2 Senior Roles jobs in Dubai
Roles in Food
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Job Description
We're looking for enthusiastic and service-driven individuals to join our Food & Beverage team across multiple outlets. If you have a passion for hospitality and love creating exceptional guest experiences, we'd love to connect with you.
Open Positions:
- Food & Beverage Assistant
- Hostess
- Bartender
- Barista
- F&B Supervisor
- Room Service Order Taker
What We're Looking For:
- Previous experience in a restaurant, bar, or hotel F&B setting
- Excellent communication and guest interaction skills
- Positive attitude, teamwork spirit, and attention to detail
- Well-groomed and presentable
- Ability to handle busy service periods with calm and professionalism
- English fluency is a must (additional languages are a bonus)
- Knowledge of POS systems (e.g., Micros) is an advantage
What You'll Be Doing:
- Delivering luxury, efficient, and professional service
- Guiding guests through menus and offerings
- Ensuring cleanliness and setup of F&B areas
- Supporting smooth operations during peak hours
- Upholding brand standards in every interaction
Why Join Us?
- Be part of a respected and award-winning hotel team
- Enjoy opportunities for growth and learning
- Work in a diverse, inclusive, and supportive environment
- Competitive salary and benefits package
How transition coaches ease the move into new roles for leaders
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Transitioning into a new leadership role can be a daunting challenge for many leaders. To ease this process, transition coaches have become increasingly vital. Nirupama VG of AdAstra Consultants highlights that many skilled leaders struggle during their initial months in new positions, often facing high expectations and uncharted territory.
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Transitioning to a new role is a challenging phase for many leaders. To navigate this period with grace and fortitude, they can get help from transition coaches. Nirupama VG, Founder, AdAstra Consultants, says transition coaches have become critical in today’s business environment as skilled leaders struggle initially after securing their desired position. Entering new leadership positions can feel like a pressure cooker — navigating uncharted territory, facing high expectations and leading a team needing guidance. The sink-or-swim method is no longer relevant. She cites research from Acuity Partners that shows that 40% of new executives do not succeed in their first 18 months. This makes the role of a transition coach important. Leaders in large conglomerates typically go through certain career paths that involve transitions in roles, says Rajiv Krishnan, MD & CEO of Ma Foi Strategic Consultants Pvt Ltd. They would need to have exposure to high-growth businesses, turnaround situations, building businesses from scratch, improving profitability, managing costs, tapping adjacencies and exploring alliances. “Now if you have either joined laterally or the conglomerate is not perspicacious enough to help you garner these experiences, it is very possible that you may be pitchforked into a situation for which you are unprepared. Such situations crop up all the time and the situation requires transition coaching. Just as a pilot boat shepherds the ocean liner through treacherous sandbanks at the mouth of a river to the safe harbour beyond, a transition coach helps the leader find a safe harbour,” says Krishnan. A transition structure or programme is needed when a senior leader moves into a new role, says Harold D’Souza, Co-Founder and Director, WalkWater Talent Advisors. Whether the coach has to be external or internal would depend on a variety of factors — the structure of the board in the company concerned and whether it is family-run on an MNC; the seniority and criticality of the role and the leader’s familiarity with the industry, among others.
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External transition coaches might not be needed in every context, but it can help in some cases. Need for transition coaches Deepak Jayaraman, Transition Coach and Founder of PlaytoPotential, says transitions are lonely phases where the incoming leader does not have the network of goodwill in the new organisation. The person has to make sense of the new environment and adapt to the new culture. Trying to drive impact and value in these circumstances can be challenging. “It is like trying to stitch a parachute after jumping from the plane. Having a transition coach who can show the mirror, be a sounding board and help the leader read the situation can be of value.” Transition support can definitely help leaders when they switch contexts, especially industries or maturity (large companies to entrepreneurial ones), explains Jayaraman. These are situations where the leader’s muscle memory might have been built in a certain context and it can derail him in the new context. As executive coach Marshall Goldsmith says, “what got you here won’t get you there”. A transition coach can help in rewiring some of these elements and help the leader settle down amid the various pulls and pressures in a new environment. Often, the leader has to drink from a firehose in the first few weeks itself. A coach can help prioritise and focus on the vital few elements that matter in the transition. Lastly, transitions are situations where hairline cracks can become a full-blown fracture very quickly. A timely intervention by a transition advisor could help avoid derailment of the situation and help address key issues in time.You Might Also Like:
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While recruitment agencies are highly focused on finding the perfect candidate, Nirupama VG says true success depends on factors that go beyond a stellar resume. Newly appointed leaders have to understand the cultural differences, build trust with employees and deal with unexpected issues. An experienced transition coach can help leaders navigate this critical adjustment phase. A coach offers a secure environment for planning, generating ideas and managing worries. This helps the leader to believe in self and make bold decisions. Ways to make it work D’Souza adds that the selection of the right coach is very important. The transition coach should be able to understand the context and the industry segment. The leader and the coach have to set expectations and communicate these to each other. Jayaraman points out that several organisations confuse transition support with induction scheduling. Some go a bit further and assign an informal mentor or a buddy in the new environment. But this hardly addresses the real need of the leader. The transition advisor has to be tactful and objective. In some instances, things can get political and end up stirring a pot best left untouched. This can be especially true when organisations are going through turnarounds or have to experience short-term pain.You Might Also Like:
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Benefits from a strong transition coach experienceNirupama VG says companies should consider appointing a coach as a form of investing. “According to the ROI Institute's research, coaching results in an impressive 7 times return on investment. Transition coaches assist in connecting the leader's prior experience with the requirements of the new position. This may include setting clear expectations, recognising possible obstacles, and creating a plan for achieving success.” Transition coaching is not a luxury; it is a vital strategic move. It can mean the difference between a leader who merely survives and one who truly excels. #J-18808-Ljbffr
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