Disney Brand Loyalty Keynote Speaker
Five daily blogs about life's 5 big choices on five different sites.
Focus and discipline are legendary leadership superpowers.
dad
Reputation:
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This website is about our WORK. To ponder today’s post about our HOME, click here.
Racing through your days takes your focus off life’s small details.
dad
Out of office alert at work…
What’s a simple, scalable way to add simplicity and scalability to every Galen Customer detail?
Use three well-known tools:
A few examples:
Can you imagine how Galen looks in our Customer’s eyes when everyone at Galen has a professional, intentional, Galen-difference in something so seemingly insignificant?
What does the customer think and feel when all their questions are answered in a Galenized presentation?
What message is sent to all stakeholders in Galen’s ecosystem about attention to the smallest of details, to trust, to excellence?
Bonus pic…screenshot of the text referenced at the top of this post.
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This website is about our WORK. To ponder today’s post about our HOME, click here.
Thanks for sharing. Hope your head is pain free.
How intentional do you think it is that Vision is the first of my 19 organizational vibrancy architectural blueprints? (Yes, it’s a trick question) 😜
Simon does a great job reframing what many miss as key because the concept of vision is too familiar and too simple.
(A vision of the future that’s not only better than now, but much better.)
As simple a concept as vision is, remember how you struggled with vision in the early days?
Your greatest opportunity is breathing life into your organization’s.
Why communicating this in a clear, concise, and compelling manner doesn’t come naturally to you is still a mystery.
Do you remember those 15 minutes with your Executive Team that morning at the retreat? That was the most powerful/inspiring message you ever gave them.
You are so capable.
When you slow down long enough, you’ll see in yourself what i see in you.
Greatness.
PS. To be clear, Glacier would have revealed this.
PSS. When you are ready to see cultural transformation version 2.0 as an investment instead of an expense, organizational vibrancy will become your (Organization’s) greatest asset. Can you see it?
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Grant expands further on CNBC Make It: “The most meaningful way to succeed is to help other people succeed,” says Grant.
If that’s anti-climatic for you, consider the evidence. Having worked with and studied literally thousands of leaders, Grant has observed that great leaders think bigger than themselves — they advance a vision or an idea or a project that’s “going to affect a lot of people,” explains Grant.
“When you do that, and align people toward a common goal, elevating their success also elevates your organization’s success,” says Grant.
“When you track the evidence, it tends to really work because leaders who put other people first, they end up inspiring a different kind of effort, a different level of motivation, and a greater sense of belongingness,” says Grant.
“The ones that I admire the most, who also tend to produce the best results, are the ones who are givers not takers — who say ‘look, it’s not all about me,'” states Grant.
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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.
LEADERS (blueprints, site prep, foundation)
1. (Vision) a clear, concise, compelling vision
2. (Involvement) Create your tool box with at least 100 easy to implement developmental ideas
3. (Accountability) Develop your tool kit with your top three priorities for each: Employees, Customers, Business PLUS: Technical, Managerial, Behavioral.
4. (Commitment) Short list (7 or less) of internal leadership (and employee) values, with concise definition and sample behaviors.
EMPLOYEES (shell, walls, roof)
5. (History) Full-blown founder’s story capturing the organizational DNA (and an historian identified)
6. (Customs) Long list of company heritage as well as traditions (ongoing historical management)
7. (Icons) Comprehensive guide to corporate language, symbols, phrases, tag lines, etc (ongoing historical mgmt)
8. (Values) Categorize unique traits & behaviors your culture is famous for.
EMPLOYEES: Deep and broad integration with your 4 HR practices: Hire, Train, Inspire, Value.
CUSTOMERS (floor plans, doors, windows, walls, stairs, closets, etc)
9. (The Bullseye) Identify and define your quintessential service goal. Then embed it in your organization’s DNA
10. (360 Analysis) Exhaustive lists of Needs, Wants, Stereotypes (+-), Emotions (+-); this will fuel scalable ways to hit your bullseye all day, every day.
11. (Unifying goal) redress your vision statement in a pair of overalls and march it to the front line. This is your battle-cry, the reason you exist. This one blueprint is the most important tool for harvesting your work force’s discretionary effort.
12. (Decision Tree) Create your prioritized corporate decision making matrix based on your non-negotiable, famous for, and business need.
REPUTATION (Exterior style & landscaping)
13. (Your promise) This one’s easy, it’s your unifying goal.
14. (Delivering your promise) process map every customer (and employee) touch point and create exhaustive lists for delivering your quintessential service goal at every touchpoint, all day, every day.
15. (Connecting Emotionally) Create organizationally unique employee framework (your Company’s Customer Service blueprints) to allow for initial and ongoing training and development.
IMPROVE (functionality – plumbing, electric, hvac, lighting, etc)
16. (Generate Ideas) Build your corporate box and think inside it.
17. (Select ideas) Use process mapping, 360 analysis, financials, surveys, etc
18. (Implement ideas) Develop a corporate framework for Continuous improvement (CIP); a literal six sigma for dummies.
19. (Leader’s Role) Create environment where great ideas have no choice but to flourish. Everyone is creative, your ideas are separate from your identity, “yes, and”.
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