Cultural Transformation Next Steps after Executive engagement (2-days with 19 cultural blueprints)

Traditional blueprint assignments:

Leaders: CEO, Human Resources, Labor Relations, Employee Relations; one of these four owns total responsibility.

Employees: HR & Marketing (Employment, Training & Development, Communications, Recognition)

Customers: CCO (Chief Customer Officer), HR (Orientation, OJT, Ongoing Training)

Reputation: HR (Training) Marketing & PR (Communications)

Improve: CEO, HR, Marketing

Notes:
We started with senior leadership because you are the most connected and experienced with the organization’s strategy. You know things no other levels know.

Recommend creating a corporate Historian (including video/photo library) to work with and assist all other areas to make key links and connections to the founder’s story, heritage & traditions, traits and behaviors, language and symbols, and shared values.

The most natural things to feel about uncharted territory: doubt, fear, anxiety, confusion, excitement, joy, relief, hope, motivation.

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EMPLOYEES (shell, walls, roof)

5. (History) Full-blown founder’s story capturing the organizational DNA (and an historian identified)
6. (Customs) Long list of company heritage as well as traditions (ongoing historical management)
7. (Icons) Comprehensive guide to corporate language, symbols, phrases, tag lines, etc (ongoing historical mgmt)
8. (Values) Categorize unique traits & behaviors your culture is famous for.
EMPLOYEES: Deep and broad integration with your 4 HR practices: Hire, Train, Inspire, Value.

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jeff noel’s Disney Employee Engagement Basics Will Challenge You

Who pushes you and your organization to do your best work?

Does overwhelm and urgency drive most of your days?

Are you satisfied with your cultural and personal employee engagement framework?

Do most days feel like you’re playing whack-a-mole on a corporate scale?

If you cleared your calendar from distraction for an entire day, what would you focus on and why?

If you could wave a Magic Wand, it would provide the corporate architecture for building better answers.

Jeff’s four world-class employee engagement basics provide a brilliantly simple blueprint for better days, better outcomes, and better health – organizationally and personally.

Employee Engagement Basics

What’s the foundational difference between a culture by design versus one by default?

What’s the remarkable difference between being intentional versus being unintentional?

What are the two key buckets for operationalizing your corporate culture? (Answer: The four elements for operationalizing culture and the four HR practices that deliver them.)

When it comes to employee culture, do your competitors see you as the consummate example or as a glaring warning?

Jeff’s employee engagement architecture provides the transformational template for organizational (and personal) vibrancy.

Every employee, at every level, in every company will walk away equipped with catalytic employee engagement DNA to solve their unsolvables.

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Great Employee Engagement Categorically Changes Everything

Do you want to lead the category or do you want to become the category?

After you read the next sentence, ask yourself what your organization (or you if you can’t influence an entire company) would have to do differently to have your customers and employees feeling it, talking about it, and loving it?

Be the category.

Imagine being a category of one.

No one else does what you do in the way you do it and your employees (and customers) love you for it.

Great employee engagement categorically changes everything.

Yes or no?

Please remember we aren’t talking about good and very good leadership. At Disney we have a saying, “Good and very good aren’t good enough.”

Be the category.

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How Does Disney Engage?

The harsh reality is that satisfaction is dangerous.

At Disney, we are never satisfied.

Every day, all day, we are focused on exceeding expectations at every customer and employee touch point.

Sound like your organization?

Never satisfied?

Never.

Satisfied.

A world-class organizational employee engagement culture must set a standard so high, it literally guarantees competitive immunity.

Think about it and imagine your organizational employee culture being intentional and relentless about clearly outdistancing your competition.

Now imagine how aiming for solid customer and employee “satisfaction” scores on your surveys.

Satisfaction is not the goal.

Exceeding expectations is the goal.

World-class employee engagement is the goal.

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