Brand Loyalty – Page 3 – Disney Brand Loyalty Keynote Speaker

Leveling up, work

Used to park here (where i’m standing to take this pic) when i worked at Disney’s Contemporary Resort from 1985-1990.

Walking by at eye level it’s easy to miss this ‘hidden Mickey’. But from the western Main Building rooms, it’s stunning.

Brought my client here last week…

Say “cheese”.

Same spot as the previous photo, simply doing a 180.

Never kept track.

Positive reinforcement.

Gifting others with it.

What was different last week is the audience.

All my positive reinforcement went to new people. A combo of Disney and Disney Institute Cast Members and my client’s special team he brought to Disney Institute.

The newness of the audience facilitated daily, marginal leveling up. Why? Because many were people i was meeting for the first time.

Note: The exception is the CEO.

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This website is about our WORK. To ponder today’s post about our HOME, click here.

Disney Institute executive resource debrief, work

Five days ago.

Five days ago, Group arrival day. Dinner at Disney Springs.

Pixar Incredibles themed room.

Four days ago. Day one of three at Disney Institute.

Four days ago. Disney Institute ‘Day one” of three.

Four days ago. “Opening Day” of a three day experience.

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This website is about our WORK. To ponder today’s post about our HOME, click here.

Disney Institute Leadership Excellence, work

My final day. October 31, 2014. Walking to work.

Disney Institute class…

Disney’s Approach to Leadership Excellence.

Thesis statement…

We judge ourselves on our intentions, others judge us on our behaviors.

We begin our content with a profoundly simple yet simply profound leadership catalyst…

Vision.

What’s the difference between a vision and a vision statement?

Answer: Your future.

Next, we dive into Involvement, Accountability, Commitment.

Context: Involvement is training and development. Two entirely different genres. Most people think “training and development” is a fancy phrase meaning one thing. It’s two words meaning entirely different things.

Also, Accountability focuses on clarity and simplicity. Clarity is power. Simplicity is operational genius.

Bonus: The three-legged stool is the first filter. Leadership is the second.

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This website is about our WORK. To ponder today’s post about our HOME, click here.

Disney Institute Employee Engagement, work

Disneyland. Either side of 2014 i think. We celebrate a combined 66 years of Disney Cast Member Service.

Corporate culture is a common way to describe what i call Organizational Vibrancy.

However, there is a caveat with Organizational Vibrancy.

The cultural bar is exponentially raised…

A good or very good corporate culture is not good enough to level up to Organizational Vibrancy.

Vibrancy is when every organizational bar is raised to the highest level.

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This website is about our WORK. To ponder today’s post about our HOME, click here.

Disney Institute Customer Service, work

Photo: ‘Business Need’ should be on a third line, not the second. This was me editing my first post-Disney Keynote speech slide show. Retired from Disney in 2014. Then went out on my own. Already had my Disney speaking and advising business since 2009. But never had revenue until after retiring.

Disney Institute class…

Disney’s Approach to Customer Service.

Thesis statement…

Exceed expectations, pay attention to details.

Next is the Disney Compass:

Needs, Wants, Stereotypes, and Emotions.

Next is our Common Purpose:

We create happiness by providing the finest in entertainment for people of all ages everywhere.

Next are our Quality Standards:

Safety, Courtesy, Show, Efficiency.

Bonus: There’s also our Integration Matrix that meshes our Quality Standards with our three Delivery Systems. Our delivery systems used to be called Cast, Setting, Process. Guests got confused so i renamed them: People, Place, Process. It’s still used today.

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This website is about our WORK. To ponder today’s post about our HOME, click here.