Change – Page 11 – Disney Brand Loyalty Keynote Speaker

Given the chance we almost always avoid it

Gapingvoid art — Metaphorically speaking, you need to want change as much as you want your next breath.

Given the chance to avoid change, we’ll likely take it.

Given the chance, we’ll interpret our opportunity to change as too difficult, too time consuming, too disruptive, and too painful.

Given the chance, we’d rather talk about how ~~miserable~~ uncomfortable we are than do anything that will change our circumstances.

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On April Fool’s Day 2009, jeff noel began writing five daily, differently-themed blogs (on five different sites). It was to be a 100-day self-imposed “writer’s bootcamp”, in preparation for writing his first book. He hasn’t missed a single day since.

This website is about our career health. To leave this site to read today’s post on my home health website, click here.

Will we spend a lifetime holding back because we are afraid to go first?

Tell the truth painting — The truth can set us free. It can also hurt us. We must decide.

Just had a moment…

Skimming through some LinkedIn updates it occurs to me that we may be habitually dwelling on quotes and idealistic stories from great companies, as well as the latest research studies on high performing teams.

And then instead of using this to initiate healthy change in ourselves, we use it as another unhealthy brick added to the wall that holds us back for “being the change we wish to see”.

Instead, we find one more piece of evidence against our dysfunctional leadership team. One more reason to laser focus on the change that’s not happening with someone else.

Will we spend a lifetime holding back because we are afraid to go first?

And will we never notice the daily missed opportunities?

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On April Fool’s Day 2009, jeff noel began writing five daily, differently-themed blogs (on five different sites). It was to be a 100-day self-imposed “writer’s bootcamp”, in preparation for writing his first book. He hasn’t missed a single day since.

This website is about our career health. To leave this site to read today’s post on my home health website, click here.

Disney business and leadership speakers for organizational change

Critical question: Do all your employees believe your organization’s culture is worth defending?

Big companies.

Leaders with broad spans of control.

Hundreds (thousands?) of histories of trusted relationships from working together.

All of the above while speaking and advising at Disney Institute.

During yesterday’s 10am client meeting, an epiphany of sorts.

If he hires me again, that will bring to four, in 2016, the number of client’s who want more than just a keynote speech featuring Disney business insights.

Interesting to say the least.

Any additional requests will likely have to wait for 2017, and that may not be available if this year’s clients continue on (and it makes perfect sense to) the long and winding road to organizational vibrancy.

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On April Fool’s Day 2009, jeff noel began writing five daily, differently-themed blogs (on five different sites). It was to be a 100-day self-imposed “writer’s bootcamp”, in preparation for writing his first book. He hasn’t missed a single day since.

This website is about our career health. To leave this site to read today’s post on my home health website, click here.

The main reason organizational culture change fails

iPhone calculator — Yesterday’s published blog total. Today it changes to 12,702.

The main reason organizational culture change fails is because CEO’s are focused on technical changes instead of adaptive changes.

The cultural disfunction never gets better because CEO’s are attacking symptoms, not causes.

This becomes an insidious pattern of dependency.

Meaning, the sense of urgency, and the fire drills to put out the fires are something people respond well to because the culture is reactive rather than proactive. And there is a “high” you get from “being productive” (putting out fires).

No one (stereotypically) in the organization with influence knows how to be proactive. At least that’s what it feels like to nearly everyone on the front line.

This is where i come in.

Reference: Ronald Heifetz, the nature of adaptive leadership on You Tube.

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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.

Changed? Really?

Hilton by Disney Springs — Yesterday on the way to a client meeting.

Changed? Really?

That’s what i asked, and she said, “Yes”.

We have been in negotiations for over a year. The CEO tapped her to keep it alive a few months ago after he wasn’t able to personally continue with it.

Just from our conversations (which i hadn’t realized were impactful to her), she was influenced to change some key behaviors. And her changes have been incredibly beneficial to her relationships with the eight member executive council, including her CEO.

Insight: You never know the power of a positive ripple effect.

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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.