What happens when mistakes aren’t tolerated?
Your team stops trying. Ideas are stifled, innovation disappears, and the only goal is to avoid failure—at any cost. On the surface, a “perfect” team may seem productive, but dig deeper, and you’ll find a culture paralyzed by fear.
On the flip side, when mistakes are expected, examined, and turned into opportunities, you unlock something extraordinary: growth, creativity, and progress.
In any organization, there are always people who resist change. As leaders, we need to navigate these moments with a focus on building a culture of psychological safety—a place where people feel safe to voice ideas, concerns, and even mistakes without fear of negative consequences. One effective strategy for addressing resistance is the “Three Cs”: Curiosity, Compassion, and Commitment.
When you encounter resistance, start by asking questions with genuine curiosity. Avoid assumptions, and instead, seek to understand where the other person is coming from. Listen actively and respond thoughtfully. Curiosity shows respect and conveys that the person’s thoughts and concerns matter. It’s about fostering a dialogue, not a debate. By staying curious, we create a space where people feel heard and valued.
Next, approach the situation with compassion. Try to understand the root causes behind the resistance. Is it fear of change? Past experiences that haven’t gone well? People are more likely to be open if they sense empathy. When we demonstrate compassion, we’re not just resolving a specific issue—we’re strengthening our relationships and building a foundation of trust.
Finally, show your commitment to the goals you’re aiming to achieve. Displaying excitement and dedication to the work is contagious, and often, resistance melts away when others see your genuine enthusiasm. Commitment isn’t about pushing a personal agenda; it’s about inspiring others to come along because they see the bigger picture and understand the purpose behind it.
Why the Three Cs Matter
These three approaches—Curiosity, Compassion, and Commitment—are powerful tools for overcoming resistance and driving cultural change. They remind us that as leaders, we hold the power to influence the organization’s journey towards a more inclusive and psychologically safe environment. By embodying these values, we can encourage even the most resistant individuals to become part of the team’s forward momentum.
Final Thoughts
The next time you’re confronted with resistance, remember the Three Cs. Approach the conversation with curiosity, show compassion for the person’s perspective, and demonstrate your commitment to positive change. Not only will you likely find a way forward, but you’ll also contribute to a culture where people feel safe, respected, and motivated to bring their best to the table.
Leadership is not just a role; it is a profound responsibility and privilege. The influence a leader wields can shape the trajectory of not only their organization but also the lives and careers of their team members. This concept, highlighted by Warren Bennis in the quote, “Leadership is a privilege. When you are in a leadership role, your influence may affect the trajectories of someone’s entire career and often their lives,” reminds us of the weight that leadership carries.
Leadership extends beyond managing tasks and achieving goals. It involves shaping the environment in which your team operates, guiding their development, and inspiring them to reach their full potential. A leader’s actions, decisions, and even their demeanor can leave lasting impressions on those they lead, influencing their career paths and personal growth.
Leadership doesn’t end when the workday is over. The best leaders understand that their actions, whether in the boardroom or outside of work, can affect how they are perceived and how their team members feel. Leadership is a continuous journey of learning, self-improvement, and commitment to others. It is a privilege that should never be taken for granted.
By embracing the responsibility that comes with leadership, you can create a lasting, positive impact on the lives of those you lead. Whether it’s through mentoring, empowering, or simply being a positive role model, your influence as a leader has the power to change lives.
In Conclusion: Leadership is a privilege and a powerful force for good when approached with the right mindset. As leaders, it’s important to recognize the impact we have on our teams and to use our influence to foster growth, inspire action, and create a positive, supportive environment. The legacy of a great leader is not just in the success of their organization but in the success and development of the individuals they lead.
Credits: This blog post was inspired by the insights shared by Leadership First and the timeless wisdom of Warren Bennis. For more on this topic, you can explore the original post here.
Self-awareness is a cornerstone of effective leadership. It involves understanding your strengths, weaknesses, emotions, and the impact you have on others. Leaders who cultivate self-awareness are better equipped to navigate the complexities of their roles, foster genuine relationships, and inspire their teams. This blog post explores the importance of self-awareness for leaders and provides actionable strategies to enhance this critical skill.
Self-awareness is not a destination but a continuous journey of growth and improvement. By actively cultivating self-awareness, leaders can enhance their emotional intelligence, make better decisions, and build authentic relationships with their teams. As you strive to become a more self-aware leader, remember that the journey is just as important as the destination.
Credits: This blog post is inspired by insights shared by Ben Meer on LinkedIn. For more on the topic, check out Ben’s original post here.
In the professional world, accountability is essential for both personal growth and organizational success. The Accountability Ladder, a concept developed by Bruce T. Gordon and popularized by various thought leaders, serves as a valuable framework to understand and improve accountability in the workplace.
The Accountability Ladder is comprised of eight levels, each representing a different mindset and degree of responsibility:
Leaders and organizations can use the Accountability Ladder to foster a culture of responsibility and growth. Here are some steps to implement it effectively:
Climbing the Accountability Ladder is a journey from passive to proactive behavior, transforming individuals and organizations alike. By embracing this framework, we can cultivate a culture of accountability that drives success and innovation.
Credits: The Accountability Ladder concept has been explored and elaborated by various experts, including Bruce T. Gordon, as well as featured in resources like the Niagara Institute and ThinkDev. For more detailed guidance and applications, these sources provide comprehensive insights into building accountability in leadership and organizational practices.
In the dynamic world of hospitality, motivating employees is crucial for maintaining high levels of service and ensuring guest satisfaction. Employees can generally be categorized into various types based on their performance and engagement levels. Here’s a comprehensive guide on how to motivate each type, along with what to do and what not to do.
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Understanding and addressing the unique needs of different types of employees in the hotel industry can lead to a more motivated and effective workforce. By implementing tailored strategies, you can enhance performance, foster loyalty, and create a positive work environment that benefits both employees and guests.
Working with a great leader can be a transformative experience that enhances your professional growth and overall job satisfaction.
Here are signs to help you recognize if you’re fortunate enough to work for an exceptional leader:
In summary, working for a great leader can significantly impact your professional journey. If you see these traits in your leader, you’re likely in an environment that fosters growth, respect, and success. These principles are essential in creating a workplace where everyone thrives.
Leadership in the hotel industry is a dynamic and challenging role, one that requires a balance of strength and vulnerability. It is easy to fall into the trap of thinking that leaders must always be in control, confident and unshakable, but the truth is that leaders are human too and they have bad days, just like anyone else. As a leader in the hotel industry, I have learned that it is important to be transparent and honest with my team, and to not be afraid to show my vulnerability.
One of the key responsibilities of a leader is to support and empower their associates. This means being available to listen and offer guidance, being willing to admit to their mistakes and actively working to create opportunities for personal and professional growth. A leader who supports and empowers their team members, creates a culture of trust and respect, which in turn allows for better communication and collaboration.
For example, early on in my career, I made a decision that ended up having a negative impact on my team’s performance. I was eager to prove myself and make a positive impact, so I implemented a new system for scheduling shifts without consulting all team members or getting their input. The system was confusing and difficult to use, and it led to a lot of mistakes and confusion among my team members.
Being a new manager, I was not aware of the consequences of my actions, and I quickly realized the negative impact of my decision. I immediately apologized to my team for my mistake, and acknowledged that my decision had affected their performance negatively. I took the time to listen to their feedback and to understand their perspective on the situation.
I then worked together with my team to develop a plan to improve the situation. We made changes to the scheduling system and provided additional training to my team members, to ensure that they were better equipped to use the new system.
I also recognized that my lack of consultation and lack of understanding of my team members perspective led to this poor decision, and I made sure to involve them more in decision-making processes and to better understand their perspective, so that I could make better decisions in the future.
From this experience, I learned that as a new manager, it’s important to involve my team members in decision-making processes and to understand their perspective on a situation before making a decision that affects them. I also learned that it’s important to take responsibility for my mistakes and to work with my team to find solutions to problems that arise from my decisions.
Being a leader also means being able to cope with stress and uncertainty. This means taking care of one’s well-being and being able to manage one’s time and energy effectively. A leader who takes care of themselves is better equipped to take care of their team and to lead by example.
It’s also important for leaders to lead by example and to be role models for ethical and responsible behavior. This means being transparent, accountable and fostering a culture of transparency and accountability. This not only helps to create a positive work environment but also helps to establish trust and respect with stakeholders.
In conclusion, being a leader in the hotel industry is a challenging role, and it is important for leaders to have a balance of strength and vulnerability. Being allowed to not be perfect means that leaders can support and empower their associates, create opportunities for personal and professional growth, take care of their own mental and emotional well-being, and lead by example.
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When it comes to providing exceptional service to guests, the hotel industry relies on the power of teamwork. From the moment a guest books their stay to the moment they check out, the staff at a hotel plays a crucial role in ensuring that their experience is memorable. And while individual employees may have their own areas of expertise, it’s the collaborative efforts of a team that truly make a hotel run like a well-oiled machine.
But why is teamwork so important in the hotel industry? Here are a few reasons:
So, how can hotel management foster a culture of teamwork within their organization? Here are a few tips:
In conclusion, teamwork is essential for the smooth operation and success of any hotel. By fostering open communication, a positive work environment, and opportunities for team-building, hotel management can create a culture of collaboration that benefits both the hotel and its guests.
I was taken with the food and service of Maison Kayser and can strongly recommend you trying it for lunch or dinner, or just to pick up some delicious pastry and bakery, but I was deeply impressed by her performance in managing the soft-opening and the many challenges that come with it. Most leaders in the making have a hard time evolving from being a micro-manager to delegating things to their employees, and letting go of control to empower and grow those around them. She graciously did the introduction, ensured we settled in well, and stepped back to let her people take over and be in control. A successful evening and a leader by heart! Continue reading Maison Kayser’s New Opening And A Friend’s Journey to Leadership Working in the hotel industry just like any other service industry it’s all about people, it’s about one person respecting another person.
It’s about people trusting each other, because if there is no trust between people, efficiency and productivity will go down to zero.
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So how do you get people to like you, or better yet, how do you get people to want to work with you and for you? And I am not talking about a popularity contest, I am talking about respecting another person, respecting his or her values and beliefs. Continue reading How Do You Get People To Like You
‘Excuse me? I am running around the entire day putting out fires and getting things done!’ This would have most likely been my response to above statement just two years ago when working more than 12 hours a day and seven days a week. Two years ago I honestly believed that I added value every minute of all those extra hours worked.
As Tim Ferris describes it in The 4-Hour Workweek ‘Being busy is a form of laziness – lazy thinking and indiscriminate action’, and what this means is that being busy is only a sign of not being able to prioritize tasks and being able to focus on the important stuff.
You are eager to get promoted and move on to the next step. You are constantly comparing yourself to your peers, are impatient about your own job situation and cannot wait for something exciting in your career to happen. You want to get promoted!
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Every once in a while when your personal life calms down a little and work isn’t as busy for a change, you’ll get the feeling that it’s time for something new… that you’re standing still and that something new and exciting needs to happen for you! Continue reading How to Get Promoted in 3 Steps
Giving and receiving feedback can be a gift, as it can help you build or strengthen a relationship, if done right, or it can damage a relation, or be career hindering and de-motivating.
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When receiving feedback our potential concerns are that we fear criticism or our reaction to feedback and that we are nervous about having to hear something that might make us feel uncomfortable. When giving feedback we could fear that we hurt the other person’s feelings or that the other person might get defensive… and just like when receiving feedback, we could be nervous about giving it. Continue reading How To Make Feedback Effective
Congratulations on being the CEO of what should be the most important corporation for you, congratulations on being the CEO of ‘You’! Understanding yourself as a business, that requires planning, investment and exercise is the foundation for a balanced and fulfilling professional and personal ‘career’.
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Is work-life balance a loanword in hospitality?
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I took me about eight years to understand the importance of work-life balance in hospitality and that it’s not just a myth. Continue reading Who Else Wants to Achieve Work-Life Balance in Hospitality?
Getting a review can help you develop and grow or be a complete waste of time for you and your boss.
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I remember getting my first reviews and I was eager to receive ‘exceed expectations’ for every single one of them without understanding the true importance of it. I must have received over ten excellent reviews since the beginning of my career until about four years ago when my boss at that time gave me a ‘met expectations’ only on my review, and went on to tell me that he believes in me and wants to help me to get better. He tried to explain to me the true value of a good review and that it’s not just a process for him. Continue reading How to Make the Most Out of Your Review
You’re conducting the daily pre-shift meetings and your employees cannot stop complaining about the other departments and venting their frustrations. You feel that the lack of trust between your departments makes progress and greatness impossible. No matter how well you’re trying to explain how the other departments work and what their challenges are, your employees don’t want to hear you.
If this sounds familiar to you, cross-training is the right solution for you! Continue reading 8 Reasons Why You Should Start Cross-Training Now
Your bubble is your worst enemy! I am talking about your bubble of comfort, or simply put your comfort zone.
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This is the place that you feel most comfortable, and it’s the area where you know exactly what to do and what not to – chances for you to make mistakes are very small, if you just remain there! Continue reading If You Want to Grow Fast, Step Out of Your Bubble!
‘The Big Rocks’ theory is by far one of my favorite lessons in leadership, and it took me some time to really understand. I am sure that you must have heard about this story in some way shape or form before, but there is a difference between just hearing and understanding it, and truly believing in it.
My boss loved to tell me his lessons in leadership in vivid stories, some of them made sense right at the beginning, some of them needed lots of fine tuning, and some are better off never told again.
Regardless of how busy I thought I was in my role as housekeeping manager in a unionized property putting out the fires of the day to day while making everyone happy in being always responsive and helpful, my boss reminded me at the end of each day that I accomplished nothing, as I did not do anything to make anything better for the next day. He said that I was so focused on the small rocks that I could not possible take care of the big ones.
Image courtesy of dan at FreeDigitalPhotos.net Continue reading Take care of the Big Rocks first
