BEACON participants take on supervisory roles for the first time during the program. We follow up six and twelve months later. A pattern shows up in nearly every cohort.
Within the first month, the participant changes how she runs shift handovers. The next change is how feedback flows: less indirect, more specific, faster. The third change shows up in retention numbers on her team.
Hospitality leadership training that ignores power dynamics produces supervisors who can’t tell who’s afraid to push back. BEACON works because it puts those dynamics on the table from day one.
Employers see the difference in the operations data. Participants see it in their pay stubs.
