Dream, Believe, Dare, DO!

Prepared by:James J. Messina, Ph.D.

Walt’s Way 1-5

1. Give every employee a chance to dream-to tap into creativity of their dreams

2. Stand firm on your beliefs & principles3. Treat your customers as guests4. Support, empower & reward employees5. Build long term relationships with key

suppliers & partners

Walt’s Way 6-106. Dart to take calculated risks-bringing

innovation to fruition7. Train extensively & constantly reinforce your

culture8. Align long-term vision with short-term

execution9. Use storyboarding technique to solve

planning & communication problems10. 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 CustomerAlways 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

Regaining the Magic

Five Tips for Managing Creativity From Bob Iger (Eisner’s replacement at Disney)

1. Don’t take a hierarchical approach2. Don’t create an approval process that’s unduly

rigorous3. Be careful not to water ideas down or lose people’s

passion4. Let those directly in charge make decisions5. 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