Check out the following passage I pulled from an early 1980’s Disneyland management training program. The author is Van France, founder of the Disney University, and my mentor. “Budgets, schedules, reports, more reports, union negotiations, training programs, meetings … more meetings, handbooks, cover-your-ass memos and the endless things wh

The Disney University—a name that carries clout and evokes images of excellence. Mention this highly-regarded institution to any business leader and the question that often follows is: “How do they develop the world’s most engaged, loyal and customer-centric employees, year after year?” Although the word “University” is invariably

With great fanfare, Starbucks announced they’re staffing a store exclusively with employees fluent in American Sign Language, (ASL). Congratulations. Here’s my question: What took so long? After all, a Starbucks manager created a fantastic bridge to the hearing-impaired community … 18 year ago. Enjoy the following case study of a truly

“It took more than a good idea to bring the Disney University into existence. This new baby in the corporate family wouldn’t have survived had it not been for certain circumstances.” Van France, Disney University Founder     Which of these reflect your employee development efforts? “Why aren’t the standard operating

Anything supported by three pillars is inherently weak; lose one and everything comes crashing down. Organizational culture is no different. Whether you own a small company, run a non-profit, or lead a team of thousands, your organizational well-being rests upon these three pillars: Hiring Right Training Right Treating Right Unfort