“I’ll have one promotion with a side of recognition, please.”
In some areas of the hospitality industry, there’s an unofficial order fulfillment approach called O.Y.O. (pronounced “Oh-Yo”), which stands for “Own Your Order.” This means the same person who puts your food in the bag also adds your condiments, picks up your drink or dessert, and brings it all to you. The idea is simple: fewer hands involved means fewer mistakes. One person owning the process from start to finish ensures your order arrives correctly.
What if we applied the O.Y.O. approach to our own development? What would happen if we realized that we are the only ones responsible for our growth? If we truly "owned" our development, what could be different in our days, weeks, months, and years? By intentionally O.Y.O.-ing our own development, we ensure that we get where we want to be.
The Formula for Growth:
Growth (G) • Time (T) = Development (D)
G – GROW
Growth is the first step toward development. If something doesn’t change, it can’t grow. Like a workout routine, we must grow in different areas to ensure balance and avoid burnout. Growth opportunities exist everywhere—personally, professionally, and relationally.
Ask yourself these key questions to identify areas for growth:
Clarity: How is my time structured? What areas am I focusing on? Do my systems and structures promote growth?
Care: How do I show care—toward myself, others, and causes that matter? How can I grow my impact?
Knowledge: What do I know? What don’t I know? How can I expand my knowledge?
T – TIME
“A flash in the pan” refers to something quick and intense but short-lived. Growth, while important, requires consistency over time to result in lasting development. Development isn’t a one-time event; it’s a series of deposits, made consistently, that lead to transformation.
A Case Study:
LaShonda had been an Assistant Director for three years. She liked her job and had a decent salary, but she felt stuck. Every year, her review period came and went without any mention of promotion. She was frustrated and started to wonder if she needed to look elsewhere.
LaShonda had been doing the right things—reading company content, collaborating at meetings, attending company required training sessions—but she was still waiting for a breakthrough. The problem? She was waiting for someone else to guide her.
O.Y.O.-ing her development means taking control. LaShonda needs to:
Research what knowledge or skills she needs for a promotion.
Identify local or online networking groups to expand her professional circle.
Take action by setting short-term goals for learning and growth.
Have a conversation with her employer about her career goals and development plan.
By committing to consistent growth over time (G • T), LaShonda can turn her career path into the development she’s been hoping for.
Ready to Own Your Development?
Take one step today. Identify one area you want to grow in, set a clear goal, and take action toward it. Interested in Leadership Development for you or your team, reach out and let’s talk about how you can start making growth happen.
