Magnetic restaurant leader traits: Roberta Matuson
Three traits to becoming a magnetic leader, retaining talent
Employees don’t work for companies. They work for people. The most successful leaders I know, are what I call magnetic leaders. These are leaders who appear to effortlessly attract talent that sticks around. In my book, “The Magnetic Leader,” I write about the seven traits commonly found among magnetic leaders. In the interest of time and space, here are three of these traits to help you on your way to becoming a magnetic restaurant leader.
Magnetic leaders don’t try to be someone else, nor do they change who they are based on office politics. They are true to themselves and are honest in their dealings with others. They are not afraid to share their mistakes or shortcomings. Their authenticity is refreshing.
Leadership is a service business, and service comes with sacrifice. Magnetic leaders serve their people first, before serving themselves.
Magnetic leaders communicate frequently and clearly. They speak their minds, even if it makes them unpopular. When they are forthright with their opinions, such people often become even more magnetic. This is because people always know where they stand when in conversation with these kinds of leaders. Some of you may be thinking, “Who has time for this? This is the restaurant industry where we’re burning the candle 24/7!” My response is, you can’t afford not to pay attention to your leadership style. Here’s why: There are record levels of low unemployment in the U.S. The current rate is 3.9 percent and is even lower in some cities and towns. We are at full employment, which means there are fewer people to be had.
Leaders must do everything in their power to keep their talent. Studies consistently show that people leave their leaders, not their companies. Here are some ways to ensure you and members of your leadership team are irresistible in every way.
Being a magnetic restaurant leader
- Be visible. Say no to meetings and instead, spend this time interacting one-on-one with your people.
- Set a good example. Treat people the way you’d like to be treated and make sure others do the same.
- Don’t ask people to do anything you aren’t willing to do yourself. If team members need to work crazy hours to get through a restaurant opening, work alongside them, and help out where needed.
- Get to know team members on a personal level. Has one of your direct reports recently decided to further their education? Have they recently gotten engaged? Did their child just enroll in college? When you see them next, ask them specifically how things are going. If you need to, keep a notebook and review your notes before doing a site visit.
- Invest in your team’s development. Many managers in the restaurant business have worked their way up from front-line positions. They may not have been exposed to best practices, especially if they’ve worked for the same company throughout their career. Encourage your leaders to attend conferences and webinars. Considering matching them with a coach, who can help kick their management skills into warp speed.
There’s a ton of change going on in the restaurant industry with consolidations and mergers occurring on a regular basis. However, one thing that will never change is the need for leaders to step up and create irresistible workplaces, where employees love to work, and guests love to bring their business.
About Roberta Matuson, The Talent Maximizer®
For more than 25 years, Roberta Matuson, president of Matuson Consulting, has helped leaders in high growth companies, such as The Boston Beer Company, General Motors, New Balance, and small to medium-size businesses, achieve dramatic growth and market leadership through the maximization of talent. No one has written more on talent in the last four years than Matuson. She is the person that top employment site Monster and global retail giant Staples turns to for advice on talent. Matuson is the author of four books, including the recently released, “The Magnetic Leader.” Also, she is a Lynda.com/LinkedIn author. Her monthly newsletter is available here: The Talent Maximizer®.
Photo credit: Andrew Neel (featured), Roberta Matuson Consulting (inline)
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