Disney Brand Loyalty Keynote Speaker
Five daily blogs about life's 5 big choices on five different sites.
Literally everyone i meet struggles to offer clear, concise, and compelling answers to the most important questions facing their business.
My analogy is simple: business health and personal health are the same.
Business health and personal health are the same things.
How many Americans, including you, make your health a daily focus?
Why?
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This website is about our WORK. To ponder today’s post about our HQ, click here.
No one wants to do the deep thinking and have the heavy discussions about building or maintaining an infrastructure.
Why?
Because it’s too much work, especially the implementation and change (transformation) part.
So we wait and do nothing – the twin siblings of diseased organizational culture.
Think for a moment about trying to change a culture without the proper infrastructure.
Insight: Creating infrastructure is what working at Disney has polished me to do better than anyone in this space. i know the secret formulas. And what works and doesn’t work in implementing them.
How?
From working inside Disney for 30+ years, including the final 15 years at Disney Institute working with over 2,000 clients (and one-million+ people), including many of the world’s most famous brands.
#truth
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This website is about our career health. To leave this site to read today’s post on my home health website, click here.
Tomorrow (as this goes live) is the one year anniversary of my last day at Disney.
Today (as this is written, July 30) is the drive to Jacksonville, Florida to compete in the 2015 Masters Track & Field National Championships.
Personal leadership is no different than organizational leadership.
This video link is for posterity. It addresses the notion that the root of organizational change is personal change.
Want a healthier world? Get healthy.
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Culture is what people think and do without thinking.
Culture runs on energy.
Energy must be constantly replenished.
Yet it rarely is.
Why?
Because everyone is busy.
And so it goes.
And cultural vibrancy wanes. Even to the point of sickness.
And organizations simply default to getting used to surviving in an unhealthy environment.
Leaders must understand this context. You see, employees have a deep understanding of their reality and an unerringly accurate perception and predictability to what will happen and why. This applies to all the diverse, daily circumstances.
Employees, at every level, know how the company will react, with few exceptions.
Employees need a deep sense of self and of belonging. Without feeling a deep sense of leadership commitment, they band together to survive. And leadership becomes the “problem”, not the antidote.
People have always asked me, “What was it like working at Disney?”
To which the most accurate answer is, “It depends on your leader.”
Most leaders have no idea how much their direct reports think they are not walking the talk.
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Does your company suffer from Organizational obesity?
Poor habits, among other things, cause metaphorical organizational obesity.
The opposite of organizational vibrancy.
Would you allow someone who doesn’t care what you know the opportunity to rattle your cage and create a catalyst for you to think differently?
Would you welcome it? Pay top dollar for it? Look forward to it?
Would you?
Obesity won’t go away by itself.
Ever.
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