Theme Park Thursdays: Reassuring Fun

When Walt Disney sat down with his Imagineers, he knew exactly how he wanted DISNEYLAND to look and feel. It would later be called “the architecture of reassurance” by people who studied such things, but Mr. Disney would simply say that he wanted his guests to instantly feel comfortable when they entered the park’s front gates.

The idea was to design comfortable, welcoming spaces that seemed familiar even to guests who had never visited the park before. This design strategy was extended to the world outside the parks too.


Downtown Disney was built with the same thought behind it. Build an exciting, vibrant area that would make people of all types feel like they belonged in it. The kinetic energy and surroundings make for an exciting location where everyone wants to be; where everyone feels like they belong.


Amazingly just steps away from the exciting Downtown Disney District is the calming, awe inspiring Grand Hall at Disney’s Grand Californian Hotel & Spa. A respite from the hustle and bustle of the parks, the Grand Hall provides a similar welcoming, though much more calming environment than that of Downtown Disney. Of course, the first Disney environment ever created is still one of the best…





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Walt Wednesdays: A True Leader


Too many organizations give lip service to professional development. While staff are encouraged to take classes to improve their skills, little time is actually devoted to such things. Employees find themselves in a situation much like that of Cinderella- they can pursue professional development IF they complete their regular assignments and IF they can find the time. The organization might say that it values professional development, but its actions show the opposite to be true. Even if an employee can fit such luxuries into their schedules, they are often not permitted to apply their new skills to anything practical. Management further demoralizes its staff by importing new talent from outside the organization rather than promoting from within. In more extreme environments, management demeans its existing staff by not even  considering them for open positions. As most people can attest, using the phrase “national recruitment” often means “existing staff need not apply.”

So what can Mr. Disney teach us about actually valuing professional development and searching for hidden talents throughout the organization? Just take a look around his Magic Kingdom of DISNEYLAND. Mr. Disney learned early on that the so-called experts were more inclined to summarily dismiss his ideas as impossible without really thinking about them. An outside architect had told Mr. Disney that the Matterhorn Bobsleds and Submarine Voyage were impossible to build. Not one to easily take no for an answer, Mr. Disney assigned some of the early model building and design to employees that hadn’t previously done such work. One such employee- Imagineer Harriet Burns- later recalled how much she had learned on the project. Not only did she learn the ins and outs of model building and scaling, she also learned that she could actually accomplish such tasks.  By identifying her hidden talents and showing confidence in her skills, Walt Disney made an already top notch employee even more motivated to succeed. Not only did he give her time to learn something new, he gave her a chance to apply those new skills to a real world project that is still enjoyed today.

This was not an isolated incident. Another example can be found inside Pirates of the Caribbean. The attraction needed a song to tie things together, but instead of asking his staff song writers to put something together, he asked Imagineer Xavier Atencio to write something. Despite never having written a song before, Mr. Atencio successfully penned the attraction’s signature ditty Yo Ho (A Pirate’s Life For Me). Mr. Atencio put it best when he marveled that:

“I didn’t even know I could write music, but somehow Walt did. He tapped my hidden talents.”

The song that he wrote is still heard around the world in the various Pirates of the Caribbean attractions at Disney parks.

By identifying hidden talents and finding practical uses for them, Mr. Disney built a loyal, talented and successful team that made the impossible possible. His staff accomplished great things because he believed they could do it and he encouraged them to step outside of their comfort zones. So many organizations could learn a thing or two from Walt Disney’s leadership. While it is very easy to talk about valuing professional development and nurturing hidden talents, it often seems to be a challenge for an organization to actually value these things in practice. Those that do can often accomplish great things and maintain a loyal, efficient workforce. Walt Disney truly valued these attributes and his team literally built mountains.

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Music Mondays: DISNEYLAND Records Release #13- Echoes of DISNEYLAND

Echoes of DISNEYLAND was the thirteenth release from DISNEYLAND Records. It was one of the rare releases that was actually recorded inside the Magic Kingdom.

When DISNEYLAND first opened, one of the first shops guests would encounter on their visit to the park was the Wurlitzer Music Shop. Located in the spot currently filled by the Disney Showcase, the shop sold sheet music and provided information about Wurlitzer Organs. The manager of the shop was Dee Fisher, who often demonstrated the merchandise by playing Disney music on them.


Mr. Fisher’s evening performances became a tradition in the park, catching the ear of Walt Disney. Walt commissioned an entire album of Dee’s music, figuring it would be a highly sought after souvenir. It certainly was.


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