The 19 cultural blueprints for corporate architecture for business excellence

Disney keynote speaker — Mayor of Main Street USA interacting with one of his constituents.

The 19 cultural blueprints for corporate architecture for business excellence.

LEADERS (blueprints, site prep, foundation)
1. (Vision) a clear, concise, compelling vision
2. (Involvement) Create your tool box with at least 100 easy to implement developmental ideas
3. (Accountability) Develop your tool kit with your top three priorities for each: Employees, Customers, Business PLUS: Technical, Managerial, Behavioral.
4. (Commitment) Short list (7 or less) of internal leadership (and employee) values, with concise definition and sample behaviors.

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.

CUSTOMERS (floor plans, doors, windows, walls, stairs, closets, etc)
9. (The Bullseye) Identify and define your quintessential service goal. Then embed it in your organization’s DNA
10. (360 Analysis) Exhaustive lists of Needs, Wants, Stereotypes (+-), Emotions (+-); this will fuel scalable ways to hit your bullseye all day, every day.
11. (Unifying goal) redress your vision statement in a pair of overalls and march it to the front line. This is your battle-cry, the reason you exist. This one blueprint is the most important tool for harvesting your work force’s discretionary effort.
12. (Decision Tree) Create your prioritized corporate decision making matrix based on your non-negotiable, famous for, and business need.

REPUTATION (Exterior 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 (your Company’s Customer Service blueprints) to allow for initial and ongoing training and development.

IMPROVE (functionality – plumbing, electric, hvac, lighting, etc)
16. (Generate Ideas) Build your corporate box and think inside it.
17. (Select ideas) Use process mapping, 360 analysis, financials, surveys, etc
18. (Implement ideas) Develop a corporate framework for Continuous improvement (CIP); a literal six sigma for dummies.
19. (Leader’s Role) Create environment where great ideas have no choice but to flourish. Everyone is creative, your ideas are separate from your identity, “yes, and”.

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Please don’t over-think this

Please don’t over-think this.

The 19 organizational blueprints are meant to be the starting point. Simple. Fundamental. Foundational.

Drawings – the ideas, concepts, tenants of your organization – are the easy part.

Constructing a cathedral will require many people and take a long time (years).

But once built, will be beautiful and functional and the benchmark by which others aspire to build.

• • • • •

This website is about our HQ. To reflect on today’s post about our MIND, click here.

Corporate architecture using the Disney Way

Debuts in 35 days. Secured the .com version a few months ago. Activated it two days ago. Yee-haw.

Define the Advisor Program in 2 sentences or less that tells me exactly what the program is, and the top 3 beneficial outcomes I would receive as a customer. (do not include things like “working with an advisor with 30-years experience” as a benefit)

What the program is:

My Advisor Program is a 12-18 month partnership with me and uses Disney’s proven corporate architecture for Leadership Excellence, Employee Engagement, Customer Service, Brand Reputation, plus Creativity & Innovation.

Top 3 benefits:

A culture by design, not one by default
Scalable structure and processes to achieve organizational vibrancy
Competitive immunity (remarkable $hareholder value)

Define who you are in one phrase, like if you were introducing yourself to someone new, either in first person or third person: I’m Jeff Noel, a _______________ (job title), who works with _____________ (type of client) to help them achieve __________________(benefit)

i give speeches and do advising for companies that want to change the world.
i’m a corporate culture architect using the Disney Way to help companies transform their culture to become a category of one.

We’ll turn the above info into something like this: Jeff Noel, a 30-year Disney Leadership veteran, is a published author and highly-sought business transformational advisor, helping Fortune-500 companies achieve success through Disney’s tried and true business approach methods.

Name the top 5 direct beneficial outcomes (transformations) a company can expect when working with you. Do not list anything that has to do with you or your experience/expertise – list only beneficial outcomes for the company working with you.

Top 5 direct beneficial outcomes (transformations):

Increased Leadership effectiveness with accountability
Increased Employee engagement by moving team from compliant to committed
Superior Customer Service ratings – better outcomes, with more customers, more often
Significantly higher percentage of brand advocates who definitely recommend and definitely return
A remarkably creative culture that continuously improves at everything

• • • • •

Some additional soundbites…

Unique, proprietary content structure and delivery style, taking Disney principles to the next level

Culture worth defending

Category of one

Become the category versus leading the category

Leaders who lead like they mean it

Employees who serve like they mean it

Customers who spend and refer like they mean it

A reputation that sells like it means it

A company that innovates like it means it

Helping Leaders build a lasting legacy

__________

On April Fool’s Day 2009, jeff noel began writing five daily, differently-themed blogs (on five different sites). It was to be a 100-day self-imposed “writer’s bootcamp”, in preparation for writing his first book. He hasn’t missed a single day since.

This website is about our home health. To leave this site to read today’s post on my mental attitude website, click here.