February 17, 2025 • 38 mins
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Great leadership isn’t just about managing—it’s about defining how you lead and aligning your actions with your values.
In this special episode, recorded live on LinkedIn, we’re diving into the essential steps to clarify your leadership style and develop a roadmap for growth in 2025.
Join me as we explore:
✅ Why defining your leadership style is crucial for team success
✅ How to identify leadership characteristics that match your values
✅ The key to balancing self-awareness, accountability, and action
✅ A simple exercise you can use to refine your leadership—and help your team do the same
Leadership takes time and intention—but not everything in your business has to demand your attention. That’s where Restaurant Technologies comes in. Their Total Oil Management system takes oil handling off your plate, freeing up your time to focus on what truly matters—your team, your leadership growth, and building a strong culture of accountability. Learn more by visiting https://go.rti-inc.com/RestaurantLeadershipPodcast
📌 Grab a pen and paper and follow along with this powerful exercise! You’ll also gain insights from workshop attendees as they reflect on their leadership journeys.
Whether you’re leading a restaurant team or managing a fast-paced hospitality business, your leadership approach shapes everything—from team morale to customer experience. Tune in to gain actionable strategies that will help you lead with confidence, clarity, and impact!
🎧 Listen now & start building the leadership culture you’ve always envisioned!
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P.S. Ready to take your restaurant to the next level? Here are 3 ways I can support you:
- One-on-One Coaching - Work directly with me to tackle your biggest leadership challenges and scale your operations with confidence. Learn more at christinmarvin.com
- Multi-Unit Mastery Book - Get the complete Independent Restaurant Framework that's helped countless owners build thriving multi-location brands. Grab your copy at https://www.IRFbook.com
- Group Coaching & Leadership Workshops - Join other passionate restaurant leaders in transformative group sessions designed to elevate your entire team. Details at christinmarvin.com
Podcast Production: https://www.lconnorvoice.com/
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Christin Marvin (00:08):
today's episode is going to bring you inside a
linkedin live leadership eventthat I did recently and this
webinar workshop was reallydesigned around how to create a
customized leadershipdevelopment plan for yourself in
2025.
I would highly recommend youtake, you know, 30 minutes to
(00:30):
indulge and invest in yourself.
Grab a pen and piece of paper.
This is a very interactiveexercise, because I did this on
LinkedIn.
You're going to see there's alot of engagement and
conversation back and forthbetween the people that attended
and I'll be sharing some oftheir responses and insights and
you'll be able to gain someinsights from some of their
answers and characteristics thatthey want to focus on.
(00:51):
There's also a lot of space andsilence embedded in this
episode.
On purpose, I really wanted togive you time to think about
some of the questions that I'masking and provoking, help you
really enhance self-awareness onaround where you're at, how
you're showing up as a leadertoday, and then some areas of
(01:13):
focus that you want to tune inand really dive deep on in 2025.
So we're going to go throughthe characteristics.
I'm going to have you narrowdown to five.
There's going to be actionitems and accountability and
commitments built into thisepisode.
Hope that you enjoy and get alot of value out of it.
If you want to see somethinglike this created for your team
(01:34):
or you want to take a deeperdive into some one-on-one
coaching, let's talk about thatas well.
You can reach out to me atChristinlmarvin@ gmail.
com, or jump on my website andschedule time to connect at
Christinmarvin.
com/ contact.
Enjoy.
Welcome to the RestaurantLeadership Podcast, the show
(01:57):
where restaurant leaders learntools, tactics and habits from
the world's greatest operators.
I'm your host, Christin Marvin,with Solutions by Christin.
I've spent the last two decadesin the restaurant industry and
now partner with restaurantowners to develop their leaders
and scale their businessesthrough powerful one-on-one
coaching, group coaching andleadership workshops.
(02:20):
This show is complete withepisodes around coaching,
leadership development andinterviews with powerful
industry leaders.
You can now engage with me onthe show and share topics you'd
like to hear about leadership,lessons you want to learn and
any feedback you have.
Simply click the link at thetop of the show notes and I will
(02:43):
give you a shout out on afuture episode.
Thanks so much for listeningand I look forward to connecting
.
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Okay, let's go ahead and jump inhere.
Anybody else, if you're joiningus late, would love to know
where you're coming from andwhat your position is as you
join the workshop.
So we know in this day and agethat leadership is super, super
(04:57):
important.
It's always been important, butin today's age of restaurants
and all the challenges thateverybody is seeing, which are
far more than we've ever seenbefore, leadership is so
important.
It's important to lead withconfidence.
It's important to stay true toyour values, to know who you are
, to know how you want to showup, and self-awareness is such
an important component of whatwe do because it really helps us
(05:20):
be confident in front of ourteam and build trust.
So we're going to talk a littlebit today about defining your
characteristics, reallyunderstanding where you're at
today, where you want to go, andthen we're going to create some
accountability and some actionaround the leadership
(05:41):
characteristics that you choose.
If today's session resonateswith you, imagine what a
customized leadership workshopfor your team could do.
I do offer leadership trainingsand workshops in addition to
one-on-one coaching, so let'schat today if that is something
that you're interested inlearning more about.
So again, like, why is definingyour leadership style important
(06:03):
?
Kimberly, since you're on withme, I would love to make this as
engaging as possible.
Would you mind just putting inthe comments why you think
defining your leadership styleis important in this day and age
of restaurants?
While Kimberly's doing that,again, if anybody is jumping in
(06:28):
late would love to know whereyou were joining us from.
If you want to put that in thecomments, that'd be great.
So I'm going to jump in herewith some aspects as far as why
(06:58):
defining your leadership styleis really important and how it
impacts your restaurant.
Today, we know that everysingle leadership style is
different and unique.
Welcome, tyrone, nice to haveyou from Texas.
We understand that clarityallows for really intentional
decisions to be made in yourbusiness and those intentional
(07:20):
decisions are aligned with yourvalues and your vision.
So, tyron, I'm just kind ofasking now why defining your
leadership style is reallyimportant and how it impacts
your restaurant.
Kimberly is saying it allows usto know why we are doing
something, how we show up andour core values to guide us.
110%, absolutely so true.
A clear leadership style.
(07:40):
It allows you to show upconsistently, which is so
important.
We've all worked for bossesthat have been really
inconsistent, ones that areconsistent, and you're so much
more trustworthy and confidentas an employee If you're showing
up in front of a leader that isconsistent.
Every single day, you know whatyou're going to get when you
show up for work.
Again, it builds a lot of trustand reliability with your team.
(08:02):
It also enhances decisiveness.
It improves your communicationwith your team and it sets a
clear example for others tofollow.
In a dynamic restaurantenvironment, a grounded
leadership style keeps your teamaligned, keeps them motivated
and keeps them adaptable.
Again, you want to set a greattone and example for your
employees, because a lot of uswant to build a bench internally
(08:23):
of employees, and you do thatby making management and
leadership look easy simple, Ishould say.
It's not easy.
You can do it simply, but alsopositive and something that is
based around a foundation ofgrowth, development and health
and wellness as well.
Identifying your key leadershipqualities helps create a really
(08:44):
positive, high-performingworkplace as well.
Identifying your key leadershipqualities helps create a really
positive, high-performingworkplace as well.
Right?
Think of everyone rowing in thesame direction as a team super
important.
The ultimate impact of this, ofsimply defining your leadership
style is really enhancing youroverall guest experience.
It reduces your turnover and itdrives your restaurant success
and profitability right.
That's why we want to makethese investments and indulge in
(09:06):
leadership development.
Defining your restaurantleadership style is really just
the first step here.
If you're ready to take yourleadership to the next level, I
do offer deep dive coachingsessions to help you implement
some real change and uncoversome things that you don't know
are there when it comes to yourleadership.
So if you'd like to talk aboutthis or talk about how we could
(09:27):
work together to do that afterthe call, please feel free to
reach out.
So I'm going to ask you now totake a moment and think about a
leader that you have worked within your life who's made an
impact on you, ideally apositive one.
I know we learn a lot from bothstyles positive and negative in
our leadership, but today we'regonna really focus on kind of
(09:49):
drawing out some of these coreleadership qualities from our
past experiences.
So take a moment, think aboutsomebody that you've worked with
and, as you're thinking aboutthem and how they showed up and
what characteristics theyembodied, I'd love for you to
just kind of start making a listof what those things are, and
I'm going to share my screenwith you as you're doing this
(10:11):
and show you the document that Iuse for this workshop.
That has some additionalcharacteristics, and so you can
certainly add to that, but Iwould say our goal would be
let's try to come up with a listof 10 to 15 leadership
qualities.
I'll give you a couple minutesto do that.
(10:41):
As you're coming up with thesecharacteristics, I would love
for you to put those in thecomments.
It'll be really importantimpactful, kimberly and Tyrone,
for you to learn from each otherand gain some insights from
each other.
So if you would put those inthe comments, that'd be really
beneficial for both and theadditional leadership
characteristics that we have onthe screen.
If you need some additionalresources here or ideas, I've
(11:05):
got supportive, inspirational,honest, highly committed,
passionate, reflective ordecisive, creative and problem
(11:59):
solver.
Thank you, exciting guests tojoin me on the mic.
So if you want to be part of myshow's growth journey, hit that
(12:21):
review button and let me knowwhat you think.
Thanks a million for beingawesome listeners Awesome.
So, kimberly and Tyrone, onceyou've got those characteristics
listed, if you'll go ahead andput those on the comments for me
, I'd love to share those witheach other.
That'd be great.
All right.
So Kimberly's got supportive,trustworthy, hears me and sees
(12:45):
me without judgment and createspsychological safety.
Those are really, reallypowerful.
Kimberly, if you were going toput a word to somebody that
hears you and sees you withoutjudgment, what one word would
you, what characteristic wouldyou describe to that Emotional
intelligence?
Emiliano, welcome, love to knowwhere you're joining us from.
(13:06):
And Tyrone's got goodcommunication, such a powerful
leadership characteristic.
So our goal here again, ifyou've got you know hopefully
you've got 10 to 15, I'd lovefor you to really narrow down to
five characteristics that we'regoing to kind of work on today,
(13:27):
and I would love for you to putthose five that you'd like to
work on or embody in thecomments as well, and then we
can move forward.
Everyone's adding gratitude,integrity, humility, very, very
powerful.
Emiliano from Argentina amazingwelcome.
(13:52):
So, emiliano, before you jumpedon, we were we were thinking
back to a leader that we hadworked with and some of the
characteristics that we reallyadmired in that person, and our
goal is to try to come up with alist of a minimum of five
characteristics that you wouldlike to embody in 2025.
Some of these characteristicsmay be ones that you already
know, you have inside, that youwant to build on, or ones that
(14:15):
you are aspiring to be to embodyand we'll work on that as well.
So Kimberly's added empatheticto the list, okay.
So supportive, trustworthy,empathetic, love that Creates
psychological safety.
Okay, I've heard you know goodproblem solvers are that's a
great quality, to have Somebodythat's available to you
(14:37):
Supportive I think I've got thaton my sheet as well Yep, so
again, I've got supportive,inspirational, honest, highly
committed problem solver,creative, decisive and
passionate.
So if any of those fiveresonate with you, go ahead and
put those in.
Okay.
So I'm going to assume that youguys have your list of five that
(14:59):
you want to work on and nowthat you've got that list, I'm
going to ask you to, on theright-hand side of your list,
rate each one of thosecharacteristics on a scale of
one to 10.
Hardly showing up for you as aleader, 10 is.
(15:22):
It's really firing on allcylinders, and I'm going to
present another document for youreal quick so you can kind of
see what this looks like.
And again, if you want thesetools at the end of the workshop
, I'd be more than happy toshare them with you.
This is a really cool exercisethat you can do for yourself on
a quarterly basis and annualbasis to plan your leadership
development for the upcomingyear, and you can share this
(15:45):
with your team and do the sameexercise with them, which is
really great, okay, so, like Isaid, you've got your five
characteristics over.
On the right-hand side of those,I'm going to ask you to rate
(16:07):
yourself on a scale of one to 10of where you're currently at
now.
Again, one is thischaracteristic is hardly showing
up for you, and 10 is it'sreally firing on all cylinders.
Once you've got a rating oneach of those and don't worry,
sometimes people are reallyreally hard on themselves, so
they score a little bit lower orthey tend to overshoot a little
bit and score a little higherthat's totally fine.
(16:28):
This is just really kind ofhelping you build some
self-awareness around whereyou're showing up and how you're
showing up today.
Once you've got those, I wouldlove to have you stop my share
here.
I would love to have you putthese in the comments.
Would love to know your fivecharacteristics and the numbers
that you are rating yourself.
Hi, chad, thank you so much forjoining us.
(16:50):
You're kicking ass too, myfriend.
So, chad, we're working onleadership development, so we
are thinking of a story ofsomeone that we've worked
closely with as a leader that wereally admire.
We are distillingcharacteristics from them of how
they showed up, asking everyoneto pick five characteristics of
how they want to show up as aleader differently in 2025, and
(17:12):
making a list of those five andthen rating themselves on a
scale of one to 10 for each ofthose characteristics of
currently where you're at today.
One is that leadershipcharacteristic is barely showing
up.
10 is that that characteristicis firing on all cylinders, and
so, once everybody's got theirfive characteristics and their
rating, I would love to have youput those in the comments for
me.
(17:50):
And don't be shy, there's noright or wrong characteristics
here.
This is completely customizableand personal to you, and I will
say, when you're talking aboutcharacteristics, if, if, um, you
know tyrone, what you'retalking about characteristics,
if you know Tyrone, what you'rethinking of is gratitude.
Gratitude could mean somethingcompletely different to Kimberly
, something completely differentto Chad, something completely
different to Amalia Milano,excuse me.
(18:12):
So it's really, really.
Again, we learn a lot from eachother from creating this
community that we've got today,from this network, and it's so
important.
The more that we share witheach other, the more that we
learn from each other, fromcreating this community that
we've got today from thisnetwork and it's so important
the more that we share with eachother, the more that we learn
from each other as well.
So no judgment at all in thisspace.
So Emiliano has pragmatic at aseven, emotional intelligence at
(18:32):
a six.
Problem solving at an eight.
Proactive at a seven.
And good communication at a sixAwesome, love to hear what
everybody else has.
Kimberly's got supportive andan eight.
(18:57):
Um, chad, it's a out.
Chad, it's one to 10.
One to 10.
Supportive Kimberly's gotsupportive at an eight.
Trustworthy at nine.
Empathetic at seven.
Creates psychological safety atsix.
And solution focused at sevenAmazing.
And Tyrone's got communicatorat seven.
(19:19):
Humble at 10.
Grat humble at 10, gratitude at10,.
Problem solver at six.
Decision maker at six Amazing.
So we'll wait for Chad to enterhis in, but I will say the
importance of I do this.
(19:39):
I do this exercise a lot withclients when they think about
how they want to show up fortheir teams or an area
specifically that they want towork on, or when they want to
create a development plan forthemselves for the year that we
can build on during our timetogether over six months, nine
months or 12 months.
This is really importantbecause what gets measured, gets
managed right, and if you'rescoring something again, the
(20:04):
score could be somethingdifferent to every single person
and the meaning of the word orthe characteristic could be
different for every singleperson.
But what this is doing iscreating a path of
self-awareness for you and abenchmark so you can.
You've got a starting pointYou're going to I'm going to
have you set a goal for yourselfin just a little bit and then
we're going to really understand.
You're going to start to putsome motion in place on how you
(20:26):
can close the gap between thosetwo numbers.
So, as you're thinking aboutyour characteristics that you've
got currently and where you'verated them got currently and
where you've rated them I wouldlove for you to take a moment
and pick one of thesecharacteristics and take a
(20:47):
couple minutes and just thinkabout as this characteristic so
Kimberly, psychological safetyat a six.
What does that look like foryou?
How is that characteristicshowing up for you today?
And I'd love for you.
So Chad's added his in here.
He's got empathy at an eight,supportive at a nine,
(21:09):
communication at an eight,humility at an eight and teacher
at a seven.
So pick one of thosecharacteristics from each of the
lists that you've created, andlet's talk about stress
management as a two.
Love it.
Put in the comments how you areshowing up today as a leader,
(21:31):
kimberly, at a support of eight,or creating psychological
safety to six.
Chad, stress management as a twoHow's that showing up for you
in your leadership and in yourjob with your team today?
So share some of thatself-awareness that you have
(22:01):
just been working on the lastcouple minutes Could be
something that you're reallyproud of, of how this
characteristic is showing up orsomething that you would like to
build on.
Yeah, so, emiliano.
(22:29):
So basically, what I'm askingfor here is a moment of
self-awareness for you of what,who, who are you at a pragmatic
seven?
How would you describe yourself?
Who are you as a leader at anemotional intelligence rating of
six?
Like, where are you today?
So Chad is giving us a greatexample here that might provide
(22:53):
some clarity for you.
So stress management attitudefor Chad today looks like it
keeps me from being present.
It affects everything else onthe list.
I can care in my heart and besupportive in my actions and
communicate and pivot withhumility, unless I am stressed,
and then I can't hear anythingor do anything and my mood
(23:13):
affects everything Definitelycan relate to that.
I don't know about some of you,but sometimes, when stress
starts to boil up for me and Ifeel it physically, I can have a
tendency to kind of black outor freeze and not really know
where that next move needs tocome from, which is really
challenging again, especiallywhen you're in a leadership
(23:35):
position and you're managing ateam of people and running a
company, like Chad does.
So what else?
What other comments would youlike to add here?
We'll take one more and thenwe'll move on.
(24:04):
Thank you, chad, for being sovulnerable.
I know it's.
It's not easy to show up andtalk about development in front
of a bunch of people that youdon't know on a live event.
So I just appreciate thehumility here and vulnerability
and and transparency.
We learn a lot from each otherand I guarantee that you know,
aside from me, there's probablya couple of people in this group
that relate to the things thatChad just mentioned.
(24:25):
When it comes to stressmanagement, who else wants to be
brave, to be brave?
Hi, everybody.
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opportunity.
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(24:48):
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(25:10):
Now let's get back to the show.
Let's get back to the show.
Okay.
Tyrone says making decisions inareas that I rely on my team,
who specialize in that certainarea.
I depend on them to make thosedecisions.
I stay in my lane.
Okay, very good.
(25:35):
And Kimberly Wells said Chad, Ifeel like with psychological
safety, if I am unsure whether Iam creating it, then the
feeling of uncertainty takesover and I question my ability.
Yeah, okay.
Chad said all good, no pride.
You know my journey I have torun.
Okay, perfect.
And Emiliano said I think it'sboth a challenge but the reason
(25:59):
to improve as a leader,referring to emotional
intelligence.
It affects my contacts as aleader as well as myself and my
family too.
Right, absolutely, it's a greatpoint.
Leadership shows up not justwith your teams, but also with
your personal life, right?
Leadership affects every singleaspect of your life how you
treat yourself, the health andwellness, the way that you talk
to yourself, whether that'spositive or negative self-talk,
(26:22):
the way that you treat yourfamily members, the way that you
treat your friends.
It shows up in every singleaspect.
So, yes, we're talking aboutthese leadership characteristics
from a perspective of growingyour business and your
restaurant and so.
But keep in the back of yourmind as you're going through
these numbers and kind ofcreating this self-awareness of
(26:43):
how this is also showing up foryou in your personal life.
So we're going to move on fromthis part of the exercise, but I
would encourage you to go backthrough and do the same thing
that you just did with each ofthese numbers Again, build some
self-awareness around how you'rereally showing up today.
The next journey I want to justkind of read here what Tyrone
said too I have to get muchbetter at not depending on the
(27:03):
team so much.
Yeah, there's a delicatebalance there of not empowering
them too too much.
Right, having some oversight ofwhat they're doing, but also
being able to show up in a waythat's developing them and
challenging them and celebratingthem too.
Really, really good point.
So for the next section of theexercise, I'm going to ask you
(27:24):
to go back to your rating sheetand where you rated yourself one
to 10, I'd love for you to rateyourself in those five
characteristics of where youwant to go.
What does the vision look likefor you?
So if you rated yourself at anemotional intelligence of six,
where do you want to be over thenext year?
It could be a seven, could beeight, could be nine, could be
(27:44):
all the way to ten.
So go ahead and rate yourselfon each of those Characteristics
of what number you want to beand then again, if you would put
that in the put those in thecomments for me, I'd really
appreciate it.
You put those in the commentsfor me, I'd really appreciate it
(28:13):
.
Perfect, kimberly, and noworries at all.
We will see you soon.
I'm also going to post this onthe podcast and it'll be posted
on LinkedIn so you can catch itagain and go through it.
And then if you have anyquestions or you want to do this
exercise with anybody, let meknow.
We can schedule time to connecton it.
(28:33):
Okay, so love to hear, tyroneand Emiliano, where you would
like to be with each of yourfive characteristics.
What numbers did you assign tothose?
Okay, tyrone, shooting for thestars.
I love it, of course, to be a10 in all areas.
That's a wonderful, wonderfulgoal.
(28:54):
Love that, Emiliano.
How about you?
(29:19):
Awesome.
So, when you've got yournumbers, okay, perfect.
So he says.
Emiliano says I would go for aneight in every single one
because I think it's importantto always have room for
improvement.
Absolutely Great point as well.
So, now that you've got a ratingin each of these, I would love
for you to pick one that you arereally wanting to focus on and
the one that you think is goingto have the biggest amount of
(29:40):
impact in your leadership overthe course of 2025 and beyond.
So go ahead and pick that one,put that one characteristic in
the comment for me and thenagain put that number that
you've assigned to it.
So we know eight and 10, rightFor Emiliano and Tyrone.
Thanks so much, tyrone.
(30:05):
Appreciate you joining us.
All right, emiliano.
So tell me which onecharacteristic you'd like to
really focus on in 2025.
Awesome.
(30:34):
So once you've got that onecharacteristic, emiliano, I'm
going to ask you to really thinkabout and kind of take a second
to write down who you are againas a leader at this moment.
Let's kind of have you create avision around what that
characteristic looks like foryou.
If you're at an eight, how areyou performing with your team?
How are you showing up?
(30:55):
What's changed for you that'sdifferent than where you're at
currently today, and I'd lovefor you to put those, put those
thoughts in the comments.
For me, good communication,perfect.
So good communication.
If it's at an eight in 2025,what does that mean?
What impact is thatcommunication style having on
(31:19):
your team and how is itimpacting you as well?
So, emiliano, now that you'vegot kind of a visual, a vision
(31:45):
of how, how you'd be differentin 2025, how you'd be developed
and elevated and a bettercommunicator, I would love for
you to think about one.
Let's put some action andaccountability to this.
So what's one tiny step that youcan take in order to enhance
your communication skills andhelp you get closer to an eight?
What's one?
Just tiny, tiny step.
(32:06):
This doesn't have to bemonumental.
One tiny step and put that into, put that tiny step into the
chat.
For me, yeah, refer to this asan issue you've had previous in
your previous experience.
Absolutely, we are continuingto build off of our current
experiences, our pastexperiences.
We learned so many greatlessons from the mistakes that
(32:29):
we make and the people thatwe've worked with and the
successes that we've had.
So, yep, exactly Looking likein the future.
Yeah, who are you at an eightas a good communicator?
What's the impact to the team?
(32:54):
Reduce WhatsApp groups forcommunication Okay, perfect.
So that's your one tiny stepthat you can take.
So, reduce WhatsApp groups forcommunication, okay.
What groups, what, what?
What commitment would you liketo make to yourself?
What groups do you want tostart by eliminating today?
You don't have to put that inthe chat, um, but just make a
commitment to yourself.
(33:15):
Which groups are not necessaryfor you to be involved in, and
or is there somebody else thatneeds to be involved in those
communications, so that you makesure that you're not just
cutting off the communicationcompletely, but that you're
still able to get only thecommunication that you need?
Do you need to delegate that tosomeone that's on your team and
(33:37):
then have them communicatewhat's being communicated in
that group?
So really think about whataction and commitments you want
to make out of that.
Once you make the commitment toyourself, I'd love for you to
write that down, circle it, andthen I would love for you to
think about how you want to beheld accountable to that.
I'd love for you to write thatdown, circle it and then I would
love for you to think about howyou want to be held accountable
(33:59):
to that.
Be really specific here.
Set a date for what's outgroups you want to remove.
Make a commitment to yourself.
Be really clear on what groupsthose are, and I would recommend
trying to do those you know.
Make that commitment toyourself as soon as possible.
Try not to make it longer thana week.
If there's some things you needto do in order to get ready for
(34:20):
that, totally, totally fine,but try to make that commitment
within seven days and let themknow that you're working on
being a great communicator.
You're trying to move theneedle from a six to an eight.
You can tell them about whereyou think you are right now,
(34:41):
where you want to go and some ofthe steps that you're taking to
get there.
If you want me to be thataccountability partner for you,
you are absolutely welcome toshare that moment with me on
LinkedIn or my email.
That's totally fine.
If you want to pick somebody inyour organization, like your
boss or a member of yourleadership team, there's a lot
of humility in sharing withsomebody that you're working on
(35:03):
something and you may inspirethem to do that as well.
Accountability is so key inleadership right For ourselves
and for our team.
If you want a structuredapproach to leadership growth, I
do offer coaching to keep youon track there and we can talk
about how we can make yourleadership journey even more
(35:24):
successful.
So you've got you've just in 40minutes here, or less than
you've been able to come up witha list of leadership
characteristics.
Understand where you'recurrently showing up with those
characteristics today.
Rate.
Understand where you'recurrently showing up with those
characteristics today.
Rate yourself on where you wantto go and how you want to grow
in 2025.
And you've made one tinycommitment and action step for
(35:46):
yourself to start moving theneedle in the right direction.
Once you've accomplished thatfirst task, you can continue to
sit down for 10 minutes five or10 minutes and go through this
exercise over and over and overagain, continuing to move the
needle on that characteristic.
So, emiliano, once you feellike you've reached an eight for
communication wonderful you cango ahead and move on to another
(36:09):
characteristic.
So this can be a living,breathing leadership development
plan for you, and you could dothis over and over again, like I
said, if you would like, thehandouts that I referenced
during the workshop today.
I'd be more than happy to sharethose with you and LinkedIn,
and if you would like any helpor tips executing this
(36:32):
leadership workshop for yourteam, please feel free to reach
out too.
I would also suggest that youset a calendar reminder to check
in on this leadership goal andleadership development plan
every 90 days with yourself andyour accountability partner to
make sure that you keep yourmomentum going.
And, again, feel free to reachout with any questions that you
(36:52):
have.
If you found this workshopvaluable, imagine how impactful
it could be if we did acustomized leadership training
for your team.
I'd love to help, so reach outand we can create a plan that
fits your needs for your team.
For any of you that areinterested in a leadership
workshop for your team orcustomized one-on-one
(37:14):
specialized coaching from me, Iam offering, if you RSVP to this
session today or attended thissession, I am giving a thousand
dollars off any of my coachingpackages, and I'll send more
information about that after thecall.
So thank you so much forindulging for about 45 minutes
here.
Really appreciate this.
This will again be aired onLinkedIn.
(37:35):
It'll also be shared on mypodcast, the Restaurant
Leadership Podcast, so you canrevisit it over and over again.
If you're listening in the car,I would recommend you get home,
grab a pen and a piece of paperand just take 30 minutes and
really indulge in yourself andinvest in your future for 2025.
You can always connect with meon LinkedIn at Kristen-Marvin
(37:55):
Happy to help and I can't waitto cheer you on in your
leadership journey.
Thank you so much for joiningand have a wonderful day.
today's episode is going to bring you inside a
linkedin live leadership eventthat I did recently and this
webinar workshop was reallydesigned around how to create a
customized leadershipdevelopment plan for yourself in
2025.
I would highly recommend youtake, you know, 30 minutes to
(00:30):
indulge and invest in yourself.
Grab a pen and piece of paper.
This is a very interactiveexercise, because I did this on
LinkedIn.
You're going to see there's alot of engagement and
conversation back and forthbetween the people that attended
and I'll be sharing some oftheir responses and insights and
you'll be able to gain someinsights from some of their
answers and characteristics thatthey want to focus on.
(00:51):
There's also a lot of space andsilence embedded in this
episode.
On purpose, I really wanted togive you time to think about
some of the questions that I'masking and provoking, help you
really enhance self-awareness onaround where you're at, how
you're showing up as a leadertoday, and then some areas of
(01:13):
focus that you want to tune inand really dive deep on in 2025.
So we're going to go throughthe characteristics.
I'm going to have you narrowdown to five.
There's going to be actionitems and accountability and
commitments built into thisepisode.
Hope that you enjoy and get alot of value out of it.
If you want to see somethinglike this created for your team
(01:34):
or you want to take a deeperdive into some one-on-one
coaching, let's talk about thatas well.
You can reach out to me atChristinlmarvin@ gmail.
com, or jump on my website andschedule time to connect at
Christinmarvin.
com/ contact.
Enjoy.
Welcome to the RestaurantLeadership Podcast, the show
(01:57):
where restaurant leaders learntools, tactics and habits from
the world's greatest operators.
I'm your host, Christin Marvin,with Solutions by Christin.
I've spent the last two decadesin the restaurant industry and
now partner with restaurantowners to develop their leaders
and scale their businessesthrough powerful one-on-one
coaching, group coaching andleadership workshops.
(02:20):
This show is complete withepisodes around coaching,
leadership development andinterviews with powerful
industry leaders.
You can now engage with me onthe show and share topics you'd
like to hear about leadership,lessons you want to learn and
any feedback you have.
Simply click the link at thetop of the show notes and I will
(02:43):
give you a shout out on afuture episode.
Thanks so much for listeningand I look forward to connecting
.
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Okay, let's go ahead and jump inhere.
Anybody else, if you're joiningus late, would love to know
where you're coming from andwhat your position is as you
join the workshop.
So we know in this day and agethat leadership is super, super
(04:57):
important.
It's always been important, butin today's age of restaurants
and all the challenges thateverybody is seeing, which are
far more than we've ever seenbefore, leadership is so
important.
It's important to lead withconfidence.
It's important to stay true toyour values, to know who you are
, to know how you want to showup, and self-awareness is such
an important component of whatwe do because it really helps us
(05:20):
be confident in front of ourteam and build trust.
So we're going to talk a littlebit today about defining your
characteristics, reallyunderstanding where you're at
today, where you want to go, andthen we're going to create some
accountability and some actionaround the leadership
(05:41):
characteristics that you choose.
If today's session resonateswith you, imagine what a
customized leadership workshopfor your team could do.
I do offer leadership trainingsand workshops in addition to
one-on-one coaching, so let'schat today if that is something
that you're interested inlearning more about.
So again, like, why is definingyour leadership style important
(06:03):
?
Kimberly, since you're on withme, I would love to make this as
engaging as possible.
Would you mind just putting inthe comments why you think
defining your leadership styleis important in this day and age
of restaurants?
While Kimberly's doing that,again, if anybody is jumping in
(06:28):
late would love to know whereyou were joining us from.
If you want to put that in thecomments, that'd be great.
So I'm going to jump in herewith some aspects as far as why
(06:58):
defining your leadership styleis really important and how it
impacts your restaurant.
Today, we know that everysingle leadership style is
different and unique.
Welcome, tyrone, nice to haveyou from Texas.
We understand that clarityallows for really intentional
decisions to be made in yourbusiness and those intentional
(07:20):
decisions are aligned with yourvalues and your vision.
So, tyron, I'm just kind ofasking now why defining your
leadership style is reallyimportant and how it impacts
your restaurant.
Kimberly is saying it allows usto know why we are doing
something, how we show up andour core values to guide us.
110%, absolutely so true.
A clear leadership style.
(07:40):
It allows you to show upconsistently, which is so
important.
We've all worked for bossesthat have been really
inconsistent, ones that areconsistent, and you're so much
more trustworthy and confidentas an employee If you're showing
up in front of a leader that isconsistent.
Every single day, you know whatyou're going to get when you
show up for work.
Again, it builds a lot of trustand reliability with your team.
(08:02):
It also enhances decisiveness.
It improves your communicationwith your team and it sets a
clear example for others tofollow.
In a dynamic restaurantenvironment, a grounded
leadership style keeps your teamaligned, keeps them motivated
and keeps them adaptable.
Again, you want to set a greattone and example for your
employees, because a lot of uswant to build a bench internally
(08:23):
of employees, and you do thatby making management and
leadership look easy simple, Ishould say.
It's not easy.
You can do it simply, but alsopositive and something that is
based around a foundation ofgrowth, development and health
and wellness as well.
Identifying your key leadershipqualities helps create a really
(08:44):
positive, high-performingworkplace as well.
Identifying your key leadershipqualities helps create a really
positive, high-performingworkplace as well.
Right?
Think of everyone rowing in thesame direction as a team super
important.
The ultimate impact of this, ofsimply defining your leadership
style is really enhancing youroverall guest experience.
It reduces your turnover and itdrives your restaurant success
and profitability right.
That's why we want to makethese investments and indulge in
(09:06):
leadership development.
Defining your restaurantleadership style is really just
the first step here.
If you're ready to take yourleadership to the next level, I
do offer deep dive coachingsessions to help you implement
some real change and uncoversome things that you don't know
are there when it comes to yourleadership.
So if you'd like to talk aboutthis or talk about how we could
(09:27):
work together to do that afterthe call, please feel free to
reach out.
So I'm going to ask you now totake a moment and think about a
leader that you have worked within your life who's made an
impact on you, ideally apositive one.
I know we learn a lot from bothstyles positive and negative in
our leadership, but today we'regonna really focus on kind of
(09:49):
drawing out some of these coreleadership qualities from our
past experiences.
So take a moment, think aboutsomebody that you've worked with
and, as you're thinking aboutthem and how they showed up and
what characteristics theyembodied, I'd love for you to
just kind of start making a listof what those things are, and
I'm going to share my screenwith you as you're doing this
(10:11):
and show you the document that Iuse for this workshop.
That has some additionalcharacteristics, and so you can
certainly add to that, but Iwould say our goal would be
let's try to come up with a listof 10 to 15 leadership
qualities.
I'll give you a couple minutesto do that.
(10:41):
As you're coming up with thesecharacteristics, I would love
for you to put those in thecomments.
It'll be really importantimpactful, kimberly and Tyrone,
for you to learn from each otherand gain some insights from
each other.
So if you would put those inthe comments, that'd be really
beneficial for both and theadditional leadership
characteristics that we have onthe screen.
If you need some additionalresources here or ideas, I've
(11:05):
got supportive, inspirational,honest, highly committed,
passionate, reflective ordecisive, creative and problem
(11:59):
solver.
Thank you, exciting guests tojoin me on the mic.
So if you want to be part of myshow's growth journey, hit that
(12:21):
review button and let me knowwhat you think.
Thanks a million for beingawesome listeners Awesome.
So, kimberly and Tyrone, onceyou've got those characteristics
listed, if you'll go ahead andput those on the comments for me
, I'd love to share those witheach other.
That'd be great.
All right.
So Kimberly's got supportive,trustworthy, hears me and sees
(12:45):
me without judgment and createspsychological safety.
Those are really, reallypowerful.
Kimberly, if you were going toput a word to somebody that
hears you and sees you withoutjudgment, what one word would
you, what characteristic wouldyou describe to that Emotional
intelligence?
Emiliano, welcome, love to knowwhere you're joining us from.
(13:06):
And Tyrone's got goodcommunication, such a powerful
leadership characteristic.
So our goal here again, ifyou've got you know hopefully
you've got 10 to 15, I'd lovefor you to really narrow down to
five characteristics that we'regoing to kind of work on today,
(13:27):
and I would love for you to putthose five that you'd like to
work on or embody in thecomments as well, and then we
can move forward.
Everyone's adding gratitude,integrity, humility, very, very
powerful.
Emiliano from Argentina amazingwelcome.
(13:52):
So, emiliano, before you jumpedon, we were we were thinking
back to a leader that we hadworked with and some of the
characteristics that we reallyadmired in that person, and our
goal is to try to come up with alist of a minimum of five
characteristics that you wouldlike to embody in 2025.
Some of these characteristicsmay be ones that you already
know, you have inside, that youwant to build on, or ones that
(14:15):
you are aspiring to be to embodyand we'll work on that as well.
So Kimberly's added empatheticto the list, okay.
So supportive, trustworthy,empathetic, love that Creates
psychological safety.
Okay, I've heard you know goodproblem solvers are that's a
great quality, to have Somebodythat's available to you
(14:37):
Supportive I think I've got thaton my sheet as well Yep, so
again, I've got supportive,inspirational, honest, highly
committed problem solver,creative, decisive and
passionate.
So if any of those fiveresonate with you, go ahead and
put those in.
Okay.
So I'm going to assume that youguys have your list of five that
(14:59):
you want to work on and nowthat you've got that list, I'm
going to ask you to, on theright-hand side of your list,
rate each one of thosecharacteristics on a scale of
one to 10.
Hardly showing up for you as aleader, 10 is.
(15:22):
It's really firing on allcylinders, and I'm going to
present another document for youreal quick so you can kind of
see what this looks like.
And again, if you want thesetools at the end of the workshop
, I'd be more than happy toshare them with you.
This is a really cool exercisethat you can do for yourself on
a quarterly basis and annualbasis to plan your leadership
development for the upcomingyear, and you can share this
(15:45):
with your team and do the sameexercise with them, which is
really great, okay, so, like Isaid, you've got your five
characteristics over.
On the right-hand side of those,I'm going to ask you to rate
(16:07):
yourself on a scale of one to 10of where you're currently at
now.
Again, one is thischaracteristic is hardly showing
up for you, and 10 is it'sreally firing on all cylinders.
Once you've got a rating oneach of those and don't worry,
sometimes people are reallyreally hard on themselves, so
they score a little bit lower orthey tend to overshoot a little
bit and score a little higherthat's totally fine.
(16:28):
This is just really kind ofhelping you build some
self-awareness around whereyou're showing up and how you're
showing up today.
Once you've got those, I wouldlove to have you stop my share
here.
I would love to have you putthese in the comments.
Would love to know your fivecharacteristics and the numbers
that you are rating yourself.
Hi, chad, thank you so much forjoining us.
(16:50):
You're kicking ass too, myfriend.
So, chad, we're working onleadership development, so we
are thinking of a story ofsomeone that we've worked
closely with as a leader that wereally admire.
We are distillingcharacteristics from them of how
they showed up, asking everyoneto pick five characteristics of
how they want to show up as aleader differently in 2025, and
(17:12):
making a list of those five andthen rating themselves on a
scale of one to 10 for each ofthose characteristics of
currently where you're at today.
One is that leadershipcharacteristic is barely showing
up.
10 is that that characteristicis firing on all cylinders, and
so, once everybody's got theirfive characteristics and their
rating, I would love to have youput those in the comments for
me.
(17:50):
And don't be shy, there's noright or wrong characteristics
here.
This is completely customizableand personal to you, and I will
say, when you're talking aboutcharacteristics, if, if, um, you
know tyrone, what you'retalking about characteristics,
if you know Tyrone, what you'rethinking of is gratitude.
Gratitude could mean somethingcompletely different to Kimberly
, something completely differentto Chad, something completely
different to Amalia Milano,excuse me.
(18:12):
So it's really, really.
Again, we learn a lot from eachother from creating this
community that we've got today,from this network, and it's so
important.
The more that we share witheach other, the more that we
learn from each other, fromcreating this community that
we've got today from thisnetwork and it's so important
the more that we share with eachother, the more that we learn
from each other as well.
So no judgment at all in thisspace.
So Emiliano has pragmatic at aseven, emotional intelligence at
(18:32):
a six.
Problem solving at an eight.
Proactive at a seven.
And good communication at a sixAwesome, love to hear what
everybody else has.
Kimberly's got supportive andan eight.
(18:57):
Um, chad, it's a out.
Chad, it's one to 10.
One to 10.
Supportive Kimberly's gotsupportive at an eight.
Trustworthy at nine.
Empathetic at seven.
Creates psychological safety atsix.
And solution focused at sevenAmazing.
And Tyrone's got communicatorat seven.
(19:19):
Humble at 10.
Grat humble at 10, gratitude at10,.
Problem solver at six.
Decision maker at six Amazing.
So we'll wait for Chad to enterhis in, but I will say the
importance of I do this.
(19:39):
I do this exercise a lot withclients when they think about
how they want to show up fortheir teams or an area
specifically that they want towork on, or when they want to
create a development plan forthemselves for the year that we
can build on during our timetogether over six months, nine
months or 12 months.
This is really importantbecause what gets measured, gets
managed right, and if you'rescoring something again, the
(20:04):
score could be somethingdifferent to every single person
and the meaning of the word orthe characteristic could be
different for every singleperson.
But what this is doing iscreating a path of
self-awareness for you and abenchmark so you can.
You've got a starting pointYou're going to I'm going to
have you set a goal for yourselfin just a little bit and then
we're going to really understand.
You're going to start to putsome motion in place on how you
(20:26):
can close the gap between thosetwo numbers.
So, as you're thinking aboutyour characteristics that you've
got currently and where you'verated them got currently and
where you've rated them I wouldlove for you to take a moment
and pick one of thesecharacteristics and take a
(20:47):
couple minutes and just thinkabout as this characteristic so
Kimberly, psychological safetyat a six.
What does that look like foryou?
How is that characteristicshowing up for you today?
And I'd love for you.
So Chad's added his in here.
He's got empathy at an eight,supportive at a nine,
(21:09):
communication at an eight,humility at an eight and teacher
at a seven.
So pick one of thosecharacteristics from each of the
lists that you've created, andlet's talk about stress
management as a two.
Love it.
Put in the comments how you areshowing up today as a leader,
(21:31):
kimberly, at a support of eight,or creating psychological
safety to six.
Chad, stress management as a twoHow's that showing up for you
in your leadership and in yourjob with your team today?
So share some of thatself-awareness that you have
(22:01):
just been working on the lastcouple minutes Could be
something that you're reallyproud of, of how this
characteristic is showing up orsomething that you would like to
build on.
Yeah, so, emiliano.
(22:29):
So basically, what I'm askingfor here is a moment of
self-awareness for you of what,who, who are you at a pragmatic
seven?
How would you describe yourself?
Who are you as a leader at anemotional intelligence rating of
six?
Like, where are you today?
So Chad is giving us a greatexample here that might provide
(22:53):
some clarity for you.
So stress management attitudefor Chad today looks like it
keeps me from being present.
It affects everything else onthe list.
I can care in my heart and besupportive in my actions and
communicate and pivot withhumility, unless I am stressed,
and then I can't hear anythingor do anything and my mood
(23:13):
affects everything Definitelycan relate to that.
I don't know about some of you,but sometimes, when stress
starts to boil up for me and Ifeel it physically, I can have a
tendency to kind of black outor freeze and not really know
where that next move needs tocome from, which is really
challenging again, especiallywhen you're in a leadership
(23:35):
position and you're managing ateam of people and running a
company, like Chad does.
So what else?
What other comments would youlike to add here?
We'll take one more and thenwe'll move on.
(24:04):
Thank you, chad, for being sovulnerable.
I know it's.
It's not easy to show up andtalk about development in front
of a bunch of people that youdon't know on a live event.
So I just appreciate thehumility here and vulnerability
and and transparency.
We learn a lot from each otherand I guarantee that you know,
aside from me, there's probablya couple of people in this group
that relate to the things thatChad just mentioned.
(24:25):
When it comes to stressmanagement, who else wants to be
brave, to be brave?
Hi, everybody.
We're taking a quick break tooffer you an exciting
opportunity.
If you're a restaurant owner ormanager looking to enhance your
(24:48):
leadership skills, I invite youto join my 12-day leadership
challenge.
In just 12 days, you'll receivea guided packet with actionable
strategies to transform yourleadership in less than five
minutes a day.
Join the challenge and thecommunity and grab your copy at
kristinmarvincom slash 12 days.
(25:10):
Now let's get back to the show.
Let's get back to the show.
Okay.
Tyrone says making decisions inareas that I rely on my team,
who specialize in that certainarea.
I depend on them to make thosedecisions.
I stay in my lane.
Okay, very good.
(25:35):
And Kimberly Wells said Chad, Ifeel like with psychological
safety, if I am unsure whether Iam creating it, then the
feeling of uncertainty takesover and I question my ability.
Yeah, okay.
Chad said all good, no pride.
You know my journey I have torun.
Okay, perfect.
And Emiliano said I think it'sboth a challenge but the reason
(25:59):
to improve as a leader,referring to emotional
intelligence.
It affects my contacts as aleader as well as myself and my
family too.
Right, absolutely, it's a greatpoint.
Leadership shows up not justwith your teams, but also with
your personal life, right?
Leadership affects every singleaspect of your life how you
treat yourself, the health andwellness, the way that you talk
to yourself, whether that'spositive or negative self-talk,
(26:22):
the way that you treat yourfamily members, the way that you
treat your friends.
It shows up in every singleaspect.
So, yes, we're talking aboutthese leadership characteristics
from a perspective of growingyour business and your
restaurant and so.
But keep in the back of yourmind as you're going through
these numbers and kind ofcreating this self-awareness of
(26:43):
how this is also showing up foryou in your personal life.
So we're going to move on fromthis part of the exercise, but I
would encourage you to go backthrough and do the same thing
that you just did with each ofthese numbers Again, build some
self-awareness around how you'rereally showing up today.
The next journey I want to justkind of read here what Tyrone
said too I have to get muchbetter at not depending on the
(27:03):
team so much.
Yeah, there's a delicatebalance there of not empowering
them too too much.
Right, having some oversight ofwhat they're doing, but also
being able to show up in a waythat's developing them and
challenging them and celebratingthem too.
Really, really good point.
So for the next section of theexercise, I'm going to ask you
(27:24):
to go back to your rating sheetand where you rated yourself one
to 10, I'd love for you to rateyourself in those five
characteristics of where youwant to go.
What does the vision look likefor you?
So if you rated yourself at anemotional intelligence of six,
where do you want to be over thenext year?
It could be a seven, could beeight, could be nine, could be
(27:44):
all the way to ten.
So go ahead and rate yourselfon each of those Characteristics
of what number you want to beand then again, if you would put
that in the put those in thecomments for me, I'd really
appreciate it.
You put those in the commentsfor me, I'd really appreciate it
(28:13):
.
Perfect, kimberly, and noworries at all.
We will see you soon.
I'm also going to post this onthe podcast and it'll be posted
on LinkedIn so you can catch itagain and go through it.
And then if you have anyquestions or you want to do this
exercise with anybody, let meknow.
We can schedule time to connecton it.
(28:33):
Okay, so love to hear, tyroneand Emiliano, where you would
like to be with each of yourfive characteristics.
What numbers did you assign tothose?
Okay, tyrone, shooting for thestars.
I love it, of course, to be a10 in all areas.
That's a wonderful, wonderfulgoal.
(28:54):
Love that, Emiliano.
How about you?
(29:19):
Awesome.
So, when you've got yournumbers, okay, perfect.
So he says.
Emiliano says I would go for aneight in every single one
because I think it's importantto always have room for
improvement.
Absolutely Great point as well.
So, now that you've got a ratingin each of these, I would love
for you to pick one that you arereally wanting to focus on and
the one that you think is goingto have the biggest amount of
(29:40):
impact in your leadership overthe course of 2025 and beyond.
So go ahead and pick that one,put that one characteristic in
the comment for me and thenagain put that number that
you've assigned to it.
So we know eight and 10, rightFor Emiliano and Tyrone.
Thanks so much, tyrone.
(30:05):
Appreciate you joining us.
All right, emiliano.
So tell me which onecharacteristic you'd like to
really focus on in 2025.
Awesome.
(30:34):
So once you've got that onecharacteristic, emiliano, I'm
going to ask you to really thinkabout and kind of take a second
to write down who you are againas a leader at this moment.
Let's kind of have you create avision around what that
characteristic looks like foryou.
If you're at an eight, how areyou performing with your team?
How are you showing up?
(30:55):
What's changed for you that'sdifferent than where you're at
currently today, and I'd lovefor you to put those, put those
thoughts in the comments.
For me, good communication,perfect.
So good communication.
If it's at an eight in 2025,what does that mean?
What impact is thatcommunication style having on
(31:19):
your team and how is itimpacting you as well?
So, emiliano, now that you'vegot kind of a visual, a vision
(31:45):
of how, how you'd be differentin 2025, how you'd be developed
and elevated and a bettercommunicator, I would love for
you to think about one.
Let's put some action andaccountability to this.
So what's one tiny step that youcan take in order to enhance
your communication skills andhelp you get closer to an eight?
What's one?
Just tiny, tiny step.
(32:06):
This doesn't have to bemonumental.
One tiny step and put that into, put that tiny step into the
chat.
For me, yeah, refer to this asan issue you've had previous in
your previous experience.
Absolutely, we are continuingto build off of our current
experiences, our pastexperiences.
We learned so many greatlessons from the mistakes that
(32:29):
we make and the people thatwe've worked with and the
successes that we've had.
So, yep, exactly Looking likein the future.
Yeah, who are you at an eightas a good communicator?
What's the impact to the team?
(32:54):
Reduce WhatsApp groups forcommunication Okay, perfect.
So that's your one tiny stepthat you can take.
So, reduce WhatsApp groups forcommunication, okay.
What groups, what, what?
What commitment would you liketo make to yourself?
What groups do you want tostart by eliminating today?
You don't have to put that inthe chat, um, but just make a
commitment to yourself.
(33:15):
Which groups are not necessaryfor you to be involved in, and
or is there somebody else thatneeds to be involved in those
communications, so that you makesure that you're not just
cutting off the communicationcompletely, but that you're
still able to get only thecommunication that you need?
Do you need to delegate that tosomeone that's on your team and
(33:37):
then have them communicatewhat's being communicated in
that group?
So really think about whataction and commitments you want
to make out of that.
Once you make the commitment toyourself, I'd love for you to
write that down, circle it, andthen I would love for you to
think about how you want to beheld accountable to that.
I'd love for you to write thatdown, circle it and then I would
love for you to think about howyou want to be held accountable
(33:59):
to that.
Be really specific here.
Set a date for what's outgroups you want to remove.
Make a commitment to yourself.
Be really clear on what groupsthose are, and I would recommend
trying to do those you know.
Make that commitment toyourself as soon as possible.
Try not to make it longer thana week.
If there's some things you needto do in order to get ready for
(34:20):
that, totally, totally fine,but try to make that commitment
within seven days and let themknow that you're working on
being a great communicator.
You're trying to move theneedle from a six to an eight.
You can tell them about whereyou think you are right now,
(34:41):
where you want to go and some ofthe steps that you're taking to
get there.
If you want me to be thataccountability partner for you,
you are absolutely welcome toshare that moment with me on
LinkedIn or my email.
That's totally fine.
If you want to pick somebody inyour organization, like your
boss or a member of yourleadership team, there's a lot
of humility in sharing withsomebody that you're working on
(35:03):
something and you may inspirethem to do that as well.
Accountability is so key inleadership right For ourselves
and for our team.
If you want a structuredapproach to leadership growth, I
do offer coaching to keep youon track there and we can talk
about how we can make yourleadership journey even more
(35:24):
successful.
So you've got you've just in 40minutes here, or less than
you've been able to come up witha list of leadership
characteristics.
Understand where you'recurrently showing up with those
characteristics today.
Rate.
Understand where you'recurrently showing up with those
characteristics today.
Rate yourself on where you wantto go and how you want to grow
in 2025.
And you've made one tinycommitment and action step for
(35:46):
yourself to start moving theneedle in the right direction.
Once you've accomplished thatfirst task, you can continue to
sit down for 10 minutes five or10 minutes and go through this
exercise over and over and overagain, continuing to move the
needle on that characteristic.
So, emiliano, once you feellike you've reached an eight for
communication wonderful you cango ahead and move on to another
(36:09):
characteristic.
So this can be a living,breathing leadership development
plan for you, and you could dothis over and over again, like I
said, if you would like, thehandouts that I referenced
during the workshop today.
I'd be more than happy to sharethose with you and LinkedIn,
and if you would like any helpor tips executing this
(36:32):
leadership workshop for yourteam, please feel free to reach
out too.
I would also suggest that youset a calendar reminder to check
in on this leadership goal andleadership development plan
every 90 days with yourself andyour accountability partner to
make sure that you keep yourmomentum going.
And, again, feel free to reachout with any questions that you
(36:52):
have.
If you found this workshopvaluable, imagine how impactful
it could be if we did acustomized leadership training
for your team.
I'd love to help, so reach outand we can create a plan that
fits your needs for your team.
For any of you that areinterested in a leadership
workshop for your team orcustomized one-on-one
(37:14):
specialized coaching from me, Iam offering, if you RSVP to this
session today or attended thissession, I am giving a thousand
dollars off any of my coachingpackages, and I'll send more
information about that after thecall.
So thank you so much forindulging for about 45 minutes
here.
Really appreciate this.
This will again be aired onLinkedIn.
(37:35):
It'll also be shared on mypodcast, the Restaurant
Leadership Podcast, so you canrevisit it over and over again.
If you're listening in the car,I would recommend you get home,
grab a pen and a piece of paperand just take 30 minutes and
really indulge in yourself andinvest in your future for 2025.
You can always connect with meon LinkedIn at Kristen-Marvin
(37:55):
Happy to help and I can't waitto cheer you on in your
leadership journey.
Thank you so much for joiningand have a wonderful day.
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