Busy Doing Nothing

Life-size Disney character statues in hospital waiting room
Walt Disney Imagineering created a perfect children’s hospital waiting room.

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Busy Doing Nothing

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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 customer service priorities?

Who’s holding us accountable?

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

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

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

The customer service 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 customer service problems in business. Fake problems are issues we spend time on managing well, but these issues have disproportionately less customer-value than more important priorities.

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

Why?

Because we are good at them.

Like losing weight but not addressing cholesterol, resting heart rate, and triglycerides.

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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Customer Service time out, Disney-Style

Company ID office
Even backstage Cast Members create magic for fellow Cast Members.

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Customer Service time out, Disney-Style

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Four world-class customer service basics i learned from 30 years at Disney.

Do the basics brilliantly.

Never get bored with the basics.

The Bullseye, 360-Analysis, Unifying Goal, Decision Tree.

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Cultural Customer Service Blueprints Implementation Plan

Disney’s Wilderness Lodge
Win the morning, win the day.

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Customers

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Let’s review the suggested cultural blueprints implementation plan.

The Building owner is the CEO.

Deliverables from Leader Champions are doors, windows, stairs, closets, etc.

Crucial note:  Every employee, at every level, must explicitly understand the four critical service building blocks.

The Bullseye: Wow. Exceed expectations, pay attention to details. Extra inch versus extra mile.

360 Analysis:  Needs, wants, stereotypes, emotions.

Unifying Goal: Purpose versus task. Discretionary effort.

Decision Tree: Prioritized decision-making matrix. Non-negotiable, famous for, business need.

All collaborative efforts by executive leaders and the cross-functional teams should revolve around simple, focused, energetic, creative, visionary, and scalable outcomes – blueprints for an organizationally vibrant culture.

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How to execute next steps to convert theory into reality

Typhoon Lagoon
View from Mt. Mayday overlook.

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How to execute next steps to convert theory into reality.

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Big picture involvement:

Five foundational ownership tracts; 19 total blueprints.

One owner of everything, the CEO.

Up to ten Champions selected from CEO Cabinet; two Champions for each of the five ownership tracts (Leaders, Employees, Customers, Reputation, Improve). Some Cabinet members may be responsible for two ownership tracts.

Ten assistant champions selected from your best, most passionate leaders in Human Resources, Labor Relations, Employee Relations, Compliance, Employment, Marketing, Public Relations, Communications. Assistant Champions should only focus on one ownership tract.

From 15-30 advocate teams selected from every employee, at every level, in every department. This is three to five team advocates per ownership tract.

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Owner

  • CEO

Champions

  • C-Level Executive (always have two, to solve for unexpected absences)
  • Provides vision, inspiration, commitment

Assistant Champions

  • Cross-functional pair from Human Resources, Labor Relations, Employee Relations, Compliance, Employment, Marketing, Public Relations, Communications.
  • Always have two, to solve for unexpected absences
  • Provides involvement, accountability, commitment
  • For unexpected absences, always be grooming the replacement from the Advocate Team.

Advocate Teams

  • Created from any employee, at any level, in every department
  • 3-6 total per team recommended
  • Cross-functional
  • Provides energy, enthusiasm, effort, commitment

Final blueprint

  • Create action steps
  • Review, organize notes
  • Create plan
  • Discuss
  • Summarize
  • Create final blueprint
  • Present to CEO and Cabinet

Develop and deliver campaign

  • Goals/deliverables
  • Assign roles
  • Timeline
  • Accountability

Misc

  • Manage project scope creep
  • Prepare contingency plans for project disruptions
  • Always be grooming replacement/succession

Continuous Improvement

  • Manage health of all teams
  • Grow team bench
  • Measure
  • Celebrate
  • Share
  • Historian documents growth, change, transformation

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

Disney's Shades of Green Resort lobby
Disney’s Shades of Green Resort lobby, from the Mickey Mouse statue.

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

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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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This website is about our SPIRIT. To enjoy today’s post about our WORK, click here.