Tag: Disney

Radically ask for better employee engagement blueprints

What you know about employee engagement comes from what you’ve done, read, experienced, taught, written, thought, and dreamt about.

Even with all that going for you, odds are high you’re still yearning for better, simpler, more profound and actionable information.

Have you considered asking for more, and for better?

Have you considered being radical in your asking?

Some say, “Ask and you shall receive.”

i say .think .differently about employee engagement.

Keep your questions ridiculously simple and be radical in asking for better blueprints.

No one builds a cathedral without blueprints.

Why would your employee engagement legacy be any different?

Why would your company’s employee engagement culture be any different?

Why?

How’s that for a radically simple question?

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Looking Back, Now Will Have Been A Bargain

The cost for adding employee engagement enhancements always seems expensive at the time.

The price you pay for all those years living without the enhancements is literally impossible to recoup.

This so-called price you pay takes the form of lost growth and revenue, unrealized organizational vibrancy, turnover costs, unintentional transfer of intellectual property to your competitors, and the slow and steady erosion of an already unstable foundation.

What would it take for you to see – and act on this reality – that it’s such a bargain to begin transforming now.

Now.

As in there’s no time to wait.

One small step forward.

Right now.

Awareness is the first step to recovery.

Simply admit, right now and unequivocally, your employee engagement culture is unhealthy and needs a doctor.

The cost for an architect to draw a new set of blueprints is exponentially less costly now than what it will cost you in the future.

You cannot build from a plan you can’t see on paper.

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

Why would you settle when it’s not necessary?

The only limitations you have are those you impose upon yourself.

Struggling to create a better employee engagement?

Challenged to create a vibrant employee engagement culture where at least 80% of your   employees are rate your leaders as very good or excellent?

Challenged to create a vibrant employee engagement culture where at least 51% of your leaders are rated by employees as excellent?

Do you have a personal conviction that good and very good aren’t good enough?

Do you understand the dramatic difference between an excellent employee engagement culture’s ability to yield excellent results, a very good culture getting very good results and a good culture getting good results?

Can you articulate the difference between a good culture and an excellent culture; and the difference between a very good culture and an excellent culture?

If you can, and i’m assuming you can, why would you settle?

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

Busy Doing Nothing

Being good at doing things well is often seen as success.

Really?

Think about it.

Yes, we are good at things.

But are we good at the right things?

Who’s coaching us about employee engagement priorities?

Who’s holding us accountable?

And what if our boss is the same boat as us?

What if our boss has employee engagement priorities that we are good at delivering on, but what if all of us are focused on lower level priorities?

What if we are the boss? What if we’re passing this on down to our direct reports?

The employee engagement mission critical stuff, often the soft stuff, is left alone because it’s too hard to see and measure improvement.

It’s analogous to trying to lose weight instead of trying to lower our resting heart rate, our cholesterol, BMI, and triglycerides.

There are a lot of fake employee engagement problems in business. Fake problems are issues we spend time managing that have disproportionate value to more important priorities.

Fake problems are convenient for medicating our lack of a clear, concise, and compelling vision.

Organizational health (and personal health) is priority one.

Never get bored with the basics.

Spend time doing nothing.

Quiet time, void of distractions, void of deadlines, meetings, initiatives.

Spend time there and you’ll be astonished, if you really open your heart, at what you can accomplish when you’re busy doing nothing.

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

Employee Engagement time out, Disney-Style

Four world-class employee engagement basics i learned from 30 years at Disney.

Do the basics brilliantly.

Never get bored with the engagement basics.

Hire, train, inspire, care.

Bonus: History, customs, icons, values.

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