Food for Thought…

 

Get it? Get it? Oh…you got it. Ok.

Just a quick note to a.) let you all know I’m still alive, well and able to blog! and b.) to draw your attention to an observation I made last night.

Like most good things, it came to me while watching Masterchef….stay with me….stay with me…

It’s all about Trust.

On last night’s episode, chef and resturateur George Calombaris (voted in 2009 as one of the Top 40 Chefs of Influence in the World by the Global Food and Wine Magazine) put the relaunch of his flagship restaurant The Press Club in the hands of a crew of random, shaky handed, sweat-slick foreheaded amateurs.

These guys can hardly tell the difference between a pork and a veal schnitzel (warning: in-joke) yet when entrusted with George’s ‘baby’, they rose to the challenge and acquitted themselves well under the circumstances.

This caused me to think (again – I blogged about trust at work a while ago here) about how we can affect performance by instilling trust and raising expectations…

Do you find yourself doubting others’ abilities at work, or have you ever thought “I just don’t trust anyone else to do it as well as I will”.

Why not try extending your trust and raising expectations of your team, you might just find they surprise you.

At the end of the day, you’re still the head chef yeah?

YES CHEF!

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2 Comments

Filed under Emotional Intelligence, Leadership, Motivation, Performance Management, Talent Management, Trust Leadership

2 responses to “Food for Thought…

  1. Linda

    Totally agree with your comments. I find, particularly working with unskilled labour, expectation of employees is fairly low, as is confidence in their abilities.
    I am of the opinion that employees are desperately seeking the trust and respect of their Supervisiors and Managers. It’s an interesting concept that by incorporating trust in the employment relationship, you could potentially raise morale and increase productivity.
    A small investment, for a large gain.

  2. Gail

    People naturally rise to the level of your expectations. If you put the bar low they will meet it, if you raise the bar high and trust them to fly, they will meet that too.

    You may have seen managers who treat their staff like children and then wonder why they act like kids…

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