Talent development for attractions & hospitality
Supervisor training for guest-facing and seasonal crews
A reliable front-line person becomes the supervisor because guests already trust them and the crew already listens when they talk. Then they have to run a shift they are also working, correct someone in front of guests, and hold a standard with a mix of returning seasonals and people in their second week. Attractions, hotels, and other hospitality operations feel that gap every time the calendar fills up.Thrive runs the talent-development function for attractions and hospitality organizations of 50 to 2,500 people: live workshops, a course library, coaching between sessions, and reporting, at one flat organization price.
Photograph, not a Thrive session. Sessions run live on Microsoft Teams.
The situations we see
What attractions & hospitality teams run into.
In attractions & hospitality
Guest-facing crews and very little room to learn in private
The new supervisor is coaching in public: a line at the gate, a table that waited too long, a guest who wants a manager. They were promoted for service skill. They have not practiced the quieter work of setting a standard before the next rush.
In attractions & hospitality
Seasonal hiring mixed with people who have done this for years
A returning seasonal and a brand-new hire can be on the same shift. The lead is asked to bring both up to the same guest standard, often with a short runway before a busy weekend or a school-holiday week.
In attractions & hospitality
Coverage that competes with any serious training
Taking a supervisor off the floor for a day is a staffing problem. A week away isn't on the table. What remains is a video they will not finish or a shadow shift that teaches the tasks and not the people job.
In attractions & hospitality
Service recovery and staff conflict in the same hour
A guest issue and a crew issue often arrive together. The lead who avoids the second one spends the rest of the season doing the first one alone. Department heads and general managers inherit both.
What works
How Thrive answers each one.
Practice the guest-and-crew conversations before the next rush
Coaching Fundamentals, Difficult Conversations, and Team Building & Conflict Resolution give shift supervisors language they can use on the floor. Mental Health & Workplace Wellness is there because hospitality leads are often the first person a tired crew talks to.
A first program for the newly named shift or department lead
Fundamentals of Leading People is the first program we recommend. Applied work is their actual shift, their actual crew, and the conversation they keep postponing until the building is quiet — which it rarely is.
Two-hour live sessions instead of a day of lost coverage
Each public workshop topic runs once a month at 3:00 PM Eastern on Microsoft Teams, two hours, with twenty-five seats. Can't make 3 PM? Talk with us about timing for a private cohort before you buy.
The same function for attractions and hospitality, not a hotel-only kit
The guest-facing lead job is shared. Your people practice on your situations: a zoo or aquarium team, a hotel department, a seasonal crew.
How the function fits
The function behind the guest experience. The first program we recommend is for the new supervisor.
Thrive Platform is the talent-development function an attraction or hospitality organization of 50 to 2,500 people is usually asked to invent each season. It is priced by organization headcount. Fundamentals of Leading People is the first program we recommend for a first-time shift or department lead. Any program can also run as a private cohort for your company alone, using your situations as the applied work, on dates set with you. Private cohorts are priced per participant and quoted with the dates. Public sessions stay on the published calendar.
One organization price, set by headcount
The band is set by how many people you employ. Organizations with seasonal surges can talk through how the pricing band applies with Jeremy Erard, founder of Thrive, before buying. Cohort programs are priced separately, per participant.
Fundamentals of Leading People: the first program we recommend
Four weeks, live sessions, applied work reviewed by their company. Built for people who were excellent with guests and are now responsible for the people who serve those guests.
Looking for training for one role?
Separate guides cover what hospitality supervisors, managers, and team leads need in their first year.
Named with permission
Organizations in this industry, and only what we can stand behind.
Attractions & hospitality
John Ball Zoo
John Ball Zoo has put 100+ first-time leaders through Fundamentals of Leading People.
Live workshops for attractions & hospitality
Two hours, twenty-five seats, someone who has done it.
Pricing
The function, priced by headcount.
The band is set by how many people you employ, and that is the only thing it sets. Nothing is metered, nothing is held back for a higher band, and adding people inside your band costs nothing. Cohort programs are the one line priced per participant, because a facilitator and a fixed group size are a real constraint.
| Organization size | Monthly | Annual | Per person, per month |
|---|---|---|---|
| Compliance LibraryAny size, no card. Start free | Free | Free | Nothing, at any size. |
| Thrive Platformup to 100 employees | $399 | $3,990 | $3.99 at 100 people, and less every time you hire inside the band. |
| Thrive Platform101-500 employees | $799 | $7,990 | $1.60 at 500 people, and less every time you hire inside the band. |
| Thrive Platform501-2,500 employees | $1,499 | $14,990 | $0.60 at 2,500 people, and less every time you hire inside the band. |
| Above 2,500 employees | Set with you, not looked up. Usually with private cohorts of your own. | ||
This table has no column for what is included, because the answer does not change by band: live workshops, all one hundred thirty-five courses across five libraries with fifty-six of those free in the compliance library, Coach Taylor, our AI practice coach, for every learner, Morgan for setup, and the reporting. Annual billing is ten months charged for twelve months of access. A monthly plan is one month, charged once. Monthly plans do not auto-renew.
Completion, attendance, and progress reporting by person, team, and department. Morgan guides setup from your employee spreadsheet, including roles, assignments, and invitations, with your approval. Security, data, and privacy are on the security page.
Supervisor and manager training guides
For attractions & hospitality leaders
Training for frontline and new managers.
Who teaches
Held the job. Not studied it.
Content is the easy part to buy. A dozen vendors will sell you a library this afternoon. What none of them sells is the person who has already done the job, live, for two hours, watching your people practice it.
Every Thrive session is led by someone who has done the work they are teaching: run a shift, carried a quota, managed a team through a change, sat across from the person who needed the hard conversation. They bring the real version of the problem into the room, and the practice is done on your people’s actual work, not on a case study.
Sessions are capped at 25 people. The facilitator coaches practice during the two-hour session. Between sessions, Coach Taylor, our AI practice coach, keeps the thread going.
- Session size
- 25 max
- Length
- 2 hours
- Format
- Live
- Where
- Teams
Talk to ARIA
Ask what you would ask us.
ARIA works the way a good first call works. She asks who is involved and what should change, recommends the closest starting point, quotes the real price, and hands you to a person when you want one.
Start with one of these
Prefer a person? Say so in the conversation and the team follows up, or use the contact page.
Questions
Questions from attractions & hospitality companies.
Is this for hotels only, or also attractions?
Attractions and hospitality. Hotels, restaurants, and guest-facing attractions share the same first-time-lead problem. The applied work is the job your people actually hold.
How do seasonal crews get supervisor training?
Seasonal crews train the same way other crews do: two-hour live workshops on Microsoft Teams, once a month at 3:00 PM Eastern, on-demand courses, and Fundamentals of Leading People as the first program we recommend. Organizations with seasonal surges can talk through how the pricing band applies with Jeremy before buying. Any program can run as a private cohort for your company alone, on dates set with you, priced per participant and quoted with the dates. Public sessions stay on the published calendar.
Where should a new shift supervisor start?
Fundamentals of Leading People is the usual first program for someone in a first leadership role. Separate guides cover what hospitality supervisors, managers, and team leads need in their first year. The organization price is the platform band; the program is priced per participant.
What is not built
Scheduled reminders are not built. Coach Taylor answers when a person asks, and nothing chases them yet. Reminders are on the roadmap.