How to execute next steps to convert theory into reality

Big picture involvement:

Five foundational ownership tracts; 19 total blueprints.

One owner of everything, the CEO.

Up to ten Champions selected from CEO Cabinet; two Champions for each of the five ownership tracts (Leaders, Employees, Customers, Reputation, Improve). Some Cabinet members may be responsible for two ownership tracts.

Ten assistant champions selected from your best, most passionate leaders in Human Resources, Labor Relations, Employee Relations, Compliance, Employment, Marketing, Public Relations, Communications. Assistant Champions should only focus on one ownership tract.

From 15-30 advocate teams selected from every employee, at every level, in every department. This is three to five team advocates per ownership tract.

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Owner

• CEO

Champions

• C-Level Executive (always have two, to solve for unexpected absences)
• Provides vision, inspiration, commitment

Assistant Champions

• Cross-functional pair from Human Resources, Labor Relations, Employee Relations, Compliance, Employment, Marketing, Public Relations, Communications.
• Always have two, to solve for unexpected absences
• Provides involvement, accountability, commitment
• For unexpected absences, always be grooming the replacement from the Advocate Team.

Advocate Teams

• Created from any employee, at any level, in every department
• 3-6 total per team recommended
• Cross-functional
• Provides energy, enthusiasm, effort, commitment

Final blueprint

• Create action steps
• Review, organize notes
• Create plan
• Discuss
• Summarize
• Create final blueprint
• Present to CEO and Cabinet

Develop and deliver campaign

• Goals/deliverables
• Assign roles
• Timeline
• Accountability

Misc

• Manage project scope creep
• Prepare contingency plans for project disruptions
• Always be grooming replacement/succession

Continuous Improvement

• Manage health of all teams
• Grow team bench
• Measure
• Celebrate
• Share
• Historian documents growth, change, transformation

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This website is about our MIND. To read today’s post about our BODY, click here.

Cultural Transformation Next Steps after Executive engagement (2-days with 19 cultural blueprints)

Note: All five posts today are identical. Why? This topic is context neutral. Some people will never see more than one book.

Traditional blueprint assignments:

Leaders: CEO, Human Resources, Labor Relations, Employee Relations; one of these four owns total responsibility.

Employees: HR & Marketing (Employment, Training & Development, Communications, Recognition)

Customers: CCO (Chief Customer Officer), HR (Orientation, OJT, Ongoing Training)

Reputation: HR (Training) Marketing & PR (Communications)

Improve: CEO, HR, Marketing

Notes:
We started with senior leadership because you are the most connected and experienced with the organization’s strategy. You know things no other levels know.

Recommend creating a corporate Historian (including video/photo library) to work with and assist all other areas to make key links and connections to the founder’s story, heritage & traditions, traits and behaviors, language and symbols, and shared values.

The most natural things to feel about uncharted territory: doubt, fear, anxiety, confusion, excitement, joy, relief, hope, motivation.

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This website is about our MIND. To read today’s post about our BODY, 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.

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This website is about our MIND. To read today’s post about our BODY, click here.

jeff noel’s Disney Leadership Basics Will Challenge You

Who pushes you and your organization to do your best work?

Does overwhelm and urgency drive most of your days?

Are you satisfied with your cultural and personal leadership?

Do most days feel like you’re playing whack-a-mole on a corporate scale?

If you cleared your calendar from distraction for an entire day, what would you focus on and why?

If you could wave a Magic Wand, it would provide the corporate architecture for building better answers.

Jeff’s four world-class leadership basics provide a brilliantly simple blueprint for better days, better outcomes, and better health – organizationally and personally.

Leadership Basics

What’s the foundational difference between a vision and a vision statement?

What’s the remarkable difference between training versus development?

What are the two key buckets for crystal clear accountability?

When it comes to commitment, do others see you as the consummate example or as a glaring warning?

Jeff’s leadership architecture provides the transformational template for organizational and personal vibrancy.

Every employee, at every level, in every company will walk away equipped with catalytic leadership DNA to solve their unsolvables.

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This website is about our MIND. To read today’s post about our BODY, click here.

Great Leadership Categorically Changes Everything

Do you want to lead the category or do you want to become the category?

After you read the next sentence, ask yourself what your organization (or you if you can’t influence an entire company) would have to do differently to have your customers and employees feeling it, talking about it, and loving it?

Be the category.

Imagine being a category of one.

No one else does what you do in the way you do it and your customers (and employees) love you for it.

Great leadership categorically changes everything.

Yes or no?

Please remember we aren’t talking about good and very good leadership. At Disney we have a saying, “Good and very good aren’t good enough.”

Be the category.

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This website is about our MIND. To read today’s post about our BODY, click here.