Chef Michael Bennetts profile

In the land of Misfits, Pirates and Cooks

2009-04-14T20:25:00.003-04:00

Excepts from my new book.....

These new blogs are atken from my NEW book:

"In the land of Misfits, Pirates and Cooks".

****

“In 1492 Christopher Columbus discovered the NEW World. In 1992,

500 years later we have rediscovered it”.

chef Michael Bennett

I started out to write a book that was “inspired and different”. I am going to offer you an unique look into what you might find on Caribbean island menus as you meander through the Caribbean. This is how I learned and now try to teach you....

We are going to explore the Caribbean, sans jet propulsion: trekking across the dinner plate exploring new tastes with every twist of the plate. The use of my book’s recipes are limited only by the vastness of a your imagination. I organized the book so you didn’t think you have to use a certain sauce with a certain fish entree. The recipes are separated for multitude of combinations - with your tastebuds being the only decisive boundary. The diversity of Caribbean’s pantry is a wide open playground for a chef. The combinations of light and healthy choices abound on every Caribbean Island nation.

There isn’t a more diverse place in the world. It is where you can find many differing culinary European, Asian, (East and West) Indian, African and American cultures residing together. The cookery that flows from this mingling of peoples and their individual culinary practices, are unique to this region alone. Fusion of multiple Caribbean culinary heritages in one restaurant is as predictable as finding a “belonger” (someone who was born to the Island) cooking over an open flame grill, shaded by an aging Avocado tree.

As 17th century Colonial powers fought incessantly over rights to these islands, losing a battle at Sea meant giving up their rights to the nearby adjoining islands. That is why each island has an plurality of cultural influences. Each triumph empire deposited its own stylistic cooking methodologies to the local native inhabitants. A great example of this is the island of St. Croix, being colonized and then governed by seven differing cultures. This Caribbean island’s cuisine has ended up being the most diverse.

Food ways change from one Island to another but, most island kitchen pantries are filled with similar foods. The traditions of how to use these food products are what change as you travel from one island to the next.

When Christopher Columbus met these native inhabitants, they all cooked over an open flame, either roasting or stewing in a pot. Each new seafaring Monarchy brought new food cooking techniques and foodstuffs to the Ameri-Indians. The Dutch and Portuguese transverse the world bringing back yet unknown ingredients such as spicy Asian chilies. They also brought their love of pork and for good reason, many European cattle breads can not withstand the constant heat of the tropics. The British gave onto the Caribbean nations they settled their need for simplistic cooking. The French brought cooking techniques like “sauteing” in a swallow pan and the use of dairy butter. They also taught the use of leafy greens should be used for cold salad preparations and not for country-style stews. The Spanish brought their love of rice, corn, tomatoes and potatoes.

After colonialism occurred, the African slave trade and the emancipation that followed, brought a “rural” cookery style these elemental inhabitants. After emancipation, Asians from Indonesia and China were brought to the Caribbean and in doing so they too brought their own unique cookery ways to bare upon the growing diverse populations.

From the book "in the land of Misfit, Pirates and Cooks"

Our Idea first

2009-01-12T09:56:00.001-05:00

To tell our story.....

These following earmarks are how the Disney Corporation daily sells itself.

Several ideas that have worked for them over the past decades resonates true with the restaurant industry....

Follow the bullet points and see how we can piggy back on adverting/marketing ideas that are successful. First pointing out that all of Red Lobsters commercials revolve around a "Caribbean" wood-grilled menu now. We should adopt the idea that we have been doing this before them (months) and are the "ORIGINAL" Caribbean wood grill in Fort Lauderdale. I know this will work because you see it work everyday between KFC and Burger King and McDonalds. "Home of the whopper" home of the Big Mac, home of Cernial Sanders original recipe, ...Since they were first they must be the best. Even Coke and Pepsi do it for the "new" coke that tastes like Pepsi-they didn't succeed because they didn't count on the of the peoples allegiance to a product being so strong. "Ft. Lauderdales home of the Caribbean grilled seafood" - maybe?

Since these big companies are leading the way and developing an entire new generation of consumers that will accept "Caribbean" grill as something special we should be right there with them.

Ideas for marketing this thesis....

Know the story is king. Humans like to read about humans and whether you are selling food, or auto insurance, every message must have a story that resonates with the human condition at its core. Almost all great stories have ancient roots.

And we have story. It is on every line of text on our new menu!

Utilize the newest technology to tell that ancient story in a new way. For example, if your firm serves businesses but does not have a marketing message that can be consumed over a Black-Berry then you're behind; if you serve consumers and don't have applications in the Apple App Store, you're out of touch.

- "shout-outs" (pictures) and messages to a email base of clients and Concierge at all the hotels and businesses that surround us in a five mile radius. This would be especially good for our lunch time hours....and of course to kick happy hour off with a bang everyday!

Coordinate the message across the media. When you leave Disneyland you stroll down a Main Street populated with dolls, and shirts, and hats, and media that all are linked to the wonderful experiences you just had. In today's fragmented world, executives must reinforce key messages by having multiple, consistent, coordinated touch points for the same idea.

Have bottled sauce to take away from the restaurant.
Have a cookbook.
Have the shirts, hats, belts, sailor memorabilia (I need to show you how Pusser's in the BVI does this-in store and online)
and glassware to take and give as gifts from travelers to their family and friends.
Have simple things like matches, pens, recipes used as -post cards.
Have takeaway menu available to anyone coming in.

Have the courage to innovate. Walt Disney initially funded both Disneyland and Disneyworld out of his own pocket, and then sold them back to the corporation because they did not want to take the first risks. Be braver.

First investment in a series of marketing plan needs time to work. That is why PR firms want to sign a 9 month to 1 year contract. They know to prove their work...be recognized, realized and thought of by the consumer as valued for them to react or act on them - takes time.

Ride your uniqueness. Disney received enormous press coverage and accolades because he was doing new things. For example, if you have a direct sales force, what new stories have you given them so they can market themselves on Facebook or LinkedIn or over the BlackBerry? How have you helped them tell a great story about your firm and its services? If you do it, they will talk about it and the media will report on it.

"Bimini" - for twenty years-long than most restaurants in the entire nation stay open, has been a Caribbean-themed restaurant. Longer than any other company that is now constructing their menus to a Caribbean theme.

The longer/and more that we say we were the first (and only) Caribbean themed restaurant in the area-the more
respect and acknowledgment we will get as the innovator and the "Father" of a new trend!

Stay on message. With Disney, you only had to see the Castle to conjure up the entire set of thoughts and dreams.

Current pictures

2008-05-27T11:05:00.001-04:00

1-1-08

What is Cooking in Miami

2008-01-21T20:11:00.001-05:00

CHEF MICHAEL BENNETT RESURFACES AT SOLO ON THE BAY, BAL HARBOUR
The waterfront terrace with a place to dock your boat, a second floor with private rooms for parties, a sleek bar and piano lounge, DJ music on weekends, and a spectacular view of the bay of what used to be Salty's in Haulover Park is now home to the 220-seat indoor/outdoor Solo on the Bay and to chef Michael Bennett. After years at Epicure Market, as executive chef at the Left Bank and last seen at Hoeflinger and Chiarini, the talented Bennett is now offering a vast menu for all tastes with many fat-free and cholesterol free items marked with a red heart, all paired with wine suggestions. Appetizers ($8.95 to $12.95) range from Cal;ypso calamari with lemon aioli and sesame tuna loin martini with wasabi glaze and seaweed salad to Bajan mussels, Kataifi wrapped shrimp stuffed with crab and lobseter, shrimpo and chicken Satay. Salads ($3 to $12.95 for entrée salad) include the classic Caesar, the Chef salad Cubano, and the heart-friendly chicken tempura salad. The menu lists sandwiches ($8 to $11) such as pastrami cured turkey, grilled chicken and brie and wood-grilled churrasco with tomato and greens, as well as wood-grilled burgers ($8.95). A good choice of pastas vies for attention with gourmet pizzas ($10 to $15), and a good selection of fresh fish and seafood entrees ($16 to $28) ranging from corvina with red curry and guava to wood-grilled swordfish and Bimini scampi. The menu goes on with meat and poultry offerings -- from rotisserie chicken ($13.95) to flat-iron steak and filet mignon, an enticing choice of specials for children, and a dozen desserts. Solo on The Bay, is open seven days for lunch and dinner from 11 a.m.-11 p.m.; and till midnight on Fridays and Saturdays.. 10880 Collins Ave., Haulover Park, Bal Harbour, 305-949-3920.

Michael Bennett's F&B credits

2007-09-15T12:10:00.000-04:00

HAVING WORKED IN 4/5 STAR RESORTS/RESTAURANTS FOR MOST OF MY CAREER, I CAN TEACH THE SKILLS NEEDED BY YOUR STAFF TO SUCCEED IN MEETING/EXCEEDING AND PLEASING THE EXPECTATIONS OF THE WELL-TRAVELED GUEST.
My last Position PUSSER'S MARINA CAY, AND IT RECEIVED THE HIGHEST RATING (FOR RESTAURANTS) IN THE BVI FROM THE BVI TOURIST BOARD WHILE I WAS THERE AS THE F&B. OF COURSE OUR OTHER RESTAURANTS ALSO INCREASED IN THEIR BVI TOURIST BOARD RATINGS AS WELL.
*******
I HAVE LED RESTAURANT STAFFS IN ALL PHASES OF THE F&B INDUSTRY.
I HAVE MANY YEARS EXPERIENCE CATERING FOR “RESORT” LEVELS OF QUALITY. I HAVE OVERSEEN BACK OF THE HOUSE OPERATIONS (TRAINING CHEFS) IN CONJUNCTION WITH FRONT OF THE HOUSE MANAGERS (PERSONALIZING THEIR ROLES) FOR BETTER FRIENDLIER STAFF/CUSTOMER RELATIONSHIPS.

BUDGETS:
WHILE AT PUSSER'S, I TOOK A COMPANY THAT WAS ALREADY PROFITABLE AND STEAM LINED THE UNNECESSARY WASTE EXPENSES ON THE P&L'S AND GENERATED BETTER NET PROFITS. WHILE KEEPING STAFFS/CUSTOMERS VERY HAPPY.

QUALITY OF FOOD AND SERVICE:
WHILE AT LEFT BANK RESTAURANT (SEE RESUME) WE WENT FROM A THREE STAR (AAA) AND WERE AWARDED 4 STARS. ALSO MOBIL AWARDED. TOP RATED SGT IN BOTH FORT LAUDER DALE AND PALM BEACH. I KNOW HOW TO INCREASE CUSTOMER SATISFACTION IN FRONT AND BACK OF THE HOUSE.

REVENUE:
THIS WAS MY GOALS EVERYDAY AT PASSER'S. AT SOLO ON THE BAY (SEE RESUME) I DID EXTREMELY WELL IN DOING THIS. WE TOOK OUR RESTAURANT STAFF-TO ANOTHER LEVEL...I HAD THE STAFF WORK "PART TIME" AS SERVERS IN OUR NEW "CLUB". THEY WERE REALLY HAPPY AFTERWARD EARNING A LOT MORE IN TIPS. IT ALL WORKED OUT WELL IN ALL PARTS OF THE ENTIRE OPERATION.

GUEST COMPLAINTS:
WORKING IN A TOP-NOTCH RESORT COMMUNITY OF MIAMI BEACH FOR MOST OF MY LIFE, I AM VERY FAMILIAR WIT THE NEEDS (AND HOW TO SATISFY THEM) OF THE WORLD CLASS TRAVELER.

TO ASSIST ALL THE SUPPORT DEPARTMENTS:
BEING IN VARIOUS HOTELS AROUND RESORT AREAS OF FLORIDA (AS A FULL-TIMER AND CONSULTANT-ST. PETERSBURG, FORT LAUDABLE BEACH, AND MIAMI) I KNOW THE ROLE OF A F&B TAKING ON THE DUTIES OF MOD IN ROTATION WITH OTHER MANAGEMENT STAFF TO SEE ALL ASPECTS OF THE OPERATION FROM A PERSONALIZED STAND POINT. WORKING A MOD SHIFT GIVES AND OPPORTUNITY TO YOU SEE THE CHALLENGES OF OTHER MANAGERS IN THE OPERATION - AND FROM YOUR PERSPECTIVE COME UP WITH SOLUTIONS TO PROBLEMS IN A DIFFERENT (UN-REALIZED OF) PERSPECTIVE.

PLANNING:
AT SOLO ON THE BAY AND PUSSER'S-(SEE RESUME), I WAS IN CHARGE OF LEADING/TEACHING THE OTHER MANAGER'S TO DO A BETTER JOB IN ELIMINATING WASTE TO INCREASE PROFITS ON THE P&L. DISCUSSED THE P&L'S WITH MANAGERS ON A WEEKLY/MONTHLY BASIS AND FORMAT OPTIONS SPECIFIC TO THEIR OWN INDIVIDUAL DEPARTMENTS/LOCATIONS ON HOW TO FIX/STREAMLINE OPERATIONS. OVERALL, STREAMLINING WAS PREDETERMINED BY ANALYZING PAST P&L'S, DEVELOPING STRATEGIES (LIKE...DEVELOPING AN OFFICE CATERING PROGRAM) TO INCREASE REVENUES AND DECREASE OVERHEAD.

FORECASTING:
I HAVE GONE BEYOND THIS, DEVELOPING A PLAN TO INCREASE FORECAST PROFITS BY STANDARDIZING TABLE TURNS AND TABLE ROTATIONS IN VARIOUS RESTAURANTS. -- MAXIMIZING THE SECTIONS/CUSTOMER COUNTS PER SERVERS FOR MORE EFFICIENT/PROPER SERVICE TO THE GUESTS. FORECASTING TABLE TURNS A NIGHT PER SERVER LED TO GREAT CUSTOMER SATISFACTION BECAUSE FORMATTED ROTATIONAL SERVICE - BY SERVERS - WAS STANDARDIZED AND LED TO MORE ORGANIZATION.
ALSO CATERING PROGRAM WAS LED BY MYSELF TO INCREASE WEDDING/CATERING BUSINESS THROUGH INTERNET ADVERTISING...OF OUR SERVICES. FORECASTING BUDGETS WERE BLOWN OUT OF THE WATER. BOOKINGS JUMPED, PROFITS WENT UP BECAUSE I TAPPED AN UNREALIZED MARKET THAT LOCAL ADVERTISING COULDN'T REACH. BOOKING BECAME SIMPLER WITHOUT GOING OUT LOOKING FOR BUSINESS WITH FACE TO FACE MEETINGS FROM THE CATERING STAFF.
REVENUE MANAGEMENT WAS KEEPING UNDER CONTROL BECAUSE OF FORECASTING STANDARDS. THERE WAS GREATER EFFICIENCY IN PAYROLL AND EXPENSES BECAUSE WE KNEW FAR IN ADVANCE WHEN WE NEEDED STAFF AND WHEN NOT TO HAVE THEM ON THE PAYROLL JUST IN CASE A CUSTOMER ARRIVED.

OBJECTIVES:
I HAVE DONE THIS SEVERAL TIMES AS AN EMPLOYEE AND CONSULTANT WITH VARIOUS RESORT PROPERTIES. I HAVE STANDARDIZED EMPLOYEE JOB DESCRIPTIONS FOR ALL POSITIONS, FRONT AND BACK OF THE HOUSE. I HAVE LED OTHERS TO DEVELOP THEIR OWN STANDARDIZATION OF JOB DESCRIPTIONS AS WELL.
HAVING WORKED IN ALL ASPECTS OF A RESORT EMPLOYEES DUTIES, I CAN SEE THE NEEDS OF A CERTAIN TASKS, RELATE THESE TASKS TO THE EMPLOYEE IN A CLEAR AND CONCISE WAY AND GET THE EMPLOYEE ON BOARD TO MAKE THESE TASKS THEIR OWN IDEAS - ON HOW TO IMPROVE A NEED JOB RELATED TASK. I HAVE FOUND THAT WHEN YOU GET AN EMPLOYEE TO "HELP" SOLVE A PROBLEM-TO FIND THEIR OWN SOLUTION ABOUT A CERTAIN TASK, STREAMLINE THEIR SOLUTIONS TO FIT YOUR OWN OBJECTIVES, THEY ARE MORE WILLING TO SEE "THEIR" SOLUTION WORK.

ACTION PLANS:.
ACTION PLANS ARE LIKE P&L'S. A GUIDE ON HOW TO DO BETTER.
THEY HAVE TO BE VIABLE ACCORDING TO THE STAFF ON DUTY. DEVELOPING AN ACTION PLAN IS AN EASY TASK...GETTING THE ACTION PLAN TO WORK AND SUCCEED IS ANOTHER? I HAVE DONE BOTH. IN MANY CASES ON A DAILY BASIS.

POLICIES AND PROCEDURES:
WHILE IN THE ISLANDS I SEE A NEED TO CHANGE/MODIFY A FEW "AMERICAN" STANDARD POLICIES TOWARDS EMPLOYEE RELATIONSHIPS. DEALING WITH THE TORTOLA GOVERNMENT ON A FEW OCCASIONS HAS BEEN DAUNTING. AS I PER SUED EMPLOYEE TRAINING AND HABIT MODIFICATION I RAN ACROSS A FEW PROBLEMS. SOLVED THEM OVERTIME...JUST BEING FLEXIBLE IS THE KEY IN THE CARIBBEAN. MODIFYING COMPANY POLICY'S ISN'T THE CURE....THEY ARE A GUIDELINE ON HOW TO MANAGER GETTING BETTER FOR THE CARIBBEAN EMPLOYEE ROOSTER.

BUDGETS:
ON GOING ANALYSIS OF FORECAST VS. BUDGETS TO ASSURE THAT MAXIMIZATION OF SALES ARE ACHIEVED. AS A FOOD AND BEVERAGE MANAGER I HAVE BEEN DOING THIS TYPE OF STEAM-LINING FOR YEARS. SINCE I HAVE A GRASP OF WHAT IS NEEDED IN BOTH FRONT OF THE HOUSE AND BACK OF THE HOUSE, I CAN RELATE TO NEEDED SITUATIONS AND BE PROACTIVE IN SOLVING PROBLEMS BEFORE THEY OCCUR.

ORGANIZING:
I HAVE MANY YEARS OF EXPERIENCE IN TASK RELATED STANDARDIZATIONS AND FORMATTING ORGANIZATIONAL CHARTS TO MAXIMIZE WORK FLOW FROM OUR EMPLOYEES.

I ALSO HOPE THAT YOU CAN SEE I HAVE GONE BEYOND WHAT IS NORMALLY EXPECTED FROM AND F&B MANAGER, IN EMPLOYEE MORAL CONSIDERATIONS AND GUEST EXPECTATION TO MAKE AN OPERATION WORK EFFECTIVELY.

GOOD managers Know

2007-09-05T12:03:00.000-04:00

THE REASONS WHY RESTAURANTS SHOULD CHANGE….
THE WAY THEY EMPLOY MANAGEMENT.

o All successful restaurants have common traits:
o They are all pioneers not followers in the industry.
o They devise smart and purposeful strategies, that;
• Respect others,
• Anticipate customer needs,
• In addition, inspire-for higher performances from staffs.

o Whether flamboyant or low key they believe deeply in inspiring their people towards high levels of engagements and performance.
o They stand up to others that get in their way of success.
o They surround themselves with people that are as smart or smarter than themselves.
o They are open and flexible to react to the ever-changing circumstances of this business.
o They flaunt services different from their competitors.

o They care about their employees as people, not human capital.
o In this highly competitive talent market, employee loyalty has to be uppermost in a manager hiring decisions.
• Create loyal rather than just satisfied employees.
• When employees are dedicated to their work, they will display your brand.

o Their Culture building mission can be replicated throughout the entire company.
o Creating a great place to work and do business.
o Creating a work culture that takes care of its employees.
o Producing successful employees that become your business’s most visible and powerful advertising and marketing tool.

o They are doing things radical enough to make you say, “Wow that takes chutzpah.”
o They all run organizations that makes you say, “I wish I worked for them.”

The pursuit of creating an environment of “Culture” and the synergy that follows is exhilarating, thrilling, draining and addictive.

You can’t do this without being involved in your CULTURE. Culture is a journey!
o “Hands-on” leadership to escort employees through specific tasks and to perfect replication of menus and serving procedures.
o Job titles aren’t as important as the reactions that emerge from believing in mind-blowing; unwaveringly, passionate and whole-heartedly.
o Doers and dreamers are not seeking hollow destinations.
o People will follow intrepid leaders because they want to be apart of something special.
o If you want to “Brand” your culture, realize that it will be a long process. It isn’t a destination; it is the journey that is the important thing.
• The journey is the real quest. The road you take opens the door for inspirations on thinking “outside the box.”
• This helps develop specific essential training materials that had gone unnoticed in the past.

o Base your branded culture upon your values and ideals.
o Fill your roasters with people who will enjoy the journey.

o Employees have to be more than satisfied. Creating a “win-win” partnership will foster apt employee characteristics.
o They will become great ambassadors to the rest of the world.
o Satisfied employees will go beyond what is just required.
o They will drive costs out of doing business.
o They will engage with their hearts and minds to come up innovative and timely approaches to solving problems.
o They need to be overwhelmingly enthusiastic.
o Get rid of satisfaction surveys - rename them.

• Gutsy leaders know that their employees aren’t akin to capital, a human resource to empty like a gas tank on an automobile. PERKS!
o Give employees time to balance their home life and work life.
o Make the benefits to the job the ability to be with “sick” children for an indispensable staff member.
o Benefits have to be balanced: Benefits have to meet all criteria!
o Are they coordinated with the company’s culture?
o Would it serve a significant number of employees?
o Would it be cost accountable? Is the perceived value at least as high as the actual cost?
• Gutsy leader realizes and employees potential.
o Give every employee the opportunity to have his or her ideas heard.
o People with a shared set of values will produce innovative answers to job obstacles.

o The human resources dept. has to be the guardian of the Brand’s Culture.
 H/R has to reflect what the Brand’s Culture.
• If you are not taking care of your employees, how can they take care of your customers?
o That is providing what an employee needs to take care of the customer. Whether it is the proper tools to do the job or training to accomplish a new task.
o H/R has to be one-step ahead to get new, talented employees.
o Realize that employees perform better after concurrent years on the job and should be rewarded aggressively.
o Happy employees will stay with you longer.
o Goals have to be tangible.
o “Buy-in” from everyone has to start at top management.
o Managers at the top have to be held accountable for their success or failure.

• A gutsy leader dismantles fear-based management.
o He is able to take the role as a servant leader to his employees.
o Create an environment that you can entrust to “walk away” and delegate daily tasks of running the business without you micromanaging.
o Not being afraid of delegating more so employees are forced to perform at their best levels.

• Moreover, a leader shouldn’t be afraid to have a rock-the-boat agenda and ask the employees what are the 25 dumbest things we do here?

IF THIS PHILOSOPHY SOUNDS LIKE WHAT YOU
WANT FOR YOUR COMPANY
….ANSWER THE QUESTIONS BELOW.

Then call Michael Bennett ~
305-851-3441 (HOME OFFICE)
THE_PROFESSIONAL_IMAGE@YAHOO.COM

Star Check
…for the Restaurant Business!

• Why do we exist as a business?
• How are we perceived?
• What values drive our business?
• Are our culture-sales orientated, customer centric and product driven?
• Are we adept at measuring performance and encouraging accountability?
• Are our expectations for our company leaders clearly laid out?
• Does our culture encourage employees to tell their leaders what they think?
• Benefits reflect the company’s concern about a comfortable balance between home and work life?
• Rewards contradict the values of the culture?
• Do we urge people to take risks in accomplishing goals?
• Do we espouse to highlight old/previous employees? Do their stories awaken a feeling of pride?
• Do top managers change as the culture changes?
• Culture and character is a priority? Does it determine how work is done?
• Rate and retention of employees measured?
• Enlist a group of employees from diverse departments to help create accompany “Brand”? Is their mission is of strategic importance?
• I tribalism destroying the community culture?

Possible worries…in the Restaurant Business???
• If we don’t change the culture we will lose employees through attrition?
• Dollars wasted to retrain new employees to replace those lost through attrition?
• If we don’t change the culture, we will lose our livelihood?
• If we don’t relinquish control over people-delegate, and trust others with the same set of priorities to do the right thing, we will not be able to provide immediate solutions and to anticipate future problems?
• If we are unwilling to leverage the power of technology, is obsolescence right around the corner?
• Do we waste time fighting turf battles?
• Do we relearn our values and emphasize them?

Michael Bennett profile page

2007-08-25T17:19:00.001-04:00

PROFILE

PERSONAL DETAILS

First Name F.
Middle Name Michael
Last Name Bennett

Home Address: 20201 NE 29th ct. Home Tel.: 305-851-3441
(Residence) Mobile: 305-316-4603

City: Aventura/Miami E-mail The_professional_image@yahoo.com

Zip Code 33180 E-mail The_professional_image@hotmail.com
Country USA

BUSINESS CONTACT ADDRESS
Company Pusser’s BWI Ltd.
Position Corporate Chef
Department F&B
Business Address Po. Box 626, Tel.: 284-496-2467
Lower estates road Tel. direct:
Fax:
City Tortola Fax. direct:
Zip Code E-mail:
Country British Virgin Islands Pager:
Company web address Pussers.com

AVAILABILITY AND PREFERENCES
Available from: Sept. 1 st Relocation City Miami
Available within: (months) 2 weeks 2nd choice open
Expected Salary USD 60,000.00 3rd choice
Preferred position 1 Executive chef Country USA
2 F&B management Region Caribbean
3

HAVE YOU EVER BEEN DISCHARGED FROM EMPLOYMENT OR SUBJECT TO DISCIPLINARY ACTION AT WORK? PLEASE ANSWER YES OR NO - IF YES PLEASE GIVE DETAILS
No
HAVE YOU BEEN CONVICTED OF A CRIME WITHIN THE LAST SEVEN YEARS? YES OR NO – IF YES PLEASE EXPLAIN
No

EDUCATIONAL BACKGROUND & QUALIFICATIONS
List High School and all Colleges include degrees and majors St.Petersburg College-USF-1979-1981(3.0 average), Gulf High School-1976-79.
CIA-CE. 9 week course studies-in American Cuisine, Saucier, etc….Private studies-for certification as Executive Chef!
Food and Bev management-American Hotel and Motel association
Safe serve-Fla state
ACF-CEC
Too-many others to list…

SPORT, ACTIVITIES, INTERESTS
American football
Computers, designing and creative
Web design, Advertising First language

English X

CAREER ACHIEVEMENTS & AWARDS

Chef of the Year-1994, Miami-ACF,
“Best of” in Zagat review,
Four Star/four diamnond-AAA and Three Star-Mobil,
Four Star-Miami Herald,
Culinary judge-“Taste of the Tropics”,
Named “Best Cooking Light Chef”-Cooking Light Magazine,
Demonstration Chef at Florida Food Show,-1996,
James Bread Foundation,
Ocean Drive Magazine-Feature article,
Cooking teacher-3 years-Private school,
see my “webblog” for more details: << http://michaelbennettsbio.blogspot.com/>>

PROFESSIONAL STRENGTHS AND SPECIAL SKILLS
Staff development…training front and back of the hose staffs, Skills development of other managers, advertising/marketing of restaurants-marketing campaigns, P&L forecasting, management and refinements, Innovative cyclic and static menus, Food and Labor costs and controls, Management with a hands-on approach/manage by example,

FUTURE GOALS AND CAREER PLANS
F&B management is all I have done for my entire life after leaving College. I like what I do and, do it well.

COMPUTER SKILLS
Adobe-Indesign, Pagemaker, Photoshop, Illustrator, Premiere, Framemaker, Acrobat, etc…
Macromedia-Dreamweaver, Fireworks, Freehand, Director, Authorware, Flash,
MS-Word. Excel, Visio, Works, Project, powerpoint, etc….
Wordperfect, QuattroPro, 123 spreadsheets, etc….
POS, Squirrel, Aloha, FoxPro, Micros, etc…

REFERENCE CONTACTS MUST BE BUSINESS INCLUDE PEERS AND SUBORDINATES
REFERENCE NO.1 REFERENCE NO.4
Name: Matt Trahan
Position: General Manager/F&B
Company: Ocean Key resort-Noble House
E-mail: matt@oceankey.com
Telephone: 850-625-5561

REFERENCE NO.2
Name: Ronald Bees
Position: Owner
Company: DD catering
E-mail: beesrus@aol.com E-mail:
Telephone: 954-587-3667

REFERENCE NO.3 REFERENCE
Name: Paula Deronde
Position: Teacher
Company: St. Barts, catholic school
Telephone: 954.205.8135

PROFESSIONAL EXPERIENCE
From August 2006 Company Pusser’s BWI
To June 2006
City: Roadtown, Tortola, BVI, BWI
Position: Corporate chef/F&B
Supervisor: Charles Tobias
Salary: 80,000.00 tax free
Website: www.pussers.com

Reason for leaving?
Family living conditions-Schooling!

Property/Company Description please Include yearly gross volume
Managed three separate restaurants, one, an Island Estate/restaurant that was voted “Best in the Nation” by the BVI Tourist Board. Gross:in excess of $5.3 million/yr.

Responsibilities & Duties
See CV, too many to list here-Menu development, staff training, etc….

Professional Achievements
See resume, too many to list.

PROFESSIONAL EXPERIENCE
From 10-2004 Establishment Solo on the Bay
To 6-2006
City/State: Miami Beach, fl.
Position: GM, managing partner
Supervisor: Michael Gerges
Salary: $55,000.00 +20 percent of net profits
Website: www.soloonthebay.com,
www.soloonthebay.net

Reason for leaving?
City closed building-it was in a county park for renovation.
Property/Company Description please include yearly gross volume
“Restro-Club”, dining during the day, nightclub afterwards. See description in CV. Gross of three million a year.

Responsibilities & Duties
Management-ownership, see resume for details.

Professional Achievements
See resume, named best spot in Miami Herald!

PROFESSIONAL EXPERIENCE
From 2001 Establishment Left Bank restaurant
To 2004
CityState: Fort Lauderdale, Fl.
Position: Execurtive chef
Supervisor: Andy Foxx-Owner

Reason for leaving? SOLO on the bay

Property/Company Description please Include yearly gross volume
See resume, Zagat-“Best of”, AAA-Four Star/Four Diamond, Mobil-Three Star, Wine Specator-Grand award, Miami Herald-Four Star, Sun-Sentinel-Four Star, Miami New Times-Four Star, etc….

Responsibilities & Duties
See resume-Staff development, etc….

PROFESSIONAL EXPERIENCE
From 1999 Establishment SouthSide Café
To 2001
City: Miami
Position: Ast. Manager/Chef
Country:USA
Salary: $55,000+1 percent of net

Reason for leaving?
Left Bank

Property/Company Description please Include yearly gross volume
See resume-Mixed concept, dining and Gourmet take-out restaurant

Responsibilities & Duties
Training staff development

Professional Achievements
See CV

WHAT IS YOUR REASON FOR EXPLORING NEW OPPORTUNITIES AT THIS TIME?

Personal - professional Growth!

PLEASE GIVE ME A SITUATION, AN ACTION AND A RESULT FOR THE FOLLOWING TWO QUESTIONS

1. GIVE ME AN EXAMPLE OF A TIME WHEN YOU WERE RECOGNISED FOR YOUR LEADERSHIP?
ACF-Chef of the Year-1995, Named by my peers as one of the Best Chefs in Miami! Four Star-AAA, brought it up from three stars previously-Left Bank (24 years in operation), Asked by the State of Florida to demonstrate Florida foods to my peers at the 1996 Florida Food Show.

2. BRIEFLY DESCRIBE YOUR MANAGEMENT STYLE
Hands-on, lead by example! Working manager!

PLEASE GIVE DEFINED ANSWERS TO THE FOLLOWING QUESTIONS.
Some questions are 2-part; please address both parts of the question in your answer

DESCRIBE THE BIGGEST WORK-RELATED PROBLEM YOU HAVE FACED IN THE LAST SIX MONTHS AND HOW YOU HANDLED IT.
In the Caribbean the “Labour Board” is like a union. In the British system, and employee has all the rights in negotiations. One employee had gotten mad about a suspension-threw a rock thru the windshield of the chef’s car. When we took her to labour-she was terminated finally.

ON OCCASION, WE ALL MAKE DECISIONS THAT ARE MET WITH RESISTANCE. TELL ME ABOUT A TIME THIS HAPPENED TO YOU. HOW DID YOU HANDLE THE SITUATION?
My partners at Solo on the Bay, didn’t want to open as a night club. Because of our seasonal flux in business-Summers are slow, I decided to give it a try to boost revenues. I retrained key people and I succeed for two years, boosting Net profits to 18 percent (yearly) from the implementation of the nightclub. Profits from the nightclub soared and we were able to remain fully staffed during the slowest months of the year.

GIVE AN EXAMPLE OF HOW YOU IMPROVED THE PRODUCTIVITY/PROFITABILITY OF YOUR ORGANIZATION.
See above example of the restro-club. And, at Pusser’s-they have been in business for almost thirty years, while I was there I helped the restaurant managers streamlined expenses to create more profit on the bottom line of the P&L.

GIVE AN EXAMPLE OF SOME IDEA/SUGGESTIONS YOU HAVE GENERATED ON YOUR OWN AND THEIR RESULTS.
See above-Solo on the Bay, And right now this month I am consulting in North Florida for a group of privately owned restaurants….I have retrained management and kitchen staffs in the past two months to drop food cost 4 percent and increase staff training and customer retention, all the while staff moral has gone way up!!!

GIVE AN EXAMPLE OF A TIME WHEN YOU HAD TO ADDRESS THE CONCERNS OF A DISSATISFIED GUEST/CLIENT. LIST THE STEPS YOU TOOK TO RESOLVE THE PROBLEM TO THE CUSTOMER’S SATISFACTION.
Recognize their concerns,
Empathizes,
Do what ever necessary to meet their expectations,
Exceed their expectations on handling a concern!

WHAT HAS BEEN THE MOST SIGNIFICANT ACCOMPLISHMENT IN YOUR CAREER?
Being able to walk into any establishment, recognize challenges in doing business and fix the problems in only a month or two! Smooth out employee relationships with management. Train the staffs in proper work habits/techniques/moral without making the staffs feel like they have been something wrong the entire time.

WHY DID YOU CHOOSE HOSPITALITY AS A PROFESSION?
I like it when someone is so please with their food/service/etc…that they are my best advertisement medium! Family from Grandfather(1940’s-1960’s), to DAD (1980’s) to both of my brothers (1990’s) have been in the business.

LIST ANY COMPANIES YOU HAVE APPLIED TO OR ARE NOT INTERESTED IN WORKING WITH.
Big turn-over companies, ie…Cheesecake factory, etc….

ANY ADDITIONAL YOU WOULD LIKE TO MAKE CONCERNING YOU JOB SEARCH?
See BIO on the Internet << http://michaelbennettsbio.blogspot.com/>>, Google my name “chef Michael Bennett”