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Salon/Spa Owner’s No-Compromise Leadership Tune-Up

February 4, 2019 | By Eric Ducoff | 3 Comments

Compromise can occur in every nook and cranny of your business.

What’s a “compromise”? It’s a malfunction that occurs in your salon/spa causing a ripple effect in the performance of your business.

It can be as simple as employees taking personal calls while servicing customers, wasting company supplies or circumventing procedures.

Even the most basic forms of compromise can derail productivity, contaminate your culture, sap profits and destroy vital customer relationships.

Ultimately, almost every business malfunction, even those annoying little ones, can be traced back to the leader.

When compromise exists in the core behavior and thinking of the leader, it will impact the performance and culture of your company.

When a leader avoids making a vital decision of any kind, the cost of compromise can truly be colossal.

Every aspect of a company’s performance is a reflection of its leaders’ thinking, behavior and ability to execute.

Here is my No-Compromise Leadership hit list of the most common leadership compromises:

  • Creating a double standard for you versus your employees.
  • Creating separate standards for different employees.
  • Not maintaining and following ethical standards.
  • Agreeing to do something and not delivering what was promised when it was promised.
  • Being late for work or meetings.
  • Not following the budget.
  • Failing to address obvious problems and issues.
  • Not responding to employee suggestions.
  • Believing that what needs to be done — cannot be done.
  • Talking “empowerment” but never letting go of control.
  • Giving up too easily.
  • Not creating opportunities to listen to employees and their insights to make things better.
  • Focusing on the negative.
  • Failure to disclose and share key information that employees need to do their jobs.
  • Withholding positive feedback.
  • Not rolling up your sleeves and pitching in.
  • Reprimanding in public.
  • Talking about, gossiping or degrading an employee with others.
  • Stereotyping and making assumptions about people.
  • Not listening to customers.
  • Holding on to a problem employee so long that your culture is damaged.
  • Accepting inferior performance or quality service.
  • Playing the “blame game.”

As you can see, the compromise list is extensive, but it’s only the tip of the iceberg. Yes, we’re all guilty as charged when it comes to compromise.

FACT: You cannot condone, tolerate or ignore compromise.  

Here’s my challenge to you: The more you practice and adhere to a No-Compromise mandate for yourself and your salon/spa, the more difficult it is for compromise to surface.

By design, No-Compromise Leadership requires accountability at all levels of your company.

It must begin with you and your commitment to a higher standard of leadership thinking and behavior.

Look inward at how you allow compromise to influence your thinking and behavior.

Remember: You’ll be setting your salon/spa up for failure if you attempt to create a No-Compromise Culture if you don’t change first.

Categories: Leadership

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Comments

  1. I’m feeling frustrated by a manager that seems to take hours to do certain tasks. I’m trying to quantify time with these tasks . Monthly e mail and monthly accounts package. On Wednesday we close all clients at 2.30. She has 3 hours to complete certain tasks but constantly goes over her regularly scheduled hours by 3 to 5 every payroll telling me phone was ringing, clients came in etc. I’ve had numerous meetings and I seem to be getting nowhere. Any suggestions

    1. If the manager qualifies for “salary exempt from overtime” by your state’s department of labor, put the manager on salary. To be salary exempt from overtime, the individual must be in a supervisor/decision making position with the authority to hire and fire. You must clarify your expectations with respect to minimum hours per week and duties and responsibilities.

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