Happy workers who “get to do” their jobs and rarely look at the clock.
Unhappy workers who “have to do” their jobs and continuously watch the clock.
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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.
Stumbled upon this on LinkedIn two days ago. Thirty years at Disney, 15 at this place – Disney Institute. Yes, i’m confident i can answer your toughest challenges.
Is there an unfair advantage some speakers have over other speakers?
It’s because i stay with the questions longer than anyone else.
i over-focus on the questions others under-focus on or ignore.
That’s the key to why my cultural architecture is the only way to transform a culture into organizational vibrancy and competitive immunity. It’s also the only way to sustain it.
It hit me yesterday when I was reading an email newsletter from a friend and healthcare culture consultant. Was struck by the slick layouts and diverse topics; very well done.
Their specialty appears to be the ability to go in and help organizations strengthen weaknesses.
That’s the simplest way I can explain my perception of what they do and the difference in my approach.
My approach isn’t to go in and fix anything.
Not in a targeted way, but rather (and more importantly) in a holistic way.
My approach reinforces and strengthens the best parts of their current cultural foundation and puts in place the must-have’s for world-class organizational culture.
i address their culture at the foundational, DNA level.
The need-to-haves and the nice-to-haves come later.
And i insist that without the foundational architecture, any attempt at “fixing or improving things” will fail in the long run.
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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.
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.
Jody Maberry says, “The best Disney speaker you’ve never heard of.”
A top Disney culture expert claims employees become what they see everyday.
Culture in any form is driven by the predominant habits of the collective group.
In business, this has the potential to become a differentiating asset called organizational vibrancy.
At Disney, it’s known as the Disney Difference.
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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.
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.
