by Adam L Stanley | Aug 12, 2012 | Food
Bellaria Restaurant and Wine Bar
71 Great Titchfield Street
Fitzrovia
London
W1W 6RB
Overall Verdict: Neutral – Not recommended, but I would not suggest you avoid it.
DECOR: 3
From the other reviews, I surmised that the basement was nice and quaint. I guess that depends on what you prefer. I did not sit down there but I did see the basement when I went to the Gents. overrated would be my conclusion, looking a bit like a dungeon and perhaps causing a mild claustrophic reaction. The upstairs was fine, albeit plain and boring, but the tables were WAY too small. We had to request a table sized for 4 guests to actually fit the starters, mains, and wine we ordered.
FOOD: 3
I had a calamari and zucchini starter that was quite well prepared and lightly floured. My partner had the crab and passion fruit starter that was bland and boring. And we think they may have forgotten to add the passionfruit. For our mains, we both had the sirloin steak with Parmesan shavings over rocket. The steak was prepared okay. They are a bit to the over side on temperature so if you want medium rare, order rare, as my medium rare was more medium and my partner’s medium looked kind of well done to me. Besides the temperature, I was not impressed by the thin steak nor the lack of flavour. If it were a thicker cut of meat, it likely could have held its own with little seasoning but the thin steak was rather flavourless. Dessert was fantastic for my partner (tiramisu) and acceptable for me (strawberry cheesecake).
SERVICE: 4
Perhaps I expected to be treated like a second class citizen after reading the reviews about discount diners, but I would say that service was pretty good. Very attentive staff, but not overly so. I don’t think they poured our wine after the first pour but our food came hot and things were timed fairy well.
VALUE: 3
Based in the average quality of the food, and considering the Neighborhood, I would say this place is about average. The discounts you can easily get via the reservation sites and dining clubs give you a bit of wiggle room for wine and extras. We spent £125 for two people including the automatic service charge of 10% plus another 3-5% service gratuity we added. This included the red wine of month, a nice Barbera d’Asti, plus two starters, two mains, two sides, and two desserts. Given I know that I could have had the same meal on Marylebone High Street for about the same price without the discount, I’m giving Balleria a 3 for value.
OVERALL: I would not recommend this restaurant but would not turn people away from it either. There are too many nice restaurants in London for me to tolerate average, but if I lived nearby and wanted a quick Italian dinner, I would certainly visit this place.
In relationship with #foodies,
Adam
Adam L. Stanley | ALSWharton Connections
Notes: Booked via toptable.co.uk and signed up for 50% off offer (why would I ever choose the “no thanks” offer?). Whenever I book these types of offers, I take the opportunity to try more of the menu and always have a bottle of wine or cocktails. The little card they put on your table when you sit down does make you feel a tad low class, especially if you happen to be on a date. Luckily, I was not! The card stipulates rules for the discount and the items on the menu that are not fully discounted like tuna, sirloin steak, and other specials. Not a big deal, actually, and I’m not sure there would be an easier way to make this clear without the waiter having to actually say it out loud.
In relationship with #foodies,
Adam
Adam L. Stanley Connections Blog
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L’Anima (London) Food Review | Grace Food Review | Other Food Reviews
by Adam L Stanley | Jul 6, 2012 | Leadership, Relationships, Teamwork
Top Traits: Defining the perfect employees
Let’s face it, for most people work is a means to an end. You work so that you can eat, keep your brain active, connect with other people, learn, or reach some apex in your ambitious plan to take over the world…. Whatever the reason, for very few people work is about finding intense joy and personal satisfaction every hour of every day. That is simply not reality. But, like any other required part of our lives, we can choose how we want to handle work. We can come in every day, do what is required, talk to nobody, and leave. Or we can bring a smile into the office, do our jobs and encourage others to do theirs, and try to bring fun into what can be otherwise mundane or stressful.
I worked with someone for years that was by far the very best at a particular function. This individual was 1)Both talented and hard working, and 2)showed a true pride in the products he created…..good so far, right? If you’ve read my two preceding “Top Traits” blogs, you’d say he is a perfect employee. But wait! This person was so depressing, so negative, and so, well, just not fun! There were days where despite the value I could get out of a conversation, I could simply not do it. It would drag me down into a depression instead of inspiring me to be better. Like the Dementor guards of the Azkaban prison in the Harry Potter movies, this kind of person can simply suck the soul out of a team, an office, or a company. Which brings me to my third top trait ….
Trait # 3: Fun to Work With
If you’ve done interviews, you’ve perhaps been asked to assess “fit” with the culture of your particular company. When I started my career, I thought those interviews were inappropriate. Fit translated into Golf Club network, family connections, and politics. But as I advanced, I realised more and more that fit can make or break a leader. A leader whose style is perfect at one place will bomb elsewhere. So, to be clear, being fun isn’t always going to make you successful. You still must deliver. This is my personal opinion and what I personally look for. I want employees that are fun to work with. Period.
What I like
There are some people that simply bring joy to the office. They bring smiles, jokes, the occasional cupcake or brownie …. They bring personality and just enough of themselves to break down barriers and create a culture of openness that makes work more rewarding.
I’m not talking about class clown, chronic joking, or distraction. I’m talking about balancing the “what” with the “how”. Say you have a complex team challenge that must get done in 24 hours. You have to work pretty hard to get it done and, especially as a leader, you can be a humourless tyrant and slave driver. Or you can be an inspirational and personable motivator. I’m choosing to be the latter.
I recently spent time with some of our colleagues managing technology in Europe. During the evening, we had a team dinner and drinks and I had the opportunity to get to know the Poland, Spain and Italy leaders. We laughed, joked, and had a really great time but occasionally someone would bring up a problem facing our firm and I would ask for a recommended solution. What amazed me is how smart the team was at coming up with ideas but at the same time they were having fun and enjoying being together. That’s the kind of team I want!
In short:
Don’t be a dud.
What I need to do as a manager to enable
Smile.
When I’m having a funk of a day, I either stay home or avoid meetings. Smiles are contagious, I truly believe that. So if I can’t bring a genuine smile to the office, I try desperately to avoid contact with people! We can’t expect everyone to be happy all the time, but as a manager I need to both set an example and reward those that also bring fun to the office.
Last week, I woke to yet another rainy London day and, frankly, I was disgusted. I was so sick of rainy weather that I knew I would be in a bad mood. I went back into my kitchen, made a huge breakfast with a large strong cup of java and read a low intelligence required novel. Then, I went to the office. I was later than intended but by the time I got to the office I was refreshed and able to deal with another grey day.
Solicit feedback from team.
Talk to your teams on a regular basis to determine what makes them happy. What motivates them and when they smile, ask them why they are happy. Find something that brings them joy and do that.
Support and understand that some people just have bad days.
Recognise that some people will have bad days. Support them. Make sure they feel comfortable detaching if necessary. Make them leave if you must. If they need help, try to get it for them. And reward those that bring joy to the office and perform with a positive attitude.
In short:
Don’t be a dud.
Let me know what you think. What do you view as top employee traits? How do you build the best teams around different types of team members? Are you working hard on something worth doing?
Be sure to view all of the Top Traits:
Trait 1: Hard working AND talented
Trait 2: Pride in work product
Trait 3: Fun to work with
Be Well. Lead On.
Adam
Adam Stanley
Adam L. Stanley Connections Blog
Technology. Leadership. Food. Life.
AdamLStanley.com
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by Adam L Stanley | Jun 8, 2012 | Leadership, Teamwork
Top Traits: Defining the perfect employees
I had a whole home audio system installed in my Chicago home a few years ago. I spent more than I have ever spent on audio equipment and hired a team of twenty somethings to install it for me. I remember when they came for the install and opened all the boxes. You honestly would have thought they were installing for themselves. They were so excited about the install, and kept telling me how I really got the coolest equipment out there. Their excitement was contagious. I truly felt like I was “the man” and could not wait until my first party. When done with the install, they beamed with pride and showed me the system, how to use it and some of the fun stuff. They also discussed potential upgrades coming down the road and ways I might consider expanding.
Trait # 2: Pride in Work Product
How often do employees show this kind of pride in the work they do? When you shop at a mall, or work with your local telephone company, do you get the sense that the people working with you are actually proud of the services they are providing? I’m doubting it! Definitely not the case with BT given my recent experiences with them, but I digress …. Shouldn’t you be proud of what you do? Pleased with your work and the value you bring? Nurses comfort people. Teachers change lives and prepare our futures. Your particular job may not be as obviously impactful but you’re driving value by helping clients either directly or indirectly. And if you have chosen to work at a particular place, you should have pride in what you do. My maternal grandfather was a garbage truck operator for almost 30 years. My paternal grandfather worked at the US Post Office for 25 years after serving his first five adult years in the army. Neither of them ever made very much money. But each had a pride in their work that was inspirational.
What I like
I want employees to show a sense of pride in what they do. In what they create. The best recent example of a leader that exuded pride in the products he offered was Steve Jobs. You just knew he thought that every product he allowed out the door was AWESOME! In my current role, I have a principle that I call “pretty red bow” that is based on pride of product and service. In short, I demand that my teams think about the entire package when building a new service. Not just the technology, which may be cool as ever, but the service, the support, the way it is sold and the training provided for users. You can build the very best mousetrap but if everyone thinks it is an appetiser with crackers and cheese …. Well, you get the picture. I want them to build a service, package it well and tie it up with a pretty red bow. Get it?
My favorite employees are the ones that call or email me to tell me when a client is really pleased, or even better, when no client has said anything but they know the service they have built will excite clients. The emails that show progress on solving a complex problem, the random drop by to my office to show me a prototype of a new collaboration tool, or the demo of a new “awesome” iOS application, this is what excites me.
If you do not feel pride in the work you do, why would your boss, your team, or your client?! If you don’t feel you can be proud of your work, perhaps you aren’t in the right field. Or perhaps you are simply not working hard enough to deliver something with which you can be proud.
What I need to do as a manager to enable
Provide. Praise. Promote.
- PROVIDE. If you hire an employee and ask them to build a Bentley, then only give them a thousand bucks, a Bentley you will not get. Set guidelines that are achievable and provide your teams with the resources needed to be successful. The greatest morale killer in most technology shops today is the constant badgering on costs. We must provide opportunities for employees to shine. A great example of this within Aviva is our mobile apps competition. We’re encouraging people around the world to create prototypes of great new app concepts in friendly competition. We encourage all of the contributors and it is FANTASTIC seeing the pride of ownership among the teams that is evident in their submissions.
- PRAISE. Give credit. Give credit. Give credit. Employees, especially those in service industries, operations functions, and technology, get PLENTY of complaints and abuse. When someone creates something amazing, you MUST acknowledge it. I have seen so many managers take credit for their team members work without adequately praising them. It is shameful. As I said with respect to all hard working and talented employees (prior blog), ensure those who show pride in their work and deliver excellence get the recognition they deserve.
- PROMOTE. This should be easy for those of you with children as well as for those who remember when you were a child. Think about how proud a kid is when their artwork is displayed on the refrigerator or on the school bulletin board. Create THAT environment. Showcase the amazing products and services your teams have created. If they have pride, and it is deserved, their leaders should also be proud. And showcasing their products will encourage others to create great things as well. Be a “proud mama” or “proud papa”. You will encourage more people to take pride in their work. And when you take pride in your work, you do better work. Simple, right?
I’m proud of the folks working with me now and proud of the things we accomplished while I was in my prior roles. I will continue to seek out, provide for, praise and promote those around me who take pride in what they do. It takes all kinds to make a great team but the perfect employees demonstrate pride in work product. And I want the perfect employees along on the journey with me.
Let me know what you think. What do you view as top employee traits? How do you build the best teams around different types of team members? Are you working hard on something worth doing?
Be sure to view all of the Top Traits:
Trait 1: Hard working AND talented
Trait 2: Pride in work product
Trait 3: Fun to work with
Be Well. Lead On.
Adam
Adam Stanley
Adam L. Stanley Connections Blog
Technology. Leadership. Food. Life.
AdamLStanley.com
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by Adam L Stanley | May 18, 2012 | Leadership, Teamwork
Top Traits: Defining the perfect employees
Yikes – It has been a while since I blogged and I have an excuse. We are working on some amazing things at Aviva and as part of that I have spent the past few weeks in meetings. Yes, being in meetings can sometimes be a royal P.I.T.A., especially if they are pointless. HOWEVER, I have been in FANTASTIC meetings. About dreaming, creatively thinking of new ways of engaging with clients, driving change, building new systems and tools, and SHARING. So, its been tiring but GOOD. Enough with the CAPITALIZ(S)ATION, right? Smile.
So, while I’ve been “away” from the blogosphere, I’ve been observing teams, learning about my new teams here and observing vendors, consultants, baristas at my favorite coffee spots, bartenders and servers at nice restaurants, my dry cleaner, the folks that work for London Transport, and the owner of the flat I lease. And, as I observe, I’ve noted things I like about these various employees and team members. As importantly, I’m refocusing on what I as a leader can do to enable the behaviours I like and discourage other behaviors. In my next series of blog posts, I will share my OPINIONS. I am NOT speaking for any company, nor am I speaking for Cafe Nero, Fino, etc. Just me.
… Trait # 1 – Hard working AND talented
Maybe you’ve had this guy on your team: The fact is he is simply brilliant. He knows so much about every relevant topic and can think beyond any analyst you have ever hired. Give him any problem to solve and, with focus, he can solve the most complex of them within minutes. Yet, when you compare his output and the value created from his efforts to the rest of your team, he falls short. Why? Because he is LAZY. In some ways, there is nothing worse than a LAZY smart person. Like a perfectly grilled prime rib being placed in front of a vegan, a USELESS waste. Offensive even!
Or perhaps you’ve seen more of this guy: Every night as you leave the office you say goodnight to this guy. He is in every meeting, takes copious notes, has severe frown lines from constantly working, thinking and pushing himself. He rarely takes vacations and always goes that extra mile. And yet, again, output is severely lacking. Deadlines are missed and errors are made. This person, while in my humble opinion much more acceptable than the lazy genius, still falls short. These guys are great to have on the team and can be highly valuable. They have the passion but not all of the skills… Which brings me to my first trait of the perfect employee…
Hard Working AND Talented
What I like
People who work hard and think hard are the foundation of a good team. And it is these people with whom I most like working. I don’t need geniuses actually, though the occasional rocket scientist does bring a uniquely different perspective to the team. I need people who are clear about what they know, comfortable researching or asking elsewhere about things of which they know little, and passionate about continuing to improve their knowledge base. But I also need them to want to work hard, push themselves, and execute. Brilliant strategy without effective delivery is … well, what many consultants produce. (And before I get the hate mail, I can say that because I am a former consultant. And of course not all consultants produce paperweights….)
I’m looking for people who have a strong base of talent on which to build, and the industriousness to see their base as a foundation and not a ceiling. Vision to dream about going further, learning more, and gaining even more knowledge as they execute and deliver. I had an architect at a prior company (confession: I hired/poached him from a consulting firm) that was not only the most knowledgeable person about Notes to Exchange migrations, he was also truly hard working. And he was humble; which I will discuss in a future blog. I could get more out of this one person than five others more polished, more educated, and higher paid. But he had a passion for solving problems and thinking harder about ways of working. And he never stopped learning.
I need people who think and push. Who work hard and study hard. Who bring a unique skillset to the table, share it with others, and in so doing make the entire team better.
What I need to do as a manager to enable
EMPLOY. ENGAGE. EMPOWER.
- EMPLOY. I need to find these people and bring them in to my teams. Typical HR processes seem to focus on assessing skills or fit. I need to assess ability to work hard, continue to learn and dream big. My goal will always be to find people smarter than I am, that work as hard or harder than I do, and give them the opportunity to shine.
- ENGAGE. I must actively seek to connect with these high performing high value generating team members, making clear how much they are valued. Too often, the smartest guy that does little work but knows when to speak up is rewarded first. As a leader, I must continuously look to find the hard working and talented and ensure they get the recognition they deserve.
- EMPOWER. The worst thing a manager can do with any top talent is to relegate them to worker bee status when they should be empowered to make decisions. These are your leaders and should be allowed to lead. These folks should be encouraged to ask forgiveness rather than permission.
For those interested, I found another blogger that commented on this topic and grouped people into four blocks instead of three. Where I cover smart and lazy, smart and hard working, and not so smart but hard working, this person also addresses stupid and lazy. I of course ignored that group because I would not even consider keeping someone in that bucket on my team. As Donald Trump says, “you’re fired!” Here is the other blog.
I also found a humorous take on choosing one or the other when you only have smart/lazy or dumb/hard working as your options.
From a “real world” perspective, it is FAR better to be smart and lazy than dumb and hardworking. You see, if a dumb person does a lot of work, chances are they’re going to do a lot of it wrong since they don’t know what they’re doing. Then the smart people are the ones who have to fix everything; and they spend all their time cleaning things up instead of being productive with their smartness.
I guess that is certainly one way of looking at things. As for me, I will continue to seek out the perfect ones, while also recognizing it takes all kinds to make a great team. Most importantly, I will continue to strive to find balance in life and work toward doing the right thing. I like what Teddy says on this topic.
Let me know what you think. What do you view as top employee traits? How do you build the best teams around different types of team members? Are you working hard on something worth doing?
Be sure to view all of the Top Traits:
Trait 1: Hard working AND talented
Trait 2: Pride in work product
Trait 3: Fun to work with
Be well. Lead On.
Adam
Adam L. Stanley Connections Blog
Technology. Leadership. Food. Life.
AdamLStanley.com
Follow me on Twitter | Connect with me on Linked In | “Like” me on Facebook
by Adam L Stanley | Mar 24, 2012 | Food
Bishopsgate Kitchen Review
Summary: NOT Recommended / Abysmal Service with subpar food.
Bishopsgate Kitchen
230 Bishopsgate
London EC2M 4QH
SHORT VERSION: Â I have reviewed DOZENS of restaurants and out of over a hundred reviews, I only have 5 places rated one star. I can only guess the reviewers of this place are either friends of the staff or owner or infrequent diners. Or I was just here on a VERY BAD NIGHT. This place is awful and I would recommend you walk right on by.
Service: 1
The great host that greeted me and took order, a guy that was friendly and fast, seemed to disappear and leave two amateurs on the floor. He left two women who walked around and chatted to the two guys who were hitting on them while ignoring everyone else.
After a half hour of trying to use their butter knife to cut the overlooked steak, one of the servers finally brought me a steak knife.
After ignoring me for the hour I was eating, a different server, the one that was chatting it up with the likely married but ringless diner, came over to ask me if I wanted anything else. Get this: the kitchen was closed by then so if I wanted either of the hot desserts I was plum out of luck. First of all, the fact that the restaurant’s posted closing hour is 10pm and they close the kitchen at exactly 10pm is pretty pathetic. That basically means they should stop accepting patrons at 930 pm latest. Second, if chatty Cathy had actually come over during my meal perhaps she could have gathered my dessert order BEFORE the kitchen closed.
Food: 1
My meal consisted of quite possibly the worst steak I’ve had in a year. I’ve had better steaks at Disney World and strip mall food courts. Â Absolutely no flavor and if this is medium, well done must resemble a charcoal briquette. Incredibly bland food. Even the bread was just ok.
Decor: 2
A nice space except whereas I typically enjoy seeing the kitchen, seeing the cook open a container of uncooked food and smell it was less than appealing. One of the cooks approached what looked like a more senior guy and appeared to suspect something was off. The other guy smelled it, looked at it, and smelled again. I was sick wondering if he concluded it was “acceptable”.
Value: 2
Really bad food at moderately expensive prices. Fail.
Overall: 1
I suspect this is the type of place that gets clientele who don’t feel like walking farther than across the street RBS. There are WAY too many restaurants in London to waste time or money on a place like this. In Chicago, this would be one of those places I would predict would be out of business soon. Not sure if here in London a crappy restaurant can survive due simply to convenience of location. Maybe so!
I was looking for my first failure of a restaurant in London and, alas, I’ve found it. Not only do I not recommend this place, I urge you to go out of your way (which really is only about 4 blocks toward Spitalfields) to find a decent meal. Do not go to Bishopsgate Kitchen. It should be closed.
Note: while waiting for my bill, I overheard another guest tell the server he ordered lamb and got tuna. She laughed and he laughed. Interesting. I wouldn’t actually find that funny.
AVOID THIS PLACE.
In relationship with #foodies,
Adam
Adam L. Stanley Connections Blog
Technology. Leadership. Food. Life.
AdamLStanley.com
Follow me on Twitter | Connect with me on Linked In | “Like†me on Facebook
L’Anima (London) Food Review | Grace Food Review | Other Food Reviews
I had a calamari and zucchini starter that was quite well prepared and lightly floured. My partner had the crab and passion fruit starter that was bland and boring. And we think they may have forgotten to add the passionfruit. For our mains, we both had the sirloin steak with Parmesan shavings over rocket. The steak was prepared okay. They are a bit to the over side on temperature so if you want medium rare, order rare, as my medium rare was more medium and my partner’s medium looked kind of well done to me. Besides the temperature, I was not impressed by the thin steak nor the lack of flavour. If it were a thicker cut of meat, it likely could have held its own with little seasoning but the thin steak was rather flavourless. Dessert was fantastic for my partner (tiramisu) and acceptable for me (strawberry cheesecake).
I want employees to show a sense of pride in what they do. In what they create. The best recent example of a leader that exuded pride in the products he offered was Steve Jobs. You just knew he thought that every product he allowed out the door was AWESOME! In my current role, I have a principle that I call “pretty red bow” that is based on pride of product and service. In short, I demand that my teams think about the entire package when building a new service. Not just the technology, which may be cool as ever, but the service, the support, the way it is sold and the training provided for users. You can build the very best mousetrap but if everyone thinks it is an appetiser with crackers and cheese …. Well, you get the picture. I want them to build a service, package it well and tie it up with a pretty red bow. Get it?
