What’s the Secret to Ageing Well?

How many amazing photographs have we seen of late of older celebrities who look stunning? Joan Collins, Sharon Stone, Jane Fonda and even Her Majesty the Queen are all great examples of high-profile females who are turning the notion of twinsets, pearls and tight perms firmly on its head by looking incredible whilst being busy and continuing to achieve great things in later life.Male celebrities too are also out pushing boundaries, whilst there are regularly items in the news of older people enjoying adventurous lives. Many are studying, working, travelling and treating later life as opportunity to change path and enjoy a great time. Many of us are happy to forgo the rocking chairs as middle age gets pushed back yet another decade.Whilst we many not be privy to the financial clout or lifestyle choices of wealthy celebrities or have the genetic advantage of good looks and bone structure there are still ways we can improve our quality of life and enjoy ageing well.- Our hair style can date us. It may be an easy option to check in with the same hairdresser every time; after all, they know us so well, won’t make any regrettable errors and are convenient. But sometimes visiting another stylist can result in them seeing us in a very different way and suggesting a change in style or colour, giving our image a complete overhaul. It’s no bad thing to sometimes be seen by a fresh pair of eyes.


Advice from experts for women includes avoiding wearing hair too long or adopting solid or sharp lines, thus supporting a softer look. For men, maintaining smart, fashionable grooming helps you look years younger and feel better about yourself.- Exercise is important at any age. While we may not aim to be as energetic as we were when young, exercise in later years is almost more important. Be alert to the risk of leading too sedentary a life and consider a regular brisk thirty-minute walk as a valuable way to get some fresh air. It costs nothing and could tie in with spending pleasant time with your partner, family or friends, chatting about your days, investing in your relationships.Investigate over-50′s classes run by many local leisure centres. There may be Pilates or yoga available to attend, which also provides opportunities to socialise regularly with others. Or incorporate some exercise and stretching into your domestic routine or consider a personal trainer.- Diet and eating healthily helps manage the ageing process. It’s sensible to avoid processed foods, sugar and excess alcohol, to drink plenty of water and stay hydrated as well as eat lots of fresh green vegetables, fruit and wholegrains. All are ways to invest in good internal and external health, so helping you to age well.- Your dress style reflects your age. Keeping up-to-date with the latest fashions and trends enables you to be stylish, smart and attractive without adopting any extreme fashion trends. Many older women prefer to cover their arms and neck areas. The artful use of scarves and accessories can achieve this whilst providing an elegant, distinctive look.Whilst older men may move away from daily uniforms or business suits and dress more casually, it can be ageing to regularly dress in track suits and trainers. Get into the habit of wearing a smart-casual look, comfortable but not scruffy.


- A younger mindset means letting go of limiting beliefs, being realistic but not saying ‘no’ or ‘I can’t’ too often. Learn to deal with any stressors in your life, pace yourself, but also look forward with enthusiasm to opportunities that come along. Remember, if you choose to say ‘I can’ or ‘I can’t’ – either way you’re correct. Outlook and perspective is the key. Have a ‘yes, why not’ mentality and remember, this is your time to try new things.- Future plans should be motivational, whilst not being too daunting or stressful. Choose to leave your comfort zone from time to time and keep life interesting and exciting. It’s good to stretch yourself a little, but not lie awake fretting about things you’ve agreed to do. You could take a course just for fun, volunteer, do some consultancy work, start a small business from home or accept a part-time job.The secret to ageing well is to enjoy life on your terms. Take good care of your health and focus on living life well!

Tips and Techniques for Being a Confident and Capable Restaurant Manager

What does the word “Management” mean? Look around the Internet and you’ll find many varying definitions. Here’s three examples of what some have said:

• “The activity of getting things done with the aid of people and other resources.”

• “Effective utilization and coordination of resources such as capital, materials, and labor to achieve defined objectives with maximum efficiency.”

• “The process of getting activities completed efficiently with and through other people including the process of setting and achieving goals through the execution of five basic management functions: planning, organizing, staffing, directing, and controlling; that utilize human, financial, and material resources.”

When you boil these three definitions down and summarize, as a restaurant manager you simply must produce results and get the work done! We have a proven, three-step process of helping managers enjoy results as detailed below:

STEP ONE – YOU MUST GAIN CONTROL OVER YOUR OWN TIME AND ACTIVITIES FIRST

A study conducted several years ago found that the average restaurant manager has 64 unplanned interruptions during the course of a day. This doesn’t surprise any seasoned restaurant manager, but if you’re new to the industry or a first-time manager, this means that early in the game of management, you’ll need to take firm reins over your valuable time!

Your FIRST responsibility as a competent and capable restaurant manager is to hold yourself accountable for your own time and I had to learn this lesson the hard way.

As a young manager many years ago, I was to attend a meeting with my General Manager, Dave Dalmadge, at 4PM on a day that I was scheduled off. When that day arrived, I was many miles away from the restaurant, enjoying my day off. About 4:15, I received a call from Dave and he simply said to me, “We had a meeting scheduled for 4PM today and you’re not here. I allocated my time for you, so get here as soon as you can” and he hung up.

An hour later, I walked into his office and after profusely apologizing, I said, “Dave, I’ve always tried to remember every meeting and it’s pretty rare that I forget commitments. How do you seem to remember everything?” He responded by pulling out a little bound book from his pocket. On the cover of the little book were the words, “Day Timer” and he then showed me that he wrote his schedule and every schedule commitment he had made in the book. He said to me, “Kevin, get this system, use it every day, and you’ll never forget anything that’s important.” I eagerly ordered the 12 little monthly booklets and immediately found after using it just a short time that I:

1. … was never late for another meeting.
2. … never forgot anyone’s birthday (because I plugged them in for the entire year in the 12 little calendars).
3. … had less stress because I could see what events were coming up and I had plenty of time to prepare.
4. … had a written record of what had happened and what I accomplished.
5. … could integrate my personal and professional scheduled activities into one convenient spot.
6. … was no longer embarrassed by my own lack of accountability.
7. … started producing real results both at work and in my own personal life!

I’ll always be thankful to Dave for the singular most important restaurant, and life lesson he taught me – how to hold myself accountable and how to control my own schedule. Suddenly and with very little work on my own, I began doing the right thing at the right time!

Even though this event happened over 35 years ago, I still use a calendar. The one I use now is a small, 12-month, “At-a-Glance” calendar that accompanies me wherever I go. Maybe a little old school compared to using a phone or Outlook calendar, but it’s a system that works for me, especially because I can put tickets and other paperwork into that calendar. Whatever system you decide to use, you simply must take the responsibility for being personally accountable for your own time management because THIS is where good management skills begin. Good managers do the right thing at the right time, the right way

STEP TWO – LEARN AND USE THE 10 CHARACTERISTICS OF TODAY’S MODERN RESTAURANT MANAGERS

The second step of learning how to be a confident and capable restaurant manager means that you know and learn what the characteristics of top-performing managers are! Below are 10 top factors that will directly impact your ability to be a top performer!

1. BE ACCOUNTABLE. Unless you take responsibility for being on time, completing tasks and never being late, you’ll never be accountable. Use a good calendar system and you’ll find that you’ll instantly be more accountable!

2. LEAD BY EXAMPLE. If a napkin falls on the floor, pick it up. Dress the part – be sharp, groomed and clean. Don’t chew gum. Don’t yell. Don’t embarrass others publicly. Just know that all eyes are on you and whatever YOU do will be acceptable in the eyes of your employees. Hold yourself to a high standard and set the pace and keep high standards.

3. INSURE THAT YOUR PEOPLE SUCCEED. Today’s leaders don’t tell their employees to “Jump.” They jump WITH their employees, creating a mentality of working, “side by side” with them.

4. BE COMPETENT. Your ability to do everything in the restaurant builds your confidence. You as a manager should be able to jump in and temporarily help in any area that gets slammed. You should aspire to know as much or more than your employees about how every job is done. If you don’t know how to do something, learn it! Competence builds confidence. You will quickly find that confidence inspires trust from your team, so don’t be afraid to get your hands dirty!

5. LEAD OTHERS TO A MUTUAL ATTAINABLE GOAL. Every person wants to know what direction the team is headed and what their role is. Articulate the goal, the roles, the standards, benchmarks and key achievements and keep everyone informed! This process helps to promote and develop a sense of transparency in your management style which is another desirable trait of a good leader.

6. CONSTANTLY TRAIN. Norman Brinker, the founder of many restaurant concepts including Chili’s had a saying that’s always stuck with me and I’ve seen it proven over the years. “You are paid on your profits and promoted by your people.” This means that people development (this means training) needs to take place all the time. Every shift you work is 100% training time for everyone on your team and every moment is a training opportunity.

7. LISTEN AND COMMUNICATE. There’s a school of thought that says that if you listen well, you are a good conversationalist! Work on your ability to clearly communicate clearly, listen closely and don’t tolerate rumors.

8. BE FAIR AND BE EVEN WITH EVERYONE AND DON’T FRATERNIZE. In order to treat your employees fairly and evenly across the board, this means you can’t find yourself in compromising situations. Don’t find yourself out late at night with people you’re responsible for managing on a daily basis because you’ll quickly find that your ability to manage them will be compromised unnecessarily.

9. EXPRESS EMPATHY AND BE WARM & APPROACHABLE. If you want to be an effective manager, you better understand what perspective your employees are coming from when they want to talk with you. If you’re a good listener, are warm and approachable, and try to really understand what’s being said, these qualities will take you far in your management journey.

10. BE MATURE. This means be honest and trustworthy, don’t spread secrets or rumors, don’t divulge confidential information, don’t speak negatively of others and don’t ever find yourself in a suspicious situation. Integrity in this business means everything.

STEP THREE – USE THE RIGHT TOOLS

The third step of learning how to be a confident and capable restaurant manager means that you know how to use the tools that are appropriate for your work. Fact of the matter is that you can be a highly qualified manager with all of the 10 traits we’ve detailed earlier, but if you’re not using the right tools for the job, you won’t be able to be productive. If you work in a multi-unit environment, many of the tools you’ll need will be provided. If you work in a single-unit or small company environment, you may need to develop your own tools. What are some of these tools?

1. MBWA – MANAGEMENT BY WALKING AROUND. “You can expect what you inspect” is very true. If you don’t know what’s going on, all the time, everywhere on premise, conceptually you’re out of control. I’ve known managers that walk a figure 8 loop around the premise. I know of others that set an alarm and walk the interior interior and exterior premise every 20 minutes. Whatever your preference is, you simply need to everywhere, all the time. This is why being a high performing restaurant manager is a job for Superman and Superwoman!

2. VIDEO CAMERAS. We have a client that has four restaurants and in each location, there’s 12 cameras throughout the premise. In the office, there’s a bank of four huge television screens, and on each screen, there’s 12 camera views. The company Owner is able to view activities in 12 perspectives in four locations… 48 views all at the same time. When he sees something that needs to be addressed, he simply picks up the phone and calls the appropriate manager in that particular restaurant. His system of management can be referred to as MBSD – Management by sitting down. This is rarely the right tool to use by most managers, but it worked for him!

3. COMMUNICATION TOOLS. Almost every restaurant today has a management log. This insures that every shift can communicate the with shift leaders that come in next. Continuity of the flow of information is maintained. Restaurants without logbooks, or managers that don’t use the logbook are all at a disadvantage.

4. RESTAURANT SYSTEMS. This includes the proper usage of temperature logs, order guides, employee schedules, and all of the other systems used in a restaurant.

5. TECHNOLOGY. The manager that tries to avoid using the functions that today’s point of sale systems can provide is at a disadvantage. Sales mix, labor reports, sales volume, guest database, inventory, costing tools and many others are available for your use to help you run a profitable shift and operation. Wise managers will become quickly proficient with the POS system in your restaurant.

6. CHECKLISTS. This is the most effective way to insure that the things that need to happen, actually DO happen. All positions within a restaurant should have at a minimum, an opening and closing checklist. In the kitchen, multiple checklists are used for prep (par and build-to levels), ordering (part and build-to levels) and many others. If you’re constantly running out of products, it may be that the correct checklist may not be in use! Checklists are only effective if they’re used. (Expect what you inspect) Insure that you as a manager follow-up to insure that all checklists are being used and completed properly.

7. A MANAGEMENT SYSTEM. Last but not least includes a regular system of how to run a shift. Many managers don’t know what they are supposed to do at what time! Certain management functions are to be accomplished during certain times. Make your life easier and divide the day into portions of time that you can control.

For example:
9AM – 11AM – Administration and restaurant opening.
11AM – 2PM – Run the shift on the floor.
2PM – 4PM – Projects, accounting, ordering.
4PM- 5PM – Get ready for dinner. PM staff arrive, pre-shift meeting.
5PM – 9PM – Run the shift on the floor.
9PM to close – Aggressively close, cutting labor when possible, with no wasted hours.

REMEMBER:
One of the most important aspects of running a restaurant is consistency. Not only in food and beverages but for you as a manager, consistency means your ability to consistency run a great shift. This does not happen by accident. It’s by using the tools, the right way, all the time.

Positive Change in the Management Will Change the Organization Positively

Management was considered a skill and art. People said leaders are born. Then people said leaders could be inspired. Now people say that leaders could be trained. It is true that we could be trained and taught to become leaders. Management is a leadership skill. The best leadership ever is the leadership by example. If the example is right then the understanding will be full. If the example is not right then the understanding will not be right.

Companies and organizations have managers and management levels. Smaller companies might have only one level of management and there might be only one individual as a manager. Larger corporations have different levels of management. There might be junior managers who directly deal with base level employees. There might be middle managers who interact between the junior managers and the senior managers. There might be a higher management team which would be at the top of the organizational structure.

If an organization is established to be bigger, the management would have been planned and structured beforehand. Most organizations that are worldwide and famous now, were not planned to be so when they were initiated. If you take any of the gigantic businesses, corporate companies or organizations, most of them were not meant to be grown into worldwide entities. In fact, some of the current successful and worldwide businesses were opened up for fun. We can consider the United Nations Organization as one of the very few organizations which were meant to be worldwide as they were established.

The change becomes necessary when the organization transforms from a small group of people having fun to a larger entity of importance in the society. When Facebook was launched, it consisted of only one manager; the founder himself. Now it has over 10,000 employees with different levels of management. Google was started with two people. Now it has more than 57,000 employees worldwide. This is the transformation that takes place when a company or organization grows.

All companies had to face the issue of transforming from a smaller stage to a bigger stage. Once they transform, the organizations which changed their structure of management accordingly were able to survive. The management of whichever organization was resistant to change had to pay the price of losing the organization. If an analysis is done on the organizations, companies or corporate businesses which were closed or sold, then the management would be held responsible for ending up in such situations.

The most effective mode of management is to lead by example. A military is a controlled system that runs by orders. One of the most important aspects in the military is that the leader who is giving an order also carries out that order. For example if a soldier is required to wear a uniform, then the chief of the battalion is required the same. If a soldier is required to carry out training exercises, the commander is required too. In other words, militaries are successful organizations not because the leaders or managers have much authority but because they lead by example.

As a simple fact, if a manager keeps his table clean all the time, he can ask his subordinates to keep their table clean. There will be no opposition. Since the subordinates know that their manager always keeps his table clean, they will have no excuse or reason to give him. The leader gets his authority through his example behavior and not through shouting at people.

Since management is essentially leadership, it should lead by example. The duty of higher management is to make sure that there are example leaders in the middle management. The middle management consists of the most sensitive links with most critical positions. The middle management of any organization is the bridge between the workforce and the managing force. If the bridge is not right, then the journey wouldn’t be fulfilled.

As organizations transform from small to big, the gap for a middle management arises. The top managers might be able to manage 10 staff but not 100. If the top management decided to manage all staff without middle management, it is like building a suspension bridge without any poles in the middle. It will work for up to a certain length. If the bridge exceeds the optimum length, then the strength would be in question.

It is the same with a growing business. There have to be changes to address the needs of tomorrow. Most organizations fail because they try to address the problems that took place yesterday and they forget to think and make a plan to avoid problems tomorrow. In the long run, this kind of organization will have problems piled up from the past and will be facing problems in the future as well.

The aspects of the management should change in a way that the management should be able to think, anticipate and identify potential problems in the future. They should then be able to get ready to face and solve the problems before the problems hit the organization. If this is not considered by the management, then the day to day problems will keep all the staff occupied in problem solving. While everyone is busy trying to solve the problems, the intended regular tasks will be missed. The missed tasks will seed for new problems in the future. Since the management is not willing to change, the same will take place in a loop.

A few managers don’t consider themselves as examples. The manager might not think that he is not supposed to be an example, but the employee will always look at the manager as an example. If the manager is not punctual, then the employee will either become like the manager or will not like the manager. If people don’t like other people, it is hard to take tasks from them. If you are a manager and your employee doesn’t want to take tasks from you, then you are in trouble.

Every single aspect of the manager is critical to the organization. If there are five different managers in an organization, all of them should be together and be leading by example. The employees who look at the managers should get an impression to become like the managers. In a few organizations the founders or the owners make sure that the staff will like the management. If someone in the management is spoiling the name of the entire management, that person would usually be fired.

Some say that the only job of a manager is to hire staff. I strongly disagree. The only job of a manager is to manage. Managing is a leadership aspect. The best leadership is to lead by example. To be a positive example, the manager has to be positive in all qualities. If the manager is positive in all senses, the employees will like the manager. If the employees like the manager, then they will listen to the manager. If the manager asks them to do something, they will do it. A positively qualified example manager is going to ask only something good for the organization. At the end, a positive change in the management will change the organization positively.