Podcasts about Compass Group

Timing is key to successful marketing.If you broke it down, that's probably a third of it. Right offer to the right prospect…at the right time.But how well do you focus on timing for your personal brand in your own career?You can hear ideas for that from this episode's guest – she said one of the key lessons in her career is ‘know when it's time to leave.'Here to share the story behind that lesson, along with many more lesson-filled stories, is Lisa Lahiji, CMO, Eurest [https://www.eurest-usa.com/] and ESFM [https://www.esfm-usa.com/].Eurest and ESFM are part of Compass Group, a public company listed on the London Stock Exchange. It reported $42.2 billion in revenue in 2024. Lahiji oversees the strategy for 45 marketers. Lessons from the things she madeKnow when it's time to leaveScaling up means letting goWhen the world changed, so did weAdvocate for othersRelationships matterRaise your handDiscussed in this episodeAdvertising and Brands: Details matter, know when to quit, …be nice (podcast episode #27) [https://marketingsherpa.com/article/interview/advertising-and-brands]Marketing Adaptability: The art of letting go of creative ideas so you can champion future concepts (podcast episode #112) [https://marketingsherpa.com/article/interview/marketing-adaptability]Elements of a Landing Page, Advocate Marketing Program, and Conversion-Optimized Blog Post: 3 quick marketing case studies [https://marketingsherpa.com/article/case-study/elements-of-a-landing-page]Get more episodesSubscribe to the MarketingSherpa email newsletter [https://www.marketingsherpa.com/newsletters to get more insights from your fellow marketers. Sign up for free if you'd like to get more episodes like this one.For more insights, check out...This podcast is not about marketing – it is about the marketer. It draws its inspiration from the Flint McGlaughlin quote, “The key to transformative marketing is a transformed marketer” from the Become a Marketer-Philosopher: Create and optimize high-converting webpages [https://meclabs.com/course/] free digital marketing course.Apply to be a guestIf you would like to apply to be a guest on How I Made It In Marketing, here is the podcast guest application – https://www.marketingsherpa.com/page/podcast-guest-application

Vance spent 10 years working for the mouse at Walt Disney World in Orlando Florida. He started his career at Disney on the Opening Team of the Yacht & Beach Club Resorts, and progressed through the management ranks as a Night Club Manager at Pleasure Island, Service Trainer aboard the Empress Lily, and on the revitalization team of the Contemporary Resort in the mid-90's. It was at the Contemporary that Vance got his crowning achievement, Designing, Opening and Operating Chef Mickey's, Disney's flagship Character Dining Experience. After leaving Disney, (yes people do leave) he utilized his skills to rescue or improve many of America's companies and government agencies. His clients included Legal Seafoods, Tyson, NASA, Rain Forest Café, Compass Group, The Executive Office of the President of the United States, The Smithsonian and the Kennedy Center for the Performing Arts. Tiring of corporate life, Vance opened his own Bricks & Mortar Business in 2007.  After meteoric growth of his service business, other entrepreneurs began to seek him out for advice and counsel. This spawned his next business, Deliver Service Now!, consulting and coaching other companies on how to create and implement Disney style service and then apply Direct Response   Marketing to profit from it. Vance Morris has shared the stage with many of the premier marketers and service professional in the world; Dan Kennedy, Joe Polish, Bob Brown, Lou Ferrigno, Dean Jackson, Charles Henning, Lee Cockerell, and Meg Crofton. http://wow52ways.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/inspiring-stories--2917948/support.

► Get a free share!This show is sponsored by Trading 212! To get free fractional shares worth up to 100 EUR / GBP, you can open an account with Trading 212 through this link https://www.trading212.com/Jdsfj/FTSE. Terms apply.When investing, your capital is at risk and you may get back less than invested.Past performance doesn't guarantee future results.► Get 15% OFF Finchat.io:Huge thanks to our sponsor, FinChat.io, the best investing toolkit we've discovered! Get 15% off your subscription with code below and unlock powerful tools to analyze stocks, discover hidden gems, and build income streams. Check them out at FinChat.io!https://finchat.io/playingftse/?lmref=iQl2VQ► Episode Notes:Who's been buying a secret stock? Find out on this week's PlayingFTSE Show!Contrasting fortunes for the Steves this week. Steve W has underperformed both the FTSE 100 and the S&P 500, but Steve D has outperformed them both… put together!Earlier this week, shares in 3i fell 7%. Then they recovered within about half an hour – how is anyone supposed to buy a dip like that? Steve W has been paying attention to this one. And as Action – the private equity firm's largest investment continues to do well, there might have been an opportunity…United Health shares have had an awful year so far in 2025. CEOs have been departing and there's now an investigation into Medicare fraud on the way. The stock is unusually cheap, though. And Steve D thinks when the company makes it through to the other side of its problems, things could look very different.Compass Group is a FTSE 100 stock that we've never looked at before. But Steve W thinks it's time to change that – there's a lot to like about the contract caterer.The firm combines a lot of the business models that we like. The only trouble is, it doesn't look like this is a big secret that the market is missing right now…It's time for another look at Cava – the fast-growing Greek restaurant chain. The stock has been up and down since its IPO and Steve D has been following closely.At the moment, though, it's dividing opinion. Unusually, Steve D can't make the numbers add up on this one, but Steve W thinks it's about right where it is…Only on this week's PlayingFTSE Podcast!► Support the show:Appreciate the show and want to offer your support? You could always buy us a coffee at: https://ko-fi.com/playingftse(All proceeds reinvested into the show and not to coffee!)There are many ways to help support the show, liking, commenting and sharing our episodes with friends! You can also check out our clothing merch store: https://playingftse.teemill.com/We get a small cut of anything you buy which will be reinvested back into the show...► Timestamps:0:00 INTRO & OUR WEEKS8:20 3I21:42 UNITED HEALTH36:13 COMPASS GROUP51:35 CAVA► Show Notes:What's been going on in the financial world and why should anyone care? Find out as we dive into the latest news and try to figure out what any of it means. We talk about stocks, markets, politics, and loads of other things in a way that's accessible, light-hearted and (we hope) entertaining. For the people who know nothing, by the people who know even less. Enjoy► Wanna get in contact?Got a question for us? Drop it in the comments below or reach out to us on Twitter: https://twitter.com/playingftseshow Or on Instagram: https://www.instagram.com/playing_ftse/► Enquiries: Please email - playingftsepodcast@gmail(dot)com► Disclaimer: This information is for entertainment purposes only and does not constitute financial advice. Always consult with a qualified financial professional before making any investment decisions.

On this week's episode, host Caryn Antonini is joined by Renee Guilbault, CEO of the Open Food Company, the first ever open-source food company with a mission to empower consumers with nutritious and flavorful food made with whole ingredients. Renee is a seasoned food industry veteran, author, consultant and expert in high volume fresh food operations and menu development bringing 30 years of experience as a global food and beverage leader across several facets of the industry. A professionally trained chef, Renee has worked in leadership positions at companies such as Pret A Manger, Bon Appetit Management Company at Google, Compass Group and Le Pain Quotidian. Renee is also the co-host of AMC's In the Kitchen with Harry, alongside her Emmy-award-winning uncle, Harry Hamlin, where she brings her expertise and cooking chops, teaching audiences how to cook simple, delicious and no-fuss cooking techniques and dishes.For more information on our guest:The Restaurant Industry's #1 Consulting & Solutions Firmessayerfoodconsulting.com@chefreneeguilbaultThe Cultivated By Caryn show is a presentation of Park City Productions 06604 LLC ###Get great recipes from Caryn at https://carynantonini.com/recipes/

Today, we are breaking down the food catering giant Compass Group. Whether it's your corporate cafeteria, the food stands at a sporting event, or the old hospital food tray, the food services industry is all around you. Compass is the giant in this space, with a history that dates back to the emergence of this outsourced trend. My guest is Asif Jeevanjee, Chief Executive of Oakmont Capital. Asif talks through both the business and the sector. How does the ecosystem work? What do contracts typically look like? And why had I heard of Aramark but not Compass, when Compass is nearly double the size? Here is another example of carving out an effective business model around an essential need product. Please enjoy this breakdown of Compass Group. Subscribe to Colossus Review For the full show notes, transcript, and links to the best content to learn more, check out the episode page here. —- Business Breakdowns is a property of Colossus, LLC. For more episodes of Business Breakdowns, visit joincolossus.com/episodes. Editing and post-production work for this episode was provided by The Podcast Consultant (https://thepodcastconsultant.com). Show Notes (00:00:00) Welcome to Business Breakdowns (00:01:22) Understanding the Food Service Market (00:05:03) Contract Structures and Retention (00:11:47) The Origin Story of Compass Group (00:17:33) Expansion into the US Market (00:21:34) Sectorization and Market Penetration (00:27:45) Growth Strategies and Pricing (00:29:07) Financial Dynamics and Margins (00:30:41) Procurement and Food Buy (00:35:24) Labor Management and Technology (00:37:55) Impact of Economic Cycles and Covid (00:43:27) Capital Allocation and Valuation (00:51:44) Lessons From Breaking Down Compass (00:54:02) Key Lessons from Compass

Lawyer Tania Waikato has launched a petition calling for the government to cancel Compass Group's school lunch contract, saying the company has repeatedly failed to meet its obligations, leaving tamariki with "horrible, disgusting and inedible" kai

Labour changed RMA laws, National cancelled those changes then freaked out when the old RMA's that Labour changed as they weren't fit for purpose, were found to not be fit for purpose and they are now changing RMA laws under urgency asking for a bipartisan approach while only really wanting Labour to rubber stamp what National wants. #TheBish and Kieran debated this on Breakfast this morning.Lawyer Tania Waikato has launched a petition calling for the government to cancel Compass Group's school lunch contract, saying the company has repeatedly failed to meet its obligations, leaving tamariki with "horrible, disgusting and inedible" kai. Tania joins us tonight live at 9pmTamatha Paul's comments about what her electorate is telling her of their experience with the police has been met with distain by political leaders. We take a look at this tonight and see where we are at=================================Come support the work we're doing by becoming a Patron of ⁠⁠#BHN⁠⁠ www.patreon.com/BigHairyNews⁠=================================Merch available at www.BHNShop.nz Like us on Facebookwww.facebook.com/BigHairyNews Follow us on Twitter.@patbrittenden @Chewie_NZFollow us on BlueskyPat @patbrittenden.bsky.socialChewie @chewienz.bsky.socialEmily @iamprettyawesome.bsky.socialMagenta @xkaosmagex.bsky.social

In an industry built on human connection, Mike Fiato brings more than leadership. He brings a philosophy rooted in care, purpose, and emotional insight. His passion for hospitality lives not just in the roles he's held or the book he's written, but in the way he sees people. Hospitality, to Mike, isn't a department. It's a strategy. And he's spent a lifetime showing what's possible when you lead with heart.Key Takeaways:• A trip to Disney showed Mike how small, purposeful actions can deeply impact guest experience and loyalty, inspiring him to transition from restaurant ownership to a career focused on hospitality leadership.• Mike advocates for empowering existing teams by adjusting training and culture to unlock potential. He reminds us that the storybook ending starts with support and clear expectations.• Mike celebrates chefs as central cultural figures in hospitality. He encourages visibility, interaction, and recognition of kitchen staff and believes their presence and energy bring warmth and authenticity to every guest interaction.• His book The Hospitality Edge captures decades of industry experience and uses stories to make abstract hospitality principles tangible. Think less glass slipper and more practical strategies that anyone in hospitality can use to elevate their team and service.• Mike believes leadership should create purpose driven work environments. When employees feel purposeful and empowered, they bring the spirit of Be Our Guest to life, turning ordinary moments into meaningful guest experiences.• Whether it is cafes, coffee shops, or airline lounges, Mike proves that hospitality principles work everywhere. A great guest experience does not require a castle, just people who care.• Hot takes. Hot or Not sparked sharp opinions. Which Came First? settled hospitality history with confidence. Fast Money proved that chicken tenders and pizza still reign supreme. Quick hits, bold answers, and plenty of laughs made it all game time gold.Thank you for tuning in to Hospitality Hangout, brought to you by Branded Hospitality Ventures. Stay connected for more inspiring stories, fresh perspectives, and the people like Mike Fiato who are bringing heart, purpose, and innovation to the world of hospitality. Episode Credits:Produced by: Branded Hospitality MediaHosted by: Michael Schatzberg, JImmy FrischlingProducer: Julie ZuckerCreative Director: Adam LevineShow Runner: Drewe RaimiPost Production: Three Cheers Creativewww.thehospitalityhangout.com

The Bank of England (“BoE”) maintained its base rate at 4.5% last week, prioritising a gradual approach amid persistent inflation and wage pressures. Markets are now assigning a 70% probability of a May rate cut, with only two reductions anticipated this year, fewer than economists forecasted. The Organisation for Economic Co-operation and Development (“OECD”) has downgraded UK growth projections for 2025 and 2026, citing global trade risks. Business sentiment remains cautious, with 57% of firms expecting a recession. Manufacturing output has weakened sharply, and insolvencies are rising. Consumer confidence is improving, but investment hesitancy persists due to fiscal uncertainty. Options traders are increasingly betting on more aggressive BoE rate cuts. However, the BoE is facing challenges, balancing weak growth with persistent inflation risks, particularly in the face of global trade tensions...Stocks featured:Compass Group, Kingfisher and PrudentialTo find out more about the investment management services offered by Walker Crips, please visit our website:https://www.walkercrips.co.uk/This podcast is intended to be Walker Crips Investment Management's own commentary on markets. It is not investment research and should not be construed as an offer or solicitation to buy, sell or trade in any of the investments, sectors or asset classes mentioned. The value of any investment and the income arising from it is not guaranteed and can fall as well as rise, so that you may not get back the amount you originally invested. Past performance is not a reliable indicator of future results. Movements in exchange rates can have an adverse effect on the value, price or income of any non-sterling denominated investment. Nothing in this podcast constitutes advice to undertake a transaction, and if you require professional advice you should contact your financial adviser or your usual contact at Walker Crips. Walker Crips Investment Management Limited is authorised and regulated by the Financial Conduct Authority (FRN: 226344) and is a member of the London Stock Exchange. Hosted on Acast. See acast.com/privacy for more information.

Will Brawley and the ScheduleFly team have spent over a decade and a half proving that success isn't just about scale. It's about staying true to what matters. In an industry built on relationships, they've created more than a product that works. They've built a level of customer service that keeps independent restaurants thriving. Will's passion for hospitality is reflected not just in the simplicity of ScheduleFly, but in the genuine care he and his team show for their customers. ScheduleFly isn't just another tech company – this is a team that understands the heart of restaurants.Key Takeaway:ScheduleFly's success comes from serving independent restaurants with simple, effective scheduling software instead of chasing big contracts. Will and his team made the choice to stay true to their mission. Growth wasn't the goal, but happy, loyal customers were.Will was podcasting before podcasting was cool. He launched Restaurant Owners Uncorked 12 years ago to give independent restaurant owners a voice and a platform to share real, unfiltered stories. His philosophy mirrors the best-run restaurants – deliver a great product, take care of people, and give back to the community.Great restaurants live at the intersection of passion and practicality. Many operators are drawn to the artistry of hospitality, creating memorable experiences through food and atmosphere, while also managing the realities of running a business. The beauty is in finding balance by using just enough technology to improve efficiency without losing the warmth and authenticity that make hospitality special.Hot takes: Hot or Not sparked some strong opinions, Which Came First? settled some serious debates, and the ultimate pro tip emerged—smile if you want a bigger tip. Fast, ridiculous, and fueled by confidence—it is game time.Thanks for tuning in to Hospitality Hangout, brought to you by Branded Hospitality Ventures. Next week, Michael Fiato, from Compass Group will be joining us. His official title? Well, let's just say it includes plenty of Cs, Es, Os, Vs, and Ps—so you know it's a big deal. Episode Credits:Produced by: Branded Hospitality MediaHosted by: Michael Schatzberg, JImmy FrischlingProducer: Julie ZuckerCreative Director: Adam LevineShow Runner: Drewe RaimiPost Production: Three Cheers Creativewww.thehospitalityhangout.com

Last week, Libelle, one of the three providers of the school lunch programme went into liquidation. The company provided around 125,000 lunches daily.  Compass Group, one of the other key providers of the programme stepped in on Friday to acquire and take over Libelle's operations.  Despite this save, Compass group has been no stranger to issues since the programme was launched. With repeated incidents of late or no delivery, melted plastic in food, frozen food, food so hot it burnt children and ham being given to halal students - to name a few.  For our weekly catch up with the ACT Party Producer Evie spoke to Simon Court about how the liquidation may affect the already controversial programme.  They also discussed NZ First's Members Bill looking to scrap Diversity, Equity and Inclusion targets… as well as the ACT Party's continued critiques of the University of Auckland's compulsory Te Tiriti o Waitangi course. 

Belief from David Seymour that the collapse of a school lunch provider is a non-story. The Libelle Group, which is sub-contracted by Compass Group to deliver about 125,000 meals daily, has gone into liquidation. The Minister in Charge, Seymour says that won't impact lunch deliveries. He's admitted the Government knew Libelle may have been in strife when it signed the deal, but had no reason to believe it would fail. Seymour told Mike Hosking the issue is a contractual matter between two companies, neither of which is the Government. He says its issue is making sure Compass delivers on its contract to the Government. LISTEN ABOVE See omnystudio.com/listener for privacy information.

Another push for the Government to cut its losses with its revamped school lunches. The Libelle Group - which is contracted to deliver about 125-thousand meals each day - is in liquidation. The responsibility will now fall solely on Compass Group -- but Minister in Charge David Seymour says that won't impact lunch deliveries. Rotorua's Kaitao Intermediate School Principal, Phil Palfrey told Andrew Dickens he has little faith it won't create further issues. He wishes the Government could return to the original programme -- and believes the country can afford to do so. See omnystudio.com/listener for privacy information.

On this final episode of our Emotional Onboarding Series for The Healthcare Plus Podcast, Dan Collard is joined by Bart Kaericher, President, CEO, and Chief Cultural Officer of Aramark Healthcare+. Highlighting his commitment to Aramark's 25,000+ teammates and the hospitals and patients they serve, Bart shares the importance of a human-centric approach to employee engagement and collaboration to enhance patient experiences. Along Aramark's journey to becoming a Modern Healthcare Best Place to Work (which they achieved for the first time in 2024), Bart shares several key learnings and adjustments his team made, including:Implementing Early Connect, a program aimed at supporting new employees, and Team Member Connect, a new system of rounding that encourages coworker connections.Offering a daily pay system to support the team's financial flexibility and address social determinants of health (SDOH).Reducing early turnover by connecting with new hires before they step onsite and regularly through the first 120 days. Advocating for a focus on purpose, culture, and effective communication.Missed an episode in our Emotional Onboarding series? Listen back now with Dr. Katherine Meese, Patti Frank, Natasha Lee, and Abby Spence. About Bart KaericherBart Kaericher is the President & CEO of Aramark Healthcare+. Since his arrival to Aramark he's been focused on building an organization that is delivering a vision of having engaged employees, positive patient experiences, operational excellence, caregiver support, and being problem-solvers within the healthcare arena.  Having a unified Culture of Caring has become a strong differentiator for Aramark Healthcare+. Before joining Aramark in May 2021, Bart served as Chief Growth Officer & Senior Vice President of Compass One Healthcare. While at Compass Group, he played an instrumental role in building revenues, profits, and valuable strategic partnerships. Prior to his tenure with Compass One Healthcare, Bart worked for more than a decade in the medical device industry at American Hospital Supply, now B. Braun Medical.  Bart holds an MBA in Healthcare Marketing from Saint Joseph University in Philadelphia, PA, and a BS in Business from Miami University, Oxford, Ohio. He has also completed Cornell University's Executive Healthcare Leadership program.

In the episode In The Club powered by Club Colors, we delve into the critical need for enhancing staff experience in higher education, especially in the post-pandemic landscape with our guest, Kelsey Finn, Vice President of Strategic Initiatives at Compass Group. We discuss the importance of staff feeling connected to their purpose, as it directly impacts student services. The episode also highlights real-life examples from various universities and explores the challenges and strategies of leadership in higher education, with a focus on supporting and retaining staff. Additionally, we feature a conversation with a trailblazing leader who shares insights on being a woman in leadership, empowering others, and the importance of asking questions. This insightful discussion offers valuable advice for young professionals aspiring to take on leadership roles.KEY TAKEAWAYSEmphasize the importance of staff experience in enhancing student experience.Highlight the need for higher education institutions to focus on employee engagement and appreciation.Discuss the challenges of rapid leadership changes in academic institutions.Address the disparity in the way questions are asked and assumptions made of women leaders compared to men.Encourage delegation and empowerment of team members to foster ownership and readiness for leadership roles.Recommend asking a lot of questions and staying curious as a way to grow professionally.Importance of relationships and networking within the higher education community.QUOTES"Happy staff, happy students.""We all want to belong to something.""Being the first at anything is really really hard.""You can't truly understand it if you haven't done it.""If you get a seat at the table, pull your chair right up, be at the table, be engaged.""Everyone has the question, who's actually willing to ask the question and be that person?"Connect and learn more about Kelsey Finn.https://www.linkedin.com/in/kelseyharmonfinn/If you enjoyed this episode of In the Club Podcast with Club Colors, please leave us a review on your favorite podcasting platform!Club Colors: https://www.clubcolors.com/

Those who provide school lunches are taking a cheat-day today to get on top of food production, following widespread criticism of late deliveries. An admission from the Government's new school lunch provider that giving pies and Pita Pit to students wasn't part of the plan. Compass Group, which was awarded the contract for the new cheaper school lunch programme, has faced criticism for the issues with the roll out. It will today depart from the agreed menu in an effort to get on top of production. Paul Harvey from the School Lunch Collective told Mike Hosking there are things they haven't got right, but they're determined to improve. LISTEN ABOVE See omnystudio.com/listener for privacy information.

Julian Hofmann opens today's podcast by unpacking results from AstraZeneca (AZN) and GSK (GSK). AstraZeneca had a particularly strong quarter despite China's investigation into the importation of cancer drug, Imjudo. GSK's dividends were up, positive news for income investors, but its vaccine rates have slowed as they are more exposed to the US administration. Julian shares all investors need to know.It's then on to housebuilder Crest Nicholson (CRST). There is growing concern around its £144mn loss, but Natasha Voase lays out whether the worry is justified.Lastly, catering company Compass Group (CPG) released a trading update which showed strong organic growth. Mark Robinson explores the structural drivers behind this, its M&A strategy and its prospects. Timestamps01:52 AstraZeneca15:49 Crest Nicholson27:41 Compass GroupClaim your first 12 weeks of Investors' Chronicle Print + Digital for just £12. You will get instant access to our website and app, plus the magazine delivered to your door every week. To start your trial, visit www.investorschronicle.co.uk/podcasttrial *After your 12-week trial you will pay just £62 every 13 weeks by direct debit. If you're not entirely satisfied, you can cancel up to 5 business days before your renewal date and only pay the £12 already debited. This offer is for UK subscribers only. Hosted on Acast. See acast.com/privacy for more information.

In the episode In The Club powered by Club Colors, we are joined by Kelsey Finn, Vice President of Strategic Initiatives at Compass Group. Kelsey shares her unexpected journey into higher education, from majoring in parks and recreation to developing successful programs for college students. She discusses her various roles and experiences across multiple universities and organizations, including Illinois State University, UC Berkeley, and NACUS. Kelsey delves into the importance of fostering a sense of belonging and community on college campuses, particularly through food services and creating inclusive spaces. She highlights the critical role of relationships and understanding the unique needs of different stakeholders in higher education. The conversation underscores the significance of the staff experience alongside student success and how Compass Group is addressing these complex challenges.KEY TAKEAWAYSCareer Development: Kelsey Finn shares her unconventional journey to her current role in higher education, emphasizing that career paths often evolve unexpectedly.Impact of Internships: Initial professional experiences, such as internships, can significantly shape one's career and future opportunities.Higher Education Dynamics: Many professionals in higher education find their roles through serendipitous opportunities and not necessarily through a direct path.Role of Relationships: Building and maintaining relationships is crucial for success in higher education and related industries.Importance of Student and Staff Experience: The focus on improving both student experiences and staff experiences highlights the evolving needs in higher education settings.Adaptability and Innovation: Institutions must innovate to address new challenges, such as increasing student loneliness and creating inclusive spaces.QUOTES"Loneliness is a true problem on college campuses.""Always seek consensus.""Creating spaces where people feel safe and welcome is crucial."“You want to create spaces where everyone wants to have their lunch together versus sit in their individual spaces.”“Food is not just about nourishment; it's about creating connection and community.”“We have to consider how we're impacting students and staff, making them feel seen, cared for, and safe.”“It's all about relationships and being able to speak different languages within the sector you're engaging with.”“Creating spaces that make people feel included and combating the loneliness epidemic on campuses is our current focus.”Connect and learn more about Kelsey Finn.https://www.linkedin.com/in/kelseyharmonfinn/If you enjoyed this episode of In the Club Podcast with Club Colors, please leave us a review on your favorite podcasting platform!Club Colors: https://www.clubcolors.com/

Ever wonder how authentic connections and Midwest values could transform mergers and acquisitions? Dive into a compelling blend of business acumen and heartfelt legacy preservation with our latest episode.In this episode, Jonathan Babcock, Senior Associate at Compass Group Equity Partners, joins Patrick Stroth to uncover the intricate world of lower middle market investments and the human-centric approach that defines their success.You'll discover…The unconventional inspiration behind the name “Compass Group” and what it symbolizes.How networking in unpredictable ways opened doors for a young Jonathan.The secret formula behind Compass Group's success in the lower middle market.Real-life stories of legacy family businesses transformed by strategic partnerships.Why operational excellence and people-centric values are critical in today's competitive market.

In this episode, Brian is joined by Ed Brown, Chief Executive Officer with Restaurant Associates. A chef-driven company with a mission to deliver hospitality excellence, Restaurant Associates is recognized as the nation's premier on-site dining management company. A member of Compass Group, Restaurant Associates expanded its portfolio by partnering with premier clients to deliver memorable dining and hospitality experiences at leading business organizations, top higher education institutions, and pre-eminent museums, performing arts centers & attractions, all the while creating and operating notable, award-winning restaurants. Tune in to hear who Ed Thanks for helping him along the way.

We were all locked down and forced to work from home almost 5 years ago. Many people found it liberating not to have to commute to work every day and legislation was even passed to provide workers with the legal option of flexible or hybrid working. But a new study from the Compass Group says that working from home leads to exclusion and problems with Socialisation. Needless to say, opinion is divided. Joe discusses the report findings further with Yvonne Mulally from Compass Group.

Pat Maciariello is Chief Operating Officer of Compass Group and a member of Compass Diversified's Investment Committee, which is responsible for evaluating all of the organization's investment opportunities. In this role, he manages Compass's investment teams and is responsible for financial and strategic oversight of its subsidiaries.  Pat is currently a director and the Chairman of BOA and Lugano Diamonds. He is also a director of 5.11, Inc., ErgoBaby, Altor Solutions,  and the Sterno Group.  Pat joined Compass Diversified in 2005. Before that, he was with Bain & Company and Deutsche Banc Alex Brown. Pat is a graduate of the University of Notre Dame and Columbia Business School.   He lives in San Juan Capistrano, CA with his wife, his two daughters, and their dog and cat, Rocky and Adrian. In his free time. he loves horse racing, fantasy football, hiking and doing escape rooms with his family. When he was younger (and fitter) he was an avid runner and completed eight marathons. 

In der heutigen Episode haben wir einen besonderen Gast: Matthias Schmidt von der Kompass AG. Matthias, ein erfahrener Versicherungsmarkler und Unternehmer, bringt uns tiefgehende Einblicke in die aktuellen Trends und Herausforderungen der Versicherungsbranche.Wir diskutieren über den Rückgang der Vermittlerzahlen und was das für die Zukunft der Branche bedeutet, insbesondere angesichts einer immer älter werdenden Maklerschaft. Matthias erläutert, wie sich der demografische Wandel und die Digitalisierung auf den Versicherungsvertrieb auswirken und welche Rolle die Kompass AG dabei spielt. Mit ihrer innovativen Plattform bietet die Kompass AG eine Lösung für Maklerunternehmen, die ihre Bestände konsolidieren und von Gruppen-Synergien profitieren wollen.Ein besonderes Highlight dieser Episode ist die Vorstellung der neuen digitalen Matching-Plattform der Kompass AG, die Käufer und Verkäufer von Versicherungsportfolios zusammenbringt. Matthias erklärt, wie diese Plattform funktioniert und warum sie besonders für mittelgroße und größere Targets interessant ist.Darüber hinaus erfahren wir, warum persönliche Beratung für Matthias trotz der Vorteile der Digitalisierung von großer Bedeutung ist und wie moderne digitale Ansätze den traditionellen Vertriebsmethoden überlegen sein können. Wir hören, wie wichtig gute Beziehungen und Beziehungsmanagement sind, um langfristigen Erfolg zu gewährleisten.Matthias spricht auch über seine persönlichen Erfahrungen und die Herausforderungen, die er mit der Kompass AG gemeistert hat, einschließlich interner Komplexitäten und der Balance zwischen jüngeren und älteren Akteuren in der Branche. Wir blicken auf die Lektionen, die er aus schwierigen Zeiten gelernt hat, und wie er das narrativ positiv umwandeln konnte.Freut euch auf eine fesselnde Diskussion voller wertvoller Informationen und Einblicke. Diese Folge ist ein Muss für jeden, der sich für die Zukunft der Versicherungsbranche interessiert. Also, macht es euch bequem und genießt die Show!Schreibt uns gerne eine Nachricht!Folge uns auf unserer LinkedIn Unternehmensseite für weitere spannende Updates.Unsere Website: https://www.insurancemondaypodcast.de/Du möchtest Gast beim Insurance Monday Podcast sein? Schreibe uns unter info@insurancemondaypodcast.de und wir melden uns umgehend bei Dir.Dieser Podcast wird von DEAN Productions produziert.Vielen Dank, dass Du unseren Podcast hörst!

Dr. Randy Ross is a compelling communicator, craftsman of culture and bestselling author of multiple books, including his latest book entitled, Fireproof Happiness: Extinguishing Anxiety & Igniting Hope. Working with brands like Delta Airlines, Darden Restaurants, GE Appliances, McDonald's, Panasonic, Cox Communications, Compass Group, Chick-fil-A, Berkshire Hathaway and the Intercontinental Hotel Group, he has inspired and enabled countless people to find new passion and purpose in their work, work better together in teams and have greater influence and impact. When people like what they do, they do it better. When people like those they do it with, they work better together. When they like the impact they're having, they find meaning and fulfillment in what they do. Dr. Ross helps them find their personal passion, while building healthier relationships and pursuing a purpose beyond self. As the CEO of Remarkable and a former Chief People Officer, Dr. Randy Ross utilizes his experience to engage audiences worldwide with his keen insight and contagious humor. He is a messenger of practical wisdom and needed hope, untangling the biggest challenges facing today's business leader, tomorrow's workforce and the future marketplace. He lives with his wife, LuAnne, and four children in Atlanta, Georgia. Connect with Jon Dwoskin: Twitter: @jdwoskin Facebook: https://www.facebook.com/jonathan.dwoskin Instagram: https://www.instagram.com/thejondwoskinexperience/ Website: https://jondwoskin.com/LinkedIn: https://www.linkedin.com/in/jondwoskin/ Email: jon@jondwoskin.com Get Jon's Book: The Think Big Movement: Grow your business big. Very Big!   Connect with Dr. Randy Ross: Website: DrRandyRoss.com Twitter: https://twitter.com/DrRandyRoss Instagram: https://www.instagram.com/dr_randyross/ LinkedIn: https://www.linkedin.com/in/drrandyross/ Facebook: https://www.facebook.com/profile.php?id=1651578466 *E – explicit language may be used in this podcast.

The coalition government has recently been debating cutting funding entirely for school lunches, but instead have made a significant cut while continuing to keep lunches.  There have been concerns raised by Health Coalition Aotearoa about the new supplier, Compass Group, stating a potential worse quality of food and inadequacy of future supply. Sasha spoke to policy researcher from The University of Auckland and the spokesperson of Health Coalition Aotearoa, Kelly Garton, about the new supplier of school lunches and the implications this has for schools and children's nutrition.

School lunches look to open up a number of opportunities for businesses. The Government says it's saving $130 million a year by reducing the cost per meal from $8 to $3. The Compass Group has been contracted as the lead supplier. Associate Education Minister David Seymour told Mike Hosking other businesses will be able to get involved. He says that for example, the programme will need 18 tonnes of chicken a fortnight, so there will be opportunities in that. LISTEN ABOVE See omnystudio.com/listener for privacy information.

The coalition government has recently been debating cutting funding entirely for school lunches, but instead have made a significant cut while continuing to keep lunches.  There have been concerns raised by Health Coalition Aotearoa about the new supplier, Compass Group, stating a potential worse quality of food and inadequacy of future supply. Sasha spoke to policy researcher from The University of Auckland and the spokesperson of Health Coalition Aotearoa, Kelly Garton, about the new supplier of school lunches and the implications this has for schools and children's nutrition.

In the latest episode of The Nick Fong Podcast, Nick talks with Jonathan Spears, a prominent real estate agent from Florida. The episode explores Jonathan's journey in the real estate world, starting with his impressive story of beginning college at 14 and earning his real estate license by the age of 18. The Doogie Howser of Real Estate! Throughout the conversation, Jonathan shares how he overcame the challenge of the 2008 financial crisis, building a real estate empire focused on the second-home market. They have sold over $2 billion in real estate, with a focus on markets like 30A, known as "The Hamptons of the South." Jonathan also shares his vision on how to grow a team of agents, the strategies he uses to maintain a high level of professionalism in his business, and how he has aligned his team with his core values: long-term relationships and building loyal clients. Additionally, they discuss the evolution of luxury real estate markets, the opportunities and challenges that arose during the pandemic, and the growth of his team within Compass Group. The episode closes with a discussion on the impact of technology in the industry, the importance of storytelling in building brands, and how the accumulated experience in real estate cannot be replicated by online resources. This episode provides a deep perspective on growth in luxury real estate, team leadership, and the keys to generating sustainable long-term business.

In this episode of the HR Like a Boss podcast, host John Bernatovicz speaks with Dr. Randy Ross, an expert in human resources and leadership. Dr. Ross shares his journey from the non-profit sector to corporate leadership, emphasizing the importance of purpose in both personal and organizational contexts. He discusses the concept of axiology, which focuses on value creation and the impact of organizational culture on employee engagement. Dr. Ross also highlights key principles from his book 'Remarkable,' advocating for a purpose-driven approach to business that prioritizes people and relationships over profit. ABOUT RANDY ROSS Dr. Randy Ross is a compelling communicator, craftsman of culture and bestselling author of multiple books, including his latest book entitled, Fireproof Happiness: Extinguishing Anxiety & Igniting Hope. Working with brands like Delta Airlines, Darden Restaurants, GE Appliances, McDonald's, Panasonic, Cox Communications, Compass Group, Chick-fil-A, Berkshire Hathaway and the Intercontinental Hotel Group, he has inspired and enabled countless people to find new passion and purpose in their work, work better together in teams and have greater influence and impact. When people like what they do, they do it better. When people like those they do it with, they work better together. When they like the impact they're having, they find meaning and fulfillment in what they do. Dr. Ross helps them find their personal passion, while building healthier relationships and pursuing a purpose beyond self. As the CEO of Remarkable and a former Chief People Officer, Dr. Randy Ross utilizes his experience to engage audiences

The Cybercrime Wire, hosted by Scott Schober, provides boardroom and C-suite executives, CIOs, CSOs, CISOs, IT executives and cybersecurity professionals with a breaking news story we're following. If there's a cyberattack, hack, or data breach you should know about, then we're on it. Listen to the podcast daily and hear it every hour on WCYB. The Cybercrime Wire is brought to you Cybercrime Magazine, Page ONE for Cybersecurity at https://cybercrimemagazine.com. • For more breaking news, visit https://cybercrimewire.com

Los operadores de bonos asumen niveles récord de riesgo en posiciones apalancadas de futuros de Treasuries apostando a recortes de tasas; la productora chilena de litio SQM registró una fuerte baja en sus ganancias; extracto de nuestra entrevista con Jimena Llosa, socia de la gestora de fondos Compass Group. Para visitar nuestra nueva página en LinkedIn: https://www.linkedin.com/company/bloomberg-en-espanol/Más de Bloomberg en EspañolNewsletter Cinco cosas: https://trib.al/WIwfnT0Youtube: https://www.youtube.com/BloombergEspanolWhatsApp: https://whatsapp.com/channel/0029VaFVFoWKAwEg9Fdhml1lTikTok: https://vm.tiktok.com/ZGeuw69Ao/X: https://twitter.com/BBGenEspanolProducción: Eduardo Thomson See omnystudio.com/listener for privacy information.

Have you ever had two leaders telling you two different things that are in direct opposition to each other? It's a common dish served in foodservice, where franchised locations, channel teams or contracted locations mean that a worker might suddenly feel like they're sandwiched between more than one boss.And that disjointed experience makes it hard to rally employees around a consistent and engaging brand mission that enables and empowers employees to deliver guest experiences that drive loyalty and revenue.Enter Eurest USA, a contract foodservice company within Compass Group that's developed an award-winning recipe for delivering memorable food and guest experiences across 48 states and a wide range of restaurants and brands.Alison Lambert, Director of Engagement & Insights at Eurest, joined ITK host JD Dillon to share how the organization tackles the meaty challenge of ensuring its 16K+ team members are empowered to deliver a meaningful, consistent guest experience while connected to the same company-wide goals.Learn more about Eurest - Eurest-USA.comFollow Eurest on Instagram - instagram.com/eurestusaSupport Alison's charity of choice, Best Buddies International - bestbuddies.orgGet a copy of JD's book, The Modern Learning Ecosystem - jdwroteabook.comFor more about why Axonify is the essential employee enablement solution that equips frontlines with the tools to learn, connect and get things done, visit https://www.axonify.com.

Sean Mooney and Chris Gibson of Compass Group Equity Partners delve into the nuances of private equity, highlighting the significance of cash flow, Midwest values, and the crucial role of people in business success. Chris recounts his path from leverage finance to co-founding Compass Group, sharing insights on the firm's unique approach and the value of hands-on experience in PE. Episode Highlights: 0:40 - Chris's journey into private equity and the formation of Compass Group. 5:02 - The pivotal role of cash flow in evaluating business opportunities. 10:02 - How Midwest values shape Compass Group's business philosophy. 19:57 - Introduction of Compass Guides for portfolio company support. 25:31 - The advantage of real-world experience over formal education in PE. 33:03 - Chris's perspective on the importance of building strong partnerships and trust. For more information on Compass Group Equity Partners, visit https://www.cgep.com/ For more information on Chris Gibson, visit https://www.linkedin.com/in/chris-gibson-53a0381b For more information on BluWave and this podcast, visit www.bluwave.net/podcasts

MAGICAL CUSTOMER EXPERIENCEDoes creating a magical customer experience sound like a bunch of marketing pie in the sky?Well, today's Summer Classic guest is a Disney management alum, and he says that you don't need a roller coaster or nightly fireworks to create a magical customer experience. What You'll Discover About the Magical Customer Experience:* How to adopt the magical customer experience for your business* How small gifts create a magical customer experience and increase revenue* How to get ideas for making your own magical customer experience* How Disney's Law of Unlimited Abundance fits into the magical customer experience* How to keep new hires from ruining the magic* Salvaging the magical customer experience when things go wrong* 2 ways businesses diminish the magical customer experience* And MUCH more. Guest: Vance MorrisVance spent 10 years working for the mouse at Walt Disney World in Orlando Florida. He started his career at Disney on the Opening Team of the Yacht & Beach Club Resorts, and progressed through the management ranks as a Night Club Manager at Pleasure Island, Service Trainer aboard the Empress Lily, and on the revitalization team of the Contemporary Resort in the mid-90's. It was at the Contemporary that Vance got his crowning achievement, Designing, Opening and Operating Chef Mickey's, Disney's flagship Character Dining Experience.After leaving Disney, (yes people do leave) he utilized his skills to rescue or improve many of America's companies and government agencies. His clients included Legal Seafoods, Tyson, NASA, Rain Forest Café, Compass Group, The Executive Office of the President of the United States, The Smithsonian and the Kennedy Center for the Performing Arts.Tiring of corporate life, Vance opened his own Bricks & Mortar Business in 2007. After meteoric growth of his service business, other entrepreneurs began to seek him out for advice and counsel. This spawned his next business, Deliver Service Now!, consulting and coaching other companies on how to create and implement Disney style service and then apply Direct Response Marketing to profit from it.Vance Morris has shared the stage with many of the premier marketers and service professional in the world; Dan Kennedy, Joe Polish, Bob Brown, Lou Ferrigno, Dean Jackson, Charles Henning, Lee Cockerell, and Meg Crofton.2015-2019 Longest Reigning Marketer of the Year, GKIC & Dan Kennedy Award WinnerRelated Resources:If you liked this interview, you might also enjoy our other Customer Satisfaction episodes.Contact Vance and connect with him on LinkedIn, Facebook, and Twitter.Join, Rate and Review:Rating and reviewing the show helps us grow our audience and allows us to bring you more of the rich information you need to succeed from our high powered guests. Leave a review at Lovethepodcast.com/BusinessConfidential.Joining the Business Confidential Now family is easy and lets you have instant access to the latest tactics, strategies and tips to make your business more successful.Follow on your...

Compass Group demonstrated robust financial performance driven by strategic investments and favorable market trends. While the company is well-positioned for growth, ongoing challenges like labor inflation and retention need to be effectively managed through their strategic initiatives.Overall Financial Performance:- Compass Group reported 11% organic revenue growth and 19% increase in operating profit.- Operating margin stood at 7.1%.- 16% increase in EPS and dividends.- Strong cash flow enabling ongoing investments, with CapEx at 3.3% of revenue expected to reach 3.5% by year-end.- Raised guidance for underlying profit growth to around 15%.Strategic Initiatives: - Investing strategically in core markets (as stated by Compass Group on the earnings call).- Refining processes to enhance customer experience and retention.- Strengthening brand portfolio and operational capabilities through M&A like CH&CO and HOFMANNs in Germany.- Emphasizing digital initiatives and sustainability to bolster competitive edge.Market Trends:- Post-pandemic return to office leading to increased office attendance, benefiting Business & Industry segment (as acknowledged by Compass Group).- Particularly strong on Mondays, aligning with efforts to improve customer experience. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit theearningscall.substack.com

 GRSA/Compass Group is a global provider of food services and support operating in over 50 countries. How does CISO Adriano Lima, ensure his company remains secure while serving companies, schools, hospitals, oil platforms, and customers in remote locations around the world? Discover his secrets for success as he shares his experiences with Zscaler CISOs in Residence, Sean Cordero and Brad Moldenhauer. 

On this episode of Deal-by-Deal, host Greg Hawver is joined by John Huhn, Managing Partner at the Compass Group. Tune in as Greg and John discuss lessons learned during the Compass Group's successful independent sponsor investing phase. John also provides key insights for those PE investors seeking to raise a committed fund in the current environment.Meet Your Guest Name: John HuhnCompany: Compass GroupConnect: LinkedInContactConnect with us on Facebook, Twitter, Instagram, YouTube.This podcast was recorded and is being made available by McGuireWoods for informational purposes only. By accessing this podcast, you acknowledge that McGuireWoods makes no warranty, guarantee, or representation as to the accuracy or sufficiency of the information featured in the podcast. The views, information, or opinions expressed during this podcast series are solely those of the individuals involved and do not necessarily reflect those of McGuireWoods. This podcast should not be used as a substitute for competent legal advice from a licensed professional attorney in your state and should not be construed as an offer to make or consider any investment or course of action.

Dr. Randy Ross is the CEO of Remarkable and a bestselling author of multiple books, including “Remarkable!,” “Roadmap to Remarkable!,” “Relationomics,” “Fireproof Happiness,” and his latest book entitled, “Make Life Good.” Working with brands like Delta, Berkshire Hathaway Home Services, GE Appliances, McDonald's, Panasonic, Cox Communications, Keller Williams, Compass Group, Chick-fil-A, and the Intercontinental Hotel … The post Dr. Randy Ross: How to Create a Remarkable Life and Business (Episode # 473) first appeared on TRANSLEADERSHIP, INC®.

In this episode, we are joined by Madeleine Macy, formerly the Marketing Director at Liberty and currently the Chief Executive Officer at SkyDiamond, and Brendan Boucher, Group Treasurer at The Compass Group. Please note the sensitive content within this episode as there is talk of pregnancy loss and failed IVF and you will hear about Madeline and Brendan's alternative routes to parenthood through Surrogacy. What we discussed:Madeleine describes her fertility journey, spanning almost a decade and involving various treatments, including alternative medicine, medication, artificial insemination, and in vitro fertilization (IVF).The difficulties of managing fertility treatments while working, especially in a demanding career. Madeline discusses experiencing multiple miscarriages, including one during her early days at a new job. She shares that she initially chose not to disclose her pregnancy losses at work, fearing it might affect how she was perceived professionally.The toll fertility struggles took on her mental health, leading to periods of depression and personal challenges and how Madeleine eventually opened up about her experiences at work, receiving support from her boss and HR director. The importance of creating a supportive work environment for those facing fertility challenges and the impact of colleagues' pregnancies on people's emotional well-being, highlighting the difficulty of seeing others go through pregnancy while dealing with loss IVF during the pandemic and the advantages of remote work for those undergoing fertility treatments.Exploring surrogacy as the next step in their journey after facing challenges with IVF.The grief associated with another miscarriage during the surrogacy process and the emotional toll it takes and the importance of taking time off when needed and the need for workplaces to recognize miscarriage as a form of bereavement.The male experience of fertility journey, including experiences of loss, challenges, and different stages of treatment.The impact of changing jobs whilst still going through different stages of treatment including egg donation and IVF cycles, and challenges faced during the process.How a a chance encounter with a couple on a boat in Thailand led to finding a surrogate.Emotional impact, resilience, and the importance of support during the fertility journey.The challenges of balancing fertility treatments with work responsibilities and the need for awareness, education, and support networks within organizations.Conscious quitting and the changing expectations of employees regarding ethical and supportive workplaces and why organisations need to be inclusive. Consideration of individual circumstances in workplace policies and the possibility of offering paid leave per fertility cycle.Thank you to Apricity who are sponsoring this series of The F Word at Work. To find out about more about how they can support your employees with inclusive fertility care please get in touch with its expert corporate team here. We'd love your support and feedback so please do hit follow and if possible leave a review in the app you are listening to.Follow FMAW and access our free resources: Make sure you download our guidance here You can book a call to speak with us here.Find out more about our services and sign up for our newsletter

The Executive Edge: Why You Should Believe in Yourself with Stephen Gallagher  When you're at the bottom, there's nowhere to go but up. But going upward from there isn't as easy as it sounds. Rising out of your darkest moments requires a lot more than just grit. It's all about being able to believe in yourself — believing that you can pull yourself up and learning to be vulnerable enough to allow other people to help you rise. In this episode of The Mindset Mentor Meets, Angela Cox interviews Stephen Gallagher, Executive Director of EF Group. Stephen describes his journey from the lowest point in his life to create the success he enjoys today with his wife and daughter and how he tries to raise the bar on being a better person in both his life and those around him. From overcoming a debilitating injury that threatened his mobility to achieving remarkable success in both personal and professional realms, Stephen's story is a testament to the power of self-belief and resilience. He shares invaluable insights into how embracing vulnerability and integrity has been pivotal in his journey, offering listeners practical advice on cultivating a mindset geared towards growth and success. Where are you now? Is it a dark moment in your life, or do you think you're at the heights of your success? There's always something you can improve — whether in yourself, your organization, or someone around you. No matter where you are in your life right now, Stephen's journey is something you can definitely learn from. Here are three reasons why you should listen to the full episode: Understand why believing in yourself is the key to overcoming any odds. Learn how having unshakable integrity empowers your self-belief and helps strip away self-doubt. Understand how transparency and honesty help get everyone on the same page when it comes to striving for a goal. Resources  Contact Stephen through LinkedIn Visit the EF Group Website Coaching with Angela Cox Listen to The Mindset Mentor Meets Read The Mother of All Jobs by Christine Armstrong Episode Highlights  [03:31] Stephen's First Proudest Moment: Recovering from the Impossible In October 2019, Stephen fell and shattered his humerus, then contracted a rare condition that paralyzed his right arm. It was his first time feeling vulnerable — there was very little he could do on his own, and he was reliant on both medication and his wife. Although there was a surgery that could fix his arm, his surgeon told him that it was practically impossible that he would use his arm again. His surgeon said that Stephen had better odds of winning the lottery than regaining full mobility in his right arm. Stephen was undaunted; he devoted himself to doing his exercises and physical therapy until, against all odds, he could do something we take for granted: pick up a bottle. [10:08] Journeying Out from the Pit of Despair Recovering from his paralysis was a massive journey. Stephen says he had PTSD and that his wife would wake him up when he had tremors. At this low point in life, he started questioning the meaning of life: what was his purpose? What could he offer? Seeing a therapist and taking medication were crucial in helping him on this journey. Stephen emphasizes the need for greater awareness and open discussions about mental health in his community. Instead of trying to return to who he was, Stephen aimed to move forward and change for the better. [13:17] Stephen's Second Proudest Moment: His Daughter Stephen's daughter has moderate hearing loss and now has hearing aids — but she's adapted to it well and has shown remarkable positivity. She embodies the values of generosity, thoughtfulness, and kindness, as instilled by Stephen and his wife. One moment that makes him proud is when his daughter comforted her classmate when they were having a bad day. Stephen and his wife were told that they wouldn't be able to conceive naturally. But they defied the odds once again, being able to give birth to their beautiful daughter. [18:13] Stephen's Third Proudest Moment: Scaling Through Acquisition Over eight years at EF Group, Stephen played a pivotal role in growing the company from 27 to 120 million, showcasing his leadership and strategic acumen. Recognizing inflation's impact, Stephen and his team chose to scale through acquisition, aiming to secure the best future for their clients. They had to find a company that aligned with their values. At the time, that was Compass Group. The acquisition's success was significantly attributed to a commitment to total transparency and honesty, ensuring expectations were clear and aligned among all parties involved. [23:09] Stephen Gallagher's Secret to Success Stephen recommends this: believe in yourself. He has a lot of self-belief and knows he can do anything for any role if he is dedicated. He actively seeks and incorporates feedback from peers, colleagues, and superiors to foster continuous personal and professional growth. Stephen prioritizes maintaining his integrity, recognizing its critical role in his success and decision-making process, no matter the consequences of doing so. It's vital to judge people by their actions to ensure alignment with core values — and that goes for clients as well. Building strong relationships is key to identifying and nurturing talent within his network. 5 Powerful Quotes [08:12] ‘They were saying, you know, we don't use the miracle word. But this defies everything, defies all the tests, I remember doing a lot more physio and hand therapy. I remember sitting down with my wife and my daughter, and I had a steak, and I had confidence to cut the steak. And I remember, I remember just crying.' [11:28] ‘It was about me being the best version of myself, rather than comparing myself to yesterday.' [15:04] ‘There are challenges in life. But there are also a lot more people in the world that are in more challenging circumstances and so I'm thinking of those people and helping those people where we can.' [18:52] ‘For us, it was very much about finding a company that was the right fit for our organization that shared the right the same values, the same beliefs, and the same vision for the future for our clients and our employees as well.' [23:18] 'I believe the secret of success is this: believing in yourself; I have a lot of self-belief, as my wife always tells me, and, you know, I've always believed that you can do pretty much anything for any role you apply yourself. But equally, I always seek and always have sought feedback from peers.' About Stephen Gallagher Stephen Gallagher is the Executive Director of EF Group, a company dedicated to providing solutions for clients in various sectors: healthcare, education, and more. It aims to raise the bar on what it means to be of service — not just to its clients but also to the people who work in the company. Connect with Stephen through LinkedIn, or read more about the EF Group on their website. Enjoy this Podcast? The world always has new life lessons for you to learn — and in this case, it's something we all know yet don't necessarily apply: to believe in yourself! If you learned something new from today's The Mindset Mentor Meets episode, hit subscribe and share it with your friends! Post a review and share it! If you enjoyed tuning into this podcast episode, share your thoughts with us online. You can also share it to help your family and friends. Have any questions? You can contact me through LinkedIn, Instagram and Facebook. Thanks for listening!  For more updates and episodes, visit my website. You can also tune in to Apple Podcasts, Google Podcasts, Spotify, or PodBean.  To meeting inspiration, Angela  

FoodBev Media's Melissa Bradshaw rounds up this week's food and beverage news, including: Compass Group to acquire CH&CO in £475m deal; IFF partners with Bellona to restore Norway's seaweed forests; ADM names interim CFO amid ongoing investigation; and more.

In this special episode, hosted by Penn State Junior Sam Seideman, Amit Sharma is joined by two of our valued Penn State School of Hospitality Management alumni: Nicole Hansen, Senior Regional Director at the Compass Group in Washington D.C., and Ryan Spear, founder of Spear Travel Group, for a rapid Q&A. These alumni, with extensive experience in the hospitality industry, are quick to insightfully answer Dr. Amit Sharma's burning industry questions. Sit back, relax, and enjoy this fast-paced deep dive into the multifaceted world of hospitality!

Chris Lilly and Alisia Davis, both with ESFM USA, the self-performing integrated facilities management division of Compass Group, the world's largest facilities and food services provider, discuss how to achieve efficiency and agility through integrated technology solutions.

Top highlights from the team's recent research trips and a few business models we're excited about.   Highlights: Insights from visiting Norway, the Netherlands, Kazakhstan, India and some holdings—Equinor, AutoStore™, Ahold Delhaize, Adyen, Genmab, Kaspi, Weir, HDFC Bank Why we've been reducing our weight in China and our current thinking around regional exposures The unique competitive advantages of Compass Group and Chugai Current and future implications of AI for the portfolio and different business models—NVIDIA, TSMC, ASML, Samsung, RELX, Wolters Kluwer, Teleperformance

On this episode of Investors & Operators, Jordan sits down with JOHN HUHN, Managing Partner at Compass Group Equity Partners. Together, they discuss:How Compass Group successfully raised Fund II of $255MHow to alleviate LPs' concerns about the J curve as emerging managers raising funds How to address LPs' questions on ESGCompass's playbook ...and so much more.###John Huhn brings a 30-year track record of success in private equity, entrepreneurism and strategic consulting to his leadership of Compass Group. Over the course of his career, he has been involved in more than 75 transactions representing over $3 billion in enterprise value. Prior to founding Compass Group, John launched and led HBM Holdings, a family office focused on diversifying its core holdings. Earlier in his career, he served as Senior Vice President of Strategy & Corporate Development for Aegion (NASDAQ: AEGN), where he was responsible for corporate strategy, mergers & acquisitions, joint-ventures and strategic alliances. His earlier experience also includes serving as Managing Principal of an international consulting firm, where he provided strategic and organizational consulting to Global 1000 customers. Additionally, John is a graduate of the University of Illinois, where he received degrees in Engineering and Business Administration.

A managing partner from Compass Group Equity Partners, John Huhn, joins the Karma School of Business Podcast to discuss: 1:04 - John's background and path to private equity 9:28 - The most important traits to look for when evaluating a potential investment 13:50 - What makes Compass unique and how they approach value creation 21:34 - Advice to successfully manage a rocky economic period 26:52 - Important aspects of the portco-PE firm relationship 31:30 - John's advice to his younger self And much more.  To learn more about Compass Group, go to https://www.cgep.com/. To learn more about BluWave, go to www.bluwave.net.

Amy Keister is the Global Director of Sustainability at Compass Group. She leads a visionary team shaping the future of foodservice, focusing on business growth, and leveraging strategic partnerships to create positive change throughout the food system. On this episode of “Food Lab Talk,” Michiel speaks with Amy to hear about how “Stop Food Waste Day” went from an idea to a global day of action, how education plays a role in scaling food waste solutions, and Amy's formula for influencing and building change.  Amy Keister: “At Compass we are extremely decentralized on purpose and I think that's why we are able to be the world's largest. We really pride ourselves on being local and having a customized approach in every single one of our offerings.”  01:02 Intro to Amy 03:01 Why Amy went “all in” on sustainability 04:43 The “purist” versus the “realist” mindset 06:22 Setting food loss and waste reduction goals 08:28 Tools and benchmarking against goals 09:21 The important first step to accelerate progress 09:57 Incentivizing individuals and leaders to advance a goal 11:38 Sharing your learnings to inspire others in your organization 12:42 Turning personal passion into systemic action 13:51 Balancing consumer demand and building trust 15:18 How Stop Food Waste Day drives awareness and scales change 17:40 Overcoming a bias for convenience 19:00 A case study in choice and consumer behavior 20:05 Breaking down silos for an integrated sustainability approach 22:20 Why its important to find people on the opposite side of an issue 25:05 Embracing the tensions in a system 27:07 Making the business case for sustainability 29:16 Amy's formula for influencing and building change  Links Learn more about Stop Food Waste Day Stop Food Waste Day Cookbook Compass Global Culinary Council UN Sustainable Development Goals Foodservice Director: Aramark and Compass Group Sign the Pacific Coast Food Waste Commitment Foodservice Director: Compass Group Partners with Do Good Food to Reduce Food Waste  Subscribe, rate, review the show at foodlabtalk.com  *The views expressed by the guests in this podcast don't necessarily represent the host's views, nor those of his employer.  

When Kaitlynn Wood, a five foot one restaurant worker and survivor of sexual abuse, strives to create a professional and safe work environment, she must confront her own PTSD and the hostile environment of an industry that has been historically enabling of predators."We need to set a standard. We need to start today, and we need to make it a priority to not accept that kind of behavior. Period. End of story. Clock out and get the fuck out of my kitchen."Kaitlynn Wood is an experienced restaurant professional who has worked in the industry for over 20 years. She is passionate about creating a safe and respectful work environment for all, and is an advocate for seeking mental health support.Kaitlynn Wood shares her experiences of working in restaurants over the last 20 years, which she explains is full of a diverse group of people who create an interesting and chaotic environment. She encourages people to seek mental health help if they are struggling, as she did, and to practice compassion and humility. She also talks about her experience with sexual harassment in the workplace, how she reacted and how it can be difficult for victims to speak up. Despite the challenges, she emphasizes the importance of setting a standard of respect and creating a culture of acceptance.In this episode, you will learn the following:1. "The Bond That All Line Cooks and Chefs Share: What Is It, and How Does It Affect Success in the Kitchen?"2. "The Impact of Mental Health on Kitchen Performance: How Can Therapy Help?"3. "Tackling Sexual Harassment in the Kitchen: How Can We Create a Culture of Respect?"Other episodes you'll enjoy:Jeff PlattMario OrozcoSuki OtsukiConnect with me: Instagram: @insidethepressurecookerYouTube: @insidethepressurecookerTwitter: @ChadKelleyPatreon: @InsidethepressurecookerWebsite: https://insidethepressurecooker.comFeedback: Email me! Loved this episode? Leave us a review and rating on Apple Podcasts or Follow Us on Spotify or your favorite podcasting platform.Transcript:[00:00:03]Over the last 20 years working in restaurants, I met a lot of really interesting people. Bourdain called us pirates and misfits, and he couldn't be more right. We really were. I say were. We are a hodgepodge of cultures and backgrounds, and we get to play with food all day, and we get to make a living doing doing that, and it's pretty damn awesome.[00:00:27]This is what inside the Pressure Cooker is all about. It's about making some new friends and sharing some stories with some old friends. And listen, we all know that life inside a kitchen is not for everyone. We've seen plenty of people come and go that thought they could hack it and they couldn't. It really does take a special someone not only to survive, but to really thrive in an environment of just what feels like complete fucking chaos, but it's pretty damn controlled.[00:00:58]And then just the constant pressure and the stupid hours you put in, not to mention it can be a very thankless job. Before you know it, it's all in your blood, and it's the only thing you know and you need more. It's an addiction. This is the bond that all wine, cooks and chefs share. It's becoming the heartbeat of the kitchen, as cliche as that fucking sounds.[00:01:22]But it's in our blood, which means it's fucking pulsing through our veins, and it's what we live for. A quick interruption before we jump on to the rest of this, two things. First, there's a link in the show notes that well, it's not really a link. It's my email. Please.[00:01:42]I want to hear some feedback from you all. What do you love? What do you not love? This is how I learn. And the second part I've set up a patreon account for this podcast.[00:01:52]The link is also in the show notes below. Please, if you're able to, we would love any contribution you're able to support us with. We all have costs that we need to try to cover with this show, and any sport would be greatly, greatly appreciated.[00:02:10]Well, this is one of the topics I really like to talk about, which is therapy. So there's a manager where my husband works, and she runs off a lot of employees, whether intentionally or unintentionally. Okay? But from my experience, I've been through a lot of shit, so I've been in her shoes. I know a lot about how she's feeling and what she's thinking, but I've been through therapy, and that's how I was able to change and stop being a raging bitch in the kitchen.[00:02:57]So I encourage anyone to go to therapy. If you have some stuff you haven't dealt with, if you find that you're an asshole at work and you want to stop being an asshole, if you just want to learn how to communicate better, go to therapy. We do not take care of our mental health enough. We're under so much pressure. We work long hours.[00:03:26]We're tired. We get burnt out, and we still got to do it anyway. That's going to make for some short tempers.[00:03:36]I've broken up a few fights before they started in kitchens. Yeah. No, I remember. But just because before I left because they were tired. Yeah.[00:03:47]When I finally left, I had zero views, man. It did not take anything to really set me off, but I knew it, and I was just like, this is I just look back in the mirror afterwards. I'm like, what the fuck is wrong with me? Why did I just lose it like that? So anybody listening, please go to therapy.[00:04:11]It will help you, and it will not hurt you. I promise. Yes. And I love how therapy and seeking mental health is so much more embraced right now than it has been in the past. Where I'm Gen X and my generation, therapy was considered not was is considered a weakness.[00:04:45]It's like, why do you need therapy? Just fucking figure it out.[00:04:52]Quit bitching and just get back to work. You'll be better later. Go grind the walk in. You know what? Take a mob with you.[00:05:02]I've been that guy, too. I've been the person that said that, because at that time, though, I didn't have any mental issues, at least not that I know of.[00:05:16]But now, after experiencing, I mean, just a complete mental and physical collapse yeah, I get it. We're not as strong as we think we are. No. And you never know what someone else is going through. I love that road because it's such a taboo subject.[00:05:43]Yeah, I love that line, you never know what someone else is going through.[00:05:52]What was the first time I saw it? I don't really remember, but I saw it on a shirt recently. It was actually for a veteran support group kind of thing. And it's just like, hey, you don't know what kind of shit I've been through, so leave me alone kind of thing.[00:06:13]But yeah, and it's just practice compassion.[00:06:20]And practice some humility, too.[00:06:28]Like, we're not all that in a bag of dicks. None of us are.[00:06:35]I like to think I am.[00:06:45]I love this industry because it really turns everything on its head.[00:06:51]Like, you can have a young kid teaching an older person, and our industry is usually a second choice for a lot of people. Yeah, we're fucking pirates. Which means it found us. We didn't find it. There was nothing else available.[00:07:14]And it was like, Well, I got to do something.[00:07:18]There it is. Go get a job in a restaurant. Yeah. I had an assistant when I was the catering coordinator at a big hospital, and I was teaching my assistant, who was, I don't know, probably in her 50s. He was close to retirement age, and I was teaching her how to cook.[00:07:50]How do you do this? How do you do that? What is this called? And she had progressed so much by the time I got promoted that it was just awesome to see. But she is also really old school, so I actually learned some very useful things from her.[00:08:14]And I just think that is such a great thing about our industry, because we always have something to learn. Yeah, we're always learning. Especially those that are really taken off with this industry and recognizing it's for them. And they want to grow, and they recognize that they can learn from everybody. Because at that point, you know, the smart ones, you can tell the cokes that are going to be good.[00:08:47]How I could tell cooks that were going to be worth a shit later on is just how humble they were, but also how they were always watching other people and willing to take in feedback whether they agreed with it or not. But also just being able to see other people and adapt to what they were doing and apply it to their own knowledge and then in execution. So there's a lot to be said there with that. Yes. So I'm five foot one, aka almost a dwarf.[00:09:29]Three inches, by the way. Three inches for being legally a dwarf. So the thing that I always have to have is a pair of tongues because I can't reach shit. Especially not the top shelf of a dunge rack. Are you kidding me?[00:09:45]There ain't no way. So even when I was in culinary school, I learned how to use tongs and ladles to get stuff to where I could reach it. And I showed a whole bunch of people how to make their lives easier just with a pair of tongs. They work smarter, not harder. Yes, exactly.[00:10:10]And like, I'm not going to wait on some taller person to get something down from here. Are you kidding? I'd have five and six caterings that had to be out between eleven and 12:00. And I'm only one person with two legs and two arms. No excuses.[00:10:28]Yeah, no excuses. You had to figure it out for sure. It makes me laugh every time I hear people talk about it and they say, you got to figure it out, and I automatically just go back to FIFO. Yes. Figure it the fuck out.[00:10:46]Yeah, I really like that one.[00:10:51]It's not about rotations. It's just fucking figure it out, man. Nobody's going to be holding your hand through everything.[00:11:00]Things are going to happen. Yeah. Things are going to happen. Mistakes are going to happen. It's okay.[00:11:07]Right? Don't try to sweep it under the rug. Don't hide anything. Learn from it. Move on.[00:11:12]Be a better person from it. Yes. Roll with the pond.[00:11:19]That's life. Not just cooking. Yeah. And keep your head on a swivel. Otherwise you're going to establish yeah, they didn't move fast enough.[00:11:33]That wasn't my fault. No. I used to scare people, actually, because I was so comfortable with the knife in my hand. I would like to use my knife to, like, point, and I wasn't going to hurt them. The knife is an extension of my hand and they're just, like, shrinking back like I'm an alien.[00:11:53]And I'm just like, what is your deal?[00:11:59]This is like your best tool in the kitchen and you're scared of it. How is that going to work?[00:12:08]I'm really not that scary. I mean, I'm shorter, so I'm a little closer to hell, but come on, man.[00:12:20]That's why all the short people are always angry. Oh, man. So what happens if you're short and vegan?[00:12:29]Oh, my goodness.[00:12:36]You're going to be really mad and really bitter.[00:12:42]Yeah, you just go to therapy.[00:12:47]Maybe you'll change your mind about it. Oh, man.[00:12:53]Well, this is great. What are we missing here? What are we not talking about?[00:13:05]PTSD.[00:13:09]That's a can of worms right there. That is a can of worms. But the more we talk about it, the more we desigmatize it. So when I first started with Compass Group, I had just gotten away from the really abusive person in my life. And I was terrified out of my mind.[00:13:36]And I'm trying to work in a busy kitchen, I'm learning a new job. And I was in that place where I needed some understanding and I just didn't get it. And this guy preyed on all the new girls and he sexually harassed me. And I just about lost my shit. And I went to Chef No, I went to his manager and I was just like, hey, this is going on.[00:14:20]And he said, well, can you describe the noises? And I'm just like, no, because I was still in that place in my mind.[00:14:38]And that manager did nothing because I wouldn't describe the noises.[00:14:50]And it was like, I don't know, three, two, three weeks later. And he pinned this girl to a wall at work on the weekend because nobody was there on the weekend. So he felt that he could get away with it. But because I spoke up about what this person did, she came to me and she was like, what do I do? I was like, you have to speak up about it.[00:15:22]You have to say something because it is not fair. It is not right for someone to treat people this way.[00:15:34]So we went to the manager together and after three days, they finally fired him.[00:15:46]That's ridiculous.[00:15:52]That's ridiculous. Was this at the hospital? Did they have cameras in the area?[00:16:01]See, that's where he was smart. He did it in an area that didn't have cameras.[00:16:09]That's sad. Yeah. And what is really sad is that I put up with a certain level of sexual harassment because I felt like after that incident that nothing was going to be done about it because they just said something to me. There was this one guy who said to a lot of girls that he just wants them to pee on him.[00:16:45]There is another one that would refer to our genitalia when talking to us.[00:16:57]The statistics is one in three women now are going to experience some form of sexual assault. That number was one in 620 years ago. Wow. So these people that were they professionals? I say professionals like they're working there, but were they just kind of random people off the street, just needed jobs kind of thing and put to work?[00:17:27]Like they were just there punching clocks? Well, one of them was a contract worker, so it's a lot harder to get rid of him, according to the manager. And then another one was under that same manager that didn't do anything about the cook that was harassing me before. So that's why I didn't really say anything was because I had already seen his behavior. I'd already seen how he would react.[00:18:04]So after that other guy was fired, was there any change in some of the attitudes and some of the other men that were there? No. Oh, man. So they didn't fear the manager or any of the repercussions? No, not at all.[00:18:28]So if someone reacts in a way that seems incongruent with the situation, just take a moment pause and ask yourself why people aren't going to generally open up to you and tell you stuff like this. Right. Because we've been taught that it's shameful.[00:19:01]I just think that we need to have more compassion, like we said earlier. But just because you think someone's response isn't appropriate doesn't mean that there's not a reason for it.[00:19:37]I'm not sure what to say. That because I mean, there's appropriate and there's not. And some of what you just said is very inappropriate, but yet I can't think of what anybody would be going through that would justify that though, or make it appropriate.[00:20:01]I was more talking about the responses of I'm just going to say victim, even though I hate that word. Okay, I got you. But I will say that sexual assault against males is the most underreported crime in the country. And if they do not get treatment, the majority of them go on to be perpetrators themselves, which does not excuse their behavior, but it is somewhat of an explanation.[00:20:38]But this needs to stop. In our industry, there is no room for that kind of behavior in a kitchen. We can't afford to be bigots.[00:20:59]We're such a melting pot of different cultures, languages, customs, food.[00:21:09]But we need to set a standard. We need to start today, and we need to make it a priority to not accept that kind of behavior. Period. End of story. Clock out and get the fuck out of my kitchen.[00:21:32]God. I'm just thinking it's hard for me to see it from because obviously I've never experienced this being a male, but I've also been in that leadership role where I didn't tolerate any of that shit.[00:21:58]And I made sure that if there was something going on, or if you kind of start to hear something, I automatically would put somebody in check where, whether it was a joke or not kind of thing, it's just like, no, none of that here. I mean, you can use whatever language you want, right? I'm not going to tell everybody you can't cuss kind of thing, but we're all going to respect the shit out of everybody that's here. We're all here doing the same job.[00:22:28]I've always been the professional, hiring people that I believed were professionals and treating everybody with respect. It starts at the top. So the fact that you got to create that culture but even if it doesn't start at that top, if you're working in that environment where it's there and you see it not necessarily at the top, but where it's just being ignored or swept on. The Rogue, like you said. People really need to ask themselves if they're in the right place.[00:23:08]What else is going on? Right? And has that manager done themselves?[00:23:20]Yes, because of that same manager that wouldn't fire that guy and those other two people. All right, so I ended up in the executive chef and the sous chef. So that same guy, I was sitting in the office with the executive chef and the sous chef. And he put his hand on the back of my neck while I was turned around. Now that's a trigger for me.[00:23:50]The executive chef saw my expression change and saw that I did not like that. I spun around and I looked at him dead in the face and I said, do not do that again. Oh, he did. And he just like, acted like he was like, play fighting me. He said, well, what you're going to do if I do that?[00:24:10]And I said, do not do that again. And he continued to act like it was just a joke. Oh, God. And it was not a joke. And executive chef and the south chef were about ready to punch him in the face or drag him out of the office.[00:24:28]But because he was somebody's in administration, he was like somebody's cousin or some crap like that, which was why he was still employed, because he was dumb as a buyer. Rocks for sure. And I'm just one person. I'm just one example. Just imagine how many others are out there.[00:24:50]And my small circle of friends, all three of us, including my male friend, has been sexually assaulted. Yeah, those numbers are awful. And I really feel like our industry kind of perpetuates the problem because we tell people to suck it up, get over it. So if you're telling people to suck it up or get over it over something else, how are they going to feel when something like that happens? How are they going to be able to reach out and speak up?[00:25:28]I've never put those two together like that. But you're right, because once you tell someone to get over it. They're not going to speak up anymore. I'm just laughing because all of a sudden all I think of every place I've ever been corporate, non corporate, everybody has that open door policy, right? That's copy and pasted from every other fucking employee handbook out there.[00:25:53]It really means nothing if leadership does not believe in treating everyone equally with respect and with compassion. But I think above all, respect. If you respect someone and they respect you, they are more likely to be open and honest. Yeah. It's so weird that we've got to be able to tell people out there that you have to treat people with respect.[00:26:23]I don't even know what to say to that. That's the way we're treating. I've got two kids, seven and ten and that's the way they're raised. There is no other way about it. I mean, you treat everybody with respect.[00:26:37]You talk to someone, you look them in the eyes, you grab a problem. You don't go complain somewhere else kind of thing. I shouldn't say complain somewhere else, but you confront it, so to speak. You don't try to hide something. But it's so weird that it feels weird to me that it's an issue.[00:26:59]I get it. I know it's an issue. I don't say I get it and I know it's been going on for so long, but it's like mentally I have a hard time understanding it because my brain just doesn't think that way. And it's sad that other people right? I mean are they just really that shady as fuck?[00:27:16]Well, it starts very early. It starts with how your parents are and what they teach you. So consent I did not understand what consent was until I was like 23, 24 because I was abused and what I went through boundaries. My boundaries were stepped on. I had no boundaries.[00:27:41]I didn't have any personal space. I didn't have anything really. So if you don't teach what boundaries are and what consent is, then they're not going to respect other people's boundaries. So if you don't truly understand what consent is, then how can you approach life with can't think of the word with intent. You have to be intentional.[00:28:15]I don't know if I have anything else to really add to that. I mean, it's very it's very nice to hear, you know, your perspective and to know that see another example of not all men are that way and women are perpetrators too. But after I moved away from that person, I was terrified of men. I never thought that I was going to get married, especially not to a man. I can understand that.[00:28:50]And my husband is just a wonderful person. He is amazing. But his mother was the one that taught him this is what you do. This is what you don't do. And if you weren't taught that, reach out, look it up, read a book, read some articles, go get therapy, right?[00:29:13]Yeah. All we ask for is for you to try. If you see someone that looks uncomfortable or scared, change what you're doing. Make a change. Yeah.[00:29:27]Obviously you're doing something wrong. So I guess the first part is understanding being able to there's so much of that before you get too far into that, I mean, there's got to be so much self exploration that someone needs to be doing on themselves to kind of whether you go through therapy for it or not. I did a ton of self exploration with myself when I was younger, where it was just like, why do I act certain ways? Why do I do things? And it led me to have a deeper understanding of myself triggers.[00:30:10]But it also helped me understand people more, and that, in turn, allowed me to be a much better person, a better communicator. I think everybody really needs to learn how we work or spend some time on it, whether it's a class and I don't even know what it would be, but just understanding how our brain works, how other people work, so we can understand the concept of compassion and how to apply it and how to read it. So you're writing a book? I am writing a book. Tell me about that.[00:30:48]I love to read. I have, like, seven bookcases of books, and I still have more books that are becoming furniture.[00:30:57]I'm writing an urban fantasy series where the magical and the human community are currently trying to integrate. I'm going to explore the socio political views, throw some mystery in. There nothing about romance because that drives me nuts. And one of my main characters is going to be a survivor with PTSD. Okay.[00:31:29]Because that is very much so underrepresented, especially in Sci-Fi and fantasy. And obviously, I have personal experience with this, and I just I hope that I'm going to receive, you know, some positive some positive feedback, but I'm trying really hard. And of course, one of my characters is going to be a chef. That goes without saying. Is the chef the PTSD, or is he the mentally unstable character?[00:32:15]So the female lead is actually going to be the one with PTSD. Okay. And the male lead is actually going to be a werewolf that is an owner operator of a kitchen. So, yeah, the mentally unstable one.[00:32:37]Yeah, we are pretty mentally unstable. Those shirts they came out with is like, I'm a chef. I survive on chaos, cuss words, and caffeine. I think that describes quite a few of us. Yeah.[00:32:54]You have to be just a little bit insane to thrive in that kind of environment. Yeah. There's already something wrong with you for you to get into restaurants and kitchens and enjoy it and love it. So well, this has been a fantastic conversation. Yes.[00:33:10]I've greatly enjoyed talking with you. Thank you very much. Thank you. And thank you for listening to this episode. Up inside the pressure cooker.[00:33:19]If you enjoyed this episode and feel like you're able to take something away from it, please go to Apple podcasts and rate and review us. If you don't use Apple podcast, please follow us as well. Share this episode with a friend. This is a publication by Rare Plus Media hosted and produced by me from Rare Plus Media and myself, Chad Kelly. Thank you for listening.[00:33:43]Keep kicking ass.

In this podcast episode, Kaitlynn Wood, a headstrong 30-year-old female chef, struggles to survive and thrive in the chaotic and thankless world of the restaurant industry, where pirates, misfits, and White Collar pressures clash with her own grit and ambition."It really does take a special someone not only to survive, but to really thrive in an environment of just what feels like complete fucking chaos, but it's pretty damn controlled."Kaitlynn Wood has spent the last few years working in restaurants, and has seen firsthand the 'pirate' and 'misfit' culture of the industry, as well as the transition to the 'white collar era'. She has seen people come and go who thought they could handle it, but it takes a special type of person to thrive in the chaotic, yet controlled environment with long hours and often thankless work. Kaitlynn is a 30 year old female chef who is currently disabled and a survivor of abuse. She has experienced the pirate era of yelling and being called every name in the book, as well as the more recent corporate era where she had to be careful not to swear or call her coworkers 'idiots'. Despite the pressure and the difficulties, she has found joy inIn this episode, you will learn the following:1. How has the COVID-19 pandemic caused a shift in the restaurant industry and creative approaches to food?2. What are the differences between the pirate era and the white collar era in the restaurant industry?3. How has the introduction of robots and AI into restaurants impacted the amount of creativity needed to succeed?Other episodes you'll enjoy:Suki Otsuki the Yoga ChefThe Lady Line Cook on Developing Her Leadership StyleConnect with me: Instagram: @insidethepressurecookerYouTube: @insidethepressurecookerWebsite: https://insidethepressurecooker.comTwitter: @chadkelleyPatreon: @InsidethepressurecookerFeedback: Email me @ Chad@insidethepressurecooker.comLoved this episode? Leave us a review and rating on Apple Podcasts or Follow Us on Spotify or your favorite podcasting platform.[00:00:03]Over the last 20 years working in restaurants, I met a lot of really interesting people. Bourdain called us pirates and misfits, and he couldn't be more right. We really were. I say were. We are a hodgepodge of cultures and backgrounds, and we get to play with food all day, and we get to make a living in that, and it's pretty damn awesome.[00:00:27]This is what inside the Pressure Cooker is all about. It's about making some new friends and. Sharing some stories with some old friends. And listen, we all know that life inside a kitchen is not for everyone. We've seen plenty of people come and go that thought they could hack it and they couldn't.[00:00:47]It really does take a special someone not only to survive, but to really thrive in an environment of just what feels like complete fucking chaos, but it's pretty damn controlled. And then just the constant pressure and the stupid hours you put in, not to mention it can be a very thankless job. Before you know it, it's all in your blood, and it's the only thing you know and you need more. It's an addiction. This is the bond that all wine, cooks, and chefs share.[00:01:17]It's becoming the heartbeat of the kitchen, as cliche as that fucking sounds. But it's in our blood, which means it's fucking pulsing through our veins, and it's what we live for. A quick interruption before we jump on to the rest of this, two things. First, there's a link in the show Notes that well, it's not really a link. It's my email.[00:01:41]Please. I want to hear some feedback from you all. What do you love? What do you not love? This is how I learn.[00:01:48]And the second part I've set up a patreon account for this podcast. The link is also in the show notes below. Please, if you're able to we would love any contribution you're able to support us with. We all have costs that we need to try to cover with this show, and any sport would be greatly, greatly appreciated.[00:02:10]Let's kick off, then. Kaitlynn, give me your 32nd elevator pitch. Who are you? I am a 30 year old female chef. I am actually currently disabled.[00:02:26]I got sick in 2020, and I have not been able to return to work. I'm headstrong, I'm very strong willed, stubborn, hardworking. I don't know when to quit, and I am also a survivor of abuse, which has really shaped my life. Yeah, I can imagine. So let's talk a little bit.[00:02:53]You mentioned a little bit, kind of offline, that you're kind of a product of the pirate era and the white collar era. They kind of expand on that for me. Yeah. Okay. So Anthony Bourdain was the one that called his pirate.[00:03:09]So my chef instructors and my mentors obviously were older than me, so they were a product of the pirate era yelling at you, I got a knife thrown at me. One time for dropping a $30 piece of fish. I've had plates flung at me. I've been called every name in the book and I've given back as well as I've gotten too much to their chagrin. But for the last six years, I worked in corporate and corporate now as a whole kettle of fish.[00:03:39]I can't tell you how many times I got called into the office and they were just like, can't call them a fucking idiot. No matter what they're trying to do. You can't do that and like, yes, chef, that's great. You can't tell them to get the fuck out of your way. I'm like, what am I supposed to say then?[00:03:57]I said, Excuse me three times and they still won't get the fuck out of my way. I got shit to do. You can't say that. So how long did you last in the corporate world then? Six years, actually.[00:04:11]I was with Compass Group about a year after I graduated culinary school. I started out as a part timer, one of their US concepts, which is like a retail kitchen, basically. And you have contracts? We had a contract with a bank in Charlotte. Basically, they paid us to be there to feed their employees, but we still had to make a profit.[00:04:39]So Compass Group is actually like the number 7th employer in the world or something like that. They have a lot of different sectors, obviously. It sounds like it was more of a cooking was like a release for you to kind of get rid of that pressure and that tension and it just made you feel good. But cooking in the industry is very different. So how did you know, though, once you were cooking and you were professionally cooking, so to speak, that it's like, okay, I made the right decision.[00:05:12]Like, I'm in the right spot. How did you know? Did you know? I did. Okay, so my mom left us kids when I was six.[00:05:23]My brother was six months old and my sister was nine. Right. And we had to have dinner on the table by six. So I cooked a lot. And I absolutely loved it when people would eat my food and they would be happy.[00:05:40]After I was in the industry, through all the stress and the pressure, just seeing someone love my food is just the best. Just to see people happy. I 100% understand that. I really feel like we feed the soul. Oh, yes, absolutely.[00:06:02]Sometimes we're just providing fuel for people, but that feeds our soul. And sometimes we're cooking for other people's soul.[00:06:15]We've got Thanksgiving and Christmas where everybody kind of gets together. There's always something that's going on, but a lot of times all those traditional dishes that are out there, they're more there for nostalgia and to kind of feed your soul a little bit, because that reminds you of the nostalgia. It takes you back to someone's house or that memory so food is a very powerful element. It is. It's very connected to memory, especially smell.[00:06:48]Yeah, I remember reading something about that, where food, like food has got one of the strongest triggers for any memory because it involves essentially all the senses. Yeah. And being transported back to that time when you were happy or when you were with friends. So it can be a really great mood booster. And I feel like mental health and depression doesn't get talked about enough.[00:07:21]And like we've said, like you guys have said on the podcast before, is that drugs and alcohol is only going to drag down well, but behind every addiction is a problem with your mental health. Is that why it's stressy? Yes, it is why you stress eat, especially chocolate, because chocolate metabolizes into serotonin, which is to get happy drug. But all of your serotonin is made in your gut. It's all made in the gut.[00:07:55]So that's why it is learn something every day. I did not know that. This is why I like the science of food. It's very interesting. I'll start taking better care of my gut.[00:08:07]That's a whole other story there. Oh, yeah. That's the one thing that still has not recovered from my illnesses from 2020. Trust me, nobody wants to hear about that. Well, that's fantastic.[00:08:21]I mean, so it sounds like you've got I mean, you're obviously a product of your past. We all are, whether we really know it or not. But you definitely have seen a lot of adversity and challenges.[00:08:38]You definitely are not the type of person, just from talking to you, that's going to let that dominate you or let you play the victim by any means. Oh, hell no. I learned from an early age that when you get knocked down, you get back up. And that's what grit is. And you have to have grit.[00:09:00]That's a great word to be able to survive. And the restaurant industry, if you don't have grit, it will eat you alive and it will spit you back out. There was this one kid that I went to school with. He started his first job in a restaurant after we graduated, and he could only do one dish at a time. Now, that one dish was beautiful, but they gave him some feedback and he just kind of fell apart because we were competitive and cold.[00:09:38]Was the feedback something like, hurry the fuck up. Yeah. And he just kind of fell apart. And I was just shaking my head. Like, dude, he should be going to food styling, not commercial production.[00:09:53]Yes. Go somewhere where you can just make food look pretty. How many people from your class, whether it's a number or percentage, do you think are still cooking today from your culinary school? Statistically between 5% and 8%. Okay, that sounds about right.[00:10:11]Well, yeah, that number might have dropped a little bit since 2020. Yeah. It's funny how COVID it almost needs to be renamed, like, the Great Alignment or Realignment. Yes. There was, you know, a big shift in a lot of Pivoting during 2020, and, you know, even those of us who had it together and was rolling with the punches, some of us got sick and were not able to cook in the kitchen anymore, and that just sucked.[00:10:46]There's so many great chefs and great people that we have lost, and I really feel like our industry is really in danger right now because there are labor shortages everywhere across the country. No matter how well you pay, no matter what your benefits are, they're starting to mechanize a lot of stuff. Even in, like, casual dining restaurants, you're. Starting to get into some. Yeah.[00:11:16]What was it Patrick and I were talking about conspiracy theories here.[00:11:23]No, I know. I joke about it, but how AI, though, is coming into so much more. And, man, I mean, those MIT students are creating robots to essentially take over cooking. There's robots that are out there already in use in restaurants right now.[00:11:49]The only thing they got to do is change a fire oil, maybe, or just hit the button to turn it on and get it programmed. But it's out there, and it's real, and it is actually happening right now. Yeah. My husband, he actually works in a casual dining restaurant, and they're a test kitchen because they're just so shorthanded all the time that they're introducing, like, a warmer drawer that keeps the potatoes warm for X amount of time after you pull them out. Just other little things like that that reduces labor.[00:12:32]Yeah, I bet there's been a lot of people having to go back to the drawing board and just, hey, everything was designed to do this. Now we needed to do this. It's almost like NASA astronauts, like, scrambling.[00:12:46]We're running out of gas. What do we do? Yeah, so this time has definitely really tapped into creativity, especially for owner operators. It's funny you say that, because creativity has suffered in some ways, but it hasn't in others. We've had to get more creative in just different ways.[00:13:14]And so sometimes the food can be just as creative for chefs that are able to put some of their input into it and be creative with it. Some of them had to get more creative because of whether it's less people and also just trying to make their margins on even less or make up for some food cost just as those prices go up. But then there's also just getting creative on figuring it out, like, how is this all going to work when if someone doesn't show up? So, I mean, but I also know what you're saying, because in some ways, it creative is suffered because they're not able to. In some ways, it's become where there was creativity.[00:14:07]It's been more standardized to eliminate creativity because a lot of ownership always believe that creativity caused food costs to go up. Yeah, that's their impression, but it's really not true. I have noticed on menus, I've seen a lot more cross utilization of ingredients. That's a trend I've definitely been noticing. And then they're working the people that they have to death trying to use up every little scrap that they have, turning into something new.[00:14:48]And I found that to be very interesting. It's definitely something that I worked on in 2020, they're really going back to more old school methods. Like, we have this fat from I don't know, we cut off some fat from a ribeye. Well, they're rendering it down to use for cooking now. But granted, I worked in a hospital that was in the middle of Podunk, so they loved country cooking, which was so boring.[00:15:28]So fucking boring. Even at a hospital.[00:15:34]When Compass Group, when they have a contract with the hospital, they don't just feed the patient. They also have a retail area that feeds the employees. No, I've just known in general, there's so much of that. Even with the employee side of things, everything is so there's not a lot of effort. I think that would be the best way to put it.[00:15:59]And I've spent some time in hospitals. My son got some long term medical issues. And like this last summer, we spent two weeks in a hospital just for a couple of surgeries. So I had plenty of hospital food during that time. So I get it.[00:16:17]Yeah. That was my first chef manager job, which was really hard for me. That transition was very difficult. And believe it or not, I had an all female staff. There's a lot more women in health care than there generally are in other sectors.[00:16:40]But having an all female staff with a whole different kettle of fish than 2020 hit. And then you got to make this change, and that change. And even though I just finished that, I got to go back and do this. So I would wear three and four hats a day. Chef manager, grill, cook, patient cook, and to have to take trays up to the patients.[00:17:06]Okay, five, because I had wash dishes, too. Why do you think there is more females in the hospital sector than whether it's catering or restaurants? It's kind of interesting, maybe. Was it just that area, or is that statistically pretty common? That's statistically pretty common that there's a lot more females in health care.[00:17:33]So in the first kitchen that I worked in, there was the first healthcare kitchen I worked in. So there's politics everywhere, right? And I hate politics with a burning passion. But some of those politics and policies in place protect the female employees more because they have somewhere to go if they're being sexually harassed or intimidated or whatever, and there's more support for females in general. Interesting.[00:18:13]So it's just a safer place is what you're saying, then. Yes, absolutely.[00:18:20]With my experience across the board. That was definitely a place where I could make my voice heard. And I think that's why females stay in those kitchens, because there's a lot of women that will quit from, like, casual dining or fine dining simply because of harassment or being talked down to or not being appreciated. It comes down to culture. How much of that culture you think is kind of that pirate era?[00:18:56]You mentioned the pirate era in the beginning versus the white collar era, where definitely more white collar in hospitals, for obvious reasons. You've got HR people that are watching you all the time, and in smaller restaurants, you're not going to have that. But there's an age difference as well. There's a generational difference that is expecting kind of the white collar, we'll just say treatment. But a lot of people that are still running the restaurants and owners are very much so in the pirate era.[00:19:30]Would you agree with that? Absolutely. And that's kind of where that disconnect is, maybe. Yes. And some of the chefs have made that transition and some of them have not.[00:19:41]And the ones that I see that have not made the transition is, like you said, in places that have less oversight. Yeah, I can see that, because if. You'Ve got someone in HR across the hall from your kitchen that you can go talk to, then, especially in a hospital setting, they're going to have to do something about it. There's a zero tolerance policy, not just with the hospital, and that's a contract. When you sign the contract, you agree to those terms.[00:20:12]It's a zero tolerance policy. Now, when you get away from hospitals and healthcare facilities, schools, and you go into even casual dining, you don't have an HR person in the building the majority of the time. You just have whoever the kitchen managerial staff is, and they're going to be your older, more piratey chefs for sure. Because in regular kitchens I'm going to put it that way. Can I start over?[00:20:47]Sure. So in like, restaurant kitchens, there's a lot more pressure, there's a lot more chaos, there's less organization, and there's less structure. I don't know if I'd necessarily agree with that part, though. What I mean by that is the patients have to be fed at a certain time. The patient count fluctuates some from day to day.[00:21:09]Okay, I got you. And then retail has to open by a certain time every day. Yeah. Restaurants are a lot more free for. All ebb and flow.[00:21:19]Okay, I'm sorry. Keep going. So even if the chef isn't complicit, you can't be everywhere at once. You can't see everything. So I feel like those kinds of complaints are a lot easier to sweep under the rug.[00:21:37]Right. Because it's a person versus person, she said. And more people have their heads down just trying to do their work. They're not really paying attention. Yeah, I'd hate to think that.[00:21:56]It's just always a he said, she said. I mean, obviously, whenever there's an accusation, you know, there needs to be some form of follow up. But to me, that's also just I think you've mentioned this as well. That's just 100% a culture thing, regardless of the size of your restaurant.[00:22:19]Honestly, I think that's a big issue with a lot of these so called I don't want to say so called, but, like, staffing issues.[00:22:31]I've gone to some places where they're short staffed, they're struggling, and you can just tell and you can also feel a difference, and then you'll go somewhere else and you get to look around and you're like, staffing is not an issue here. But it also feels different. And it's just they're staffed because people want to be there without turning into a big corporate behemoth where everything is about, oh, man. I don't want to say rules and regulations because that's it.[00:23:16]What's the solve for that? You think outside of just God, how do you even answer that? How does anyone answer that? And thank you for listening to this episode Up Inside the Pressure Cooker. If you enjoyed this episode and feel like you're able to take something away from it, please go to Apple podcasts and rate and review us.[00:23:39]If you don't use Apple podcasts, please follow us as well as share this episode with a friend. This is a publication by Rare Plus Media, hosted and produced by me from Rare Plus Media and myself, Chad Kelley. Thank you for listening. Keep kicking ass.