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Disney Employee Culture book

Get sick of it

So is food and rest.

Get sick of waiting, settling, comparing, and mostly, get sick of doing nothing.

Three types of personal innovation:

  • Change to be a family/community leader
  • Change because everyone else in your family/community is
  • Change or you die

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Disney Employee Culture book

Build and dismantle

Be your own super, as in super-hero.

Build and dismantle.

Build a dynasty by dismantling a disaster.

The disaster is not having personal vibrancy.

The dynasty is enabling personal vibrancy.

Not until you clean house and terminate every poor habit and unhealthy ritual, can you build something admirable, something worth defending at all costs.

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Disney Employee Culture book

Disney Truth Teller

From a recent Disney Cruise? Not sure. Probably.

Disney Truth Teller.

What?

Disney Truth Teller.

Who?

If Disney Ran Your Life podcast on iTunes drops three new Season 3 episodes on the same day, Valentine’s Day 2020. (Note: as this publishes, Season 4 is underway, so scroll down for these episodes):

The truth is, the Incredibles are normal people with extraordinary abilities.

Truthfully, you know who the Incredibles remind me of?

You.

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Categories
Disney Employee Culture book

Exceeding expectations

Disney University exterior
This is where Disney World Cast Members spend their first day, learning the foundational Guest Service architecture.

Exceeding expectations.

This is the key to great customer service.

Yet we measure for CSI – Customer Satisfaction Index.

In healthcare, it’s called Patient Satisfaction.

We measure for satisfaction and we solve with an organization (and personal) aim that is far to low.

And because this is pervasive, it has become the accepted standard.

My mission is to change that standard by radically changing the aim.

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Categories
Disney Employee Culture book

Leadership Involvement challenges

Disney road sign
Heading home after the U-Turn drop-off.

Recall a time when your commitment came easy in doing important work. What allowed that to happen?

Recall a time when you were on a team where it was easy for everyone to be committed. What allowed that to happen?

What are the similarities between your commitment and the team’s commitment?

Recall a time when you struggled to be committed. What held you back?

Recall a time when you were on a team that wasn’t committed. What held everyone back?

Now, think about your current commitment level. What’s to gain? What’s to lose?

What and how can you replicate what worked for you before? What and how can you replicate what worked as part of a committed team?

Back to your commitment and the power it holds…

Why is moving from fully compliant to fully committed a challenge? What if it wasn’t?

Do you believe there are scalable success factors that you can use to architect the desired commitment level?

Why or why not? 

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