Category: Disney Employee Culture book

It’s never going to feel safe

Let’s agree that risk implies an uncertain outcome – an uncertain future.

Easy, right?

The good news about employee engagement risk when the future isn’t certain is that you know you are on to something special.

Listen to the sound of that again – you’re on the path to something special.

Of course, the other option is to stay on the beaten path, the tried and true.

You know what you’ll get.

Safety.

Mediocrity.

Plain vanilla.

Stagnation.

Competition.

Average.

Now back to the uncertain path, the future, and the reality that your risk might not work.

This is the opposite of the tried and true formula which requires us to do today what we did yesterday and the day before that. And to repeat that tomorrow and the day after that.

Every day you embrace an uncertain future is a day of adventure.

Will you have the stamina, the courage, the creativity, the tenacity, and the desire to keep moving forward when the logical thing to do is to turn around and retreat?

Imagine answering, “Yes.”

Burn the ships, no?

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Newton’s Law of Gravitational Culture

Gravity is a law, not a theory.

An intentional employee engagement culture versus an unintentional culture is a theory.

A theory that is, for all practical business purposes, as valid as the law of gravity.

On Earth, gravity is unmistakable.

Gravity is also irrefutable.

Without gravity, Earth would be chaos compared to how we currently know it.

A science fiction movie like we’ve never seen.

Here’s why i told you that.

Culture is like that too.

An unhealthy, unfocused employee engagement culture creates unlimited chaos for leaders, employees, customers, financials, business excellence, as well as creativity and innovation.

When a corporate employee engagement culture is architected with the equivalent of construction blueprints, the results are extraordinary.

Another simple analogy…

What would happen to a person who has neglected the seven basic wellness tactics: cardio, strength, core, flexibility, nutrition, rest, motivation?

What would happen if all seven were managed well?

It’s the stunning difference between thriving versus surviving.

Given the choice, none of us would pick surviving.

So, back to your employee engagement culture.

Why would anyone settle?

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Newton’s Law of Culture In Motion

A culture in motion tends to stay in motion.

We can say this with confidence, every company has a culture.

And every culture has motion.

Focused motion, a culture by design.

Unfocused motion, a culture by default.

Building a culture worth defending is the most important long-term priority for a business owner and CEO.

And if it’s not, it should be.

Here’s an easy way to see the obvious yet often invisible.

Compare the organizational benefit to building a personal wellness and personal vibrancy lifestyle.

All able-bodied adults know personal health is important. How many actually live like they believe it – as if their life depends on it?

Five percent?

Less?

Now apply this analogy back to organizational health.

How many CEO’s make cultural vibrancy their number one long-term priority?

Like physical wellness, corporate Employee Engagement culture must be a daily focus.

Well, it doesn’t need to be a daily focus, just like regular exercise, balanced nutrition, and adequate rest don’t need to be a daily focus.

We reap what we sow.

As surely as gravity keeps us grounded on Earth.

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

Not until it’s something everyone wants to defend

If you’re the business owner or co-owner, you’re either  the CEO, on the Cabinet, a silent partner.

Your stakes are as high as they get.

Owner.

You own the business.

You’ll defend it with every fiber in your mind, body, and spirit.

Right?

Now imagine you’re not the owner.

How invested are you in the issues, the challenges, the opportunities, and, the problems?

Not very.

Why should you be?

Do the math, what if 99.9% of your employees (at all levels) would be willing to walk away if times got too tough?

Do the math a second time. What if 99.9% of your employees (at all levels) would NOT be willing to walk away if times got too tough?

A striking difference to be sure.

Why wouldn’t they abandon ship?

Because they believe in what you do in such an unexplainable (and wonderful) way that they can’t imagine doing anything but protecting your Employee Engagement culture, your Employee Engagement brand.

Why?

Because your Employee Engagement brand is a huge part of their personal brand.

It’s in their DNA to be on the (your) mission that makes the world a better place.

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

It’s an employee culture trap

The waiting.

The doing nothing.

It’s an employee culture trap.

We’re caught in this profound, literally hopeless dilemma.

So we entertain, distract, and medicate ourselves to make it through another day.

Wait.

Step back from your daily routine and elevate yourself high enough to look down and see the whole show – to see what you never see.

You’re too close to see it.

But if you were an experienced business advisor and executive coach, you’d see it easily and clearly.

Here’s the good news, the fear you feel from a brutally honest assessment is the catalyst you need – a glorious gift – to rethink your situation.

It’s important to level set the premise here: You have to find your own motivation to invest the time and effort to .think differently and begin to .do .differently

Otherwise, the next sentence will go in one ear and out the other.

From deep and personal rethinking, you will evaluate your priorities. Odds are good you have the right priorities, however, odds are high your priorities need some reshuffling. This reprioritization is the key to unlocking an intentional future.

Try that on for size: Intentional future.

Imagine how easy it is to recommit to your future with the recalibrated set of employee engagement priorities.

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