What do you do if your culinary team is not receptive to your ideas?

Reflecting on my own journey, I once found myself leading a culinary team significantly older than myself, facing resistance to new-age menu ideologies. Instead of solely assessing reasons for their hesitancy, I shifted focus to fostering open communication and collaboration. I encouraged team members to contribute their ideas and preferences, creating a space where everyone felt valued and heard. By inviting them to research and propose menu items, we embraced a collective approach to innovation. This non-judgmental environment not only addressed concerns but also empowered the team to take ownership of change, leading to a more cohesive and receptive work dynamic.

There was a time when I was running a takeout pasta business at a University, I don't like seeing onions when it is cooked in any of my food so I told my team to always use blended onions for every of our dishes. They agreed immediately but I could sense resentment in their gestures, so whenever I'm not around they will cook the pastas with onions showing in the food. The more I try to correct them the more adamant they became, so it will not affect the business and our relationship I called them and tried to reason with them. So in our discussion they made me understand that many people love to see onions and other vegetables showing in their food and that since the customers are always right they have to serve them what they want.

Well trough out my Culinary carrier and learning from different Chefs and cooks, people who affected on me and my personal development in this line of work I came to conclusion that you must be open for accepting different point of view and mindsets if you want to succeed in your ideas. You need followers and people who believe in you and the sam way you believe in them. Open and confident dialogue with accepting others opinion is the only way you pull this out.. I had an team of people with whom I worked and they were totally different in ages, skills, experience and knowledge. It was really hard to put my ideas and to pull this out, because all of us were new in this project. Trust and mutual respect with a lot of patience is the key...

Before input your ideas Create a work environment where all the team members will be enjoying the work place. Involve them , Encourage them , Open discussions through that you get their trust . Then there will a respect of your new ideas . There is much more than before implementing new ideas .

If your culinary team is not receptive to your ideas, it's important to approach the situation with understanding and diplomacy. Firstly, try to understand their perspective and the reasons behind their reluctance. Then, communicate openly and respectfully about your ideas, highlighting their potential benefits and addressing any concerns they may have. Collaborate with them to find common ground and solutions that work for everyone, fostering a positive and inclusive work environment. If necessary, seek feedback from other team members or supervisors to gain additional insights and support.

In my experience, finding time to connect with your team outside of work pressures is crucial for building rapport and fostering a positive work environment. Even in busy schedules, dedicating just 30 minutes for a quick-fire session, where team members can share what they're excited about or any challenges they're facing, can make a significant difference. This simple act of engaging with each other on a personal level not only strengthens team cohesion but also demonstrates genuine care and interest in their well-being. By prioritizing these moments of connection, you lay the foundation for a supportive and collaborative team dynamic, where everyone feels valued and respected.

Fostering strong rapport with your culinary team is a crucial step in gaining their trust and receptiveness to novel ideas. Here’s how you can achieve this: Share Your Vision: Communicate your passion and vision clearly. Explain how your ideas align with the team’s goals and contribute to the overall success of the establishment. When team members see the bigger picture, they’re more likely to embrace your proposals. Highlight Benefits: Emphasize the benefits of your ideas. How will they improve efficiency, customer experience, or creativity? When team members recognize the value, they become more supportive. acknowledge Expertise: Recognize the expertise of your team members.

Confidence in presenting your ideas is key to gaining your team's trust and support. Demonstrating your own mastery of new skills or concepts before asking your team to adopt them can instill confidence and credibility. By showing that you've taken the time to understand and master the proposed changes, you set an example for your team to follow. Additionally, outlining clear steps for implementation and offering support throughout the learning process can alleviate any concerns and build confidence in the team's ability to adapt to change effectively

If your culinary team is not receptive to your ideas, it's essential to understand why they are not receptive. Are they resistant to change? Do they need more confidence in your ideas? Once you have identified the root cause, you must present your ideas clearly and confidently. Use data and examples to support your ideas and show how they can benefit the team and the business. Be open to feedback and suggestions and find common ground to work towards a solution everyone can agree on. If all else fails, it may be necessary to escalate the issue to a higher authority or seek outside help from a consultant or mediator.

Sometimes it takes showing why, how, when, where to get the "what" you want. Through my past experience and current how did we come to decide to do it this way for the better?

Offering compromises is akin to 'coaching to the gap' - it's about meeting your team where they are and finding common ground. By understanding and addressing the concerns of team members, you can tailor your ideas to better align with their capabilities and comfort levels. This approach fosters a collaborative environment where everyone feels valued and heard, ultimately leading to more effective and sustainable solutions. Embracing compromise not only demonstrates flexibility but also harnesses the collective strengths of the team to drive innovation and success

Si uno de los compromisos esenciales con la idea es la integridad de la persona en sí misma y es fundamental que desarrolle esta actitud ya que la persona integra es trasparente o sea que lo que hace se corresponde con lo que dice

Feedback is essential for continuous improvement and fostering a culture of open communication within your culinary team. It's important to create various avenues for feedback, whether it's through quick after-shift check-ins, monthly meetings, or one-on-one sessions. By providing multiple channels for feedback, you accommodate different communication styles and preferences, ensuring that every team member has an opportunity to voice their opinions and concerns.

An example I have seen is T-Mobile and their 360 degree feedback. It fostered collaboration and openness. This led to better outcomes for the company and the employees.

Present your creativity by allowing your team to engage the presentation. Allowing your team to learn by hands on helps the team understand additional aspects and challenges your team!

If your culinary team is not receptive to your ideas, leading by example can be a great way to inspire them. Show them how you want things done, and let them see the positive results of your approach. Be patient, communicate with them, and try to understand their perspective. Please encourage them to share their opinions and ideas and work together to find common ground and reach your goals as a team. Remember, leadership is not about being bossy or controlling but inspiring and empowering others to be their best selves.

Training is essential. Also, those who are ambitious will grasp your leadership. Asking questions and taking notes will assess the knowledge needed.

Hire people that see eye to eye with you, understand the system and understand that a chef takes thousands of decisions a week and he sees the whole picture. Rather than a narrow view of a particular situation.

Have a meeting outlining your culinary goals for the night, week, menu, etc. Give individuals instructions and responsibilities per station or area and give expectations with ramifications. Explaining the their jobs as Employees for this execution….

El ejemplo es la guía a seguir Sin dudas para el trabajo en equipo hay que demostrar que solo se puede llegar al obgetivo pero en equipo se llega antes