Tricia Cerrone
Appearances
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
That's what noble purpose, when you can explain it to your team members, it's powerful and it gives us all kind of meaning in our lives.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
I can add to what Edward said. Let's just start with generosity. Generosity is basically giving to others. So it's about how you give to others. And it's always about assuming positive intent. When you are engaging with generosity and learning how to just be better at it and be more generous, you end up creating a safe environment for people to grow and contribute.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
to speak up and to share crazy ideas, like ones that might be really innovative. And so safety is really important for people to feel like they belong and to speak up and contribute. The next one, resourcefulness, it's a very practical thing that you can grow, but it's all about growing your tools, your information, and your network.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
Not just having them, but seeing different ways of using them and connecting them so that you can always find the answers that you need, which kind of leads into then co-creation. You can't always figure it out yourself. So having another person there is really helpful. And co-creation is an area of focus.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
As a leader, there's a lot of skills in there that you really do need to develop ongoing that are going to help you with brainstorming, with coming up with new ideas. But at the foundational level, co-creation requires that you listen very well and that you ask open-ended questions. questions, more expansive questions that you're gaining information versus judging or being a naysayer upfront.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
So co-creation is going to help you come up with new solutions for problems or those innovations or If something went terribly wrong and you pull your C-suite together and you're the CEO and need a bunch of ideas, you have the smartest people in the company there. So you don't want to screw it up and say, we've tried that before.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
You want to really ask open questions to get the best of everyone in the room in a way that's positive and playful because that's when they do their best. When you're the leader, you have to take action. And a lot of people think they have to wait until they have all the information to act. And we're very much against that. You will never have all the information you need to act.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
But if you take an action, even if it fails, you're going to learn and get more information and be able to make progress towards your goal or pivot. The last one is gratitude. You think about a high performance team, even athletes, they need to rest after delivering something or doing a lot of work.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And gratitude is the thing that helps people breathe, even if it's for a moment or have that recovery. And so gratitude is how you respond to generosity and to work. We always say, don't just make it a feeling like, oh, I feel grateful. Show it. How are you showing thank you?
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And Edward would do this great thing of sending a little thank you card with a coffee card inside for one of our teammates who did a good job, which is just thoughtful. It's not just the handwritten note. It's, oh, go get a coffee and brainstorm with a friend. Or we would have...
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
special lunches to celebrate a big milestone and use those lunches to thank every person individually in front of the entire team and make a note of some unique contribution that they made. Sometimes it's like the big celebration at the end of the project. Gratitude is really important for teams to have recovery and rest and then rebuild that excitement to go get it again.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
Yes, that's a really good point. There are barriers to collaboration. They sneak up on you and they can be barriers that are inside us that we don't maybe recognize or inside someone else. And we don't know why we think they're being a jerk, but really they have some barrier that's speaks to a wound in their life in some way.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
But those barriers that we see most often are people who have a sense of superiority, so they don't think they have to do the work or it's beneath them, or they have a big ego and want all the attention. Or I have to do everything myself. They're like too self-reliant and they think everyone else doesn't do it their way. And sometimes it's okay for people to do it a different way.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And the one that is a little sneaky is insecurity. Where a leader, they might have just been put in a position that they're not fully equipped for. So their insecurity can come out in a negative way. But if you recognize what's going on, you can help them gain the tools and confidence that you need. And then the last one is really just about being ungrateful, like having ingratitude.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
To see that you actually have some great people working around you who want to help you, that you have all these tools and these people. And so all these things are, again, they speak to the behaviors. There are these internal things. When you get in a work situation, to your question, the reason we all fail a lot is...
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
There hasn't been a lot of focus necessarily on developing what character looks like or what morality looks like in the workplace or doing the right thing or virtue even. It's like almost sounds old fashioned. Once you get into the workplace, we see each other and we're working with each other, and it's a very external thing. It's, oh, I need this report, so I'm going to do this report.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
Oh, I need to serve this salad, so I'm making this salad. I need to build a construction project. It's all very external. We can get caught up in thinking that life is external. So much of what we experience is very internal. I think we've lost sight that leadership is an inside game and collaboration is an inside game and nothing changes outside until we change inside.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
Yes.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
Yes, I just want to emphasize what Edward just said, because we're both designers. And so we're like, how do you design collaboration onto a team? But what he just said is a truth that companies, they're designed, their structures are designed not necessarily to support collaboration or to reward teams. They reward individuals.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And so there is a lot of external design that fights against us in a lot of ways.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
as you see them, but we see collaboration as two or more people working toward a common goal where they are using all their knowledge, skills, resources, and potential to achieve it. And that's important because they have to feel like they're also uniquely contributing. Like you were Vince in that job where you were so excited to get out of bed. So it's important that they feel that.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
I think also then the problem when people say collaborate, I'll back up. In 2014, there were a couple different studies that said collaboration was the cause for 86% of workplace failures, and that was Salesforce. And there was another study done that they were looking at Australia, and if they could just solve the problem of collaboration, they would make another $46 billion a year.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And Australia is a fairly small economy compared to some other countries, and that's a significant amount of money.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And as we look at these statistics of people measuring problems in the workplace of not being engaged and quiet quitting and having stress, like the youngest generation coming into the workforce, 91% of them experience at least one kind of stress, which is basically saying everyone is stressed. We do think collaboration is the solution.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
Because the way we have designed it, you can design it into yourself and into your team and into your company. We're saying that you should design meaning and purpose, which is the noble purpose for the company and for the individuals. And we're saying you should always be leveling up yourself to in these behaviors of generosity and resourcefulness and co-creation and action and gratitude.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
Because all five of those, we pick them for certain reasons because they interact and support each other and build on each other. And they actually impact our brain in different and similar ways that help us to think better, to be more resilient, to be more confident, to be happier and all these other things.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
But we also had seen that people say, oh, go collaborate, but they don't understand what that means. What we have discovered in our work or what we believe from the work that we've done is that people just simply don't understand what collaboration is, and they're spending billions of dollars on a problem they don't understand. Two issues with that.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
People think that the core unit of collaboration is teams or tools or technologies, but we're saying no, the core unit of collaboration is the individual. And so we all have to work on our individual skills first, or we won't be able to collaborate with anyone. There's this other piece of collaboration is not one action. It's a collection of actions or behaviors.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
So you need, that's why we said these five behaviors. If you have these, you will be collaborative and your team will be collaborative. And so those misunderstandings, it's like... People say go collaborate when they say go ride a bike. You didn't learn how to ride a bike by doing one thing. You had to learn how to pedal the wheels and balance and use the handlebars.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And there's all these other things. So it's actually a slightly more complex activity. But once you get it, we believe that you will become an incredibly high performer and develop a high performance team.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
Noble Purpose is really a combination of vision and mission. But it's more than that. So you have your company vision and mission, but then you might have a team who is doing a project within the company. And so you want to take that noble purpose for the company.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
Let's say the noble purpose for the company is we make diapers and deliver them 24 hours a day to serve families at the messiest time in their life. And so that's an important thing. You're literally saving some mother's sanity and some little baby from diaper rash. That's the big emotional noble purpose of it.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
So there's like what you are physically doing and the customer, the value and the change and the impact that you're having on their lives. Now that can get lost when you're just a little person on a team, maybe developing a new app for the company. You're the person programming and you can lose sight of the noble purpose for the company.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And so we always ask the leaders that you have to take that noble purpose and explain it to your team, the importance of this app for you. your end customer, right? Not just for the company ROI. This app is going to now be accessible to the mother or father for them to access and order diapers to be delivered within eight hours. Then with that programmer, you also want to let them know, look,
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
This app wouldn't happen without your unique skills, and our team wouldn't even function that if you didn't have that sense of levity in your work and the outgoing curiosity that you have.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
so a leader wants to bring that noble purpose to the individual in a very specific and unique way so that person feels seen and valued for everything that they're bringing to the job and to the company and to the people they are serving in the bigger world we don't spend enough time
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
Edward and I were both at Walt Disney Imagineering. So we were working to design the theme parks and experiences around the world. And one of my very first attractions that I did was in Epcot. And it was a small little attraction where you design a robot and then you race on a dance pan. You have these different winners. Opening week, there was this family that came in to play.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
It was a father and mother, a very annoyed, cynical-looking teenage boy and a little girl. They start playing the game. They're looking, and then they start getting a little competitive with each other. Then they race, and when they left... The attraction, they were literally walking off the dance pads and the son and the father high-fived each other.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And the son's face was so transformed, like he had had fun and laughter. And their engagement while they were playing, it created a different space for them to engage. How they looked at each other was different and how they experienced each other was different. The dad put his arm around his son as they were walking out. And I literally almost started crying.
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
I might've been crying because that's the noble purpose for Imagineers. Yes, we're building these beautiful spaces and these rides that are fun, but what
Chief Change Officer
#236 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
continues to drive you when you're working 24 7 trying to install an attraction or something is the memory of i'm doing this for that family that has no other place where they can connect and see each other in the most important way fulfilling that desire that a parent has to connect with their kid and have a memory express love in a way they can't express it.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And it's not that neither of us have had, you know, passion and energy on teams. It was just that every positive thing was on that project and in that group and in those people. And so that's when we started deconstructing the experience.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
I think so. We had worked together for those three years, and then we both left not too far, maybe in the same year, I'm not sure. But as we would talk and stay in touch, that just kind of friendship, we would always be talking about this project and we finally broke it down. And I would say we broke it down to the behaviors first.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And then we were like, we need to write this because this needs to be captured. Because it's not just about the behaviors, but it's also about how you express them and that you understand why they work. Because lots of times people do the right thing, but then they don't realize why it worked. And so they don't repeat it. And so we felt really strong about we need to write this down.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And so we ended up doing the book first and then we started looking at how to teach it to people. So it was in that order.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
There's something that kept us together to your point, Vince. And that was, we recognize a noble purpose bigger than ourselves. And that's what's been driving us to keep working together and keep pursuing things. And in some ways, the foundation of our friendship. And I suppose every great relationship has a noble purpose. Even if you're building a family, you have a vision for your family.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
But for us, this noble purpose is that we recognize that a lot of people are not happy in the workplace and they struggle on their teams and it could be easier and it could be better and they could really love their jobs and that was like a metric that edward had come up with we needed the i love my job metric and so we recognized that this was a problem and
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
We also saw that the behaviors of collaboration are not just great leadership behaviors, but they're these human behaviors that everyone can learn. And when they're in action, they make work better and happier. support that noble purpose that we both shared. We want everyone in the workplace in the world to like, yeah, you can enjoy your work.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
You can be a better human and you can help others be a better human. And I think that's the emotion driving our work in a way. For each of us, we express it differently, but that's a little bit of a foundation. And I think for young people listening and for building relationships, Edward said earlier that we collaborated online.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
The industry that work, the business world is spending almost like $40 billion on collaboration tools and technologies, which are in a way a bandaid for our failures as a human to collaborate and to talk and to communicate. But even these now they're saying are almost dehumanizing us. And I would say there's nothing wrong with technology. It's just we have lost a little bit of our humanity.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And so these five behaviors of generosity and resourcefulness, co-creation, action, and gratitude are five easy ones to remember and practice that anyone can get better at. And that will help all of your relationships at work and in life. And that's another reason why we're passionate about it, because if you have those, then the technology will work for you.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
But if you don't have those or something similar, then all the technology in the world isn't going to help your team be happy or collaborate better or communicate better. I could go on about like how Edward and I lived those five behaviors, but even just generosity in the beginning helped.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
When you are meeting someone, to offer them a smile, to offer them a handshake, to ask something about themselves first instead of making it about yourself first, that's like the most basic human thing that we can do. And sometimes we lose that. And so all these behaviors that we have in collaboration do help you to grow in all your relationships.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
We have seen that people say, oh, go collaborate, but they don't understand what that means. And so what we have discovered in our work or what we believe from the work that we've done is that people just simply don't understand what collaboration is. And they're spending billions of dollars on a problem they don't understand.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And two issues with that is that people think that the core unit of collaboration is teams or tools or technologies, but we're saying, no, the core unit of collaboration is the individual. And so we all have to work on our individual skills first, or we won't be able to collaborate with anyone. There's this other piece of collaboration is not one action. It's a collection of actions or behaviors.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
That's why we say these five behaviors.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
I'll jump in now. I'm Trisha Cerrone and my history really goes back, my entire career has been one of designing and telling stories with new technologies. I think pretty much every project I've ever done had some kind of either new hardware or software or experience that we were trying to create.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
And in doing that, working a lot in the interactive world, it led me to Disney, where I spent most of my career. I had an amazing career at Disney, and I really got to do everything I wanted to do. My sweet spot was always in innovation and coming up with new ideas.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
I was able to lead our Blue Sky studio for four years and just come up with ideas with the teams there for retail and brides and restaurants and all sorts of things, and I really loved it. But I also was really good at teaching other people how to develop ideas and design and innovate.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
That's what led me in my career to start doing a lot of the talent development, which my leader then hooked me up with Edward down the road. And that's really how we ended up meeting.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
my side of the story. I get invited to a meeting in my leader's office and Edward is sitting on the sofa and I'm asked to sit next to him. And then our leader says, we have this initiative. I want you to collaborate. And he's grinning like it was the best idea he ever came up with. And in my mind, I'm sitting there going, What just happened? There's so many problems with this.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
People don't collaborate in leadership. Not the way you think. I could see all the barriers to us being successful and succeeding in this project. I thought the project was really important, but I also knew this had been assigned to Edward. And if I jump in, it'll look like I'm taking over the project and all this other stuff. Our leader was just like, he was just happy to have us there.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
You guys will figure it out. And so we left. I was thinking, okay, so she wants us to co-lead and all the problems with that. We are a matrix organization. So he reports up to a different leader and I report to a different leader. And you definitely don't want one leader to have more information than the other earlier than the other. So there was going to be politics involved.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
There would be, how do we manage the same team? And they don't go to one person or the other and say, he said I could do this, or she said I could do this. There's all those issues. And then there's just like communication and agreeing on a direction that you want to go. And at the end of the day, if something goes wrong, who is accountable?
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
So I had all these things going through my head when Edward invited me to a coffee for us to talk through what the project needed first and how we were going to do it. I wasn't all gung-ho, like, this is going to be awesome. But I was at least 13 for, okay, what do I know about this new guy? And I had met with Edward a couple times.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
I had been in his office, and he was, like, one of the most helpful HR people that I had ever experienced. So in 30 minutes, he gave me a plan that was going to help me with an initiative I was working on. And there was innovation books on his desk. So I'm like, okay, he can't be that bad. We have some common interests there. There's a lot of savants and passionate people at Imaginary.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
So corralling a group of us is not an easy thing. And I was in a session where he went leading some development and I was like, oh my gosh, they're going to just run him over. But he managed to get everyone on track. So I had those two positive experiences. But I still felt like we're really different people in terms of our personality and our background and so many other things.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
But we had that first coffee and Edward did a couple of things really well in that first coffee that helped me to relax. and realize, okay, so far so good. He understands where I'm coming from, and he's offering to understand how I need to communicate, what my time availability is, and just that little bit of generosity toward understanding me.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
opened up space for me and my mind and heart to then reciprocate and to say, okay, what do you need from me? And then we made a plan to meet next. And that's how we got started from my perspective.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
That was how long ago? I don't know. Is it 2013 or 14?
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
So it was a three-year project, which is rare in a way for people to lead equally. And so it gave us a lot of time to learn all the things that we probably didn't know about collaboration. But I think we had good intuition and previous, we've led, both led a lot of projects and things at other companies before. So we had some skills going into it. We had pretty close contact regularly.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
We had a weekly meeting. We had, our teams had task force meetings. We would text each other when we had updates and then talk on the phone if we were available. It was always so positive that I think that contributed to us building a friendship. And also we realized that everything that we were The way that we were treating each other, we were also treating our team and modeling that for them.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
So they were emulating us and they were also passing it on to new people who we brought on to the team. So it had this ongoing onboarding effect when you would join our team. We noticed that our team, they weren't just amazing. It's not like we got to pick everyone that we wanted. And sometimes we only had people for a short amount of time.
Chief Change Officer
#235 From Disney Magic to Real-World Teamwork: Tricia & Edward’s Guide to Collaboration That Works – Part One
But everyone who was on the team always just gave us their A game. They were always solving problems. They were always had just positive energy. We're going to work together to help each other and make everything successful. Every night when we left the company we were talking about, just there was something very different about that project and about that experience.