management

The Psychological Pitfalls of Servant Leadership

/ The Black Hat Baker / 1 Comment

It had already been an exhausting morning when my boss walked in. A new employee needed to be trained. There were concerns about the production schedule. Orders hadn’t come through, ingredients were misplaced, an extremely impatient and entitled customer… and all of it needed my personal attention when I wasn’t getting my own production done.

When my boss came in and saw all the activity- busy, but not quite chaotic- she asked if there was anything she could do to help. “It’s great that your training the new girl today, but maybe just have her shadow you today instead of giving her tasks? That way you don’t have to be distracted all the time answering questions.”

I refused partly because she was asking good questions and learning well, but mostly because by handing off simpler, smaller tasks for her to learn on, I could focus on the tasks that needed a managers touch- like the lady that thought an incomplete order behind the counter was hers and tried to walk away with it.

It was busy that morning, and it felt like chaos, but it wasn’t. Everything got done, well and on time. What made it feel like chaos and created stress was answering questions that didn’t need answers and handling problems that had already been handled.
I’m a big believer in servant leadership, but there’s a serious difference between that and learned helplessness.

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Learning to Lead by Letting Go

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Managing is a full-time job in itself, and going from being a cook or baker to a managing is more than a promotion. It’s a shift in mentality. After years of needing to be “hands-on,” I will no longer have the time, energy or focus to give every task personal attention. Ironically, one of the hardest lessons I will have to learn as a chef is how not to be in control.

"Leadership" written in chalk on a black background.
Photo by Anna Tarazevich on Pexels.com
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4 Reasons Why EVERY Industry Should Be Hiring Kitchen People

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Good evening, friends and neighbors.

Honestly, so much of this week as felt like people trying to find the slowest possible way to rip off a Band-Aid.

As I write this, work at the bakery is slowly becoming more dire. Our staff AND wholesale contracts are dwindling, and it won’t be long before I receive a call that- arguably- should have been weeks ago. A call saying I should stay home for the time being, and perhaps find other work.

I wouldn’t be alone, to be sure. An enormous chunk of the current record unemployment claims are culinary and service staff, trying to figure out where to go next.

Fortunately, whether we all realize it or not, our experience in the kitchen has drilled an assortment of hard and soft skills into our minds- and those who used to look down on “burger flippers” would be wise to hire us while they can.

Get yourself an employee that can do both
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Bailing Out- Reasons for High Kitchen Turnover that AREN’T a Bigger Paycheck

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Good evening, friends and neighbors.

I have long since accepted that the only folks who can really appreciate the difference between kitchen work and other careers (or even other service industry careers) is people who have worked them.

There are a number of factors at work in a professional kitchen setting that “traditional” career advice simply does not apply easily to.

Advice like:

  • “If this job isn’t working out, why don’t you just quit?”
  • “Why can’t you move to another part of the kitchen?”
  • “[Staffing problem] isn’t your concern- don’t worry about it.”

In addition, the rate of turnover in service industry jobs is historically higher. Whereas an ordinary white-collar position can expect a shelf-life of about two years on a given employee, kitchens regularly see a given position get filled again after anywhere between 6 and 18 months.

Depending on your goals in the industry, a series of short stints can either be seen as expected or career suicide- no one wants to hire someone with an admitted track-record of being a short-timer. In the kitchen, a series of two-year stints is nearly “Unicorn” level of rare and desirable.

This being said, if someone quits a position in the kitchen, they aren’t doing it randomly. ESPECIALLY if only after a few months.

Animated reaction Gif of an octopus scuttling across the sea floor going "nope nope nope"
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The Heart of Life- 5 Lessons from the Kitchen to Take Anywhere

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Good evening, friends and neighbors.

The bakery was going through a spat of high turnover. New hires were either leaving, vanishing, or simply showing themselves not up to handling the work. It was becoming disheartening, frustrating… and more than a little exhausting. “Many hands make light work” kinda relies on there being “many hands.”

In the seven months I had been working for the bakery, I’ve had to train six people in my station as the morning baker and “ovenlord.” The work is not especially difficult- the specifics of it can be written down or memorized quickly, and the skills involved can be mastered with practice.

When our production manager started wondering aloud how they could train employees to make them better, and more quickly- I suggested they all learn my position first. While the specific knowledge and skills of the morning bake are easy to learn (I actually wrote a teaching aide/cheat sheet to help people who got lost), the most challenging thing for a new person on the shift to learn is something they can take anywhere in the kitchen- or in life: time management.

clear glass with red sand grainer

Photo by Pixabay on Pexels.com

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