Prepared by: James J. Messina, Ph.D. Dream, Believe, Dare, DO! Prepared by: James J. Messina, Ph.D.

Walt’s Way 1-5 Give every employee a chance to dream-to tap into creativity of their dreams Stand firm on your beliefs & principles Treat your customers as guests Support, empower & reward employees Build long term relationships with key suppliers & partners

Walt’s Way 6-10 Dart to take calculated risks-bringing innovation to fruition Train extensively & constantly reinforce your culture Align long-term vision with short-term execution Use storyboarding technique to solve planning & communication problems Pay close attention to detail

DREAM: Make Everyone’s Dream come True! To assess how well you do this answer these ??’s Do you acknowledge that the process of “dreaming” inspires creativity? Do you understand that adopting new paradigms takes time & commitment? Are you willing to see transformation through to its completion? Do you utilize storytelling technique in planning projects?

BELIEVE: You Better Believe it! To assess how well you do this answer these ??’s What are the values your company lives by? Who established these values-customers, employees, managers, owner, founder, who? Are your personal values in conflict with the organizations values? What are the products & services of your organization-methods involved-recipients of them What is your mission & reason for exiting?

BELIEVE: You Better Believe it! Is your mission aligned with your company’s vision, values & objectives Do all of your work groups’ goals, objectives & tactics support your company’s vision & values? Do you refer to your mission when making decisions about products, services, customers & coworkers? Does everyone articulate the mission & values?

BELIVE: Never a Customer Always a Guest To assess how well you do this answer these ??’s Do you know your guests? Are your employees empowered to solve customer problems? Do you view your front line as your bottom line? What special training do your frontline people receive? What is the turnover rate of your front-line staff?

BELIEVE: All for One and One for all To assess how well you do this answer these ??’s Do your team members receive the recognition & rewards they deserve? Do you encourage cooperation rather than competition among employees? Is being a member of the “team” part of any job description & included in your ongoing training? Do your leaders demonstrate buy-in to a team culture?

DARE: Dare to Dare! To assess how well you do this answer these ??’s Is your culture stuck in paradigms no longer effective for your business? Do you squelch long-term thinking in favor of short-term rewards? Do you avoid micromanaging your employees? Do you routinely give employees an opportunity to grow beyond their current responsibilities? Do you create an atmosphere where failures are accepted and analyzed for learning purposes & possible future innovation? Do you promote cross-functional teams to replace outdated processes & procedures?

DO: Train! Train! Train! To assess how well you do this answer these ??’s Do you support individual development planning? Do you encourage your employees to see you value their partnership in creating their own self-development plans? Do you provide right training to right people at right time? Do you provide training tailored to needs of your employees? Do you celebrate contributions of employees even when they are not exactly in line with your thinking? Do you coach employees to reinforce important concepts even after they have been formally trained?

DO: Plan! Plan! Plan! To assess how well you do this answer these ??’s Do you know the barriers to your planning process in your organization? Do you have a place in your organization where planning takes place & where plans are displayed as planning is going on? Do you post timelines for your planning process along with notices of specific milestones along the way? Do you celebrate milestones & completion of projects?

DO: Give Details Top Billing To assess how well you do this answer these ??’s Do your employees make quality & time measurements of their products & services? Do your employees routinely ask: “How can we do this better?” Do you include meticulous attention to detail as part of your organization’s values? Do your reward people in your organization for detecting inconsistencies

Five Tips for Managing Creativity Regaining the Magic Five Tips for Managing Creativity From Bob Iger (Eisner’s replacement at Disney) Don’t take a hierarchical approach Don’t create an approval process that’s unduly rigorous Be careful not to water ideas down or lose people’s passion Let those directly in charge make decisions Put the spotlight on the company, not the individuals

Other Corporations who follow the Disney Magic Cheesecake Factory – David Overton – without great people it is impossible to achieve great things! Men’s Warehouse - George Zimmer – Servant Leadership in Action - “I guarantee it !” – motivating, supporting & inspiring – to become best they can be Four Seasons Hotels – Isadore Sharp - Golden Rule is Alive & Well - “Treating others as we would wish to be treated”– Mediocrity is not an option Ernest and Young – Dares to put its people first

Reference The Disney Way-Harnessing the Management Secrets of Disney in Your Company: Dream, Believe, Dare, Do. (2007, 2002) Bill Capodalgli and Lynn Jackson, New York: McGraw Hill