This article addresses the challenge of developing hourly operations employees into effective salaried managers within a large hospitality and entertainment organization. The author's central argument is that Disneyland Resort's 'Emerging Leaders' program provides a structured, intentional pathway for new operational leaders through mentorship, classroom instruction, and on-the-job training. Key evidence presented includes: the program's 100-plus hours of training over the first months of a new role, the completion of the program by more than 100 cast members since its 2023 relaunch, and the statistic that one in three manager-level cast members began in hourly operations roles. The article highlights the program's focus on non-technical competencies — confidence, communication, self-esteem, and role expectations — as distinct from area-specific technical training. Implications drawn are that structured early-career leadership development programs contribute to manager confidence and readiness, and that continuous feedback loops allow the program to evolve with organizational needs. Key insights: One in three manager-level cast members at Disneyland Resort originated in hourly operations roles, indicating a significant internal promotion pipeline that requires structured leadership onboarding. The Emerging Leaders program deliberately focuses on non-technical soft skills — confidence, self-esteem, communication, and role expectations — rather than duplicating the area-specific technical training provided separately. The program incorporates enrollee feedback as a formal input mechanism to continuously evolve curriculum and strengthen peer, mentor, and area leader connections. Practical takeaways: Organizations with large hourly workforces may benefit from dedicated leadership transition programs that address the psychological and interpersonal dimensions of moving from peer to manager, separate from technical role training. Pairing new managers with mentors alongside structured classroom content over an extended onboarding period (in this case, several months and 100-plus hours) is the model described as central to this program's design.