Tag Archives: personal growth

Development, Leadership

The Three Cs of Confronting Resistance: Building Psychological Safety in the Workplace

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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.

  1. Curiosity: Ask Questions That Matter

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.

  1. Compassion: Understand Their Frustrations

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.

  1. Commitment: Lead by Example

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

Leadership: A Privilege with Profound Impact

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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.

The Power of Leadership

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.

  1. Mentorship and Guidance: A great leader recognizes that their team is their greatest asset. By providing ongoing mentorship and guidance, leaders can help their team members unlock their potential, build confidence, and develop the skills necessary to succeed. This not only benefits the individual but also strengthens the entire team, creating a culture of continuous improvement and growth.
  2. Empowering Your Team: Empowerment is about more than delegation. It’s about creating an environment where team members feel confident in their abilities and are encouraged to take ownership of their work. This involves trusting them with responsibilities, supporting their decisions, and providing them with the tools and resources they need to excel. Empowered employees are more engaged, more productive, and more likely to stay with the organization.
  3. The Impact of Leadership on Career Trajectories: A leader’s influence can be the deciding factor in an employee’s career trajectory. Positive leadership can inspire team members to pursue their goals, take on new challenges, and aspire to leadership roles themselves. Conversely, poor leadership can stifle growth, diminish motivation, and even lead to disengagement. It’s crucial for leaders to be aware of the impact they have and to strive to be a source of inspiration and support.

Leadership as a Lifelong Responsibility

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.

Development, Leadership

Cultivating Self-Awareness in Leadership: A Path to Authenticity and Growth

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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.

Why Self-Awareness Matters in Leadership

  1. Improved Decision Making: Self-aware leaders are better decision-makers. They understand their biases and emotions, which allows them to make more rational and objective choices. This clarity leads to more consistent and effective leadership.
  2. Enhanced Emotional Intelligence: Emotional intelligence is crucial for managing relationships. Self-aware leaders can recognize their emotional triggers and manage their responses. This skill helps in resolving conflicts, building trust, and creating a positive work environment.
  3. Authenticity and Trust: Leaders who are aware of their values and beliefs are more authentic. Authenticity builds trust with team members, as it shows that the leader is genuine and consistent in their actions and decisions.
  4. Personal and Professional Growth: Self-awareness fosters continuous learning and development. Leaders who understand their strengths can leverage them effectively, while acknowledging their weaknesses opens opportunities for growth and improvement.

Strategies to Enhance Self-Awareness

  1. Reflective Practices: Regular reflection on your actions, decisions, and interactions can significantly enhance self-awareness. Set aside time each day to think about what went well and what could be improved.
  2. Seek Feedback: Actively seek feedback from peers, mentors, and team members. Constructive feedback provides valuable insights into how others perceive you, helping you identify blind spots and areas for development.
  3. Mindfulness and Meditation: Practicing mindfulness and meditation can improve your emotional regulation and self-awareness. These practices help you stay present, understand your emotions, and respond thoughtfully rather than react impulsively.
  4. Personal Development Programs: Enroll in leadership development programs that focus on self-awareness and emotional intelligence. These programs offer tools and techniques to enhance your self-understanding and leadership effectiveness.
  5. Journaling: Maintain a journal to document your thoughts, experiences, and reflections. Writing down your insights can help you process your experiences and gain deeper self-awareness.
  6. Emotional Intelligence Assessments: Use EI assessments to evaluate your emotional strengths and areas for improvement. Tools like the Emotional Quotient Inventory can provide a structured approach to understanding your emotional competencies.

Conclusion

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.

Development, How To, Leadership

Climbing the Ladder of Accountability: A Path to Empowerment

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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.

Understanding the Accountability Ladder

The Accountability Ladder is comprised of eight levels, each representing a different mindset and degree of responsibility:

  1. Deny Awareness: At this base level, individuals refuse to acknowledge their role in a problem. They might say, “I didn’t know.”
  2. Lay Blame: Here, individuals shift responsibility to others or external factors, avoiding ownership. Statements like, “It’s not my fault; it’s theirs,” are common.
  3. Make Excuses: Individuals justify their actions or inactions with excuses, such as, “I had too many other tasks.”
  4. Wait and Hope: This passive approach involves waiting for problems to resolve themselves, often accompanied by statements like, “Let’s see how it goes.”
  5. Acknowledge Reality: The shift towards accountability begins here, with individuals admitting, “I should have done something.”
  6. Own It: At this level, individuals fully accept responsibility for their actions, saying, “I own my part and will work to fix it.”
  7. Find Solutions: Moving beyond ownership, individuals actively seek and implement solutions, demonstrating initiative with statements like, “Here’s how we can resolve this.”
  8. Take Action: The highest level, where individuals not only take responsibility but lead by example, ensuring that they and their team succeed.

Practical Application of the Accountability Ladder

Leaders and organizations can use the Accountability Ladder to foster a culture of responsibility and growth. Here are some steps to implement it effectively:

  1. Promote Open Communication: Encourage team members to openly discuss their challenges and responsibilities. This transparency helps identify current levels of accountability and areas for improvement.
  2. Model Accountability: Leaders should exemplify the behaviors they expect from their team, demonstrating a willingness to admit mistakes and actively seek solutions.
  3. Provide Resources and Support: Equip employees with the necessary tools and authority to take responsibility. This might involve training, mentorship, or delegating decision-making powers.
  4. Celebrate Progress: Recognize and reward individuals who demonstrate high levels of accountability. Acknowledging their efforts reinforces positive behaviors and sets a standard for others.

Conclusion

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.

Development, How To, Leadership

Motivating Different Types of Hotel Employees: Strategies for Success

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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.

1. High Performers

Characteristics:

  • Consistently exceed expectations
  • Show leadership qualities
  • Highly motivated and engaged

Motivation Strategies:

  • Recognition and Rewards: Regularly acknowledge their achievements and provide tangible rewards.
  • Career Development: Offer opportunities for further training and career advancement.

What to Do:

  • Provide challenging tasks that use their skills.
  • Involve them in decision-making processes.

What Not to Do:

  • Do not micromanage.
  • Avoid taking their performance for granted.

2. Steady Performers

Characteristics:

  • Consistently meet expectations
  • Reliable and dependable
  • Content with their current roles

Motivation Strategies:

  • Stable Environment: Maintain a secure work environment where they feel valued.
  • Incremental Challenges: Introduce small challenges to encourage growth.

What to Do:

  • Offer regular feedback and recognition.
  • Provide opportunities for cross-training.

What Not to Do:

  • Do not ignore them in favor of high performers.
  • Avoid placing excessive pressure for rapid advancement.

3. Underperformers

Characteristics:

  • Frequently fail to meet expectations
  • Lack motivation or skills
  • Often disengaged

Motivation Strategies:

  • Clear Expectations and Support: Set clear performance expectations and provide necessary support.
  • Regular Check-ins: Conduct regular meetings to understand their challenges.

What to Do:

  • Identify the root causes of underperformance.
  • Create a performance improvement plan.

What Not to Do:

  • Do not publicly criticize or shame them.
  • Avoid neglecting them.

4. New Employees

Characteristics:

  • Recently joined the organization
  • In the learning phase
  • Need guidance and support

Motivation Strategies:

  • Comprehensive Onboarding: Provide thorough onboarding to help them understand the company culture.
  • Mentorship Programs: Pair them with experienced employees.

What to Do:

  • Offer regular check-ins.
  • Provide clear and achievable short-term goals.

What Not to Do:

  • Do not overwhelm them with too much information.
  • Avoid leaving them without proper guidance.

5. Engaged Employees

Characteristics:

  • Highly committed and enthusiastic
  • Go above and beyond in their duties

Motivation Strategies:

  • Recognition and Rewards: Regularly acknowledge their dedication.
  • Professional Development: Provide opportunities for further training and development.

What to Do:

  • Encourage their involvement in important projects.
  • Provide opportunities for leadership roles.

What Not to Do:

  • Do not take their engagement for granted.
  • Avoid ignoring their ideas and contributions.

6. Disengaged Employees

Characteristics:

  • Lack motivation and interest
  • Exhibit low productivity and morale

Motivation Strategies:

  • Identify Root Causes: Conduct meetings to understand reasons behind disengagement.
  • Re-engagement Strategies: Provide opportunities that align with their interests.

What to Do:

  • Offer support to address challenges.
  • Create a positive and inclusive work environment.

What Not to Do:

  • Do not ignore their disengagement.
  • Avoid making assumptions about their lack of motivation.

7. Seasonal/Temporary Employees

Characteristics:

  • Hired for a specific period or season
  • Often work on short-term contracts

Motivation Strategies:

  • Clear Communication: Ensure they understand their roles and responsibilities.
  • Inclusive Culture: Make them feel part of the team.

What to Do:

  • Provide necessary training and support.
  • Recognize and appreciate their contributions.

What Not to Do:

  • Do not treat them as expendable.
  • Avoid excluding them from team activities.

Conclusion

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.

Development, Hotels, Leadership

Signs You’re Working with a Great Leader

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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:

  1. They Truly Listen: Great leaders make you feel heard. They don’t just nod and move on; they actively engage with your ideas and feedback, making you feel valued and respected. They prioritize regular communication to understand their team’s perspectives and concerns.
  2. They Show Genuine Appreciation: Recognizing and celebrating your contributions is a key trait of a great leader. Regular acknowledgment of your hard work boosts morale and encourages continued excellence. They highlight achievements in team meetings and through personalized recognition.
  3. They Cultivate a Positive Culture: A positive workplace culture where everyone feels motivated and valued is crucial. Great leaders foster an environment that encourages innovation and collaboration. They celebrate diversity and inclusivity, creating a welcoming atmosphere for all.
  4. They Promote Team Collaboration: Collaboration is at the heart of a successful team. Great leaders know how to bring people together to achieve common goals. They facilitate team-building activities and open forums to promote teamwork and shared success.
  5. They Invest in Your Growth: A commitment to your professional development is a sign of a great leader. Providing opportunities for learning and advancement demonstrates their investment in your future. They support their team’s aspirations by offering training programs and career development workshops.
  6. They Challenge You to Excel: Pushing you out of your comfort zone helps you grow. Great leaders encourage you to take on new challenges, helping you realize your full potential. They believe in setting ambitious goals and providing the necessary support to achieve them.
  7. They Offer Flexibility: Understanding that life extends beyond work is essential. Great leaders provide the flexibility needed to balance personal and professional commitments.
  8. They Maintain a Respectful Environment: Addressing toxic behavior promptly ensures a respectful and positive work environment. Great leaders do not tolerate negativity, fostering a culture of respect and integrity. They have a zero-tolerance policy for toxic behavior and actively work to resolve conflicts amicably.

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, Uncategorized

The power of imperfection: How to be a great leader and still have bad days

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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.

Takeaways:

  • Leadership is dynamic and challenging, and it is important for leaders to have a balance of strength and vulnerability.
  • Leaders are human, and it’s okay for them to show it
  • Leaders should support and empower their associates, create opportunities for personal and professional growth
  • Leaders should take care of their own mental and emotional well-being.
  • Leaders should lead by example, being transparent, accountable and fostering a culture of transparency and accountability.
Development, Leadership

The Power of Teamwork in the Hotel Industry

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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:

  • Improved guest experience: When employees work together as a team, they are able to provide a better guest experience. I’ve seen firsthand how a team of front desk employees who communicate effectively and work together to resolve guest issues results in happy guests who are more likely to return to the hotel.
  • Increased productivity: When employees work together as a team, they are able to accomplish more than they would individually.
  • Better problem-solving: Teams are able to come up with more creative solutions to problems than individuals. When employees from different departments worked together to solve a difficult guest complaint, they came up with an innovative solution that not only satisfied the guest but also improved our hotel’s overall service.
  • Enhanced employee morale: When employees feel like they are part of a team and their contributions are valued, they are more motivated and satisfied with their job. When employees feel that they are part of a team and are recognized for their hard work, they are more motivated to continue to provide excellent service to our guests.
  • Cost savings: Teams can work together to identify areas where cost savings can be made.

So, how can hotel management foster a culture of teamwork within their organization? Here are a few tips:

  • Clearly define roles and responsibilities: Make sure each team member knows their role and what is expected of them. This helps to avoid confusion and ensures that everyone is working towards the same goals.
  • Encourage open communication: Create an environment where team members feel comfortable sharing ideas, concerns, and feedback. This helps to build trust and fosters a sense of collaboration.
  • Lead by example: Hotel management should model the behavior they expect from their team members and foster a positive work environment that promotes teamwork and collaboration.
  • Recognize and reward teamwork: Recognize and reward team members for their contributions to the team’s success. This helps to build a sense of pride and ownership among team members, which can lead to increased motivation and productivity.
  • Provide opportunities for training and development: Invest in your team members by providing them with opportunities for training and development. This helps to build a skilled and motivated team that is better equipped to work together effectively.
  • Celebrate successes: Take the time to celebrate the team’s successes, big or small. This helps to build a sense of camaraderie and promotes a positive work environment.
  • Encourage feedback and suggestions: Encourage team members to give feedback and suggestions on how to improve teamwork. And act on that feedback, this can help identify and solve issues that might be hindering teamwork.

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.

Development, Leadership, Restaurant Reviews

Maison Kayser’s New Opening And A Friend’s Journey to Leadership

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Nothing is more rewarding than seeing the people who worked for you and that you believe in succeed. One of my former employees recently returned to New York for a position as food & beverage management trainee at Maison Kayser, and now got promoted to manage its new opening in the Flatiron building. She invited me and my fiancée to the soft-opening to experience what the newest addition to the Maison Kayser portfolio would be all about and to give our feedback to the kitchen and service. She did well when working for me as a floor manager two years ago, and I expected her to do great that evening as well. 936383_516609218405802_1859384716_n 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 →
Development, How To, Leadership

How Do You Get People To Like You

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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 →

Development, Leadership, Recommended Books

Are You Really Busy or Just Lazy?

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Being busy is just another form of laziness!

‘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.

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Continue reading Are You Really Busy or Just Lazy? →

Development, How To

How to Get Promoted in 3 Steps

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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 →

Development, How To, Leadership

How To Make Feedback Effective

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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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Concerns with giving & receiving feedback:

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 →

Development, Leadership

You Are The CEO of You!

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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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What’s important to keep in mind as the CEO of ‘Yourself, Inc.’: Continue reading You Are The CEO of You! →

Development

Who Else Wants to Achieve Work-Life Balance in Hospitality?

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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? →

Development

How to Make the Most Out of Your Review

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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 →

Development, Leadership

8 Reasons Why You Should Start Cross-Training Now

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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.

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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 →

Development

If You Want to Grow Fast, Step Out of Your Bubble!

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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! →

Development, Leadership

Take care of the Big Rocks first

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‘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.

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Image courtesy of dan at FreeDigitalPhotos.net Continue reading Take care of the Big Rocks first →