Reflections on 2025: Training Magic, Trends, and Achievements

Q: If you had a magic wand and could change one thing about how training is done in your organization tomorrow – what would you fix?

A: I would strengthen the alignment between training, operations, and leadership decision-making. Too often, training is brought in after the fact, and while our teams adapt quickly, true effectiveness requires early collaboration. With a magic wand, I would ensure every new initiative is developed with training at the table from the start – creating consistency, clarity, and adoption that supports both performance and culture.

A: I would shift training from a scheduled event to an ongoing coaching relationship. People grow most when learning feels continuous and personal. Embedding quick coaching moments into daily routines, such as celebrating wins, offering real-time feedback, and reinforcing expectations, helps skills stick and strengthens engagement. When leaders become true partners in development, teams feel more confident, supported, and ready for what comes next.

A: Strategic training alignment. If I had a magic wand, I would eliminate training in isolation. Too often, learning is launched without clear alignment to business needs or the realities of the people expected to apply it. I would shift training to start with the business problem, the learner’s environment, and what success looks like on the job. When training is designed with this intentional alignment, it drives behavior change, improves performance, and supports growth. Training isn’t just an event – it’s a business solution. That’s when Learning & Development becomes truly strategic.

Q: What’s one training trend that you’re most excited – or most skeptical – about for 2026?

A: In 2025 we launched a new series of funny, high-energy training videos that replaced our old PDF guides, and the franchise system loved them. For 2026, the one thing I’m most excited about is our new music-based training inspired by the “Hamilton” musical. We turned our F.A.N.S. pillars (Fresh Hot Food, Accurate Orders, Neat & Clean, and Say Yes Service) into four original songs and videos rolling out in the first four months of the year. It’s a creative way to put the focus back on what put us on the map. 

A: As we enter 2026, I’m excited about using AI in the development of new learning content! Using AI allows us to quickly create content on almost any learning topic. However, we will continue to tap into the voice of our internal subject matter experts to ensure the organization’s tone and vernacular rings loud and clear. We also want to ensure content imagery and videography reflect our brand’s culture; meeting the needs of our learners. No – our roles have not been replaced by AI! 

A: As our restaurant group grows, I’m excited by the possibilities AI brings, such as streamlining the content creation process and improving operational efficiency. Yet, I’m cautious. Hospitality thrives on human connection, and technology can’t replace the warmth of genuine service. In 2026, the challenge will be balancing innovation with authenticity: using AI to enhance, not overshadow, the craft and culture that makes the dining experience memorable. 

Q: What achievement gave you the biggest sense of “I nailed it,” and/or what thing made you think “There has to be a better way”?

A: One of our proudest “We nailed it” moments was relaunching our Purpose, Values, and Conscious Communication training. We developed courses that provide each Team Member with a strong foundation for living our culture, communicating with transparency and respect, and confidently getting their needs met. Since the launch, agreement with the statement “Dewey’s Pizza has communicated Purpose and Values that I am aligned with” has increased from 83% to 90%, which we are incredibly proud of.

A. My biggest “I nailed it” moment came when I realized great leadership looks a lot like great hospitality – anticipating needs, staying calm when things go sideways, and making people feel seen. I’ve been able to show up as the best version of myself.

My “there has to be a better way” moment was watching smart, passionate people get crushed by clunky processes and constant urgency. It pushed me to build training and cultures that feel less like red tape and more like a great guest experience – clear, human, and worth coming back for.