It might be safe to say that most people like cheesecake. It might also be safe to say that most people have frequented the Cheesecake Factory.

However, most people don’t think about leadership at the same time they’re eating cheesecake. One person who does, though, is David Gordon, who just happens to be the president of the Cheesecake Factory.

Gordon recently wrote a commentary for Fortune magazine titled “3 Important Skills Every New Manager Needs to Have.”

According to Gordon, those three skills are as follows:


Humility in a leadership position is composed of two main elements. The first is acknowledging the fact that you don’t “know it all.” The second is acknowledging the fact that you are human and you are going to make mistakes. When management exhibits humility, it helps to create a workplace atmosphere that’s more conducive to teamwork and collaboration.


Managers are sometimes aware of everybody else as individuals (and how everybody else interacts with one another) and neglect this critical area. In order to encourage honest feedback—the type of feedback that results in progress that makes a difference—a manager must know how they come across. This includes both verbally and nonverbally. Those who lack this self-awareness are limiting not only their ability to succeed, but also the ability of their team members to succeed.

#3—The desire to serve others

Running a company or being in a management position is not just about making a profit. Of course, your organization has to make money, but if it’s only about making money, that’s a short-sighted strategy that could cost you in the long run. The desire to serve others should include not just your customers, but also your employees: the people you work with on an everyday basis. They should be able to see that you want to serve and also that you enjoy serving. This will motivate them to do likewise.

How do you stack up in relation to these three skills? How about the other managers within your company? How have these skills helped you to attract and/or retain top talent?

Click here to read Gordon’s commentary in its entirety on the website.

By | 2017-06-14T17:40:35+00:00 October 28th, 2015|Employee Relations, Management|0 Comments