A number of years ago I participated in a customer service training at a Disneyland resort. The event included a behind the scenes tour of the facility, a chance to go where “regular” park goers don’t go and to learn a few secrets about the Magic Kingdom.
One anecdote came up in the form of a question: Why is there no trash on the ground at Disneyland?
The answer? Because there’s no trash on the ground at Disneyland, of course! The “Broken Windows” theory of community renewal applied to the theme park business.
The Disney team proudly proclaimed that they have fewer sanitation workers than other amusement parks because they have established a culture of no trash on the ground.
Sunday, at Disneyland’s California Adventure I just happened to notice a dirty napkin on the ground a few feet in front of me. My first thought, indoctrinated as I had been, was to reach down and get it but at that very moment a “cast member” was headed my way and I decided to see if he had been trained as well as I had.
He had not been, and he sailed right on by.
In that moment I remembered how hard the work of culture building is. I remembered how challenging it is to establish and maintain consistency in both mindset and behavior in a small company never mind an organization the size and scope of Disney.
It’s essential to have high aspirations and to fall short sometimes. How else do we learn?
I hope today was an anomaly for that employee and that the Disney service culture is as vigilant now as when I learned from them years ago.
Next time, I’m going to grab the napkin and give him the benefit of the doubt. Every aspirational culture deserves a little help.
DAVID BERRY is the author of “A More Daring Life: Finding Voice at the Crossroads of Change” and the founder of RULE13 Learning. He speaks and writes about the complexity of leading in a changing world.