What do you do if your leadership abilities in Food & Beverage Operations are being questioned?

Do a start, pause and stop exercise. Self-introspection - Swot analysis - Capitalize on the Strengths of your work line, always work and strive to improve on the weakness identified - Observe opportunities aligned to your goal and grab them as they come along and lastly but not lest accept risk and threats will always be there but remember prevention is better than cure.

Honesty is always best policy when trying to make improvements. Get someone you trust from the outside looking in to give you an honest assessment. I always go outside of my circle to individuals who may not even be in the same profession but who have proven to be quality leaders in their own fields. Sometimes it is best to go outside so you can get honest and constructive feedback. Don’t be afraid to ask for advice from people you respect who have proven themselves and continue to lead. Seek to be mentored if need be. None of us have all the answers but together we can become better.

Reflection can be a powerful tool to help you assess your leadership qualities and identify areas for improvement. By honestly reflecting on your actions and decisions in food and beverage operations, you can gain insights into how you handle challenges, communicate with your team, and make decisions. This self-awareness can help you address any weaknesses and make necessary changes to enhance your leadership skills. It can also build credibility with your team and show that you are committed to continuous growth and development as a leader. Remember, leadership is a journey, and being open to reflection and feedback is key to becoming a more effective and respected leader in the food and beverage industry.

Take a deep breath and asked the person why do they think that your leadership is questionable. Reflect on the feedback. Take that shared knowledge and channel it into something positive and then go back and communicate with this person after making the adjustments to get their feedback once again.

Seek feedback and accept it with an open mind. We must remember that perception is often reality for most. Listening to hear as opposed to combating those perceptions is key. Ponder and reflect on those then zero in on where you may be able to improve and eventually manage those perceptions. Self reflection leads to growth… internalize it and use it as motivation for improvement

Professional Development: Consider seeking additional training or education to enhance your leadership skills in food and beverage operations.

Start with asking the leadership involved what they are seeing and be open and responsive to the questions and constructive criticism. Often, we can get set in our style of leadership and do not evolve with the leadership styles of the leaders we work for, or with. I have found my style questioned because I often let my military leadership upbringing come to the surface and I tend to be a little more critical of my charges because I am demanding more for their own growth. This has often led leadership to question my "why". When you receive their feedback, use this as a building block, do not take it personally, even if it comes from such a place. Your response will be watched and judged and your best action can be to move forward.

Be pleasant, non-defensive and listen. If the answer is not obvious ask the 5 why. Why why why why why until you get to the root problem and devise a action plan.

Show initiative, professionalism, and a strong work ethic to inspire confidence in your leadership abilities. Be open to suggestions and discuss with team at all levels.

I find it helpful to communicate regularly with my team. We are all human and make mistakes or our day doesn't go the way we want it to. If we have open communication we can take the opportunity to talk to each other.

If you are questioning your leadership skills then please get some help. Personal development is the best skill you can give yourself. Be open to learning new skills and make yourself become uncomfortable. We don’t get better when we are in cruise mode, we become better when we are pushing ourselves into new situations that require a lot more effort and energy. Look at the top 10% in the industry and contact them for advice.

Step back and address the reasons you are being questioned. Reach inside and show your work ethic, knowledge, as well as your training and leadership skills and allow the situation to be abuilding block, not a reason to take offense. Often, situations occur when those questioning a leader are seeing the performance through a differing set of eyes.

When we stop learning we become stagnant and continue to do everything the same way we always do things. Learning keep us alive and challenges us to keep going and helps us to be better role models and leaders.

Change doesn't happen over night. Make small changes and reflect on the impact of those changes. As you continue to make changes, openly listen to your team. That is a great way to keep your team involved and know if you are on the right path. As leaders we sometimes forget to ask our team for help and just tell them we need to make changes. When you work together we can have greater impact.

Once you have reflected, and sought feedback, implement the changes needed from the feedback given. Sometimes, learning a new style of leadership, or having our abilities questioned becomes the impetus to become even more powerful in our skillset and forces us to reevaluate the how'd and why's of our style of leadership and our habits. Making the changes also shows your own leaders what you are made of to take what is hopefully constructive criticism and turn it into forward momentum.

If you have failed in leading your team it didn’t happen overnight. It was a succession of little things done incorrectly or not at all over time which has led to your current situation. Have an open and honest discussion with your team letting them know that you know you have failed and that you understand that changes have to be made and implemented. This who a long way with your team. Give them honest information and don’t hide anything or make excuses for anything. Own your mistakes and failure but do not stay there. Put together a plan to implement the needed changes. Pull your team together and ask for their help. Your team will respond and respect you.

Determine, who is questioning my abilities & why?! Feedback is not always positive Feedback, Sometimes it is jealousy, envy disguised as Feedback. If the person questioning my abilities does not stop me from doing my job & or stop me obtaining my future jobs/roles, Then I let people believe, whatever they want to. Jobs have a shelf life, 0 to 12 months, 12 to 24 months, 24 to 36+ months then it is time to move on to the next role/job. Then the people whom doubted my skills, abilities they can apply to do my former job/role.

Stay positive and accept the feedback that is given. Communicate on a regular basis and be honest. Take every experience that is put in front of you and grow as a leader. Do not become compliant and have an open mind.