In this episode of the Running Restaurants podcast, host Jaime Oikle sits down with Alison Anne (Restaurant Revolution) and Darren Denington (Service with Style), co-presenters of the Restaurant Management 201 and 301 workshop series. Together, they share practical strategies for strengthening restaurant leadership teams, including building clear org charts, defining roles and responsibilities, establishing consistent communication systems, and conducting meaningful one-on-one check-ins. They also discuss recruiting, leadership development, and mentoring future managers. The episode wraps up with details about their hands-on workshops, available at major restaurant industry trade shows across California, Florida, and New York.

Highlights included:

• Assessing and organizing restaurant leadership teams using an organizational chart.
• Clarifying roles and responsibilities within the leadership team.
• Establishing effective communication methods among team members.
• Importance of regular meetings to align on expectations and standards.
• Conducting brief one-on-one check-ins with staff to build relationships.
• Strategies for recruiting and hiring effective leadership team members.
• Developing leaders within the restaurant through mentorship and structured practices.
• Importance of consistent management practices and accountability.
• Overview of workshop series "Restaurant Management 201" and "Restaurant Management 301."
• Focus on actionable steps for improving restaurant operations and leadership effectiveness.

Find out more at:

• https://restaurantmanagement201.com
• https://servicewithstyle.com
• https://www.restaurantrevolution.me
• https://www.runningrestaurants.com

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Actionable Steps to Strengthen Your Restaurant Leadership Team

In the fast-paced world of hospitality, a restaurant’s success hinges on the strength and cohesion of its leadership team. In a recent episode of the Running Restaurants Podcast, host Jaime Oikle sat down with industry veterans Alison Anne (Founder of Restaurant Revolution, certified coach) and Darren Denington (Service with Style, secret shopping and service training expert). Together, they unpacked the most pressing challenges facing restaurant leadership teams and shared practical, in-depth strategies for building a high-performing management group.

Whether you’re a single-unit operator or managing a multi-location brand, these expert insights will help you assess, organize, and empower your leadership team for long-term success.

1. Start with a Clear Organizational Chart

Why It Matters:

A well-defined org chart is the foundation of any effective leadership team. Without clarity on roles and reporting lines, confusion reigns, accountability slips, and daily firefighting becomes the norm.

Action Steps:

Take Time to Assess:

Set aside quiet time—away from the daily rush—to sketch out your current organizational structure. Don’t rush this process; thoughtful reflection is key.

List All Leadership Roles:

Write down every management position, from General Manager to Kitchen Manager, Bar Manager, and beyond. Include both front-of-house and back-of-house roles.

Clarify Titles and Responsibilities:

Inconsistent titles (e.g., “Chef Lead” vs. “Executive Chef”) create confusion. Standardize titles and ensure everyone understands what each role entails.

Identify Gaps:

Once your chart is complete, look for missing roles or overloaded positions. Are there areas where responsibilities are unclear or unassigned? These are your recruitment or development targets.

Expert Insight:

“Without a core group of people who are aligned and working together, daily problems take over and you never get ahead.” – Darren Denington

2. Define Roles, Responsibilities, and Communication Methods

Why It Matters:

Even the best org chart is useless if team members don’t know what they own or how to communicate. Clarity and consistency are the antidotes to chaos.

Action Steps:

Create a Detailed Responsibilities List:

For each leadership role, list out specific duties (e.g., inventory management, scheduling, P&L oversight). This prevents overlap and ensures accountability.

Set Up Regular Leadership Meetings:

Weekly manager meetings are essential for alignment, problem-solving, and planning. Use these meetings to review responsibilities, set priorities, and address issues.

Choose and Commit to Communication Tools:

The tool itself (app, notebook, whiteboard) is less important than team buy-in and consistent use. Select one or two methods for internal communication and stick to them.

Establish Multiple Communication Channels:

Use at least two systems—such as a kitchen whiteboard for daily notes and a digital platform for shift updates or scheduling—to ensure everyone stays informed.

Expert Insight:

“The most important thing isn’t which tool you pick—it’s that your management team chooses one together and commits to using it consistently.” – Alison Anne

3. Set Clear Expectations and Build Trust

Why It Matters:

Misaligned expectations—about punctuality, meeting etiquette, or standards—breed resentment and erode trust. Open dialogue is essential for a cohesive team.

Action Steps:

Discuss and Define Expectations:

Don’t assume everyone shares the same definition of “on time” or “prepared.” Have explicit conversations about standards and norms.

Address Differences Openly:

Identify areas where team members have differing expectations and facilitate honest, vulnerable discussions to reach agreement.

Document Agreements:

Write down agreed-upon standards and revisit them regularly to ensure ongoing alignment.

Expert Insight:

“Pick a couple of expectations where you see differing standards and have open, vulnerable conversations about them. This builds a foundation of trust and clarity.” – Alison Anne

4. Prioritize One-on-One Connections

Why It Matters:

Strong relationships between managers and staff are the bedrock of engagement and retention. Regular, meaningful check-ins foster trust and reduce turnover.

Action Steps:

Daily Micro Check-Ins:

Managers should connect with each staff member for 30–60 seconds each shift. Ask about their well-being, follow up on personal details, and show genuine care.

Formal One-on-Ones:

Schedule performance reviews for hourly staff every 6–12 months. For managers, quarterly one-on-ones with the GM can focus on development and big-picture goals.

Use Check-Ins to Build Rapport:

These moments aren’t just about performance—they’re about building a culture where people feel seen and valued.

Expert Insight:

“These small moments build relationships and show your team you care about them as people, not just employees.” – Alison Anne

5. Recruit Proactively and Strategically

Why It Matters:

Hiring is not just about filling seats—it’s about finding the right fit for your team’s current and future needs. Proactive recruiting prevents rushed, poor hires.

Action Steps:

Identify Skill and Style Gaps:

Assess your current team for missing skills (e.g., financial acumen, emotional intelligence) and leadership styles.

Prepare Job Descriptions and Ads in Advance:

Don’t wait until you’re desperate to hire. Have clear, compelling job descriptions and ads ready to go.

Know Where to Find Candidates:

Identify where your ideal candidates spend time—both online and offline—and target your recruiting efforts accordingly.

Showcase Your Organization:

Top candidates want to join organized, well-run businesses. Demonstrate your structure and clarity during the hiring process.

Expert Insight:

“If you’re scrambling to define a role while trying to hire, you’ll lose top talent.” – Alison Anne

6. Develop Leaders from Within

Why It Matters:

Sustainable growth depends on a pipeline of capable leaders. Intentional development and mentorship prepare your team for future challenges and expansion.

Action Steps:

Weekly Manager Meetings:

Use these meetings to align on goals, delegate tasks, and review progress. This is your forum for working on the business, not just in it.

Divide and Conquer:

Break down all operational and administrative tasks—inventory, uniforms, social media, maintenance—and assign them to specific managers.

Mentor High-Potential Staff:

Identify “superstars” and gradually involve them in leadership tasks. Give them exposure to scheduling, ordering, financials, and more.

Prepare for Succession:

Always have an assistant or junior manager in training to step up when needed. This ensures continuity and supports growth.

Expert Insight:

“Developing your superstars and involving them in leadership meetings prepares them to take on more responsibility and helps your business grow sustainably.” – Darren Denington

7. Invest in Ongoing Education and Systems

Why It Matters:

Continuous improvement is the hallmark of top-performing restaurants. Investing in education and robust systems pays dividends in efficiency, morale, and profitability.

Action Steps:

Attend Industry Workshops:

Programs like Restaurant Management 201 and 301 offer actionable frameworks for both struggling and growth-oriented teams.

Implement Essential Systems:

Focus first on leadership and management systems—without these, other improvements won’t stick.

Plan for the Future:

As your operations stabilize, shift focus to scaling, adding new revenue streams, or planning for succession.

Expert Insight:

“Without strong leadership, no other system will stick.” – Alison Anne

Conclusion: Build Your Leadership Foundation for Lasting Success

A thriving restaurant isn’t built on great food alone—it’s built on a foundation of strong, aligned, and empowered leaders. By following these expert-backed steps—clarifying your org chart, defining roles, fostering communication, building trust, recruiting strategically, developing talent, and investing in systems—you’ll create a resilient leadership team ready to tackle today’s challenges and tomorrow’s opportunities.

Ready to take your leadership team to the next level?

Explore upcoming workshops at RestaurantManagement201.com
Find coaching resources at RestaurantRevolution.me
Learn more about service training at ServiceWithStyle.com

Subscribe to the Running Restaurants Podcast for more actionable insights, and start building the leadership team your restaurant deserves!