Keeping track of the latest trends in eating, drinking, management, money, staff and trends in the restaurant, cafe, hotel and club industry. Is that enough?
Charlene Li shares her thoughts on the essential features and value of 'Open Leaders'. To explain the concept, she puts people in the (familiar) 2x2 matrix, with Collaborative or Independent on one axis, and Pessimist or Optimist on the other. Simple matrixes like this are effective because they engage both visual and traditional readers, even if there's a risk of over-simplification.
These give 4 different types of leaders:
Cautious Tester (a Collaborative Pessimist)
Worried Sceptic (an Independent Pessimist)
Transparent Evangelist (an Independent Optimist)
Realist Optimist (a Collaborative Optimist)
Here's a short video in which she explains the model:
YouTube has an ambitious project underway for 24 July: film what's happening in your life, and contribute it to a movie (like a time capsule) being produced by Ridley Scott. Sounds great, and most cameras and phones can record video.
Kevin McDonald, the director, asks us to focus on several topics: What do you fear; What do you love; What makes you laugh; and finally, film what's in your pocket.
But there's something simpler that could be done - using those themes, take lots of photos of the 'Life in Your Day' at your restaurant, cafe, bar, school or wherever, then choose the best 50 or so and put them together into a slide-show movie with a sound track.
Apple's iMovie, Windows Moviemaker or the free online service Animoto can do this in a snap, and there are keen staff who would love to assist. Start with waking up, opening up, staff arriving, first customers, cooks at work, grumpy delivery drivers, mistakes and laughter, lots of emotions...right through to closing and putting the bins out. Encourage people to use their phones for spontaneous pictures, and share some cameras around. Have everyone lined up showing what's in their pockets! Offer your own prize for best or funniest picture. And remember one of the rules for successful digital photography: take 20 pictures and throw away 15, keeping just the best. Contribute to the competition, and add it to your own YouTube channel - if you don't have one, here's a great way to start!
Here's Kevin McDonald talking about his vision for the movie:
Interesting comments from recruiter Harry Joiner, about what's expected of managers/leaders in his area of ecommerce. 'Now more than ever...to teach is to lead. You can't just hit home runs while being a lone wolf in the clubhouse. You gotta raise the batting average of everyone in your dugout.'
Great leaders don't care where good ideas come from. They don't let their egos prevent them from learning from any source--outside their industry or below their hierarchical level. The ability to teach begins with what we call a "teachable point of view," a set of ideas, values, and ways of energizing people that can be articulated and put into action.
How about raising these ideas next time you're interviewing for a senior position?
Most people find it easier to change the subject, make up a story or just never reply... they can't say No.
No Thanks, No Way, Not Now or Not Interested. Their lack of courage (is it anything else?) or desire not to 'hurt feelings' means the rejection hangs around to sour relationships and future communication.
I saw this again with a young neighbour waiting and waiting to hear about a job application. Obviously they weren't getting the job, and they are still learning about the cold-hearted world of recruiting. Meanwhile, young managers watch and learn as their superiors demonstrate how to twist and turn, avoid, hide and generally take the coward's way out.
A few other examples - care to share more?
We'll get back to you after everyone has looked at the report
I will let you know if a position becomes available (your skills aren't what we want)
We haven't decided yet (we have, but your price was too expensive)
......................(silence - never hear back from them)
I'll ask the manager to ring you when she's made a decision
Anything but utter a clear, unmistakable, final negative.
If you're assuming that a tough economy will make recruitment and retention easier, think again...
A new study by Leadership IQ reports that 47% of the high performers surveyed are actively seeking another job. But the news gets worse: only 18% of low performers and 25% of middle performers are actively looking. The best talent will always have options...
News about a reorganisation at Microsoft describes the departure of a key executive thus, with only the most indirect acknowledgement of his ability:
"Kevin has built a supremely talented organization and laid the foundation for the future success of Windows and our Online Services Business. This new structure will give us more agility and focus in two very competitive arenas...It has been a pleasure to work with Kevin, and we wish him well in the future."
Actually, we all have to be able to spin a negative into a few cheerful phrases - like when the Head Chef is asked to leave or the GM is restructured out of the position. Learn from the best...
These words are on the employment web page of a well-known restaurant:
"If you are an experienced professional or keen to start a career in hospitality, why not apply to join our family business. We have been operating for 60 years and we are famous for our food and service."
The website as a whole is attractive, but is the term 'family business' really a plus for 'experienced professionals'?
For most it's a minus. For customers it may imply extra care and attention, but for real professionals it usually signals multiple (and confusing) lines of command and an extra layer of emotional tangles. The virtues of this place (and there are many) would be better promoted without the promise of brothers, sisters, cousins and parents. One set is enough for most people!
Starwood Hotels have just updated their recruitment site and added a special section called Perks. Nothing revolutionary, but another way to pile on the benefits and 'point of difference': hotel savings, discounted meals, product deals and partner discounts.
Little by little, decent recruitment pages are appearing on restaurant and hotel websites - here's another way to spice up the content.
Eliminate numerical goals, numerical quotas and management by objectives. Substitute leadership...a numerical goal without a method is nonsense. Where there is fear you do not get honest figures.
I'm remembering the distortions that would arise when cunning staff worked to maximise their sales bonuses at Cafe Troppo. It needed constant attention - when I combined strong direction with the bonus scheme, it worked brilliantly. When left to work on automatic by a distracted boss (me), it was not unknown for customers to be pressured into ordering things they really didn't want. Or wrong items rung up on the POS etc...
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