Key Learnings from a First Time Attendee (FTA) “As a new member of CHART and FTA at CHART 104 Orlando, the wealth of knowledge shared in a mere four days was impressive. From the amazing keynote speakers to the High Fives and
You Made CHART Happen for Daniel Jackman
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the breakout sessions, I have been re-energized by having my ideas and processes challenged and validated, preparing me to advance Haven Hot Chicken by leading with people first. A key takeaway for me was the need to
CHART Orlando Learning Legacy Fund Recipient Daniel Jackman, Sushi Maki
Gretchen Bartkus
One of the ways CHART supports our hospitality training community is through the
create a De-escalation Program for our store teams to better prepare them in managing the day-to-day stresses of working in a restaurant that are out of their control. Claudia San Pedro of Sonic Drive-In noted that the need to be resilient, how to be a change leader, or even how to manage stress, are critical skills often overlooked in restaurant training programs.” Gretchen Bartkus, Chief Operating Officer Haven Hot Chicken
Learning Legacy Fund. This grant allows a deserving trainer to attend a CHART conference for free! In addition to the funds provided by our founding donors, your participation in the popular Heads or Tails game at the CHART conferences keeps the fund growing, so that we can continue this legacy of development.
PresidenTalks Unlocking Development Through Non-linear Career Pathing I love having conversations to hear about people’s career aspirations and personal goals. However, I’m often bothered when the conversation starts with me asking “What are your career goals?” and the response I receive is the title of a specific position, such as District Manager, Training Manager, etc. So, then I ask what is it about that position that excites them and why that position vs. any other.
Damian Hanft The common responses include more responsibility, leading a larger team, a higher salary, and so on. So, I flip the question and counter their response with, “So, if I gave you more responsibility, or had you lead a larger team, or increased your salary without changing the title, would you be satisfied?” And you can go on with “why” based questions to peel back the layers of the onion even further. I share this because so many of us are conditioned to think about career advancement in terms of a position title versus the attributes that we desire. We are fixated on this idea of linear career pathing, which is bad for both our organizations and employees. However, if we flip the paradigm and begin to encourage ourselves and employees to think in terms of non-linear career pathing, we can become more agile as organizations, while encouraging our employees to better align their personal interests with organizational needs. Once you can break through and shift to thinking about career growth in terms of
Much better to know directionally where you want to go in your career, versus getting locked in to a specific route.
non-linear career pathing, or as preparing for positions that do not even yet exist, you can truly unlock development. Oftentimes, learners don’t fully know what is motivating them in career growth, which acts as a barrier for being able to create a development plan that will get them to their goal. We should be using a compass for careers, not a map.
Member News
We would like to recognize these two members for achieving their 5-year CHART Member Milestone. We inadvertently left them off of the list in the July/August flipCHART:
Alie Gaffan was promoted to Senior Vice President of People and Culture for Pacifica Hotels.
Jake Range, Twin Peaks Kimberly Johnson, Golden Corral
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