At the Swinomish Casino & Lodge, leadership isn’t just about titles—it’s about creating a culture of communication, accountability, and shared vision.
The property worked with Raving, on a year-long engagement that began with leadership training rooted in strength-based coaching, communication, and peer-to-peer accountability. After several sessions with executives, managers, and supervisors, the program culminated in a three-day, property-wide training focused on business optimization.
Raving with their partner, Lean Revisions, combining leadership development with business optimization program to result in stronger leaders, empowered managers, and a framework for long-term organizational success.
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Why Invest in Leadership and Optimization?
Brock Hochsprung, CEO of Swinomish Casino & Lodge, explained the motivation:
“We’ve got a lot of long-term managers and directors, but we hadn’t done much formal training. This gave us the chance to take things to the next level—not just for our executive team, but for frontline supervisors and managers as well. Bringing everyone together created teamwork, opened communication, and gave us tools to solve problems collectively.”
Connecting Leadership With Action
According to Deana Scott, CEO of Raving, one of the biggest challenges for organizations is connecting leadership development to tangible business outcomes.
“We often see companies do leadership workshops that feel good but don’t lead to measurable change. At Swinomish, the team built trust, broke down silos, and then layered in business optimization skills. That’s where transformation happens—you’re not just learning how to be a better leader, you’re applying it to solve problems that impact the business every day.”
The program emphasized cross-departmental communication and practical tools for efficiency. Leaders mapped processes, identified pain points, and worked through solutions as a group.
Jeff Gray, Raving Partner and CEO of Lean Revisions, underscored the impact:
“What stood out was the engagement from every level. Executives, managers, supervisors—everyone was involved. We saw barriers break down, collaboration increase, and ownership spread across the organization. By the end, Swinomish’s team had not only a shared vision but also a roadmap for acting on it.”
Real-World Outcomes
Hochsprung noted that the training had immediate effects:
“Casinos are 24/7 operations—communication can be a real challenge. This process brought 40 leaders into the same room for three days. People who don’t normally cross paths started understanding how their decisions affect others. That’s huge.”
The group’s work went beyond soft skills. Teams tackled practical issues like labor efficiency, departmental processes, and inter-shift coordination. According to Hochsprung, these conversations are still shaping how the organization operates months later.
“We’re still working on some of the topics from those sessions, and I know conversations are happening I’m not even aware of—which is exactly what you want. Leaders are thinking differently about problems and bringing forward new ideas.”
Lessons for Other Tribal Organizations
Scott emphasized that the program’s success stemmed from Swinomish’s willingness to invest in every level of leadership:
“It wasn’t just the executive team. Managers and supervisors were given the same tools and exposure, which created alignment across the property. That kind of commitment is rare, and it’s why the impact was so significant.”
Gray added that sustainability comes from reinforcement, not one-off events:
“You don’t fix everything overnight. It’s about taking small steps, following up, and keeping the roadmap alive. The investment is in people, and that pays back over time.”
The Long Road Ahead
For Hochsprung, the journey is far from over:
“This was new for a lot of our managers, but it showed us the value of taking the time. We’ll continue building on this foundation, bringing in more tools and training, and making sure our team is ready for whatever comes next.”
In an industry facing rapid change and constant pressure, Swinomish’s experience shows how Tribal gaming organizations can build resilience: by investing in leaders, connecting personal growth with operational improvement, and creating a culture where everyone owns the vision.
As Scott summarized:
“Leadership without action is incomplete. When you pair it with business optimization, you give your team the tools not just to lead—but to transform.”
Click on these links to find out more on Raving’s extensive and custom leadership and business optimization programs, or set up an appointment today.
