When people ask me what the key to business growth is, they often expect me to talk about strategy, innovation, or capital. And while all of those are important, I always give the same answer: it’s the people. The most valuable part of any company isn’t the product, the branding, or the technology—it’s the team behind it.
Over the years, as CEO of Carbone Restaurant Group, I’ve learned that building strong, motivated teams is what truly drives sustainable growth. You can have the best business plan in the world, but without great people to bring it to life, it won’t go far.
It All Starts with the Right Team
When I started in the restaurant industry, I quickly realized that one person can’t do everything. In the early days of Carbone, I was deeply involved in every detail—from designing menus and managing staff to working the floor on busy nights. But as we began to expand, I had to learn to trust others with key responsibilities.
Building a great team starts with hiring the right people, but it doesn’t end there. You have to give them the tools, training, and confidence to succeed. The goal is to create an environment where people feel valued, where their ideas matter, and where they can grow alongside the company.
At Carbone, we’ve built a culture where collaboration and accountability go hand in hand. When people believe in the mission and know they’re part of something meaningful, they show up differently. They bring passion to their work, and that energy ripples through the whole organization.
Leadership Means Empowerment
Good leadership isn’t about control—it’s about empowerment. Early in my career, I thought being a strong leader meant having all the answers. Now, I know it’s about asking the right questions and giving others the space to contribute their expertise.
As we expanded into new restaurant concepts and franchises like Fast Fired by Carbone, I had to let go of some of the day-to-day decisions and trust my team to carry the vision forward. It wasn’t easy at first, but I quickly saw the power of giving people ownership. When team members feel trusted, they take initiative, find creative solutions, and push the business forward in ways I couldn’t have imagined on my own.
Empowered people create empowered brands. Leadership is about setting direction, providing support, and then stepping back to let others shine.
Training and Growth Matter More Than Experience
I’ve interviewed countless people over the years, and I’ve learned that experience alone doesn’t determine success. I’ve met candidates with impressive resumes who weren’t the right fit—and others with little experience who went on to become some of our best leaders.
What matters most is attitude, work ethic, and a willingness to learn. That’s why we invest heavily in training and development. When someone joins our team, I want them to see a career path, not just a job.
This approach has helped us build loyalty and retain great talent even in a competitive industry. Investing in people’s growth doesn’t just make them better employees—it makes them better leaders, which strengthens the business long term.
Creating a Culture of Recognition
One of the simplest but most powerful things you can do as a leader is recognize effort. People want to feel seen and appreciated for what they do.
In hospitality, long hours and demanding shifts can be tough, so celebrating wins—big or small—makes a huge difference. Whether it’s recognizing a staff member who went above and beyond for a customer or publicly celebrating a franchise’s record week, acknowledgment builds morale and motivation.
When people know their hard work is valued, they don’t just perform better—they take pride in being part of the brand. Recognition creates belonging, and belonging fuels commitment.
People Drive Innovation
Innovation doesn’t come from a corporate strategy meeting—it comes from people who care about improving what they do every day. Some of the best ideas at Carbone and Fast Fired have come from team members on the front lines—chefs, servers, managers—who saw an opportunity to do something better.
Encouraging open communication and listening to your team can unlock insights you’d never find in a spreadsheet. When people feel safe to share ideas and challenge the status quo, innovation becomes part of the culture.
In my experience, the companies that innovate best aren’t necessarily the biggest or richest—they’re the ones that listen to their people.
Retention is the Real Growth Strategy
Recruiting new employees is important, but retaining great ones is what builds real growth. High turnover doesn’t just cost time and money—it hurts consistency, culture, and customer experience.
That’s why we focus on creating workplaces where people want to stay. Competitive pay and benefits matter, but so does flexibility, respect, and work-life balance. Especially in hospitality, where the pace is fast and the expectations are high, creating a supportive environment is crucial.
We’ve found that when people feel respected, challenged, and supported, they stay. And when they stay, they build relationships with customers and communities that strengthen the brand from the inside out.
The Ripple Effect of Investing in People
When you invest in people, the return goes far beyond the business. Employees become ambassadors of your brand, customers feel that positive energy, and the community benefits from the jobs, mentorship, and opportunities you create.
I’ve seen it firsthand through initiatives like the Westland-Carbone Culinary Scholarship, which helps young culinary students build careers in the food industry. Supporting people’s growth not only changes their lives—it elevates the entire industry.
Businesses that invest in people ultimately build stronger, more resilient brands. And in a world where trends and technologies change constantly, that human foundation is what keeps you grounded.
Over the years, I’ve learned that the best investment any leader can make isn’t in equipment, marketing, or expansion—it’s in people. Teams are the heartbeat of every great brand. When you focus on developing talent, empowering leadership, and creating a culture of trust, growth follows naturally.
No matter how much our company evolves or how many locations we open, my approach stays the same: take care of the people, and the people will take care of the business. That’s the real secret to long-term success.