Every leader is telling a story about what he or she values, through their behaviors.
Today’s Catalyst Sale podcast questions from Mike Simmons.
Your go-to set of attitudes is called mindset.
(please assume here an underlying tone of deep encouragement – all your previous victories)
Problem or challenge?
Problem of opportunity?
Mid Life Crisis or Mid Life Celebration?
When we spent our life savings to try to become parents and there was not only no guarantee, the odds 30 years ago (when we started) were unencouragingly low.
At first i was sad our life savings was gone.
Quickly, i became grateful the money had been there to spend.
Moving my 35 year-old desk from the far wall, with my back always to the windows, to across the room against the windows and facing out the East windows – transformational.
Same room. Same Desk.
Different location.
Only took 15 years to discover.
Starting every day on my knees since our son was born.
An after school hug for 15 years. Why?
Quitting drinking after nearly three decades. Why?
Starting a podcast. Why? Help me fail.
World-record blogger.
Senior Olympian.
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Yesterday while sitting curbside watching a Disney Streetmosphere show.
Streetmosphere.
Selfie. Portrait mode. Minnie and Roy.
Note: These questions were sent to my Speaker Agent from a South American journalist. There was no face-to-face interview.
1. How job retention trends have been changing in recent years?
A. Generally, people leave a company because their leader isn’t meeting or exceeding their expectations. Employees perform in a mirror fashion to the genuine care they receive from their leaders. Great leaders are the first line of defense against rising turnover. Great leadership is reliably measured with an annual, comprehensive and anonymously submitted 360-degree review process.
2. Do work relationships change when talking about a 100% digital company? in which areas?
A. Whether you interact with your employees and customers face-to-face, through voice, or digital, the goal never changes – always exceed expectations and make people feel special by providing individualized treatment.
3. What has the digital economy taught us about results through labor benefits?
A. Sorry, i do not understand this question.
4. What model of labor benefits that Disney has can be replicated in other small or medium companies around the world?
A. Offset and compliment tangible benefits by providing many, diverse, and highly-valued intangible (low-cost to no-cost) benefits to send a great message that an organization cares for and values its employees. Additionally, make it part of your culture that one of the best intangible benefits is the opportunity to work with great leaders.
5. In your experience, ¿does monetary benefit improves the quality of the employees labor? What are other strategies?
A. Generally yes at Executive positions, with competitive salaries and bonus compensation strategies a must-have strategy. And like i said earlier, low-cost to no-cost unique intangible benefits are highly prized at every level.
In the middle and front line levels monetary incentives would be an exception. For most hourly positions the various Labor Unions dictate that annual pay increases are linked to longevity, not performance. The overwhelming majority of Disney Cast Members are not incentivized with money.
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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.
Lofty indeed. By design. Screen shot from a November 2018 Keynote Speech Bob Chapek, Chairman of Disney Parks, delivered at the IAAPA in Orlando.
1. Jeff, what have been the keys to Disney’s success as a company?
A. Visionary Leadership. Obsessive and complete Customer focus. And the fact that we over-focus on the same things others under-focus on or ignore.
2. What of these aspects can be applied today to the Companies?
A. Everything. If you have great leaders with a clear, concise, and compelling vision of the future, and a committed workforce, nothing can stop you.
3. You hear the entrepreneurs say always that lack of money is the problem, is it really?
A. No. Necessity is the mother of invention. Don’t get me wrong, money is a wonderful tool, but your greatest entrepreneurial tools are vision, purpose, creativity, risk tolerance, fun, and determination.
4. What does Disney look for in human talent? What are the inevitable skills to undertake?
A. Let’s begin this answer with a baseline assumption that our job candidates are technically proficient. First and foremost, we prioritize attitude over aptitude. We want friendly, helpful people who delight in making others happy. We want creative people who thrive on taking intelligent risks. We also value personal initiative and people who can make work fun.
5. All people can be entrepreneurs, or are there those who were born for this and those who are not? Why?
A. From personal experience and countless observations of successful and unsuccessful entrepreneurs, to me the key success factor is what Steve Jobs describes as “the crazy ones, the misfits”. You have to be able to see what others can’t yet see. You have to want your vision to come true as much as you want your next breath. If not, quitting will eventually seem like a reasonable choice.
6. From your point of view what are the challenges of Colombia to undertake and manage your talent
A. No person, no company, and no Country can rise to a lofty and noble purpose without a vision of the future that is not only better than now, but much better than now. Most humans need and want to do something that is bigger than themselves. We all want to feel like our contributions make a difference. Figure out how to unleash this in people and Magic will happen.
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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.
