Tag: organizational

Leadership excellence resource

Could you use a world-class Disney Leadership Excellence resource this year?

What could they help you with?

Vision, Involvement, Accountability, Commitment.

What’s your vision? Does it sound clear, concise, and compelling? What’s to gain if it does? What’s lost if it doesn’t? Have you done the math on how long knowing it lasts and how long not knowing it lasts?

Do your direct reports have a clear, concise, and compelling vision for the perfect employee experience, perfect customer experience, and perfect business performance?

What’s the difference between leadership training and leadership development? Who’s driving training? Who’s driving development? Do you really understand the significant, transformational difference between training and development?

Post it note activity. Ask me how it works.

What is the three-legged stool? Hint, if you need one, it’s also called a balanced scorecard. How is it used to drive accountability for organizational excellence? Do you do this by design, or not at all? Who drives it if you are doing it by design? What happens if no one drives it?

How do you and your organization measure leadership (and employee) commitment? How much of your job is a get-to-do? How much is a have-to-do? Would you wish your job on your dearest loved one?

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

Blueprints, site prep, foundation

text thread
Yesterday. The soundbite needed to help me help someone else overcome stalling.

If you want to be on the Olympic podium, you are going to have to burn the ships. And there is never a guarantee.

dad

Hopeful objectives:

Assumptions (2):

  1. You have said for years you want the podium.
  2. i’m the only one who can get you (and your team) there.
  3. Each item below will have an accountability owner. Motive for volunteers is leadership development.

Leaders:

  1. Leadership Development Resource ‘jumpstart handbook’: 100 reliably effective employee development tactics to increase employee commitment.
  2. Meet with who’s in charge of Galen’s Performance Development Process (PDP). Review process in detail with the PDP ‘accountability’ owner.

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

Mentally out of office alert

Santa character on a house deck
Down the road from our place.

.think .differently

Mentally out of office alert…

Being out of the office for any reason provides a unique opportunity to provide exceptional service, with the hallmark goal to exceed customer expectations in every interaction.

When someone receives your out-of-office alert, the recipient is interacting with you.

How you see your out-of-office-alert commitment (obligation) is how you see everything about your customer.

Detail oriented or not detail oriented?

The customer prefers the first.

Employees default to whatever is easiest.

Skeptical?

Show me your out-of-office alerts and i’ll give you a Disney Service Consultant grade for your products (efforts).

All this begs the supreme question — What is the best way to exceed customer expectations with your various (email, phone, text) out-of-office alerts?

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