Disney Brand Loyalty Keynote Speaker
Five daily blogs about life's 5 big choices on five different sites.
One of the most important things Disney does to preserve and enhance it’s corporate culture is to intentionally use phrases, words, and icons to create mental images. The daily, over managed repetition creates a powerful emotional connection with Cast Members.
The culture becomes something worth defending.
Imagine your culture being like that.
Can you?
i can.
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The senior management team met yesterday morning to present their compelling recommendations to their Board.
One of those recommendations is to hire me to help them:
At this point it is out of my hands, like an injured athlete with timing not in her favor, and so i wait.
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The good reason for doing the hard stuff first is that the easy stuff is always easier than the hard stuff.
Draw the blueprints first.
Sweat the foundation, the infrastructural, the design.
You can decide later whether the family room floor will be tile, wood or carpet.
It doesn’t matter if you are certain about your floor if the house never gets built.
The easy stuff should always come last when it comes to organizational architecture.
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Let’s pretend you own land close to your main business and you convert this property, which includes a private lake, into an employee recreational complex.
You name this complex, Little Lake Bryan, after the official name of the lake.
Years later you rename it.
Why?
Because the words we use are one of several key ways to intentionally shape an organizational culture by design instead of letting culture happen ‘by default”, or unintentionally.
If Disney ran your business they’d change the name of your employee recreation facility from Little Lake Bryan to Mickey’s Retreat.
Much more powerful. Intentional. Meaningful.
By design.
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This post went live yesterday. Wrote it 100 days prior. So the emotional excitement motive was cancelled out because of the three-plus month delay.
The motive was, and still is, to record a monumental milestone in a journey that was overwhelmingly destined to fail, but did’t.
It didn’t fail because i never quit even though i didn’t make a dime in over six years. The very first speaking engagement was a turning point. A catalytic milestone that will get lost and forgotten when success becomes the norm.
And now, today, 200 days later, we remember yet again how most success is arduous until it isn’t.
Much of an organization’s heritage is lost on future employees because it’s not perpetuated. Being intentional (like this post) is key to a culture by design.
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