What the book is mainly trying to explain to you is that McDonald's
was a successful company because they followed seven leadership
principals. You had to have honesty and integrity, good
relationships, standards; you must lead by example, courage,
communication, and recognition. These seven principles are why
McDonald's is so successful according to Paul Facella. Paul
explains each of these principals very well throughout the
book.
Honest and integrity has been a keystone to McDonald's growth. They
like to think that they are so trustful and honest they like to use
the "Hand Shake Agreement" when they do their business with
suppliers and owners. McDonald's feels that if they can't trust us
on a hand shake agreement then they don't want to do business with
them because they don't have a good enough relationship. McDonald's
has done million dollar units on nothing but a hand shake
agreement, they don't like doing contracts. McDonald's is focused
on lasting partnerships rather than a quick profit. McDonald's
would terminate any relationship that even hinted that the person
they are dealing with is being unethical, immoral, or illegal.
McDonald's likes to be accountable, they follow through on their
commitments and like to be transparent, and they want people to see
that they have nothing to hide so people will want to work with
them.
"At McDonald's, relationships run deep". From the crew all the way
up to CEO, they know that they are all in it together. McDonald's
likes to find partnerships that will achieve there companies goals,
trust is essential in their relationships. McDonald's encourages
its employees to learn about the people they are working with. Know
their motives and talents so that you can take interest in the
people whom you work.
McDonald's has a passion for excellence and is never just
satisfied. Not only did they want high standards they wanted to be
the best, even if it meant slashing energy costs to look more eco
friendly. McDonald's pushes for excellence in all likelihood to
improve profit margins and boost their reputations. McDonald's
doesn't accept any standard except the very best. "Good enough"
doesn't cut it for them, they keep their expectations high. If you
see a problem fix it, your actions set the standards were you work,
problems don't fix themselves.
Leading by example goes for every employee at McDonald's no task is
too small even for the top executives. Even the top employees like
to be in the field getting up close with the customers.
Demonstrating model behaviors is key at McDonald's no job is to
humble even for the boss. It is the leadership's actions that set
the motion of behavior and values of the work place. Never under
estimate your actions, turn every opportunity into a chance to
coach the other employees. Explain to other employees everything
that happens in the field when something goes wrong or right, this
will help them understand what is working well and what needs to be
improved. Help out your community, stakeholders and others will
appreciate your efforts to making their world a better place and
that you're trying to "give back".
Courage is a big role in McDonald's growth. Individuals should
speak up and say what's on their mind and fight for what they
believe in. Never just look the other way, you will be respected,
and will be sure to win big with your employers. Always walk away
from deals you know isn't good for your company no matter how much
money they are offering. Don't be afraid to take risks you won't
get anywhere by playing it safe all the time. Make educated,
well-thought-out risks. Push for what you believe is right, even if
you're upsetting other statuses. Take on other challenges don't
pretend that they don't exist. Speak your mind others will
appreciate you for saying what you think.
McDonald's uses communication to tell its own story, the story that
helped win over stakeholders, customers, and shareholders.
Communicate your company's goals, objectives, mission, and values
with your co workers and customers. Structure your company to
encourage communication with stakeholders and decision makers.
Promote communication through dinners and gatherings of colleagues.
The McDonald's system has a built-in mechanism to recognize those
who really deliver results. The company retains the best talent at
the corporate, store, and vendor level. Make it a point to
continually praise performance. Make even the smallest awards
meaningful weather they are promotions, opportunities, or plaques.
Make it a feeling of family by including spouses whenever being
recognized. Ask your company to put aside a budget to have a
program for events and activates for recognition. Rewards don't
have to cost anything, a hand written note from the boss or a hand
shake followed by "good job" will do just fine.