Creating Disney Magic: Lessons In Leadership, Management, And Customer Service

Today, Jody and I tackle a listener question that hits close to home. “How do you lead after your leader has been replaced and you were passed over for the role?” I experienced this exact scenario personally. Momentary disappointment can be the best thing to happen. It can be an opportunity to learn and grow in your current role. If you can be patient and make incremental improvements, you will work yourself into a promotion. Don’t get too upset over the little things in your career. Maintain your reputation for being responsible and dependable. It is tempting to show your disappointment, but don’t do it. You are playing the long game. People are watching how you handle the disappointment. Whether you like it or not, people will talk about you and how you handle things. You never know the conversations that are taking place around situations. If someone gets promoted into a leadership role over you, handle it maturely. Communicate support and be the biggest supporter your new leader has ever had. Everything y

Today, Jody and I recap our most recent Creating Magic Mastermind hosted at the Element Hotel Sky Lounge at Icon Park in Orlando Florida. So far, this was our best mastermind event to date. We were honored to have Karl Holz as our guest speaker. Karl and I go way back. Not only has he held many prestigious roles at Disney, I hired him, and it was the best hire I ever made. One of the big takeaways from Karl's sharing was the importance of never letting your team see you depressed. It may be unrelated to work, but people are watching you, and how you carry yourself communicates security to them. If you do something, be the best you can be at it. Don’t be afraid to hold out for the right hire. Karl was the 14th person interviewed for his position at Disney, and it was worth the wait. Another takeaway that became evident from the mastermind is that you never know when the light will come on for someone. You share and put yourself out there, and you never know what interaction or message will be the one to make i

Today, Jody and I answer a listener question. Our anonymous listener asks, “When gauging employee satisfaction, is it better to focus on the positives or negatives? Do you look at what’s going right or what’s not going right?” The answer goes beyond what is right or wrong. Get to know your team, and build trust so they will answer honestly either way. You want them to communicate without fear and feel like they can tell you anything. An employee should never have to think about if they should or shouldn’t say something to their boss. Your team doesn’t work for you, they work with you. When everyone is in their spot, the team can function reliably with everyone doing their part. Once you get to this place, people feel secure and look forward to working with you. Where there is no trust, people withhold information. You are paying people for their opinion and expertise. Cultivate an environment where they can give you what you need. Don’t be afraid to rethink the basics. Be careful and don’t start to view yours

Today, Jody and I discuss a topic made famous by Warren Buffett. What does it mean to invest in yourself? People often associate investing in yourself with spending money. Enrolling in college. Taking lessons. Investing financially in a specialist or a coach. All of these are a type of investment. But you can invest in yourself every day without spending a dime. Personally, I consider anything you do to make sure you know more today than you did yesterday as an investment in yourself. An easy option is reading every day or listening to podcasts. Meeting people you admire for coffee or auditing a class at the local university. These are free options that have huge dividends in your life when you apply them. Exposing yourself to the world around you and getting out of your comfort zone is another way to make a self-investment. Looking back over my life, learning how to be a public speaker and taking care of myself physically have been the two best investments I’ve made. You can help yourself and others by alway

"Build the relationship before you need it." In this episode of Creating Disney Magic, Jody and I discuss the significance of tackling problems promptly. It’s the best way to reduce stress and improve relationships. Recognizing mistakes and apologizing immediately helps you manage your emotions and build trust with others. There is a difference between stress and distress. Distress causes issues due to a lack of control in situations. Make sure you take control and responsibility for your actions. That way you can set a positive example and promote mutual respect. It’s the best way to foster better relationships in your personal and professional life. Other ways to get ahead of the problem: Develop swift problem-solving abilities to diminish stress and fortify connections. Understand the value of apologies in maintaining trust and respect. Differentiate stress from distress for tailored management solutions. Turn mistakes into chances to display moral fiber and dependability. Read The Main Street Leader news

Today, Jody and I are unpacking how to ensure the training your team gets is effective and creates long-term change. Training is essential to most businesses. But if nobody does anything after you train them, you didn’t train them. Whether you are an employee or a manager, it boils down to being disciplined and accountable to applying what you learn. Most people don’t have a problem knowing what to do. They have a problem with doing it. Training needs to be implemented. Do the things that will make sure you don’t have issues down the road. Create systems to help you accomplish what is necessary. If you are an employee, take notes, be intentional, and create systems to help you apply what you learn. If you are a manager, hold your team accountable and create an infrastructure that supports the application. Any problem you have in your life, you can go and learn how to do better. Use the people around you and the systems you have in place to push yourself. The choices you make create the life you have. If you a

Today, Jody and I are answering a few questions about working with a disengaged employee that we didn't get to on a recent webinar. If you have an employee who is disengaged, you need to assess the situation. Determine if there has been a change, or is this how they have always been? If someone has changed, than something has changed, and it is your job as the manager to identify it and help them find the solution. If you notice an employee has disengaged, or their performance is slacking, sit down with them. Communicate your concern and remind them of what the expectation is. Help them see what they need to do to get back to the expected performance level. Give them specific examples and your specific expectations. If there is an employee you hired and they have disengaged from the start, you need to reset expectations clearly and communicate that there is a high standard. Own where you have been a part of the problem or where clarity may have been lacking. From there, you can communicate the desired directi

Today, Jody and I are at the California Grill with Jamie and JJ Eubanks, the founders of Magical Vacation Planners. We discussed relationships, leadership, and management during our time together, specifically how it has shifted during the past few years. As leaders, there are a lot of things to focus on. You can’t control others; you can only give them the tools needed. It is up to them what they do with them. You can manage your stress. If there is anything 2020 showed us, it is how to slow down, and take lemons and make lemonade. As a leader, priorities are paramount. It isn’t enough to focus on the bottom line. You need to focus on people. When trying times hit, make sure they are ok. Do what you can to take care of each other. You take care of your team. They take care of the clients. It is a trickle-down effect. Every crisis changes everything. Take the time to prepare your team. Turn setbacks into opportunities to learn and grow. Leaders help others get through things. You are a teacher and a student.

Today, Jody and I are answering some questions we received at a recent event hosted by the Council on Hotel, Restaurant, and Institutional Education. One question we received was how educators enhance or improve their hospitality curriculum. Embrace that hospitality touches every industry. It is about how we treat people. Encourage students to pursue a base degree in hospitality and utilize their master's degree specializing in a specific industry. Another question we received focused on Disney and how they value education and experience.  Disney cares if you can do the job, not about the degree you hold. They want to know what you can do for them. Performance is key. After that, you must stay relevant in your area of specialty. Keep up to date on industry trends and current standards. This goes much further than a degree. Next, what is the best advice on what educators can do to help their students land a good starting position out of college? Make sure they understand the importance of attitude, continuing

Today, Jody and I are recording live in my home office. We just finished recording our newest course for the Cockerell Academy and want to share some thoughts about the topic: Performance Excellence.  Simply put, performance excellence is implementing an environment and system that ensures the guest experience is amazing; which begins long before a guest arrives. It isn’t complicated. It is intentional. It starts with hiring the right people and equipping them. When you have the right people, you can focus on training beyond the necessary hard skills. Train and equip to understand how to be a team and support one another. Cultivate an environment where they know they are valued and cared for. You can simplify the plan for achieving performance excellence to the following action points: Get the right people Get the right expectations Get the right plan Hire the right people, train them, and treat them right. This is how you develop a different culture and get different results. Don’t get bored with the basic

Today, Donald Miller joins Jody and me and takes us through how you can grow your small business by following a simple framework. 65% of small businesses fail within the first 10 years. Often, this failure is due to a lack of systems, processes, and focus. By working within a proven framework, you are empowered to make the correct decisions and set a solid course. In Donald’s new book, he covers the six pieces you need for a tried-and-true framework. Overhead Leadership Product Marketing Sales Cash Flow If you have a handle on these six areas and create the needed systems, processes, and checklists to facilitate them, you can scale your business and watch it succeed. It is systems and processes that are proven, repeatable, and dependable that keep the ship running no matter who is present or what they are doing. Establishing a clear plan and executing it will take your business to the next level. If you are planning a trip to Disney, reach out to Magical Vacation Planners and let them plan it for you. You c

Today, Jody and I explore how changing job titles can clarify expectations. Many organizations need to think about reevaluating their job titles. A title needs to be a clear indicator of an individuals role. They must be associated with what they do and where they spend their time. Your title should tell you where to be and what you need to focus on. Rethink what your team is focusing on. This can help address customer frustration as well. Clear communication of expectations helps your customer know who to reach out to or interact with when frustration is present. Make sure you have the power to back the promise you are making, even with titles. You are setting expectations, and you need to make sure your team is living up to them. A title sets expectations for employees and guests. Help your team understand the "how" so they meet those expectations. Once you know why you want to do it, get everyone in the room. Everyone must be on the same page and have a clear picture of where you all are headed. Communicat

Today, Jody and I examine how you can get your team moving in the same direction. I recently did a workshop for the City of Miami Gardens. It was a wonderful experience. It demonstrated the importance of education and exposure when forming opinions. It is a good investment if an organization can afford a workshop or multi-day training. When a team goes through shared lessons, it helps to get everyone going in the same direction. Even if you can’t afford live training, there are many free resources that will foster the same experience and outcomes. There are many resources you can use to train and develop your team that won't cost you anything. Podcasts or books that you experience together. Take the time to do this with your team and get them to focus on the same things. Take in the content and then discuss it. Determine how it applies to your company or department. There is a way to make a difference. Don’t just listen or read for entertainment. Put it into action; this is how you build a common foundation.

Today, Jody, Cassie Tucker and I tackle how you can offer help in the right way. People regularly reach out to me, looking to connect. Networking is important, but there can be a lot of noise. If you want to stand out, you must offer to help in the right way. When you reach out, be specific about how you can serve. Can you save them time? Money? Help them increase their reach and build reputation? Tell them how you can enhance their business. Just like with a podcast, make sure you have a clear headline so people know what you can do and will do. Don’t be afraid to ask for what you want. The worse thing that can happen is someone says no. Speak up. Don’t be bashful. Let your contact know what you can do for them. Let them know the authority and experience you bring and how you can use it to serve their business. Don’t create more work for the people you want to work alongside. Be specific on what you do and how you do it. If you want to know how a vacation planner can help you specifically, reach out to Magic

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Today, Jody and I look at how you can focus your strategy and be efficient year-round. People tend to treat January or the first of the year as a time to overhaul their strategy, but this isn’t the best approach. Strategy is overused. Every day you need to focus on specific parts of your business: great staff, great processes, and great products. As leaders, your need to work on getting better every day. It doesn’t have to be a huge strategy meeting. Be intentional about approaching individualized areas where you have the opportunity to improve. Knowledge helps you make better decisions. Look at what is around you. What does your client need? What does your competitor offer? Asking these questions regularly will help you take measurable steps toward improvement. Do this every day. Help your team be knowledgeable and equip them to do what needs to be done to provide the best service possible. Take care of your customers and turn them into marketing machines who happily tell the story of how your company takes

  Today, Jody and I unpack the importance of understanding the expectations your supervisor has of you. Managers need to be clear on their expectations. If your manager isn’t clear, it is your job to clarify and make sure you understand. Ask questions to get the clarity you need. As an employee, how do you handle an unclear leader? Ask. Don’t be embarrassed or afraid of looking bad. Ask questions and make sure you understand. Asking questions will help you learn to do things properly. You only learn by asking questions and clarifying expectations. A good working relationship will create space for employees to feel comfortable asking questions. If you want people to be successful, you need a rule or playbook for your team to follow. People need to understand what needs to happen and what their part is in that need. Managers must follow up. Check in intermittently to see if they have come up with something they don’t understand. Anything there is a misunderstanding, add it to a list so you know what needs to be

Today, Jody and I discuss the impact being nice has on your career. The concept of being nice is something we learn very early in life. What happens when you are nice? People like you. What happens when you are not kind? People don’t like working with you. More and more, if people don’t care for you, they gang up on you. It can be challenging to respond with kindness when people are rude and unreasonable. You cannot take it personally. The louder they get, the quieter you get. Often, their anger isn’t only about the current situation, but the baggage they brought to it. Your employees follow your cue. Professionals are there to take care of obstacles. Remain calm when faced with an upset customer. We are in control of our attitude, our response, and how we present ourselves to others. When you are nice, people want to work with you. It is a great way to defuse tense situations. To move ahead in your career, you must be nice and be able to make hard decisions. You must be nice and get results. If you are nice

One of the best ways to retain high performers is to be a role model for the culture you want. Today, Jody and I answer the question, “What is a good way to refine culture to retain high performers when you are a small business?”  This question has a simple answer. Be a great role model. As a leader, you need to live the culture you want to see every day. Leaders that embody the culture create an environment where employees want to take care of the customer. Company culture is the number one reason people leave a job; pay is number 16. That says a lot. People want to work somewhere where the culture is genuine, top to bottom. There is a saying that people quit a year before they leave. As a leader, you are the foundation on which culture is built. It is similar to parenting. Good parents raise good kids. Parents that model how to be kind and compassionate raise kids that are kind and compassionate. It is the same with a leader in a company. More is caught than taught, so set an example for your employees. Be

During a Cockerell Community call in December Lee gave everyone a challenge asking them to think about what do you do with what you learn. When people are given an abundance of tools it is up to them to make use of them. During this episode Lee everyone to think about what do you do with what you learn. When people are given an abundance of tools it is up to them to make use of them.  As we enter the New Year, ask yourself: What do you do with what you learn? Often, people fill themselves with knowledge. We all have problems, and chances are we know what we need to do to fix them. The issue is that people don’t do the hard things. If you want change you have to actually address what needs to be changed. You don’t need a New Year to make changes. The New Year starts every morning so choose something to do today. Force yourself to confront and do hard things. Take a few minutes and identify something in your life that you need to address; something hard. Then pick a time frame and tackle it. If you need to, get