Hitting the Nail on the Head

How To Create Vision (Restaurant Blog Now)

Probably the hardest skill to teach, and the one of the most vital to posess, is vision. Vision requires discipline in order to generate images of what you would like to become, both professionally and personally. This is an intensive process to determine which direction you want to go, and will require a little time and effort on your part. You can have a bad week and it is okay. Your goal for that week may be in jeopardy, but that won't stop you from reaching your destination, your ultimate vision or your picture of what you will be.

If your vision is to be the top restaurant in your district, for example, you will figure out that at the present time you are not qualified to do it. The answer would be..."what do I need to do to get qualified?". Map out specific checkpoints, or goals, and stick with it. The bigger picture will outweigh the short term disappoinments. The true pro knows it is just a matter of time and preparation before they reach their destination!

*V IVID- Your visions should be so real you can touch them, and write them down. Live as if what will be, already is!

*I NSIGHTFUL- Change happens when you have a need...either active or passive. (Have to change for health reasons, or need to change because you just desire more)

*S TRUCTURED- Vision must be put on paper...it is virtually worthless if it is not. Something happens when you write it down, your visions become more concrete. Roadmap checkpoints for yourself.

*I NTENSE- You cannot have a “half-hearted” vision. Develop a positive, beautiful vision of your life, or don’t do it at all. As Pat Riley said; “You’re either in or you’re out, there is no in between!”

*O NGOING- Persistence and determination are the keys. Edison failed miserably many times before he succeeded.

*N ECCESSARY- Change is inevitable...growth is optional. Jim Rohn says," The good stuff in life they keep on the top shelf. To reach it you must stand on the books you have read." Remember that this is one of the attributes that separate the pro from the average!

Motivation- You must be creating your dream or vision for the right purpose. Zig Ziglar said "If you help enough other people get what they want, you will get what you want!"

What Constitutes Good Service? (Restaurant Blog Now)

This is a question I agonize over every time I review a restaurant. It's hard to isolate what elements are brought to the table by the server and what can be attributed to training and the house style. For example, I've had very good and very bad service at the same restaurant. In cases like that, I feel like it's the waiter that brings everything; and it becomes clear there is little training. Some people want to be "friends" with their waiters; others just want the person to efficiently deliver the food and clear the table. How a waiter approaches and chats up a table could also be part of the house style.
Ironically, two of the best service I've had recently are from restaurants on opposite sides of the food chain.

In one restaurant, the staff are there at every juncture, almost appearing like magic; they seem to know when to approach the table and when to make themselves scarce. In this case, it's clear that they are not only veterans but adhere to a certain style.

Another restaurant has a rigorous training program for its staff, and much like the Ritz-Carlton, they have a certain approachable demeanor that's consistent regardless of who is working your table.
In addition, they do special things to accommodate the guests that might not necessarily be strictly classified as service, but gives the overall effect of making the customer feel special. If guests are sharing appetizers, the waiters volunteer to split the portion. If guests are paying separately the waiter prompts the guests if it is one check or if they wish the waiter to presplit the check for the table.

I'd love to know where you've had the best service, and what made it special.

Leadership Styles (Restaurant Blog Now)

Authoritarian (autocratic)

• This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. Some of the appropriate conditions to use it are when you have all the information to solve the problem, you are short on time, and your employees are well motivated.

• Some people tend to think of this style as a vehicle for yelling, using demeaning language, and leading by threats and abusing their power. This is not the authoritarian style, rather it is an abusive, unprofessional style called bossing people around. It has no place in a leader's repertoire.

Participative (democratic)

• This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Using this style is not a sign of weakness; rather it is a sign of strength that your employees will respect.

• This is normally used when you have part of the information, and your employees have other parts. Note that a leader is not expected to know everything -- this is why you employ knowledgeable and skillful employees. Using this style is of mutual benefit -- it allows them to become part of the team and allows you to make better decisions.

Delegative (free reign)

• In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. You cannot do everything! You must set priorities and delegate certain tasks.

• This is not a style to use so that you can blame others when things go wrong, rather this is a style to be used when you fully trust and confidence in the people below you. Do not be afraid to use it, however, use it wisely!

A good leader uses all three styles, depending on what forces are involved between the followers, the leader, and the situation. Some examples include:

• Using an authoritarian style on a new employee who is just learning the job. The leader is competent and a good coach. The employee is motivated to learn a new skill. The situation is a new environment for the employee.
• Using a participative style with a team of workers who know their job. The leader knows the problem, but does not have all the information. The employees know their jobs and want to become part of the team.
• Using a delegative style with a worker who knows more about the job than you. You cannot do everything! The employee needs to take ownership of her job. Also, the situation might call for you to be at other places, doing other things.
• Using all three: Telling your employees that a procedure is not working correctly and a new one must be established (authoritarian). Asking for their ideas and input on creating a new procedure (participative). Delegating tasks in order to implement the new procedure (delegative).

Inventory Day (Movie Day)