#2 Ken Potrock / To Infinity and Beyond
„The personal brand for me was built upon all of those different jobs and experiences that had taught me different things. Sometimes it was marketing, sometimes it was sales, finance, operations, or creative content development. But along the journey, I got experience in all of those areas, and that was building my brand. And so when I got to Disneyland, as intimidating as it was, that we were closed, and all of these people were home, I felt very confident that I had the skill sets and the experience to be able to manage through this real gigantic disruption.My focus was recognizing that it was a unique opportunity to reinvent the business. And then, that leads to, especially in a business that's 68 years old like Disneyland - you don't reinvent it. It's a tradition-laden business and people are very hesitant about change. And in fact, I had always heard stories about if you were going to move a bench, there were guests that would handcuff themselves to it because Walt had put this bench there.” While the 100th Years Anniversary celebration of the Walt Disney Company in Disneyland has started a couple of weeks ago, Ken Potrok is opening up about his professional journey at Disney – how it started, and how challenging it was to become the President of Disneyland, at the very beginning of the pandemic. We have also discussed:📍 leading a 34.000-employees organization, that includes six generations,📍 company culture and belonging – creating a Disney difference,📍 extraordinary educational program for the company’s employees,📍 the "zig-zag career path", that provides a set of skills helpful in succeeding in crisis-oriented situations, 📍 the role of the family and the Polish roots,📍 the cost you pay for having the career you want,📍 the dark sides of leadership and situations that might break you up.
Monika Ciesielska przedstawia gościa, Ken Potrocka, prezydenta resortu Disney w Anaheim, Kalifornia. Rozmowa zacina się na 100-lecie firmy Disney i wydarzeniu, które ma miejsce w Disneylandie.
Ken Potrock opisuje znaczenie 100-lecia firmy w kontekście historii i celebrytacji w Disneylandie.
Rozmowa o zasadach zarządzania w Disneylandie, skupieniu na jakości i serwisie gości oraz na wyzwaniach społecznych i ekonomicznych.
Ken Potrock opisuje kulturę firmy, skupiając się na doświadczeniach i tradycjach Disneya, oraz na zarządzaniu zespolem wieloletnimi i multigeneracyjnymi pracownikami.
Rozmowa o programie Disney Aspire, który wspiera pracowników w edukacji i rozwoju kariery.
Ken Potrock opisuje strategie zarządzania zespolem, wsparcie pracowników i edukację, a także rolę firmy w społeczeństwie i wspieraniu uczniów w szkołach.
Rozmowa o kariery Ken Potrocka, zacznij od Cruise Line do Disneyland, i wyzwaniach, które napotkał podczas swojej kariery.
Ken Potrock opisuje wyzwania związane z zarządzaniem w czasie pandemii i jak udało mu się zachować pracowników w Disneylandie.
Rozmowa o kulturze firmy, optymizmie i kreatywności, a także o redefinicji modelu biznesowego w Disneylandie w czasie pandemii.
Ken Potrock opowiada o rodzicach, inspiracjach z dzieciństwa i znaczeniu pracy w Disney Resortie dla jego rodziny.
Rozmowa o kosztach i korzyściach kariery Ken Potrocka, w tym o doświadczeniach z Disneyland i nowych wyzwaniach.
Ken Potrock opisuje nowe wyzwania i programy, takie jak Disney Accelerator, które dają mu szanse na dalsze rozwój kariery.
Rozmowa o wartościach Ken Potrocka, takich jak szacunek, wsparcie społeczne i dobroć, które są ważne zarówno w pracy, jak i w życiu osobistym.
Ken Potrock opowiada o swoim stylu zarządzania, który polega na optymizmie i aktywnym uczestnictwie w realizacji wizji firmy.
Ken wspomina o trzech liderach, którzy nauczyli go najważniejszych lekcji w życiu i karierze, a także o trudnościach związanych z prowadzeniem firmy podczas pandemii.
Ken omawia obecne wyzwania dla liderów, takie jak globalne kryzys i wojna w Ukraińce, oraz ich obowiązki wobec społeczeństwa i pracowników.
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My focus was recognizing that it was a unique opportunity to reinvent the business. And then, that leads to, especially in a business that's 68 years old like Disneyland - you don't reinvent it. It's a tradition-laden business and people are very hesitant about change. And in fact, I had always heard stories about if you were going to move a bench, there were guests that would handcuff themselves to it because Walt had put this bench there.”
While the 100th Years Anniversary celebration of the Walt Disney Company in Disneyland has started a couple of weeks ago, Ken Potrok is opening up about his professional journey at Disney – how it started, and how challenging it was to become the President of Disneyland, at the very beginning of the pandemic.
We have also discussed:
📍 leading a 34.000-employees organization, that includes six generations,
📍 company culture and belonging – creating a Disney difference,
📍 extraordinary educational program for the company’s employees,
📍 the "zig-zag career path", that provides a set of skills helpful in succeeding in crisis-oriented situations,
📍 the role of the family and the Polish roots,
📍 the cost you pay for having the career you want,
📍 the dark sides of leadership and situations that might break you up.