So, I’m sure that many of you heard by now the news that Starbucks will be closing all of its approximately 7100 U.S. locations today from 5:30–8:30pm to educate its employees. Click here to read an article about it.
Now, after hearing this several thoughts ran through my head–other than the fact that caffeine addicts across the country will be slightly agitated this evening.
Howard Schultz, Starbucks CEO, took over 6 weeks ago. This is his first “big move” as the new leader of the company. Click here to read his “Communication #7″. He regularly posts communication on the Starbucks corporate website. Howard discusses organizational restructuring, layoffs, and a host of other large scale changes.
I have lots of questions…
The Leadership Development side of my brain is fascinated by the decision. How is this perceived by other top tier leaders in the organization? Was Howard brought in, six weeks ago, with the intent that he would enact all of this change? Does this type of radical change suit Howard’s preferred leadership style, or is this something he really had to prepare himself for?
The Organizational Development side of my brain (closely linked to the Leadership Development side) processes this differently. Regarding the “education” sessions happening this evening, how did they train staff accordingly to provide the education sessions? Was there some kind of a baseline done to assess the level of competency of staff members before providing the training? How will the Starbucks know if it was effective?
Check it out… If you find more information about the changes, let’s continue the conversation.