“Lemonading:” Transforming L&D Challenges into Opportunities

We’ve all heard the phrase, “When life gives you lemons, make lemonade.” But what if it was more than just a saying? What if it was a mindset, you know, one that could help Learning & Development (L&D) professionals in hospitality navigate the ongoing challenge of doing more with less?

Recently, I came across an article in Nice News, a daily email that brings positivity into my inbox each morning. It introduced the concept of Lemonading, which is about taking unexpected obstacles and intentionally turning them into something valuable. Unlike mere optimism, Lemonading is an active process which requires creativity, adaptability, and resourcefulness.

For L&D leaders in hospitality, this concept couldn’t be more relevant. Right now, many of us are being asked to deliver impactful training with limited budgets, smaller teams, and competing priorities. While these constraints can feel overwhelming, they also present an opportunity: an opportunity to lemonade.

Why Lemonading Matters in L&D

Hospitality L&D professionals face a unique challenge. We operate in a fast-paced industry with high turnover, complex operational demands, and constant innovation in guest experiences. Training is critical, but investment in it often lags behind the need.

The Hospitality Training 360 Report 2025, a research collaboration between CHART and Opus Training, highlights these challenges:

• Training budgets remain tight. The report shows that fewer companies anticipate budget increases, with a 10% decline in those expecting higher investments in training.
• Ongoing training hours are shrinking. For example, front-of-house employees now receive an average of only one hour of ongoing training per month—a stark contrast to what many L&D professionals would consider ideal.
• Efficiency is a top priority. Half of the surveyed organizations rank operational speed and efficiency as their primary focus, making it clear that training must be quick, effective, and embedded into daily operations.

Yet, despite limited resources, the demand for better training, training that directly supports business performance, has never been higher. Companies want:

• Improved Key Performance Indicators across the board
• Increased retention of employees
• Stronger leadership pipelines

But they often expect these results without providing the time, budget, or tools to build traditional learning solutions.

Here’s where Lemonading becomes not just helpful, but essential. Instead of focusing on what we don’t have, we need to focus on what we can do with what we do have.

Lemonading shifts our mindset from scarcity to possibility. It challenges us to:

• Rethink existing resources—How can we repurpose past training materials instead of creating from scratch?
• Leverage informal learning—Can we empower managers to deliver quick learning moments during pre-shift meetings?
• Use technology wisely—Can we implement just-in-time learning via QR codes or microlearning platforms instead of full workshops?
• Tap into internal expertise—Can we turn top-performing employees into peer trainers or mentors?
• Tap into external expertise—Can we turn organizations outside of our own for best practices? Look to those we have connected with at CHART to get ideas on what they are doing.
• Prioritize what truly moves the needle—Instead of trying to train on everything, what are the 1-2 most critical behaviors that drive performance?

Lemonading in Action: Real-World L&D Solutions

To put this into perspective, let’s look at a common challenge in hospitality L&D:

How do you roll out a new guest service initiative with a shrinking budget and less time available for training?

Traditional Approach (Pre-Lemonade Thinking):

• Develop a full-scale training program with custom content
• Conduct in-person workshops across multiple locations
• Provide follow-up coaching sessions to reinforce learning

Lemonading Approach:

• Use existing training content and modify it slightly to fit the new initiative
• Create microlearning moments—short, 3-minute videos or quick training tips delivered via mobile devices
• Equip managers with simple discussion prompts to reinforce training in pre-shift huddles
• Gamify learning by recognizing employees who successfully apply the new behaviors
• Gather real-time feedback from employees to continuously refine the approach

By applying the Lemonading mindset, the initiative still moves forward—just in a more efficient, resource-conscious way.

Addressing Budget Constraints: Making the Most of Limited Funds

One of the most important takeaways from the Hospitality Training 360 Report is that organizations that can demonstrate the operational impact of their training are twice as likely to receive budget increases.

That means Lemonading isn’t just about making do with less, it’s about strategically proving value to unlock future investment.

Some ways to lemonade the budget issue:

• Leverage free or low-cost learning solutions. There are tons of free resources available from industry associations (including CHART), open-source training tools, and user-generated content.
• Turn knowledge-sharing into training. Instead of hiring external trainers, tap into your top-performing employees to run quick, peer-led learning sessions.
• Make training ROI visible. If you can tie training outcomes to business metrics—like retention, guest satisfaction, or efficiency gains—leaders are more likely to reinvest in L&D.

Overcoming Time Constraints: Training in One Hour a Month

The reduction in ongoing training hours is a major challenge, but it doesn’t have to mean less impact. Instead, it’s about optimizing what little time we do have.

Some ways to lemonade the time crunch:

• Microlearning is key. A full-day workshop might be out of the question, but short, focused learning bites (2-5 minutes long) can be delivered seamlessly during daily operations.
• Embed learning into the flow of work. Instead of pulling employees off the floor, integrate training into pre-shift meetings, quick coaching moments, or mobile-friendly on-demand learning.
• Prioritize what matters most. If employees are only getting one hour of training per month, make sure it’s laser-focused on the highest-impact skills that drive results.

How to Start Lemonading in Your L&D Strategy

1. Identify the Lemons: Start by acknowledging the constraints. What specific budget, time, or resource limitations are you facing?
2. Find the Sweet Spot: What’s the smallest change that can make the biggest impact? Instead of focusing on what’s missing, look for existing strengths that can be leveraged in a new way.
3. Stir in Creativity: Challenge your team to brainstorm alternative solutions. What unconventional methods could achieve the same goal with fewer resources? Can you collaborate with another department? Repurpose materials? Automate part of the process?
4. Taste and Adjust: Lemonading isn’t about accepting mediocrity; it’s about finding real, practical solutions that still drive results. Stay open to feedback and iterate as needed.
5. Celebrate the Wins: Recognize small successes, share stories of innovation, and keep reinforcing the mindset that constraints don’t have to mean compromise.

A Call to Action for L&D Leaders

Lemonading isn’t about pretending that challenges don’t exist—it’s about responding to them with resilience and creativity. In hospitality L&D, we will always face resource constraints. But we can choose how we react.

So, I challenge you to ask yourself:

• What’s one training challenge I can lemonade this quarter?
• Who can I collaborate with to maximize existing resources?
• How can I make training more accessible, bite-sized, and impactful with what I already have?

The best L&D professionals don’t just train teams, they empower them. Let’s take our challenges, squeeze out their potential, and make something great.