properties to more than 8,000 over the last two decades. That growth wasn’t advertising. It was licensing — specifically, the franchise model, in which owner-operators pay for the right to carry the Marriott name, Marriott’s reservation infrastructure, and Marriott’s loyalty ecosystem. Each of those 8,000+ properties is a licensed brand asset. An owner-operator with their own P&L, their own staff, their own local market pressures. And by signing the franchise agreement, each of them has agreed to hold the brand to its standard.

The brand standard is the contract. Someone has to steward the contract.

What most people don't see from the outside is the infrastructure Marriott built to make that scale possible. It wasn't just a franchise agreement. It was a team of brand management leaders — people whose job was to make a brand come to life across thousands of independently owned properties, through good times when everyone showed up and bad times when the 12th floor was flooded. And do it in a way guests could fall in love with.

Those leaders were translators and advocates. They had to take what the brand meant — the promise, the standards, the guest experience, the design language, the service ethos — and make it actionable for an owner in Nashville, a GM in Tokyo, or an F&B director in Dubai who had never worked for Marriott corporate and never would. The brand had to arrive intact regardless of who held it. To reach each stakeholder, a brand leader had to understand and respect all facets of the business.

Marriott invested deliberately in those roles. Not because brand management was a nice organizational flourish, but because brand equity at scale was the product. Investors, owner-operators, and guests were all paying for the reliability of the promise — and if the promise broke at enough properties, the licensing model itself broke. And the effect cascades down: revenue falls, marketing budgets slim down, and marketing struggles.

I spent years working inside that system. And what I understand from it is this:

Brand management is not a support function for brand marketing. It is the prior condition.

A brand has to launch, arrive, and show up intact regardless of who held it last — and that doesn’t happen by accident. It requires people whose entire job is to consider every detail around how it is experienced and interpreted.

Marketing can tell a beautiful story about what it feels like to stay at The Ritz-Carlton. But if the experience doesn’t match — if the handoff from brand standard to operational reality breaks somewhere in a 500-property portfolio — marketing accelerates the disappointment. You’ve just widened the gap.

You can license a brand. You cannot license brand discipline.


THE BIGGER PICTURE

The Challenges with $20 Billion in New Licensing Activity

Brand licensing is growing because it works — when it works. It lets organizations enter markets faster, with built-in credibility and consumer trust already embedded in the name. Faster. With better unit economics. With a better shot at profitability from the start than building brand recognition from scratch.

But the same report that projects $60 billion in licensor revenue by 2032 also identifies what drives sustainable licensing success: consistent quality standards and alignment between brand identity and consumer demand.

That's not a marketing brief. That's a brand management mandate.

And here's what that spend could mean: more owner-operators, more markets, more product categories, more digital channels, more licensing arrangements that extend the brand into territory where no one has a deep institutional understanding of what the brand actually is.

More people holding the contract. Fewer people who know why it matters.

The licensing explosion Marriott navigated over 20 years — the translation work, the standards infrastructure, the brand leadership investment that made it possible to trust that a JW Marriott in Singapore would feel like a JW Marriott (not a Marriott Hotel) — is now the challenge facing brands in industries that haven't historically had to think this way. Consumer goods entering new regional markets. Tech platforms licensing their brand to hardware partners. Retail concepts expanding through franchise. Healthcare systems building brand recognition as they acquire.

In hospitality, we learned the hard way what happens when you grow the licensing footprint faster than the brand management infrastructure. The brand gets diluted. Guests notice. Owner-operators notice. Marketers can't tell a distinct or meaningful story. Eventually, the equity that made the license valuable starts to erode — and with it, the entire business case for licensing.


WHAT'S CHANGED

Tech Makes the Stakes Higher

There’s a layer to this that aggravates a problematic brand or elevates a disciplined brand.

When a brand experience breaks today, the gap surfaces in real time—on social, in reviews, and across AI answer engines, where consumers increasingly form their first impression of a brand before they ever interact with it.

Brand reputation now lives beyond advertising and word of moouth.

Brand reputation lives in the accumulated signal of consistent or inconsistent delivery, indexed and served at the moment someone asks a question.

AI systems learn what a brand is from what brands consistently do. Inconsistency isn't invisible anymore. It's data.

That means the infrastructure question — who is responsible for ensuring the brand arrives intact across every touchpoint, every market, every licensed partner — is more consequential than it was a decade ago. And it's still the question that gets answered last, if it gets answered at all.

$20 billion in new licensor revenue by 2032 is the opportunity. The organizations that capture it won’t be the ones with the most aggressive licensing deals.

They’ll be the ones who built the delivery infrastructure first.

I enjoy exploring the power of focused brand management and what it actually takes — the discipline, the roles, the organizational systems that make brand equity sustainable at scale. Good brand marketing is powerful, but it needs sustainable brand equity. Brand equity takes strategy you can execute continuously.

You can license a brand. You cannot license brand discipline. The organizations that understand that distinction — and staff for it — are the ones who will build something worth licensing in the first place.

If you're working on brand growth through licensing, franchising, or partnership — or if you're in a brand or marketing leadership role watching your organization try to grow faster than its standards infrastructure can support — I'd be glad to continue the conversation.

More in the series to follow.

Heather | Mercatus Consultancy

Brand management strategy and consulting | mercatusconsult.com

 

Article: www.globenewswire.com/news-release/2026/09/28/3369585/28124/en/global-brand-licensing-market-outlook-2026-2032-ai-digital-commerce-and-experiential-retail-drive-6-84-cagr-raising-market-value-from-usd-40-15-billion-to-usd-59-95-billion.html

Why I Finally Stopped Sighing at AI Articles (and Enrolled in a Course)

This week, I started a certificate program with Johns Hopkins University on AI Business Strategy. I got here not because it seemed like the career-savvy thing to do, but because I was genuinely exhausted by the swirl around AI. And in my professional life, I hate swirl. I’m actually pretty good at cutting through it — so it was time to turn that on myself.

I’m not an AI denier. I don’t think it’s going the way of the Palm Pilot (I had one, loved it, still not over it). But I’d grown tired of reading things that had nothing to do with my world, or that offered zero practical perspective on what any of it actually meant. My default response had become classic Gen X: show mild interest, withhold enthusiasm, and figure it out on my own terms. Don’t tell me I must do it right now.

I’ll also be honest — the climate impact of AI genuinely makes me uncomfortable, and that tension isn’t something I’ve fully resolved.

What finally pushed me forward was noticing a pattern among colleagues. Most didn’t have much direction on AI — not from their organizations, not from their industries. People were gravitating toward the same two or three tools and calling it a strategy. The people in tech and data felt relatively comfortable. Sales and marketing? Not so much.

And it turns out I wasn’t imagining it. McKinsey’s 2025 State of AI report found that nearly two-thirds of organizations have not yet begun scaling AI across the enterprise, and that progress is far from evenly distributed inside companies. Comforting and concerning at the same time. The report also found that the companies actually seeing results aren’t just adopting AI tools — they’re setting growth and innovation as objectives and redesigning how they work around it entirely. That gap between “we’re using it” and “it’s actually changing how we operate” is exactly what I want to understand — and eventually help close.

Link here to read more or skim.

The JHU program has two goals I find equally compelling: actually understanding AI — the terms, the tradeoffs, the real capabilities — and learning how to lead teams through it strategically. Not just using it, but building a point of view and communicating it clearly up and down an organization.

Less swirl. That’s really all I ever want for a team.

If you are a student in 2020, here's a pep talk and pass it on.

I might be dating myself but this is still a good case to make.

This could be your Britney Spears’ “Stronger” Moment. HERE’S HOW TO HAVE YOURS.

Brit didn’t deal with a pandemic then but in 2007, everything she knew as true and stable came to halt. Her mental and physical well-being were wrecked. She shaved her head and had to use an umbrella to make a point. Her work was on the line. But she pulled it together and we all rooted for her. If you don’t know about it – look it up because you are missing out.

She was different, yes, but she did pull off a huge Vegas residency and brought us “Work It”, which I will defend as one of the top 10 songs for any workout playlist.

I have been teaching undergrads for about five years on how to prepare for their careers, how to strategize their career and pitch a career in marketing. But teaching over the past few months during the pandemic has pushed me and my students in new directions. We have all had to reconsider and adapt in ways that students in the past 100 years have never had to do. This is an extraordinary time for everyone; but for your generation, I think it will be most impactful. You will be the generation that will write the most about this time by addressing the present experience to what the future holds. You will likely be the group to tell the stories for the longest period in history because of your memories as a young adult and how it shaped your future. And believe it or not, this is a gift and a role we need you for. We need your unusual perspective on it and your ideas that haven’t been weighed down with negative feedback, fear or fatigue. This is likely to happen again or we will likely have to at least combat another iteration of a pandemic or global health scare that affects all ways of life.

Your internships and job prospects are affected, perhaps negatively, in the short term, BUT you are likely to benefit the most from the outcomes. More jobs will be remote and more available to apply for. You might have better health and wellness benefits. You might have more training or more remote business resources available. Your phone and internet might ALWAYS be paid for.  Take heart- it will get better.

You are right to focus on the short term- your health, your well-being and finding opportunities. But think long term. Skills like video editing, written and oral communications, managing meetings or creating graphics have become even more important during this crisis. Highlight them in your resume, Linked In profile and in your interview. And take this time, if you can’t find a job or internship, to grow these. Take a quick class in video conferencing, learn Zoom, learn how to edit videos or create graphics, learn more about virtual networking. Then, mention in your interviews that you took initiative during a time of crisis to grow and prepare. It’s a fantastic interview response.

And acknowledge what you have been through. This time period of struggling through online classes, fear and possible unexpected hardships, are the most meaningful answers to those interview questions or personal essays around how you cope with challenges, deal with priorities and problem solve with limited resources. Tell your story but identify how you come through it and what the outcome was.

In a period of uncertainty and upheaval, your generation is ripe for being the most successful in learning and adapting, plus being agents of shaping the future. There are a lot of us watching and rooting for you. Personally, I am grateful that I got to teach and learn from you during this time.