There is a method to his madness. I was hooked by Hell’s Kitchen, again, this season. For those non-addicts, Gordon Ramsey is a Michelin Star chef doing a reality show. The winner gets to be the top cook of a world-famous restaurant. This is the American Idol for cooks.
Yet this is also a serious business. Gordon Ramsey owns those restaurants and needs the best person in the kitchen. He first looks for raw talents — people who know foods and can produce expensive and highly desirable dishes. Next he needs organization skills. In a Michelin restaurant, all foods must arrive the table at the same time; something that requires military level precision. I believe he is also looking for someone who is creative and manageable too. He wants a colonel, not a general.
TV or not, what would be the best method to select such talent?
First use high-pressure basic training to weed out those who do not have the raw skills. At the same time, the candidates learn the system: station assignment, services preparation, and, most importantly, quality expectation and processes. This period ends when half of them were out.
He then turns his attention to leadership and organization skills. He also observes their drives and competitiveness. Gordon wants a field commander that can win battles.
At the end, he gives the finalists the blank canvas: create their own menu that best show-off their skills. This step is critical since restaurants must delight patrons to keep their loyalty.
At all time, the pressure is kept high for two reasons: it boost TV rating and it amplifies weakness.
By season 7, all contestants knew the rules of the game well. We can observe their strategies — against each others and Mr. Ramsey. Of course, we all are picking our favorites and predicting the outcome. I got hooked by this reality show last season. Like his restaurants, Mr. Ramsey probably needs some new ideas for the show, otherwise, I am not sure how many more seasons it will last.