Fit Fridays

Fit Fridays

Keeping Healthy during the Hoildays

So much food and drink- what to do?!

Yes, it’s that time of the year were we want to celebrate with our family friends. We get to see some of our family and friends that we don’t see often during the year with our busy schedules and work. We are invited to so many gatherings, parties, festivities and we also host some ourselves. The type of food that is served it typiccaly finger food, lots of carbs, dips, gravies, lots of liquor, deserts and so much more. We are lucky that nowadays we have a variety of ingredients to cook and bake with which are gluten free, have less carbs, less saturated fat, less salt

Managing Mondays

Managing Mondays

Who Works for Who?

What Some Managers Get Wrong

I don’t mean to start off with the negative, but it is unfortunate to see so many employees become the manager of the team and suddenly think they are better than the rest. Of course, you are now the manager, or one of the managers, for a reason. You have worked hard, put in your efforts, did more than others and so on. But the moment you feel that because you are the Manager, you have a team to work for you and that your team owes you, is the moment that you are devaluing your team, yourself and what you do.

In any management training workshops that I do for many managers in hotels, firms, companies and cruise ships, I start by asking the same question; ” Who are you here for?” In the case of hotels and cruiseships, the majority of the managers tell me that they are here for the guests. WRONG. Managers that have thier own staff/ team to work directly with guests are not there for the guests. These managers are there for their team and their team is there for the guests. Of course, they are there to make sure the guests are happy, but they need to take care of their tram first. Same goes to firms and companies with clients. These managers don’t deal directly with the clients so, but their employees do. I’m not the first one to say this. 

If you feel that your team owes you and that they are there for you, you are very very wrong my friend! YOU work for them. THEY don’t work for you. If your team is not successful, then you are definitely not successful either. The manager needs to be the one working more than his team, developing them, helping them, supporting and empowering them. And this can only be done when the manager is highly present, attentive to his team, guiding and leading them.

When managers think that they have the team to work for them, the guiding, leading, coaching amd empowering stops, and instead, you get an unhappy, overworked, scared of the boss kind of team. Show them you are there for them to help them be better, to succeed and to develop. Remember that the manager’s success relies on the employees’ success, happiness, advancement, empowerment and so much more.

I have always worked hard for my teams. They didn’t work for me. I WORKED FOR THEM. AND STILL DO.

Managing Mondays

Managing Mondays

What Type of Leader Should you Aspire to Be?

Here are a few notes on what to expect when you become a new leader and how to make yourself become a great one

When I became an Assistant Manager at the Cruise Line Company I work for, even though I had managed before, it was a totally different thing. Imagine the difference of quantity of staff, guests and work, between a hotel and very large cruise ships. During my first few weeks as the Assistant Manager, I needed time to know my team and my manager. I kind of remember being a little too soft, in an attempt to make sure they like me. Everyone kind of does it, but I knew it wasn’t the way. I also knew that I shouldn’t be the other extreme either, by just being too strict and telling them what to do. So I focused on showing them how I want them to work and talk to our guests by doing it myself. That way, I was leading by example.

Being a Manager doesn’t mean that you make your team work so that you could look good. Being a Manager is Leading your team into success and ensuring they are succesful. It means that you work for them because they work for the guests. You are there for them, to lead and guide them, protect them, train them, and make sure they are successful for themselves. When I then became the Manager, that was exactly what I aimed to do, with little failure.

If you expect your employees to come to work 5 minutes before, you should also do the same. If you expect your employees to treat your guests or customers with empathy and with kindness, you should do the same. Treat your employees really good. Respect their work, give them good feedback as much as possible, and listen to their ideas and also their life stories and what they are going through. BUT, don’t expect them to do the same for you. They don’t work for you, it’s the other way round. Don’t expect them to tell you what a good job you did with that irate guest, don’t expect them to listen to what is happening to you, and most importantly don’t expect everyone to like you. 

Once, I was opening one of our new ships and I had started training the managers and the teams by now, something I really love doing, and one of the employees told me “Wow Marie, you are so good. Everyone loves you.” While that comment was very positively natured and well meant by this employee, I did thank her but reassured her that it is not possible to have everyone love you and the way you work. If everyone loves you, then you are doing something wrong as a manager. Yes, the aim is to have the majority of the employees like you, and like working with you, but you cannot satisfy everyone. It is impossible. There will be either people who don’t like how you work or deal with things through charachter, others that stick to the past managers or others that like how you work so much that they get envious. So you see, “everyone loving you” cannot happen. As a Manager, you do need to have most of your employees liking you or else it doesn’t work. Respect your team and they will respect you. Bend over and backward and sideways for your team, but if they don’t do their job properly, show them how, and also show them the consequences and how you expect them to work, through your leadership and performance.

When you become a new manager, make sure you do get to kow your team and that they get to know that you are there for them. Set examples, not just deadlines. Set great and rewarding targets, not just numbers. Make sure they feel comfortable approaching you for assistance. And for yourself, as a leader, make sure you are happy leading, make sure you are doing everything in your power and work to achieve their success and not their love.

Be a Better Leader than you were Yesterday.

Managing Mondays

Managing Mondays

Maximizers and Satisficers

Are you a Maximizer or a Satisficer? Or are you Both? Or do you use them in different life scenarios?

What is the difference between them and how do you use them Professionally and Personally?

About a year ago, I found a book and if I remember correctly, it was called “Why less is More”, or something along those lines, however I remember a lot from the content of the book, which is the most important. It confused me, but as I started reading the first few pages, I could immediately tell what the book was all about. It started informing how Maximizers and Satisficers behave in day to day life. The author also said that with the amount of choices for the same product that we have nowadays, it becomes very hard sometimes to make a quick decision. Take a packet of cereal for example. There are aisles and aisles full of cereal. How do you choose and how fast can you choose?

A Satisficer will take action after the criteria they are looking for is met. As an example, if one is looking for a cereal with the lowest sugar content and contains a few nuts and dried fruit, as soon as they find one, a.k.a. what they are looking for, they take it and buy it, and do not need to try and look for other products.

A Maximizer needs to make the optimal decision. So, this maximizer is also looking for the cereal with the lowest sugar content and contains a few nuts and dried fruit. However when the maximizer finds a product, he or she will keep on searching for a similar one, and compare, and tries to find another one and another one. So even if the maximizer finds what he or she is looking for, the maximizer will not make a decision until they have examined every product and compared everything. They need to know that they are making the best decision ever.

Most people will be more of a Maximizer or a Satisficer in life, but that doesn’t mean that they are always either one or the other. And that also doesn’t mean that if you are mostly a Maximizer in your personal life, that you are also so in your Professional life, or vice versa. Maximizers tend to spend a lot of time on one thing and sometimes, as a consequence miss out on other things or the subject itself. The author also said that Satisficers tend to be a bit more happier than Maximizers, as the latter spend too much energy on one thing. However, when it comes to business, work, and leadership, it could be very beneficial. 

As an example, I tend to sway between the both, or maybe I can be a limited Maximizer. I love to have the best, do the best and find the thing that I love, but I’m not going to spend an extensive amount on one thing. Sometimes, if I find something that I’m looking for and it attracts me, then I won’t look any further. That’s more towards the Satisficer side. At work though, whether I am preparing training, talking to an employee, producing manuals and training material, I do tend to be a little bit of a maximizer. 

If a Leader is a 100% Satisficer, chances are that a business or a team or a company will not become the best in their business. You should be aiming to be the best at what you do. A Maximizer is great for business and for the development of one’s self. Be a leader that sets examples to your employees or your team. Show them that you would want the best for your business and for them. Show them to work harder and to spend quality time preparing, choosing or working to Maximize everything they work for.

There is no right or wrong with being a Maximizer or a Satisficer, but the choice you make every day and at work is highly important on what you choose and how much time you decide to spend on what things. 

What are you mostly, a Maximizer or a Satisficer?

Managing Mondays

Managing Mondays

Choosing Your Words Carefully- The “No Problem” word

How Great is your Communication to the Team and to your Guests?

There is a word in the Customer Service Business that I despise. It’s the word “No Problem”. Read it, Listen to it. It has 2 negative words in it. “No” and “Problem”. However, almost everywhere you go, as an example, if you ask a waiter for an item, or even simply ordering your food, many of them will say “No Problem”. Especially if it is a request, there is a 91% chance that you will get a “No Problem” back. When the waiter gets you your requested item and you say “Thank you”, there is a 96% chance that you will get a “No Problem” back. I have a little problem with it. Why?

I love to Conduct Training wherever I am, even if unscheduled and the teams always appreciate the extra assistance in making them better at what they do

If a customer or a guest requests something and you are able to do it or provide to them, they will most of the time say “Thank you”. They are genuinely thanking you for being able to enhance their experience or attending to their needs. When you are telling them ” No Problem”, it is like telling them: “It took a lot of effort for me, but I am working in this position and have to help you whether I like it or not, and because I have to do it, I did it, even though it would have been easier for me not to need to do it.” Instead, we need to be saying “Absolutely”. Wow, what an amazing word to say to a guest or a customer. “Absolutely, I want to do anything I can to make you happy or to provide you with what you need.”

Maybe some guests or customers don’t realize it is such a negative word, however there are many people in the customer service business like me, that notice these things. Why would you not want to say something better than “No Problem”. You need to sound friendlier and that you want to be there and want to make their experience better. You and only you are responsible for providing their comfort, their experience or their service. How we talk and what we say to the guests may affect them subconciously. By carefully choosing very positive words, responses and also basic communication to them, will definitely affect how they rate you when they need to. You need to think of each and every guest or customer as your most important guest or customer.

Teach and guide your Team with Interactive Training and Role Play

I always make sure to include a “How to Communicate better to your guests”- (What to say instead of), in my trainings whether it’s onboard the largest ships in the world that I work on most months in the year, or whether I am invited to do a few Customer Service lessons at renonwed Hotels and Boutique Hotels around the world. I dedicate an entire module on what words to say that sound extremely appealing and satisfying to your guests and customers. Another example is a sentence starting with “Unfortunately we don’t….” If a guest or a customer asks you for something or a service that is not possible or available, by starting off with he word “Unfortunately”, you have already lost a lot of the guests attention because without saying anything more, you are already telling them you cannot provide it to them and as the guest already knows they are not getting the service or the item they want, they can either get upset before you tell them something else, whether it is an alternative or another solution. They stop hearing you for just a little bit. I have experienced all of this by the way, and as soon as I started to learn more how to communicate to my guests, it improved me, my service and the company tremendously. Start with something positive. You need to tell them that their request is not possible, but there are some other alternative solutions to it. So ease into it. Start by, for example, “Although we are not able to provide your requested service, we do offer…” How much nicer do I sound here! Much Nicer!

Extremely Happy buy hearing one of my team members talk so professional and positive to our guests

There are a lot of details that I could get into here with alternative responses, however it would be an extremely long blog. If you are interested in getting hold of this type of training, email me on: and I will be happy to provide it to you. I am always available to help your teams become better team players and leaders, therefore providing better service to your guests and customers! Happy Monday. Manage well, Lead well!


Managing Monday's

Managing Mondays

Employee Training

The Importance of Training your Employees

A few days ago I was doing a wine special with my partner at a (renowned) restaurant. This was a very big event, as the restaurant was under new management; one of many attempts to improve the quality of everything in the venue, in hopes of getting a boost to their business and attract the old and also new customers.

This was exciting! They bought our wine and we were showcasing it today. As we arrived, no manager was there, but one of the employees was expecting us. We assumed she was informed by the manager. We asked where best to set up. They had no idea. They called the manager- no response. We decided where it was best and they said “OK”. Since it was a special, we asked how much they wanted to sell by the glass and by the bottle, but they had no clue. They called their manager- No Response. We decided between us. When the manager came, he changed the prices. We had already sold some… That’s not a good move, as people talk to each other.

My partner and I, being managers for different large teams in Guest Services, wanted to make sure that all the bar servers and waiters knew of the price and how to market and talk to the diners, so we went round. We had already told the “shift leader” to tell all the bar and wait staff, about the wine special of the eve, but going round to get their feedback, more than 70% of them had no idea what the evening special was and what the price was, or that there was even a special! FAIL

Most of them also didn’t have many good manners and seemed flustered and not able to cope with the diner’s demands, who was who and which table had ordered what.

Training your Employees


Bottom line is, everyone wants to get their business booming very fast and everyone likes to get money and prove people they can own or manage. But how about proving that you can lead and train your employees. When you work with guests or customers, work needs to include training sessions, empowering them to be able to do more than OK at their job. Your employees don’t just punch in to work when your clients are there or coming. You need to organize training sessions and workshops so they can all be your best employee, and trust me, they will make your job easier. Apart from the satisfaction of your guests, clients or customers, with the overall service and satisfaction of the product or service your business is giving, is the satisfaction of your employees. Yes, their satisfaction is highly important because you rely on them to deliver the service/product you promise your client/customers. The only way to do it is by empowering them with training sessions, brainstorming sessions and practice sessions.


If the employees look clueless in front of you customers/clients, it is not their fault. It’s the manager’s fault, that doesn’t do enough listening and is quick to give feedback but doesn’t take it. Not being attentive enough, not training them enough. And what about your new employees? Who is training them? Are you monitoring them, motivating them, correcting them?

Employee training should be a great part of any customer and client oriented business. I have always believed it, always carry out my training sessions with passion, determination and with the aim of empowering the employees with knowledge and confidence

See you all at the next Managing Mondays, and get to know the different types of management, leadership and more in-depth sessions.

Ciao for now