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Leaders

Disney Leadership Book

Writing seven Disney Business Books in one year, from the iPhone 7 release to the iPhone 8 release.

i’m writing all seven books on an iPhone, and all at Walt Disney World.

  1. Disney Leadership
  2. Disney Employee Engagement
  3. Disney Customer Service
  4. Disney Brand Loyalty
  5. Disney Creativity and Innovation
  6. Disney Greatest Business Hits (from the first 5 books above)
  7. How to Apply Disney Business Principles to Your Personal Life

This goal is epic and literally impossible.

Which is perfect.

i’m using this site to edit the Disney Leadership Book.

 

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Leaders

Before we begin, are you satisfied with your leadership

As of Summer 2018…

 

leadership content
Leadership, 1,960,000,000 (almost two billion) options for all tabs: News, Images, Videos, Books, More.

 

 

leadership content
Leadership, nearly half a billion (477 million) videos to choose from.

 

 

leadership content
Leadership, under “Books” tab reveals 226 million options.

 

 

Disney Leadership book context: the biggest challenge is where to start.

Before we begin, may i ask you, “Are you satisfied with your leadership?”

And by the way, you have anonymity, right now, with your answer – so relax, be real, and lean into discomfort just enough for your truth to be set free.

So let me ask you again…

Take a deep breath…

Exhale.

Another slow, deep breath as you hear this again…

Are you satisfied?

You.

Your leadership reputation and your results.

Are you satisfied?

Your answer?

My answer?

An educated guess says our answers match.

That’s why you’re reading this book and that’s why i needed to write this book.

 

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Summary:

Everyone wants to improve.

There are exceptions to every rule, but there aren’t many.

You and i are not the exceptions.

 

Opportunity:

Dissatisfaction can and should be used as a tool to gain a competitive advantage. This is huge. It’s not for everyone. For those who understand that the long way is the shortcut, it’s transformational.

 

 

 

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To leave this Disney Leadership Excellence blog and go to the Disney Employee Engagement blog, click here.

 

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Leaders

Review time for Involvement

What’s the difference between training and development?

Training to meet customer expectations:

  • Trainers
  • Procedures
  • Manuals
  • Objective evaluations
  • Compliance

Development to exceed customer expectations:

  • Leaders
  • No procedures
  • No manuals
  • Subjective evaluation
  • Commitment

We lump these two entirely different tools together as “Training and Development”.

Why is that dangerous?

Lost opportunity.

Easy opportunity.

Lost.

Which team will win, a well-trained and compliant team, or an amazingly developed and committed team?

 

When was the last time you developed yourself?

Remind me again how i know if i developed myself?

  • You did something you’ve never done before.
  • You were entirely out of your comfort zone.
  • You made and pursued a lofty goal, and in succeeding or failing, you grew.
  • You had a surprising, delightful epiphany about your abilities.
  • You make being out of your comfort zone your new comfort zone.

Got it?

PS. You didn’t read a manual, you didn’t attend a class, and you didn’t follow your normal routine.

 

Specific examples of development.

When Nicole pulled you (a business owner) aside and said, “You’re a great manager, but not a great leader.”

When i told you (a chief executive) to share your vision and you pushed back.

Coaching. There are a million ways to coach.

Mentoring. There are a million ways to mentor.

Feedback. There are a million ways to provide feedback.

Opportunity. Seven months as the Grand Floridian Guest Satisfaction Measurement Champion for 1,400 Cast Members and 100 salaried leaders. An example of unintentional development. My boss didn’t do this to develop me. There was a need and i was the one my boss’s boss thought was the best fit.

Two sentences in a regularly scheduled meeting with my boss: “Jeff, not everyone on the executive team likes you.”. This was literally the best development i received in 15 years at Disney Institute. Bottomline, a negative blind spot revealed can be career altering.

A comment from a boss’s observation that you never knew before. My boss, a different one than above, finally observed a co-facilitated engagement and said, “Jeff, you really command the room.” No one had ever said that to me. Bottomline, a positive blind spot revealed can be career altering.

Being brave. Some big obvious examples. Publishing a book while at Disney. Starting an LLC, six years before retiring from Disney. Overcoming addiction midway through my 30 year Disney career.

Being authentic, at the risk of being perceived unfavorably, running my speaking and advisory business differently than literally every other successful speaker. No speaking videos, no email collection, no testimonials, no fancy website, and walking away from any gig that doesn’t meet my very high minimum speaking price.

You know how many speakers walk away from a fee well over $10k for a keynote? Repeatedly? Not many.

 

The whole point of development is to do one thing brilliantly.

To move a highly trained, professional team of compliant employees to an unstoppable team of fully committed, heart-and-soul-on-fire employees.

 

Please don’t over-think this.

The 19 organizational blueprints are meant to be the starting point. Simple. Fundament. Foundational.

Drawings – the ideas, concepts, tenants of your organization – are the easy part.

Constructing a cathedral will take many people and will take a long time.

But once built, will be beautiful and functional and the benchmark by which others aspire to build.

 

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To leave this Disney Leadership Excellence blog and go to the Disney Employee Engagement blog, click here.

 

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Leaders

How will you feel when you pick one of only three choices?

How will you feel if you try yet fail?

How will you feel if you never try?

How will you feel if you try and succeed?

The math says we have to try in order to succeed. But nothing is guaranteed. So the math also says trying inherently comes with the probability of failing.

Without the comfort of living with failure, success will never be ours.

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To leave this Disney Leadership Excellence blog and go to the Disney Employee Engagement blog, click here.

 

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Leaders

Are you willing to walk away?

Are you willing to walk away?

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To leave this Disney Leadership Excellence blog and go to the Disney Employee Engagement blog, click here.

 

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Leaders

What are you willing to do to give up?

What are you willing to do to give up?

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To leave this Disney Leadership Excellence blog and go to the Disney Employee Engagement blog, click here.