Restaurant Management Skills: The Law Of Execution

One of the obstacles to career development is the ability to turn plans into executable strategies

. Colleges and universities spend years teaching managers 'what' they need to know to run a restaurant. They have a poor track record at giving budding restaurant managers the skills needed to turn those ideas into 'real' plans that can be executed in the real world.

Coming up through the ranks gives a restaurant manager a solid understanding of the obstacles and problems which arise when trying to direct a team and bring everyone on board to the manager's ideas so that their plans can be executed easily and cost effectively.

The restaurant manager who is seeking a job in a high profile restaurant, or wants attract a management headhunter, needs to be able to blend both the 'know how' and the 'knowledge' into a strategy of success.

Job seekers need to do both, but they also need to present their skills in a way that a human resources manager can easily translate a resume into a set of measurable skills. One way to do this is to learn the Art of Execution and then use the skills learned here to create a resume that 'solves problems' instead of one that just lists past experience.

How to Become a Restaurant Manager

Establish a mindset of execution. People waste most of their day doing mundane tasks that do not generate a reward whether it be creation, financial, or social. People need to learn how to focus on tasks that meet the goal, and reduce the time spent on, or delegate those which are inconsequential.

More important, they need to learn how to do this without the labour force feeling being treated like they are the low man on the totem pole. A pyramid is more stable than a flag pole. When the leader focuses more on people, the lower they are, then the performance increases. When looking at input and cost view the goal as a pyramid. Turn the pyramid over so it is a funnel to see how the rewards return to the head.

Be a leader. Let people choose their own destiny, but hold them accountable. Let them choose whether they want to participate and make things happen, or sit back and complete the mundane jobs. Once they choose, support them where they are. Like Morpheus in The Matrix who asked The red or blue pill,' every strategy needs one person who can influence the destiny of the entire team.

The introduction to these three skills can be learned in any performance coaching book. Once a person knows how to be a leader, they need to be able to manage others and encourage them to 'get onboard' with their plans. Show the HR manager that you are able to create, sell, and execute a plan successfully and you are one more step closer to your dream job.

by: Robert Krzak

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