We’re excited to introduce you to the always interesting and insightful Danya Degen. We hope you’ll enjoy our conversation with Danya below.
Hi Danya, thank you for being such a positive, uplifting person. We’ve noticed that so many of the successful folks we’ve had the good fortune of connecting with have high levels of optimism and so we’d love to hear about your optimism and where you think it comes from.
Optimism is a necessity working in hospitality. There’s a million moving parts and things that can break down at any given time—whether it’s a dishwasher, communication between team members, or a case of wine that was stored improperly before arrival and is now vinegar. Plus, everything is time-sensitive and needs a quick solve.
If you approach this situation with negativity, it take away from the time your team has to solve the problem, and that energy imbalance causes additional stress and chaos. Simple as that. I’ve seen very smart, capable people bring pessimism into the hospitality space, and they fail or leave—every time. I’ve tried to learn from these examples. It helps I was raised as a problem solver by my family and chosen family, so I try to instill that energy in the team I get the privilege to work with every day. It’s all about framing things as solvable, and encouraging your team with optimism that they can achieve.
Thanks for sharing that. So, before we get any further into our conversation, can you tell our readers a bit about yourself and what you’re working on?
I open restaurants that build its people up. American hospitality is inherently toxic due to its history in this country, and its roots in subserviency. Margins are always tight, team members and their work are often taken advantage of in order to make a profit quickly. In order to change this narrative, you have to curate a collection of talented people, compensate them appropriately, and guide, then empower them in the direction of success. That is my professional (and personal) mission.
I currently work for a company called Eastern Point Collective founded by Hollis Silverman, who is fully committed to this mission. In order to make it happen, it means you have to find investors and owners that have patience. Success will happen, but it will take time, with strategic, positive management that builds your team, and careful management of labor, inventory, and operating expenses. You need to grow just quickly enough, but not too quick that you throw off the balance of expenses and lead the business towards failure. I am so lucky to work in a space where this support runs deep.
I started in this industry as a host, then Maitre D’, then a sommelier before heading into restaurant management. It was always my job to flex when we could, and cut back when we couldn’t. I’ve developed a deep knowledge of how the books work to make the businesses I work for money, and combined that with my beverage expertise and related knowledge of inventory pricing. If you want to spend money to recruit an excellent host that can make you money by seating the dining room profitably, you may need to pass up your yearly allocation of a super obscure wine people might not order in the meantime while they train, and put a sangria on the menu in meantime. The more the team understands these decisions, the more you’re training up excellent restaurant professionals who can help change this industry for the better.
Building people up also applies to the producers and vendors we work with—support the cause that means the most to your and your people. If there’s an incredible person growing incredible producer in your area, and you’re passionate about delicious, local produce—buy their vegetables. If there’s a awesome woman winemaker in California producing great wine who needs representation in your area, and your passionate about supporting other women in business—take on the project of pouring their wine and supporting them. The most exciting part of what we do is how we can support each other.
TLDR: be a kind, supportive sponge, and hospitality can be a positive environment for its people if you work at it. Learn everything you can from people you respect and mistakes people you don’t respect make, and give back to your community.
There is so much advice out there about all the different skills and qualities folks need to develop in order to succeed in today’s highly competitive environment and often it can feel overwhelming. So, if we had to break it down to just the three that matter most, which three skills or qualities would you focus on?
1) Work on all sides of the business. If you want to be a software engineer, spend some time in software sales. If you want to be a coach, play the sport. And in my case, in order to manage a restaurant—bartend, cook, wash dishes, serve, host. Do it all. You won’t understand your team members if you don’t, and they won’t speak up to you with ideas and concerns because they’ll assume you won’t get it. It earns respect, gives you empathy, and lets you see all the levers at play when making strategic decisions.
2) Find something that activates you outside of work—mind, body, or spirit. I’ve always only had time for one or two hobbies since I work a bunch, and it’s alternated. For awhile it was cooking, then biking, HIIT, but throughout it all, I’ve loved learning languages. I try to pick up one every few years, and find it really helps me communicate with a wider, more diverse community of humans. You need something to activate you that isn’t work, and isn’t your personal life, otherwise too much of your happiness will ride on these things. If you’re someone who suffers from depressive mood or anxiety, this is a essential.
3) Learn to speak up for yourself and your team in a way that’s sensitive to your audience. I’m still working on this one. If you have expertise on something, and you encounter a decision that rides on that thing in your work, speak on it. What I’ve learned is that you may need to be crafty, and selective on how often you speak, so you don’t become known as a voice of dissent or the loudest one in the room. Remember that most people have trauma around being told they’re wrong, so it helps if you don’t do that. Make suggestions. Come with solutions. Be kind. But speaking up when you have strong opinions backed by knowledge is so important, or you and your people will become a doormat.
What has been your biggest area of growth or improvement in the past 12 months?
Not all growth comes from additional responsibility. It took me ages of being young and hungry to realize this. Sometimes you won’t be given opportunities you think you deserve. You won’t always be top of mind for that promotion, or next project. There might be someone better suited, there will be people you don’t jive with that will affect the way you’re perceived, you’ll make a mistake, or might just not be your time.
I’ve been working on being okay with where you are. Leaning into the things you’re good at. Take a step back and listen. Look for growth in other places. I’m not there yet, but I’m working on it, and being okay with that is part of this journey for me.
Contact Info:
- Website: easternpointcollective.com
- Instagram: danyasaur (personal), melimezze_dc (business)
- Linkedin: www.linkedin.com/in/danyadegen
Image Credits
Deb Lindsey Carly Clark Amber Breitenberg
