Recruit new talent if needed that can identify and

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Recruit new talent if needed that can identify and represent Disney’s new vision and core values. Conduct Organizational training seminars on vision and ethics Extensive leadership training on vision and ethics
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Ethical Leadership Level 1: Pre-conventional Follows rules to avoid punishment.  Acts in own self-interest. Blind  obedience to authority for its own  sake. Level 2: Conventional Lives up to expectations of others.  Fulfils duties and obligations of  social system. Upholds laws. Level 3: Post-conventional Follows internalized universal  principles of justice and right.  Balances concern for self with  concern for others and the common  good. Acts in an independent and  ethical manner regardless of  expectations of others.
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Implementation 6 – 12 Months Initiate organizational spiritual training seminars to implement and sustain Iger’s goals and strategies Choose CEO successor 1 - 2 Years Begin personal CEO coaching of chosen successor Repeat survey after two years (begin longitudinal study) 3 Years Iger resign
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Implementation Coach Leadership Coaching Process 1. Observation      Follower has trouble  delegating. 2. Discussion & Agreement      Talk with follower to reach agreement  about the problem. 3. Create & Follow a Plan    Set goals & timeline for developing  delegation skills. 4. Follow-up      Check progress, offer feedback, reinforce  learning.
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Conclusion Disney Enterprises has a very successful Fortune 500 organization with great momentum due, to its leader’s (Bob Iger) vision and hope/faith leadership, savvy acquisitions, investments, and contracts in the past decade (i.e., Pixar, Marvel, and ESPN). Now the Disney empire is the leader in global entertainment, fun, and sports information, addressing the entertainment needs of all demographics. This style of leadership has secured the kingdom of Disney’s future for the next decade, however, global expansion and ventures will be turbulent at times with the risk of corruption that may challenge Iger’s (Disney) leadership integrity.
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Conclusion (Continued) To address the issues of ethics and increasing share value for shareholders, Iger should train and empower teams and assimilate his personal spiritual leadership style with a new organizational spiritual leadership model through training, goal setting, team empowerment, and relationship building between leaders and followers within the organization. With the Organizational Spiritual Leadership model employees start to form mental models of hope/faith with a vision of service to key stakeholders through altruistic love, creating calling & membership, and an influence for increased performance. Iger’s Spiritual leadership will continue to brings its customers to the “Magical Kingdom”.
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  • Fall '12
  • fry
  • Robert Iger, Iger, Bob Iger

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