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    Food and Drink is all about best practices: in customer focus, in supply chain management, in productivity, in food safety and in marketing. You might operate a successful chain of restaurants, but you need to know how processors are improving their distribution networks. Or, you might manufacture food or beverages, but you need to know how restaurant patrons’ tastes are changing. Food and Drink is the only magazine that can facilitate this sort of “cross-table” conversation.

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    Food and Drink is all about best practices: in customer focus, in supply chain management, in productivity, in food safety and in marketing. You might operate a successful chain of restaurants, but you need to know how processors are improving their distribution networks. Or, you might manufacture food or beverages, but you need to know how restaurant patrons’ tastes are changing. Food and Drink is the only magazine that can facilitate this sort of “cross-table” conversation.

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    13 просмотров1 страница

    Schofield Media's - Food and Drink Magazine

    Загружено:

    Schofield Media
    Food and Drink is all about best practices: in customer focus, in supply chain management, in productivity, in food safety and in marketing. You might operate a successful chain of restaurants, but you need to know how processors are improving their distribution networks. Or, you might manufacture food or beverages, but you need to know how restaurant patrons’ tastes are changing. Food and Drink is the only magazine that can facilitate this sort of “cross-table” conversation.

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    INDEPENDENT FALL 08 7/24/08 3:43 PM Page 11

    the leadership cookbook

    Industry leaders must lead a ship


    of a new generation of workers.
    <<

    > A millennial-aged crew member real: if there’s no balance, this age


    wants to be inspired, to have a bigger group will walk. As an alternative, col-
    sense of purpose, rather than simply laboratively work with the crew how to
    doing a job to get paid. Yes, they expect make that balance happen, from offer-
    health insurance, and to have some ing work-from-home days to flex time.
    sense of job security. That said, a pay- Flex time is heaven for a restaurant
    check alone isn’t enough. schedule. Imagine making a schedule
    > The millennial work force is smart built to support the team to work on
    and tech-savvy. That doesn’t mean they the days they can work instead of
    have common sense. What the heck is schedules designed for the bene-
    common sense anyway? We’re likely as fit of the managers. With an
    not to hear what feels like a sarcastic office environment, flex
    retort, “What, am I supposed to read supports balance,
    your mind?” What’s worked is for me to again, as long as
    shift my hearing. Instead of sarcasm, the work
    hear sincerity. I’ve started to remember, gets accom-
    “I’ve been doing this work longer than plished.
    you are old, in what possible way would What this
    you know what I know?” As the captain, demands of me
    I’ve got to guide, share ideas, take the as the captain is
    time to offer what feels like common that I have to be
    sense or even intuition, but what is real- really clear about the outcome of the
    ly many more years of experience. work to be done.
    > Move to loyalty. Millennials are look-
    ing for something to which they can be KNOW YOUR STYLE your talk” – they demand it; we talk about
    loyal. Want to build loyalty? It’s amaz- Like Bligh compared to Abrashoff, each saving money – they do it. Get ready to
    ingly simple. You can build high per- of us have our own style of leadership. shift your culture if you want perform-
    formance at the same time. Millennials Like a skipper dealing with the volatility ance and profit with the addition of these
    are screaming for performance feed- of the sky and sea, we’re dealing with young, assertive crew members.
    back. Forget annual reviews – not good constant change. You’re walking the plank if you think
    enough. Regularly coach and mentor, This in fact seems to be our only con- millennial-aged workers are going to
    and provide feedback from the positive stant. Through it all, we are still respon- shift to an old guard culture of “Do what
    rather than the negative. Begin to think sible to guide the ship – or the company you’re told because I'm the boss.”
    of feedback as part of a daily or weekly in our case. And there is a wake along There are much better reasons to
    ritual. As a mentor, create dialogue the way. adapt to their needs. With all the chal-
    about their performance and how it's I find myself wondering if there isn’t lenges we face, we have an opportunity
    impacting production, bottom line, top something particularly beneficial about to succeed through it all. And we can
    line – you name it. working with this new generation – with choose the wake we leave behind.
    > Create a balance. We’ve spent a millennial-aged crew – for all of us to Rudy M. Miick, FCSI, president of Miick &
    decades talking about the creation of a teach and to learn from. Certainly there Associates, guides leaders and teams to
    balance between work and home. are differences. top performance, successful change and
    Millennials are demanding it. There’s The difference: we talk about balance company growth. He can be reached at
    another opportunity here. The threat is – they demand it; we talk about “walk rudy@miick.com or 303-413-0400.

    food and drink • fall 2008 • www.fooddrink-magazine.com 11

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