A must-read for hair salon operators

Opening a shop independently and being promoted to a hair salon ownerWith more autonomy but also a great missionYou must change your mindset from a hairdresser to an operatorBuilding all-round leadership can make management more efficientLeading the team to grow and realize ideals and visionsToday I will share with youThree must-read leadership trainings for hair salon operatorsFrom leadership, team building, decision-making and crisis management, etc.In-depth discussion to cultivate your core capabilities as an operator

3 Cores | Leadership Development for Hair Salon Operators

《Leadership》

Five Habits of Leadership

1. Lead by example: Demonstrate the leader’s ability by leading by example, enhance the followers’ trust, and be more willing to follow the leader’s instructions.
2. Share a vision: The team shares a beautiful vision, making the goal clear, rather than blindly not knowing how to follow.
3. Challenge the status quo: Constantly challenging and breaking through the status quo is the only way to lead the team to continue to grow and progress.
4. Team cohesion: Leaders must give instructions based on the team’s considerations to promote cooperation and trust among members.
5. Inspire people: Encourage employees to give positive energy at the right time; and celebrate together when the goal is achieved, which can not only gather the team’s centripetal force, but also make people more motivated to move forward.

Leading with heart: Five powers

Hard leadership

1. Legal power: Establish work rules, systems, etc., and implement them fairly and impartially
   👉️Help the team get on the right track
2. Coercive power: Give appropriate punishment for violations of the rules, but it should be noted that leaders must implement them in a rational communication manner rather than emotional threats.
   👉️Let employees be more vigilant and reduce mistakes
3. Reward power: When employees achieve goals or perform well, give them encouragement such as promotions and bonuses.
   👉️One of the sources of motivation for growth

Soft leadership

1. Legal power: Establish work rules, systems, etc., and implement them fairly and impartially
   👉️Help the team get on the right track
2. Coercive power: Give appropriate punishment for violations of the rules, but it should be noted that leaders must implement them in a rational communication manner rather than emotional threats.
   👉️Let employees be more vigilant and reduce mistakes
3. Reward power: When employees achieve goals or perform well, give them encouragement such as promotions and bonuses.
   👉️One of the sources of motivation for growth

High EQ Leadership Four Emotional Quotients

1. Self-awareness: the ability to perceive one’s own emotions and give correct evaluations.
2. Self-management: the ability to control and adjust one’s own emotions and cope with various situations. Such as self-control and adaptability, etc., can more actively and positively promote self-growth.
3. Social skills: the ability to feel and identify other people’s emotions. With insight and empathy, one can think and act from other people’s perspectives.
4. Interpersonal relationship management: the ability to guide and regulate other people’s emotions. In management, it can gather the centripetal force of the organization and resolve interpersonal conflicts through coordination. It is like a lubricant, which is the most critical element in demonstrating leadership.

《Team Building》

Six types of leadership styles

1. Leading leadership: The leader takes the lead and sets an example to guide employees to achieve their desired goals. It does not need to rely on instructions and orders, and is very suitable for hairdressers or employees who have entered a stable stage and are professional. However, it is easy to cause too much pressure on newcomers and should be avoided as much as possible.
2. Authoritative leadership: Set goals and visions, and lead employees to achieve them step by step. This type of leader must have a clear direction for the future and must have sufficient trust with employees to effectively play a leadership role.
3. Coaching leadership: Cultivate talents according to their aptitude and let employees give full play to their strengths and advantages. Leaders must have a certain degree of professionalism to give appropriate advice and guidance.
4. Affiliative leadership: Create a harmonious and pleasant atmosphere and focus on emotional connections between teams. Being too concerned about employees can easily affect work performance, so there must be some control to strike a balance between the two.
5. Democratic leadership: Respect employees’ opinions and value listening, communication and expression among teams. Leaders need to spend time to unify opinions, which can easily lead to delays in decision-making or execution.
6. High-pressure leadership: Use strict authoritarian methods to make employees obey. This leadership style must be used with great caution, as it can easily make employees dissatisfied and is usually implemented in emergencies.

Nine Roles of a High-Performing Team

Action type

1. Shaper: Usually a leader, the spiritual core. Constructing the ideal blueprint of the organization and motivating the team to move forward.
   Personality traits: leadership, full of energy and enthusiasm, and courageous to challenge.
2. Completer: Supervising the execution of goals and tasks. Avoiding work delays or errors.
   Personality traits: Diligent and serious, pursuing perfection.
3. Executor: Execute and implement goals
   Personality traits: self-discipline, diligence, pragmatism, and good at converting goals into concrete actions.

Strategic type

1. Monitor: calm analysis, objective opinions
   Personality traits: calm and cautious, tend to think rationally. Broad vision and sharp judgment.
2. Innovator: put forward innovative ideas and opinions
   Personality traits: extremely imaginative and innovative thinking, able to break through conventional thinking in many aspects
3. Expert: provide professional advice
   Personality traits: have professional knowledge and skills in a certain field.

Interpersonal type

1. Coordinator: objectively summarize the opinions of the team
   Personality traits: good at negotiation and communication, with control ability, and objective analysis and thinking
2. Resource investigator: negotiate and negotiate with the outside on behalf of the team
   Personality traits: extroverted, well-connected, and curious to explore and discover new things.
3. Team worker: Like a lubricant for the team, bringing together relationships.
   Personality traits: Good at listening and communication, with excellent social skills

《Decision Making and Crisis Management》

Five Pitfalls of Leadership Decision Making

1. Myopia in decision-making
   Situation: The leader’s vision and thinking are limited, which leads to generalizations when making decisions, ignoring more options and possibilities.
   Solution: Comprehensively accept information and solicit opinions.
2. Anchor effect
   Situation: Unconsciously use the initial information received as the standard for judging things, resulting in a preconceived situation.
   Solution: Often reflect on yourself and consciously notice such situations.
3. Framework effect
   Situation: The leader’s perspective on thinking about problems creates an invisible framework and is limited in decision-making.
   Solution: Analyze problems from multiple perspectives and solicit opinions to break through blind spots in thinking.
4. Sunk costs
   Situation: Because of the hope of getting a return on the money, time and effort invested, the fear of loss leads to biased decision-making.
   Solution: Focus on future development and let go of the past that cannot be changed.
5. Group myth
   Situation: Because of the fear of being different from others, invisible group pressure is generated, which makes the team’s decision-making biased towards a certain opinion.
   Solution: You can change to anonymous voting.

Leadership Mindset

Four skills for decision-making

1. Discuss the matter at hand: Think from a rational and objective perspective, and try to exclude personal emotional issues.
2. Focus on interests rather than positions: Consider the interests of the salon as the primary consideration, rather than personal positions. You can get to the core of thinking more quickly.
3. Solicit opinions and evaluate from multiple perspectives: Encourage employees to express their opinions, which not only cultivates employees’ thinking ability, but also makes it less likely to be limited in making decisions and can evaluate from a broader perspective.
4. Objective standard measurement: Make good use of actual data and indicators as a reference to help leaders make objective measurements.

Five questions for team management

1. What are the deadlines for tasks and goals?
   Set deadlines for achieving tasks and goals to avoid procrastination and encourage employees to be more efficient at work.
2. What are the key results?
   Set key results that can determine whether the goal has been achieved, such as the exact reference basis such as how much performance should be broken.
3. What is the phased process of work?
   In order to achieve the ultimate goal, plan the phased work process to help employees better grasp the direction in execution.
4. How to measure the results?
   Reflect on and measure the results afterwards, find out the problems and constantly correct and improve them to create a learning team type.

Problem Solving Mode

Problem types

1. Occurrence problems: Problems that everyone thinks are problems. As shown in the third picture, it is to return a bad situation to its original state.
   Solution: Clarify the cause of the problem and prevent it from happening again
   Example: If you accidentally perm a customer’s hair, check where the error is in the operation process and use it as a warning to prevent it from happening next time.
2. Setting problems: You must refer to the “ideal state” to know that it is a problem. As shown in the third picture, it is a problem that arises in order to make further challenges from the current situation.
   Solution: Set an ideal goal to understand the problem
   Example: If you want to expand the scale of the salon, set a specific and clear monthly performance standard to achieve this goal.

Set an ideal state
The organization must reach a consensus

1. Big goal perspective: refers to the imagination of the future and the ideal goal.
2. Internal environment perspective: analyze your own strengths and what you can do
3. External environment perspective: understand the external expectations of us and what they want us to do
   👉 Consider the three perspectives comprehensively and set the best “ideal state”

After reading the entire article,
Do you have a better idea about hair salon management?
Set goals for yourself and make practical plans and implementations
Gradually develop all-round leadership thinking
Increase influence and lead the team towards a better future

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