TORC

Toy Story's Sheriff Woody holding one of his staff engagement meetings

In a 2008 interview with Fortune Magazine, Steve Jobs tells how: 

“At Pixar when we were making Toy Story, there came a time
when we were  forced to admit that the story wasn’t great. It just
wasn’t great. We stopped production for five months…. We paid them
all to twiddle their thumbs while the team perfected the story into
what became Toy Story. And if they hadn’t had the courage
to stop, there would have never been a Toy Story the way
it is, and there probably would have never been a Pixar.” 

How fitting then that in the actual movie itself, the main character, Sheriff Woody, should so often be called on to make similarly tough calls – in the company of such lovable friends as Buzz Lightyear, Mr & Mrs Potato Head, Slinky (the dog), Rex (the dinosaur), Haam (the pig), Wheezy (the penquin), etc.   

And, this is not the only case of art imitating life here. 

Toy Story as a workplace allegory
For the whole storyline of how this collection of toys, belonging to a boy named Andy, comes to life to face a current of on-screen crises is as near as complete an allegory for workplace organisational issues, as you’re likely to find. 

As Andy’s all-time favourite, with a special place on his bed, Woody is the naturally ordained leader and takes his role very seriously – valiantly overcoming occasions of jealousy, anger and frustration to live up to his responsibilities, both to Andy and his team. 

His team comprises the usual diversity of personalities:  

- Buzz, the irrepressible action-oriented, ‘can do’  kind of guy
- Slinky, the loyal and devoted servant
- Mr. Potato Head, the out-spoken, sarcastic, suspicious and cynical critic
- Jessie, the sassy, excitable, stubborn tomboy
- Rex, the easily swayed, sensitive, low self-esteemed wimp
- Haam, the wise-cracking, steady realist. 

Change Management Anxieties
Much of the drama underpinning each instalment in the Toy Story trilogy flows from the anxieties being visited on the toys from events outside their control, happening in their owner Andy’s life: 

- each of his birthdays & Christmases, bringing presents of new toys that may displace them in Andy’s affections   

- Andy’s mom’s annual spring cleaning and yard-sale, occasioning some inevitable culling among them 

- Andy’s own growing up, moving out of home and going away to college, signalling the end of the road for all of them. 

Bo Peep could be speaking for everyone, when she says: 

 ”I hate all this uncertainty”. 

Employee Engagement & Change Management
There is an obvious correspondence, of course, between these changes happening in Toy Story and some commonly occurring change events encountered in the workplace: 

 - newer, more highly, skilled recruits threatening the existing encumbents 

- corporate consolidations bringing the prospect of downsizings 

- movement of businesses to cheaper locations, resulting in closures and job losses. 

But critically, Woody provides some useful pointers for us in how to engage with staff in the face of such changes. 

Employee engagement at team level
At the first sign of threat, he immediately calls his team together and brings them into his confidence with what he knows, reassuring them that things will be managed. 

Thus, on learning of Andy’s birthday party, he calls a general staff meeting and tells everyone: 

“I’m not worried. You shouldn’t be worried…. No one is getting
replaced. This is Andy we’re talking about. What matters is that  we’re
here for Andy when he needs us. That’s what we’re here for. Right?” 

When their trick of placing Andy’s mobile phone in the toy chest (in an effort to entice him to play with them) fails, Woody again steps forward to quickly  reassure them: 

“Okay. First off … we all knew Operation Playtime was a
longshot … No one’s getting thrown out, okay!… Through
every yard sale, every spring cleaning, Andy held on to us.
He must care about us or we wouldn’t be here. You wait,
Andy’s gonna tuck us in the attic. It’ll be safe and warm.” 

Employee engagement & leadership vision
And, Woody doesn’t limit himself to soothing words alone. He is always ready with a new vision to overcome whatever obstacles arise – and manages to strategize the involvement of everyone down to a tee. 

Thus, when his team is imprisoned in the childcare center, he not only calls them to bold action with the announcement: 

“We’re bursting out of here tonight.” 

But immediately follows up to repel the cynicism of Mr Potato Head (“What? Impossible!”) and Rex (“But there’s no way outta here!) with the words every team in crisis needs to hear: 

“Okay, here’s the plan”. 

And, he is just as effective when he has to similarly mobilise a team of complete strangers – the mutant toys next door – to help him and Buzz escape through the cat flap on the back door, while creating a diversion to keep the vicious guard dog, Scud, busy out front. 

Employee Engagement at individual level
Woody shows an equal facility for one-on-one engagement. 

When Buzz is down in the dumps after having his notions of being a real action hero dashed (as opposed to being just a toy), Woody puts the pep back in his step with the words: 

“Look at you! You’re a Buzz Lightyear. Any other toy would
give up their moving parts just to be you. You’ve got wings,
you glow in the dark, you talk, your helmet does that
whoosh thing … you are a COOL toy.” 

Likewise, he takes the time to hear out Jessie’s disappointment on her hearing of his decision to return to his owner, Andy – instead of joining her in the museum. 

And, he goes out on a limb to accommodate her concerns, making an offer that she can’t refuse: 

 ”Hey guys, come with me … Andy will play with all of us. I know it!
Come on Jessie. This is what it’s all about: to make a child happy”. 

Employee Engagement at the heart of leadership
Yes, Woody can teach us all a thing or two about the qualities of employee engagement demanded of a leader – especially, in how he never hides from those who depend on him, whatever the adversity. 

Interestingly, this is also the point his owner, Andy, emphasises, as well: 

“Woody. He’s brave like a cowboy should be. And kind, and smart.
But the thing that makes Woody special? Is he’ll never give up on you, ever.
He’ll be there for you, no matter what.”

PS. For related Torc articles, please click on the following links:
2. Employee Engagement Summit
2. Employee Engagement – Recent Findings
3. Employee Engagement Seminar
4. Delivering on a corporate strategy
5. Core Values & Decision-Making
6. Rebuilding Trust & Responsibility

PPS. For related training programmes, please click on the following links:
1. Engaging Managers With Engagement
2. The Leader as Teacher
3. Change Management For Managers
4. Leading With Influence & Persuasion