WE HAVE DESIGNED COURSES & WORKSHOPS TO SUPPORT PEOPLE AS THEY CLIMB THE steepest ascents IN MANAGEMENT
Watershed has always been focused on new managers in hospitality. We think the move from waiter to shift leader is one of the steepest learning curves in the industry. We’ve researched and curated four sessions across the four key traits we believe make up the best shift leaders.
These sessions have been designed to stand alone and can be booked as and when you think they suit the new managers in your business and their personal development areas. One doesn’t have to follow the other and there is no recommended order in which someone might take them all.It’s a new style for us with more of a “carousel” approach rather than a linear programme, which we feel is more appropriate for this level of management.
Everyone has a management style already, but if you’re stepping up for the first time, there’s a good chance you don’t know what it is yet. Team members, especially today, respond to authentic human beings, not “managers by the book”. Finding, understanding and then harnessing your style will make you a leader who is accessible, consistent and empathetic to the impact their style can have on the team. We’re not here to change you, just help you use what you already have you effectively.
On completion of Owning Your Leadership Style participants will:
The Culture I Create is about understanding your impact as a leader, how your style affects your team’s performance on the shift and the idea that the environment you create will always have the greatest impact on team performance.
Some leaders bring a ‘command and control’ approach to the shift while others lead with a more familial – almost parental – style. We will look at the advantages and disadvantages of these leadership styles and explore a third approach – one which emphasizes purpose, clarity, recognition of contribution, distribution of responsibility and teamwork – this is the approach that drives performance over the long term, all originating in the self-awareness of the shift leader.
On completion of the workshop participants will:
We have a tendency to think everything thing we say or direction we give lands perfectly all the time. The reality is quite different – our intention is often very different from our actual impact. New managers will often find themselves over-communicating, (talking a lot and give out a lot of instructions) or under-communicating (being vague)
On completion of the workshop participants will:
Handling challenging conversations takes perseverance, resilience and inner reserves. It isn’t easy. Yesterday you were working alongside the same people that today you are managing. The strength to orchestrate a good shift comes in two parts:
On completion of the workshop participants will have encountered a range of tools and structures which are known to lift performance:
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