Disney Leadership Keynote Speaker
Five daily blogs about life's 5 big choices on five interconnected sites.
It will offer a simple fix: however, it will not provide an easy fix.
It will intrigue, rather than entertain, you.
It will reveal Disney’s Leadership Excellence cultural architecture.
It will answer, “where do we start” by providing Disney’s Leadership cultural blueprints.
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This website is about our MIND. To read today’s post about our BODY, click here.
It will not offer an easy fix; however, it does provide a simple fix.
It will not entertain you.
It will not hold your hand.
It will not answer all your questions.
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This website is about our MIND. To read today’s post about our BODY, click here.
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People who want to change the world.
People who admire Disney’s Leadership best practices.
Outliers.
Misfits.
Weird people.
High achievers.
Driven people.
Hopeful people.
Optimistic people.
Visionary people.
People who are tired of excuses.
People who are tired of regrets.
Confused people.
People who are tired of formulaic templates.
People who want someone they can implicitly trust.
Committed people.
People willing to “burn the ships”.
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This website is about our MIND. To read today’s post about our BODY, click here.
This Disney Leadership Excellence book is not designed for Disney history connoisseurs.
This book is not designed for Disney trivia buffs.
This book is not designed for Disney fanatics.
This book is not designed for people looking for a great story.
This book is not designed for people grasping at straws.
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This website is about our MIND. To read today’s post about our BODY, click here.
The traditional American industry leadership structure changed in the early 1990’s at Walt Disney World when Judson Green shared a clear, concise, and compelling vision of the future to 6,000 salaried Walt Disney World Leaders.
i remember it like it was yesterday.
Disney’s Contemporary Resort, second floor, Ballroom of the Americas.
Four sessions.
Back to back days of morning and afternoon sessions to roughly 1,500 leaders each.
Judson’s message was clear, no more bossing people around.
Instead, he wanted every leader to lead with, “What do you think?”
Judson took the proverbial hierarchical pyramid, with the chief at the top and the front line workers on the bottom, and turned it upside down.
Quite simply, the best leaders of the future would be the ones involving their teams in decisions rather than giving orders to do it “my way or the highway.”
This restructuring was the single greatest, and most challenging, organizational change i witnessed between 1982 and 2014.
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This website is about our MIND. To read today’s post about our BODY, click here.