A manager, supervisor, leader who believes in the power of mentorship.
New word. Old idea.
Want to retain your best employees? Want to increase satisfaction for yourself and those around you? Studies show that active mentorship raises retention rates among those being mentored and those providing the mentoring. It’s a classic win-win. Why? Not surprisingly, human beings like to perform well…and…they like to help others do the same. Mentorship is a relationship and its purpose is to build a support system where ideas are exchanged, constructive advice is given, and opportunity to grow are fostered.
1. Skilled and knowledgeable
2. Trust builder (not “zapper”)
3. Active listener (with your whole body)
4. Strong analyst
5. Honest, clear communicator (what’s expected, what they’re seeing, using measurable criteria)
6. Committed and reliable
7. Role model (“be the mentor you wish you had”)
8. Cheerleader (guidance + encouragement)
“Tell me and I forget, teach me and I may remember, involve me and I learn.”
- Benjamin Franklin
Every day we (all mankind) hope to eat, whether we gather and prepare the food ourselves or someone else does.
But, consider these facts:
795 million people, right now, don’t have enough food. That’s about 1 in every 9 people on our planet. And most of them are in developed countries.
3.1 million children under the age of 5 die each year because of poor nutrition. That’s 45% of all deaths among children under 5 in the world.
And…yet…40% of edible food ends up in the trash.
So, what can we do about this?
Each time we prepare with care, and not too much…we do something about this.
Each time we practice fresh, local, scratch…we do something about this.
Each time we sweat all the temperatures…we do something about this.
Rie and I recently had the chance to visit a school dining program not operated by MG. We saw food prepared hours before it would be eaten; very little scratch or batch cooking; canned corn, canned soups, canned beets, too many cans to mention…
Every day…we can make a difference by being different.
September is…when the pools close? when kids are finally back to school everywhere? start of real football season? Yes, yes, yes.
AND, it’s food safety month! What? Isn’t every month…and every day that?
How clean and safe is your food service establishment right now? Can you find one thing that could be cleaner? If someone claimed they got sick from your food, do you know and could you prove they didn’t?
By the most recent estimates of the Centers for Disease Control and Prevention, tainted food sickens 48 million Americans a year, sends nearly 128,000 of them to the hospital and leaves more than 3,000 dead. Read more.
Use this whole month to get habits, routines, results assuring that your business is clean and safe.
National Food Safety Month was created in 1994 to heighten the awareness about the importance of food safety education. Each year a new theme and free training activities and posters are created for the restaurant and foodservice industry to help reinforce proper food safety practices and procedures. Meriwether Godsey has partnered with the NRA since that time to provide the best food safety training!
You don’t have to like football to know football season is upon us…covers of magazines, TV, people starting to wear their team apparel. So, instead of groaning (like we all do when holiday decorations start popping up in August…), let’s see how we can put it to use.
Our teams don’t make touchdowns…they make WOW! Our teams don’t have linemen and running backs, they have utility stewards and cooks. Our district managers don’t stand on the sideline building human pyramids, they see details and offer an ear or a hand when one’s needed. And our fans don’t wear foam chef dudes on their heads, they wear smiles on their faces and say – “oh man, lunch was the BEST”. So, a little different but kind of the same?!?
Every head coach and team owner wants players destined for the hall of fame at every position…and they draft with that dream in mind…but they also know they can win with players who care about the team, are willing to work hard, and look to improve their skills every day. Get your team to the Super Bowl (or Gold Certified — ok, Bronze will do) by having each person fit that description!
As we launch into another year of operations, I know many of us have had some time to think about our work styles and how we communicate with one another. I recently ran across this article by a woman who teaches at Duke and who helps people who are moving into executive roles…but that’s not what caught my eye. It was the fact that the article was about improving communication. Bottom line: no matter who we are (big wig executive in a large corporation or not) we can always get a little better at this!
Here are some highlights:
- Read people: look for nonverbal cues, especially eye contact
- Watch your “emotional thinking”: filtering out the positive and focusing only on the negative; black or white thinking where you don’t consider gray areas; over-generalizations where one event colors your thinking
- Honor promises: do what you say you are going to do
- Be open and value others
- …but…pick one thing to work on!
Let’s play multiple choice: Which of the following is a true statement?
a) We’ve just completed the first Period of our “new year.”
b) We’re preparing for our annual company meeting next week.
c) Every MG account is thinking about their WIGs (Wildly Important Goals) for next year.
d) All of the above.
Hmm….pretty easy question. Right?
Do you have 8 minutes? If you watch this 8 minute video, you will get the best reinforcement of why WIGs are so wildly important, and how to work them this next year in a way more effective than ever before. Really.
And if you have another 3 minutes and 44 seconds…see how a hospital went from the bottom 3% to the top 99% in patient satisfaction…because they worked their WIGs. Check it out and get inspired for WIG work!
There’s a notion in business that you have an extra person at the table (or, in the kitchen…) when you have a strong, positive culture. This extra person helps attract the best talent, retain long-term key people (at every level), take care of your customers, grow your opportunities and protect your future. So a panel of experts talking about this at the NRA show is no surprise.
Constantly defining, teaching and modeling what makes MG unique is how we make sure Culture remains an extra person in our midst. Starting with our core values…and bringing them to life, every day: Got wow? See the style? Feel and taste the love? Having fun as we’re being flexible?
And, once again, change is part of the picture, even when talking about Culture. A few quotes from the panel of experts:
“It’s about the here and now, not the way it’s been forever…encourage people to constantly grow with you and prepare them for change…If you don’t like change, you’re going to hate extinction.”
Just about any weakness can be attributed to one or more strengths that are overused.
That’s an interesting start to a leadership article. Grabbed my attention. And so did the next paragraph which describes how an emerging leader’s passion for taking care of her customers was turning into a liability. Wait! Turbo-charged customer service is who we are!
According to Dan McCarthy (who was a business leader until 2011 when he joined the faculty at the University of New Hampshire), there are six common leadership strengths that can be overdone…to the point they become weaknesses:
#1 – The results focused leader. When overdone, the results become more important than…fill in the blank…the people, the customer, the culture, the fun, etc.
#2 – The courageous leader. Taken too far, this leader becomes uncompromising, burns bridges.
#3 – The caring, compassionate leader. Too nice can mean not dealing with underperformers, avoiding conflict, inability to make tough decisions.
#4 – The empowering leader. What? You can overdo this? Yes, if you give too much responsibility to those not ready for it, and not enough direction to those that need it. (So, remember to lead situationally!)
#5 – The motivational leader. Even this one can be a weakness, IF it means pushing people beyond their limits, or burning your team out.
#6 – The visionary, brilliant leader. Think Steve Jobs. This leader is two steps ahead, which is great for setting strategy, but if overdone, erodes an ability to relate to (and listen to) others.
All of the above are strengths. Be aware of yours and work them, but the point?
Be open to feedback, and learn to “dial it back”, especially when under pressure.
1 prepared pizza crust or oval flatbread
2 T olive oil
2-3 peaches, peel on, sliced ⅓”
¼-½ Ib brie cheese, rind removed, sliced
¼ c basil leaves, torn
1. Pre-heat grill to medium
2. Drizzle peach slices with 2T olive oil, toss to coat
3. Grill peaches, 2 mins per side, remove
4. Coat both sides of crust with cooking spray
5. Grill each side, 1-2 mins
6. Top crust with peaches & brie
7. Put pizza on grill rack or pizza stone, cook 3-5 more mins
8. Remove to cutting board, sprinkle with basil, slice
Note: can do final cooking of whole pizza in a 400 ̊ oven.
Many of us have read David Allen’s book, Getting Things Done. And even if we haven’t, we’ve heard of it because GTD is one of our favorite abbreviations and a key component of our time management model. But, the book was published in 2001, so I was really intrigued by this article, getting things done in a digital world, which checks back in with Mr. Allen as…a lot has changed since then, right?
In short, he says…not so much. “There’s always more to do than you can do…That’s always been true.” Now, we have new potential addictions: apps, games, email, text that attract and distract us. “Most people are living in a constant emergency-scan modality.” And, he says, this makes the GTD method that much more critical “because it keeps you focused on what you need to be doing.”
Need a quick refresh? Here you go:
Step 1: capture (identify the things that are not automatic — that are bugging you, that are incomplete, that keep you up at night…and get them down in a system you trust — even if just one word, “car” because you need to get it inspected)
Step 2: clarify (what’s the very next action you need to take about “car” – call for an appointment? write that detail down…and by the way…David Allen says even if you can’t do all 5 steps…do this one and you will see a huge difference)
Step 3: organize (decide when you are going to take the next steps with each and park later items with a date so your brain knows they will pop back up and not be forgotten)
Step 4: reflect (look at the items already on your lists)
Step 5: engage (where do I put my attention and resources right now?)
And remember the two minute rule!
“Once you decide the next action, if it can be done in two minutes or less…do it…It’ll take you longer to stack…track…and look again than to just do it.”
Great advice…especially when we are busiest.