THEME: Don’t just fill roles—develop people. Hospitality only lasts when people grow with it. Strong teams and solid culture don’t come from plugging gaps—they come from investing in potential. Developing leaders isn’t about handing out titles; it’s about spotting talent, offering support, and building confidence over time. And that kind of growth happens at every level—just on different timelines.

TRAINING TOMORROW’S LEADERS TODAY – Just at Different Timeframes

TEAM MEMBERS – Learning in the Moment (3 Hours Ahead)  

Growth starts on the floor. Every shift is a chance to learn, to lead, or to support someone else’s progress. You build future leaders by making space for small wins and encouraging curiosity.

How it shows up:

 - Helping train the new hire  

 - Asking for feedback after service  

 - Watching how a senior team member handles pressure  

 - Stepping up for extra responsibility—even in small ways

MANAGEMENT – Coaching Through Consistency (3 Weeks Ahead) 

Managers are the ones who spot potential and help shape it. They give people the time, tools, and feedback they need to step forward. When people feel seen and supported, they’re more likely to grow—and stay.

How it shows up:

 - Delegating with trust, not just tasks  

 - Holding weekly check-ins with growth in mind  

 - Giving honest, useful feedback  

 - Encouraging people to think like leaders before they get the title

DIRECTORS – Planning for the Future (3 Months Ahead)**  

At this level, it’s about thinking long-term. Who’s ready now? Who could be ready next year? And what support do they need to get there? If you’re not developing leaders now, you’ll be stuck hiring strangers later—and your culture won’t grow with you.

How it shows up:

 - Building internal pipelines for leadership  

 - Offering mentoring, coaching, or structured development  

 - Promoting based on values and potential—not just seniority  

 - Making time to talk about succession, not just operations

FINAL THOUGHT - Training tomorrow’s leaders starts with what you do today. Whether it’s showing a new hire how to reset a table, coaching someone through their first team lead shift, or planning for who’s ready to step up next quarter—it all matters.

YOUR TURN - So—who shaped your leadership? And who are you shaping now?