Be A Yes Person

We understand the ready, fire, aim concept.

But do we live the essential essence of the opposite; intentional and proactive thinking and doing?

Years ago one of my favorite Disney colleagues, Dennis Frare, shared a statement that is one of the most profound truths i’ve ever heard.

To know is to do. To know and not do, is to not yet know.

The value of the following yes-or-no questions is self-evident and irrefutable.

Have fun answering.

1. i have read at least 12 employee engagement books?
2. i am the most passionate student of employee engagement i know?
3. i subscribe to, and read, at least two daily employee culture blogs?
4. i have personally written extensively (subjective) about employee engagement?
5. i teach employee engagement to others?
6. i am fluent in operationalizing culture?

These questions are the ticket to the dance. They are in no way all-inclusive. The road to excellence has no finish line.

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

Ready, Fire, Aim

Before you go any further, ask yourself some honest culture questions.

If you are unable to answer yes to every question, you should rethink your motivation.

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

Stop piling it on

Do an inventory of your business book collection, business email subscriptions, self-improvement Facebook pages you’ve liked, and people you follow on Twitter and LinkedIn.

Quit buying employee engagement business books you’ll never read.

Quit listening to podcasts.

Quit reading blog posts.

Quite surfing LinkedIn and Twitter for the next employee culture nugget.

How much organizational culture information do you need before you can convince yourself you’re confident in your employee culture convictions?

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

Fear is a Liar

We admire legendary corporate cultures. Companies like Apple, Harley-Davidson, Southwest Airlines, and of course, Disney, come to mind immediately.

If we are honest with ourselves, would we say, deep down, we’ll never be as good.

i mean, seriously, how could we possibly create an employee culture that actually manifests itself as organizational vibrancy?

We can’t.

And we believe the script we tell ourselves.

What if i challenged you to .think .differently?

To imagine being able to draw up cultural blueprints; to architect a foundation that you can’t wait to show and tell others about.

This book illustrates the four foundational employee engagement building blocks for world-class corporate culture.

It’s just a dream and a drawing, but guess what?

Now you have a drawing.

You never had a blueprint before.

You’re welcome.

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

The Law of The Happy Employee

As a generally true statement, a happy employee stays with an organization.

Why would you leave if you’re happy?

An employee who stays with a Company gets good at what they do.

Would you pick the surgeon who’s done the procedure 50 times or 500 times?

Happy employees who are good at what they do project a good external service quality perception to your customers.

So far so good?

Okay.

The million dollar question many never ask let alone answer is, “What drives good internal service quality, which drives employee happiness?”

Was your answer instantaneous?

Are you still thinking?

Of course the answer is obvious.

The answer is leadership.

Ask yourself, “I know this to be irrefutable, but is it a conviction that is backed up by my daily actions?”

To know is to do. To know and not do, is to not yet know.

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