Scott And Carol Present Tuesday at IAAPA
Our first stop on the show floor was the booth of the Coney Island Development Corporation. This is the people wearing white hats in the battle over real estate in Brooklyn.





The also had art showing the cars for the F1 coaster being built at Dubai.


The company had a model of the Boardwalk Bullet wooden coaster at Kemah Boardwalk on display.
We finished our day listening to a panel discussion from several Disney alumni. From left to right, Marty Sklar, Steve Baker, Van Romans, Ron Miziker, Chris Brown, Darrell Metzger, Andy Mandell, Bob Rogers. Moderated by Marty Sklar and Bob Rogers, they answered two questions:
The first question was what did you learn from Disney that you used the most in your new career away from the mouse? Some of the answers included the oft mentioned quality standards, the idea of starting with a blank sheet of paper for a new project, and the fact that breakthrough ideas never come through customer research. By general consensus, the most important was to develop a passion for your product throughout your entire team. Interestingly, it was brought up that the entertainment company that had a culture most like Disney was the Hershend Family Entertainment Company.
The second question was what have you learned since you left that you would like to have been able to tell Disney that might improve the company? The answers contained reducing bureaucracy by pushing decision making down to the lowest level, being able to take risks and accepting failure, and to make sure you spend enough money to get the quality you want. These are all interesting ideas that many organizations should consider during these trying economic times.

The first question was what did you learn from Disney that you used the most in your new career away from the mouse? Some of the answers included the oft mentioned quality standards, the idea of starting with a blank sheet of paper for a new project, and the fact that breakthrough ideas never come through customer research. By general consensus, the most important was to develop a passion for your product throughout your entire team. Interestingly, it was brought up that the entertainment company that had a culture most like Disney was the Hershend Family Entertainment Company.
The second question was what have you learned since you left that you would like to have been able to tell Disney that might improve the company? The answers contained reducing bureaucracy by pushing decision making down to the lowest level, being able to take risks and accepting failure, and to make sure you spend enough money to get the quality you want. These are all interesting ideas that many organizations should consider during these trying economic times.
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