Disney Brand Loyalty Keynote Speaker
Five daily blogs about life's 5 big choices on five different sites.
Be in the fun business.
Unless you like stress.
High expectations and pressures are always going to be there.
.laugh .differently
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Emotional connections fuel loyalty.
To create an emotional connection, something positive and unexpected has to happen.
Even the smallest positive gestures, if unexpected, are powerful.
If the positive thing was expected, it protects against delivering a negative experience, but, it doesn’t surprise and delight.
Magic happens when we are delightfully surprised.
However, meeting expectations, while decent, never moves our needle to raving fan.
When Ben at Thinking Heads emailed that he finally received the video clip, he added, “It’s excellent.”
He’s seen a few speaker videos in his two-decade career in the business.
To which i thought to myself, “Wow.”
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This website is about our WORK. To ponder today’s post about our HQ, click here.
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What would you do to market your business when you are still the only employee?
What could you do to market your business when you are still the only employee?
What are you doing to market your business when you are still the only employee?
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This website is about our WORK. To ponder today’s post about our HQ, click here.
If you want to stay on this site and read more posts from this Blog, click here.
Read just the first sentence in the Tweet.
Only that sentence.
At Disney, training is highly structured, designed by an expert Human Resources team, and delivered by carefully chosen hourly Cast Members called “Disney Trainers”.
A Disney Trainer is not a full-time role.
You perform your normal Host/Hostess role and when you are needed, you are scheduled to be a trainer and get a small hourly pay increase for the hours you are officially designated as a trainer.
Training Manuals filled with Standard Operating Guidelines for each individual role are followed and administered without deviation.
There are additional layers to training and i am skipping those intentionally to jump to development.
Development at Disney, and any great organization, is the opposite of training.
Development is highly unstructured.
There are no manuals.
There are no trainers.
Development is initiated by great leaders.
Good leaders may rarely initiate development.
There is also very little accountability to insist that development is robust.
Great Disney leaders have unlimited and creative ways to develop others (usually their direct reports, but not limited to that).
For example, during a bi-monthly one-on-one meeting with my leader in 2007 (seven years before i retired), Wayne said, “Not everyone on the Executive Team likes you. When you’re in meetings, just zip it.”
Those two sentences changed the trajectory of the second half of my 15-year Disney Institute career.
In fact, in all of my 30-plus years at Disney, this was the simplest, quickest, and most impactful development any leader bestowed on me.
Contrast that with a seven-month full-time special assignment as a Guest Satisfaction Measurement (GSM), the second most impactful “development” in a long career.
Just to be crystal clear:
Train for compliance with the highest industry standards.
Develop for commitment so strong, you earn the reputation as being a great place to work, because your mission (and the way you connect your team to it) is so powerful.
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This website is about our WORK. To ponder today’s post about our HQ, click here.
If you want to stay on this site and read more posts from this Blog, click here.
The jeff noel Disney podcast is coming soon.
Ordered the ATR-2100 foam cover.
The ideas from Church will help answer the three questions Jody asks in every “Welcome to the New Podcast” episode:
We’ll record – and then air – the first three episodes on the same day.
Additional ideas, in the form of Disney stories, will round out the first 5-10 episodes.
The typical podcast has a lifespan of seven episodes, and then the organizers abandon it. Lee Cockerell and Jody just published Creating Disney Magic’s 208th episode.
Taking Jody’s advice and mapping out future content. This includes our format – do i want it to be pre-decided before recording, or will we record “on the fly”? i suspect it will be both but the ratio is unknown now.
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This website is about our WORK. To ponder today’s post about our HQ, click here.
If you want to stay on this site and read more posts from this Blog, click here.