I think the most effective way to run a kitchen is to teach, not to just yell.
Interpretation
Effective kitchen management involves teaching rather than dominating through commands.
Tom Colicchio emphasizes that successful leadership in a kitchen does not stem from authoritarian commands, but rather from a teaching approach. By fostering an environment where team members are educated and empowered, a leader can cultivate a more efficient and harmonious workspace, ultimately leading to better culinary results.
In practice
In a cooking class, I would use this quote to highlight the importance of mentorship.
We're adults. We're the ones who should teach the kids what's good to eat. I don't think the government should ever regulate what we eat at home, but we're feeding them in school with tax dollars. Quite frankly, if my tax dollars are being spent to feed kids, I'd rather feed them better food.
Most cooks try to learn by making dishes. Doesn't mean you can cook. It means you can make that dish. When you can cook is when you can go to a farmers market, buy a bunch of stuff, then go home and make something without looking at a recipe. Now you're cooking.
This is what people don't understand: obesity is a symptom of poverty. It's not a lifestyle choice where people are just eating and not exercising. It's because kids - and this is the problem with school lunch right now - are getting sugar, fat, empty calories - lots of calories - but no nutrition.
You can buy a box of low-fat macaroni and cheese made with powdered nonsense. I'm not worried if I'm using four different cheeses and it's high in fat. It's real food. That's what's more important.
Hunger is a political issue, and there are several things politically that are keeping people hungry - not funding food stamps adequately, not funding school lunches adequately. So there is a political solution to the problem of hunger.
A leader may be the most knowledgeable person in the world, but if the players on his team cannot translate that knowledge into action, it means nothing.
With opportunity comes responsibility.
At Facebook, we try to be a strengths-based organization, which means we try to make jobs fit around people rather than make people fit around jobs. We focus on what people's natural strengths are and spend our management time trying to find ways for them to use those strengths every day.
When I left Dortmund, I said it's not important what people think when you come in but what they think when you leave.
Leaders should be reliable without being predictable. They should be consistent without being anticipated
The ultimate in disposing one's troops is to be without ascertainable shape. Then the most penetrating spies cannot pry in nor can the wise lay plans against you.
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