How can you use situational leadership to manage a team of restaurant servers?

I would adapt my approach based on the specific needs and capabilities of each server. For team members who are new or less experienced, a more directive leadership style might be appropriate. This involves providing clear instructions and guidance to help them develop their skills and understand their roles. As they gain confidence and competence, a more supportive and participative leadership approach can be adopted, allowing them more autonomy while still providing necessary support.

Situational Leadership depends on adapting and understanding the needs, causes, and possible outcomes of any specific situation. Assessing the situation, and identifying and implementing appropriate solutions are crucial while offering personalized guidance and training could add to the productivity of waiters. Using situations to impart awareness and situation-handling training allows staff to build self-confidence. Encouragement, and providing the necessary resources required to perform and take on more responsibilities while still offering guidance and assistance are necessary. Staff's confidence that the situation is being used as training material to aid better performance and not as a performance measurement factor is very important.

Adapt your style to their readiness level. For new servers (low competence and commitment), use a directing style, offering clear instructions and supervision. For those eager yet unskilled (low competence, high commitment), a coaching approach with guidance and encouragement helps them grow. Experienced but unmotivated servers (high competence, low commitment) benefit from a supportive style, involving them in decisions to boost engagement. Highly skilled and motivated servers (high competence, high commitment) thrive under a delegating style, allowing for autonomy and leadership roles. This adaptive leadership ensures servers develop and excel, enhancing team performance and service quality.

Being able to evaluate and ascertain the skill level and readiness of different team members takes practice and patience. Using assessment tools can be helpful and will aid in allowing you to tailor your leadership style based on readiness.

One thing I have found helpful for a manager is to assess your servers' readiness through hands-on observation and open communication. Observe their performance with routine tasks, customer interactions, and problem-solving. Regular check-ins and candid conversations provide valuable insights into their confidence, initiative, and grasp of restaurant protocols. Pay attention to feedback from colleagues and customers, noting areas for improvement. This holistic approach allows you to gauge their competence and commitment, guiding your leadership style to provide tailored support and training as necessary. This proactive assessment ensures that your servers are well-prepared for the challenges of a restaurant environment.

To apply situational leadership you want to adopt a mindset to meet each team member where they are. Give them the leadership they need to thrive and improve. Also, understand that you might provide feedback to an employee on one task but then coach that same employee on another task. Situational leadership requires a leader to be an active observer, and listener and requires flexibility. I find it helpful to articulate how I'm communicating. For example, I might say to my veteran server I'm training on a brand new task that I'll be more directive. I understand they are an expert at a great deal of other things, but since they are new to this skill, I'll provide more direction.

Situational leadership in restaurants is like being a conductor of an orchestra. Each member of the team is unique, and as a manager, you adapt your leadership style to fit the situation and the person. This way, you get the best performance from everyone, creating a harmonious team that delivers excellent service and a memorable dining experience.

For experienced servers who are self-assured in their roles, a delegative leadership style may be suitable. This empowers them to take ownership of their responsibilities, fostering a sense of autonomy and accountability. Regular communication and feedback are crucial in situational leadership. By assessing the competence and commitment levels of each server, I can tailor my leadership style to match their needs. This adaptive approach not only enhances individual and team performance but also contributes to a positive and collaborative work environment in the restaurant.