If the kitchen only wins
When the chef is there,
your system is broken

In 90 days, we implement a structure where the team hits the mark, people stop quitting, and you can finally stop managing by panic.

30 minutes. Fast clarity on what's broken and what to do next.

We understand the pain of an inconsistent operation

You know the kitchen could be a machine. But right now, if the Chef isn't directly involved, things start to slide.

  • Food and labor costs are rarely the same way twice.

  • Your Chef and your team are working too hard without the results to show for it.

  • You're stuck in a cycle of hiring, training, and watching them leave.

  • Your restaurant's growth has stalled.

If the Chef is the only safety net, you don't have a business. You have a hostage situation.

This is for you if:

  • Your Chef is "The Hero" - and they're burning out fast.

  • The food is great, but the finances are a rollercoaster.

  • You know there's a better way, but you're not sure where to start

This is NOT for you if:

  • You want a "rah-rah" motivational speech

  • You want a thick binder of "Standard Operating Procedures" no one will ever read.

  • You want to keep doing things "the way we've always done it"

This is what "predictable" looks like

THE CHEF: Stops grinding away the days and starts
actually leading (on and off the line).THE TEAM: Your best people stay because
they aren't working in chaos.THE BUSINESS: The "drift" stops. Your margins and
your sanity become consistent.

how it works (the 90-day roadmap)

Step 1: Setup

  • Identify goals and non-negotiables

  • Choose key leaders

  • Map causes of burnout + turnover

  • Set roles, responsibilities, cadence

Step 2 : Implementation

  • Weekly coaching and training

  • Spotlight on broken metrics

  • Accountability and real time solutions

  • Habits become routine

Step 3: The Rhythm is Embedded

  • Leaders lead instead of firefight

  • Expectations are clear

  • The routines become automatic

  • Next 90-day plan is set

the b.a.c.o.n. framework

Not motivation. Not binders. Repeatable leadership habits.

B

Boundaries and Beliefs

Set the tone.
Define the non-negotiables.
simple, visible, enforced.
Foundation of culture.

A

Accountability

Clarity.
Roles are clear.
"Done right" is defined.
Feedback is normal.

c

Communication

Short.
Direct.
Respectful.
Consistent and Timely.

o

Operationalize Daily

Routines = Freedom.
Training becomes habit.
Recipes and Checklists.
Documented standards

n

Numbers

You gotta know'em.
Diagnostics, not judgement.
Behaviors are tied to results.
Information based decisions.

bonus: Pre - shift planner

A simple framework that makes these
2 minute meetings useful, not performative.

bonus: hero-to-coach delegation Checklist

Stops "I'll just do it" behavior and gives the chef breathing room fast.

Guarantee

If your leaders run my system for 30 days and chaos doesn't drop,
I keep working at no cost until it does.

3 new partnerships per month. Next start date: first Monday of next month.

Text

"Morale is up, ticket times are down, profits are up, and I’ve created time to teach again. I’m delegating successfully, running a more organized BOH, and the team is on the same page. We’re seeing improvement across food and beverage sales, labor, food cost, and consistency.”

Artie Blenman, Chef, Watershed Pub + Kitchen

testimonials

"Simon's restaurant experience spans across all segments of the industry,from fine dining to fast-casual, and he's been through it all. This experience gives him a unique perspective and the ability to help restaurant teams adapt to an ever-evolving industry."

Brent Novotny - COO, Lisa DuPar Catering, Redmond, WA

Text

“Employee engagement has been the biggest change. Meetings used to feel one-sided and anxious. Now people are excited to come and everyone contributes. Creating structure around our meetings made a real difference.”

Kelsey Curran, Owner, Watershed Pub + Kitchen

About Simon

33 years in kitchens. 80-hour weeks.
Multi-unit grind. All of it.
I don’t sell theory. I build leadership habits that hold up when service is relentless and there’s no time to “think your way out.”
We set cadence, clarify ownership, and make follow-through normal, so standards don’t depend on one person’s presence.

Frequently Asked Questions

Owner or operator plus the chef and any key lead who drives standards day to day. If the right leaders aren’t in the room, the cadence won’t stick.

  1. It's fairly common. We start with the smallest routines that reduce their load fast, then build buy-in through results.
  1. It means the huddles, check-ins, and weekly leadership meeting actually happened. We use a simple checkbox tracker so there’s no guessing.
  1. We build the cadence so it survives staffing changes. If someone leaves, we plug the next person into the same expectations and rhythm.

That's exactly why this works.

The cadence is short and replaces repeat problems that are already stealing your time.

Ready to stop relying on heroics?

Book a 30-minute call.
We'll identify the bottleneck and map the next 90 days.

If we're not a fit, I'll tell you and point you to the right next step.