21/08/2026
Building the Leadership Pipeline Our Industry Deserves.
Most attractions in this region understand onboarding. Real investment: recruitment, safety certification, guest service training, and a proper induction.
So here's the exciting question: what happens after week one?
Once someone's certified, on the floor, running a ride, working a queue line, or greeting guests at the gate, there's a real opportunity to keep developing them. Most operators have built a strong onboarding program. The next frontier is building an equally strong growth program.
Because the people who become shift leads, duty managers, and eventually run their own attraction get there faster and stronger when we build a deliberate path for them, rather than leaving it to who happened to stay long enough. Imagine what that talent could do with a clear road mapped out in front of them.
This opportunity is bigger here than almost anywhere else in the industry right now. We have a young workforce walking into attractions and guest experience roles for the first time, genuinely looking to build a career, not just pass through a job. Great onboarding tells them this is a real industry. What happens next tells them whether it's a real career.
The path forward isn't complicated, but it does reward investment beyond induction. Structured leadership training for supervisors and duty managers. Ongoing development programs that continue well after someone's certified. A visible, real route from guest-facing roles to leading a team to eventually running an attraction. This is what turns onboarding spend into long-term growth, for people and for the business.
The businesses that lean into this won't just retain great people. They'll build the next generation of leaders this industry needs, from the inside.
If you run people or operations in this industry: the investment on day one is strong. What could day one hundred look like?
