buy viagra florida Some of you may wonder why I post “Disney things” so often on Twitter and Facebook.
I confess I have always enjoyed Disney things. My family lived in Southern California twice in the ’60s and my parents took us to Disneyland a few times. We also lived in Florida from the early ’70s to the early ’90s and went to Walt Disney World many times. As a youth I noticed the quality and fun of a Disney experience. As an adult and parent I really began to notice the Magic they create.
can you buy claritin d online But my real fascination with Disney comes from a work perspective. My career has allowed (forced?) me to become a student of leadership theory and practice. I have read a great deal on the topic, but have focused more on individuals and companies who have practical experience rather than just theory. I am really a fan of Gallup, Marriott, Scouting, and Disney leadership concepts for that reason.
Because I spent the first 13 years of my professional Scouting career in Florida I was able to work with Disney on various events and projects. I worked in the BSA council headquartered in Tampa, Florida for 10 of those years and many Scouters in the eastern part of the council worked at Disney. As the director of field service towards the end of my Florida tenure one of my assignments was “theme park relations.” I had the pleasure – in most cases – to work with Sea World, Six Flags, Universal, Disney, Cypress Gardens, Boardwalk and Baseball, and many others. Not a bad gig but essential for us in those days in Central Florida. I was also the Scout coordinator for a televised Disney-produced welcome home event for the returning Desert Storm troops at Tampa Stadium.
Because of those opportunities I was able to work frequently with the Walt Disney Company and Disney cast members at community meetings and Scouting events in the parks. I found more often than not their customer service and overall ethic to be exceptional both “on stage” at the parks and “off stage” in the community.
After moving to the BSA National Office in the early ’90s I learned a friend and co-worker in the Cub Scout Division, Ed Woodlock, had attended the Disney Institute. I picked his brain and learned more. When I became the director of the Philmont Training Center (the national volunteer training center of the BSA) he thought the concepts would work at Philmont and shared some of his Disney Institute materials with me. Reading these materials I learned the “why” behind some of the leadership and Customer Service Magic I had experienced. I also thought the ideas would indeed be a great fit at PTC and committed to use them there.
I believe that much of our success at PTC – leading to the largest attendance years ever – was in large part due to our use of these Disney Institute concepts. After leaving PTC I continued to try to incorporate them in my leadership of the Kennewick, Washington-based Blue Mountain Council.
When we were building on the idea that would eventually become Scouting University in 2011-2012 I was assigned the task of building a list of external resources with large organizational training experience. With some research and input from the task force we came up with a list that included Starbucks, AT&T, Procter and Gamble, the Armed Services, the YMCA, and the Walt Disney Company among several others.
While we reviewed them all, and eventually included concepts from some of them, the Disney University and Disney Institute seemed to be the most favored. We thought they would be a good model to follow in part because their “peer training” model matches the BSA model. But we also like the Disney Institute because they are willing to share how they are so successful with other organizations and would teach us how they did it, and their leadership and customer service ideas fit the BSA well.
We knew that Disney is one of the most recognized brands in the world, if not the most. Almost everyone will have an impression of “something Disney” and that would help speed up understanding and learning. We would not have to give as much background as we would with other organizations, and that would enhance learning.
While it has changed since then, the original design for Scouting University was built around the Disney University/Institute model.
I have finally been able to attend the Disney Institute – twice – as a part of the Scouting U development project. I attended their courses on follow url Selection, Training & Engagement in 2013 and Leadership Excellence in 2014. I hope to take others someday. I’ve learned, and continue to learn, a great deal from them through their blog, Twitter-chats, books, and other communications.
We now have a son and daughter-in-law who work for the Walt Disney Company at Walt Disney World. I learn a great deal of “DThink” from Robert and Kat as well.
I am hoping that you can attend a Disney Institute course someday. Check them out at www.DisneyInstitute.com and read their blog. I know that you can benefit from their willingness to share “how we do it” and their help to make it fit whatever you do.
I owe a lot of my success as a leader to the Disney Institute, nearly as much as from what I learned as a youth and adult in Scouting.
So that is why I share so much. I hope you can benefit from DThink and my occasional “Disney thoughts” too.