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

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

Traditional blueprint assignments:

Leaders: CEO, Human Resources, Labor Relations, Employee Relations; who 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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REPUTATION (Exterior style, interior style & landscaping)

REPUTATION (Exterior style, interior style & landscaping)

13. (Your promise) This one’s easy, it’s your unifying goal.
14. (Delivering your promise) process map every customer (and employee) touch point and create exhaustive lists for delivering your quintessential service goal at every touchpoint, all day, every day.
15. (Connecting Emotionally) Create organizationally unique employee framework (Galen is iCare) to allow for initial and ongoing training and development.

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jeff noel’s Disney Brand Loyalty Basics Will Challenge You

jeff noel’s Disney Brand Loyalty 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 b?

Are you satisfied with your cultural and personal brand loyalty 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 three world-class brand loyalty basics provide a brilliantly simple blueprint for better days, better outcomes, and better health – organizationally and personally.

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What’s the foundational a between a vision statement and a corporate promise?

What’s the remarkable difference between a marketing promise and an operational promise? (Answer: One is theory and hope, the other is real and operational.)

What makes an emotional connection stronger than any other type of positive customer (or employee) experience?

Why should your employee’s experience mirror your customer’s experience?

Jeff’s brand loyalty architecture provides the transformational template for organizational and personal vibrancy.

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

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Great Brand Loyalty Categorically Changes Everything

Great Brand Loyalty 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 customers (and employees) love you for it.

Great brand loyalty categorically changes everything.

Yes or no?

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

Be the category.

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How Does Disney Brand?

How Does Disney Brand?

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 culture must set a standard so high, it literally guarantees competitive immunity.

Think about it and imagine your organization being intentional and relentless about clearly outdistancing your competition.

Now imagine aiming for solid customer and employee loyalty.

Satisfaction is not the goal.

Exceeding expectations is the goal.

You want customers and employees definitely recommending, not probably will or most likely will.

You want customers who return or repurchase often, and employees who stay.

World-class is the goal.

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Brand Like You Mean It

Brand Like You Mean It.

If you were accused of being one of the most admired brands in the world, would there be enough evidence to convict you?

When i say brand like you mean it, i mean, and sorry if this feels uncomfortable, does the level of loyalty rise when you show up? Does it remain high when you’re not there?

What if it did on both accounts?

Here’s the harsh reality, it’s not the Disney Magic that makes it work, it’s the hard work that makes it Magic.

Nothing substitutes for focus, discipline, and a clear, concise, and compelling vision.

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If You Need Inspiring Words, Don’t Do It

If You Need Inspiring Words, Don’t Do It.

Be so clear about what you want to accomplish that nothing can extinguish your fire.

Burn the ships.

If what you’re doing doesn’t make our world better, you’ll know it because you’ll keep hitting your snooze button.

And if hitting the snooze button is your modus operandi (yes, it’s criminal), no amount of inspirational quotes and anecdotes will ever move the needle.

Positive, uplifting quotes are wonderful. They give us the same warm and fuzzy feeling a shot of whiskey provides to an alcoholic. But you’ll never see anyone world-class doing shots before they do important, inspiring work.

Our goal is to literally jump out of bed at the first chiming of our morning ringtone and welcome the brand new day like we’re welcoming the most important day of our life.

Is boldness genius?

You could Google it to research who said it (like it even matters), or you could say it and get to work – like you mean it (which matters more than anything).

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Disconnect From Hope and Enthusiasm

Disconnect From Hope and Enthusiasm.

Connect to hard work.

The only way to earn a better brand reputation – and keep a better reputation – is to outwork your previous self.

Others great brands aren’t your competition, although we are tempted to live in that paradigm.

Your old habits of banking on hope and enthusiasm, yet not being willing to .think .differently will fail you.

We must become an insatiable student and a remarkable teacher of brand loyalty.

Then we’ll come full circle and we can again embrace hope and enthusiasm.

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Be A Yes Person

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 brand loyalty books?
  2. i am the most passionate student of brand loyalty i know?
  3. i subscribe to, and read, at least two daily brand loyalty blogs?
  4. i have personally written extensively (subjective) about brand loyalty strategy and tactics?
  5. i teach brand loyalty to others?
  6. i have deep comprehension for creating world-class, scalable, and sustainable emotional connections?

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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Ready, Fire, Aim

Ready, Fire, Aim.

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

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

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