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Product Description
Product Description
From The One Minute Manager® to Raving Fans, Ken Blanchard’s books have helped millions of people hone their own leadership skills and develop the potential of those around them, transforming their businesses in the process.
In Leading at a Higher Level, Blanchard has brought together everything he has learned about world-class leadership. Readers can benefit from the advice that has helped thousands of organisations become more people-oriented, customer-centred, and performance-driven.
Updated throughout, this new edition contains two powerful, important new chapters and also offers the definitive, most up-to-date techniques for leading yourself, individuals, teams, and entire organisations. Most importantly, this book will help readers dig deep within, discover the personal "leadership point of view" all great leaders possess-and apply it throughout their entire life.
From the Back Cover
“Leading at a Higher Level is about empowering people to be the best leader they can be. Blanchard and colleagues are great at distilling research into practical tools and insights that leaders can apply instantly and get results.” Andy Binns, Head of Leadership Development, BT Group PLC
“A truly great book at the perfect time.”
Kim Clemo, HR Director, AXA Insurance
Becoming a high-performing leader is about getting your priorities right. Successful leaders have high standards and firm principles- and they stick to them. Leading at a Higher Level will show you how to find your leadership point of view and work more effectively with, and on behalf of, your team.
In this completely revised edition Ken Blanchard brings together everything he knows about world-class leadership. Building on his work with an immense range of companies world-wide you can benefit from the advice that has helped thousands of individuals and organisations become more people-oriented, more customer-centred, and more performance-driven. Leading at a Higher level will show you how to be come a better leader - in any company, any organisation and any area of life.
TAKE YOUR LEADERSHIP SKILLS TO A HIGHER LEVEL
About the author
Ken Blanchard has had an extraordinary impact on the day-to-day management of millions of people and companies. His phenomenal bestseller The One Minute Manager, co-authored with Spencer Johnson, has sold 13,000,000 copies worldwide in 27 languages. Blanchard’s 17 business bestsellers also include Raving Fans, High Five!, and The Secret: What Great Leaders Know and Do.
Blanchard is Chief Spiritual Officer of The Ken Blanchard Companies, a global leader in workplace learning, employee productivity, leadership, and team effectiveness.
This book contains indispensable contributions from The Ken Blanchard Companies’ founding associates and current consulting partners, including Marjorie Blanchard, Don Carew, Eunice Parisi-Carew, Fred Finch, Laurie Hawkins, Drea Zigarmi, Pat Zigarmi, Alan Randolph, Jesse Stoner, Fay Kandarian, Susan Fowler, Lael Good, Judd Hoekstra, Chris Edmonds, Bob Glaser, Garry Demarest, Vicki Halsey, Kathy Cuff, Linda Miller, Scott Blanchard, and Madeleine Homan Blanchard.
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Customer Reviews
Most Helpful Customer Reviews
2 of 2 people found the following review helpful
Format:Hardcover
Dramatic changes have altered the workplace over the course of the past 25 years, but many executives stick to outdated scripts even as corporate directions shift. Fortunately, The One Minute Manager guru Ken Blanchard offers insightful coaching exercises that give leaders new ways to proceed. Using straightforward language, Blanchard provides templates, examples and guidelines for employee education, performance reviews and promotions. The reader may become impatient with the repetition of key points and with Blanchard's slightly jarring habit of referring to himself in the third person, but despite these minor annoyances, this book is an excellent primer about modern leadership roles. In fact, Blanchard says that it "pulls together the thinking from the Ken Blanchard Companies for the past 25 years." We recommend this leadership overview to managers, board members, team leaders and every employee in a cubicle who aspires to reach higher levels.
1 of 1 people found the following review helpful
Format:Hardcover
I've been reading Dr. Ken Blanchard since The One Minute Manager came out. Perhaps you have been, too. While I haven't read all of his collaborations, I've usually read the books where the title seemed relevant to my interests.
More than once, I've wondered how I should fit all the pieces of his views on leadership into one finished jigsaw puzzle. Clearly, the views are humanistic, idealistic and inspiring. But how do we combine them all? My confusion was eliminated by reading Leading at a Higher Level which does an excellent job of integrating three decades worth of writing into one coherent set of ideas and directions for implementation.
If you tried to boil down this book into one idea, it's that of having the right target . . . what Dr. Blanchard and his partners and associates call the triple bottom line -- being the provider of choice for customers, the employer of choice for employees, and the investment of choice for investors. I'm not inclined to quibble, but in the rest of the book it's clear that other stakeholders are supposed to be considered (people who use the offerings, partners, the community, suppliers, and those affected by the company). I wonder if the triple bottom line doesn't need to be expanded to have more bottom lines.
Here's how the book is organized:
I. Set Your Sights on the Right Target and Vision
1. Measuring leadership performance -- the HPO SCORES model which is:
a. Shared information and open communications
b. Compelling vision
c. Ongoing learning
d. Relentless focus on customer results
e. Energizing systems and structures (ways of getting things done that fit with the vision)
f. Shared power and high involvement
As you can see, this is a highly participative concept of leadership where everyone has a role.
2. The Power of Vision
II. Treat Your Customers Right (Raving Fans created by Gung Ho people)
III. Treat Your People Right (Direct, Coach, Support, or Delegate depending on how prepared your people are for the task, and use one minute praisings and redirections and apologies)
IV. Have the Right Kind of Leadership (Servant leadership and diagnosing your own leadership perspective and style)
The bulk of the book is focused on the third topic, treat your people right, which is Dr. Blanchard's key operating philosophy.
The most interesting aspect of the book for me, however, was Dr. Blanchard's occasional revision of his philosophy. For instance, I could never understand why Dr. Johnson and he emphasized one-minute reprimands as much as one-minute praisings in The One Minute Manager. Dr. Blanchard makes a long-needed shift in that view to point out that one-minute redirections and one-minute apologies are needed much more often than one-minute reprimands.
Who will gain the most from this book? Someone who wants to see a process spelled out that can be used for being a humanistic leader and who hasn't read many books on the subject. If you've already read everything that's ever been written and feel comfortable with how Dr. Blanchard's many books fit together in application, you probably won't gain much additional knowledge from this book. But if you would like a friendly review of books you've enjoyed, you'll find the reading to be a pleasant experience. I enjoyed learning more about Dr. Blanchard's various colleagues.
If you haven't read anything by Ken Blanchard, just buy and read this book. It tells you everything you need to know about the other books. You could then expand your appreciation selectively by reading the fables that go with those books where you want to have a deeper understanding . . . by adding a story to go with the leadership lessons.
Be the leader you would like to have! That's the advice of Norman Schwarzkopf. I'm sure he would approve of this book.
More than once, I've wondered how I should fit all the pieces of his views on leadership into one finished jigsaw puzzle. Clearly, the views are humanistic, idealistic and inspiring. But how do we combine them all? My confusion was eliminated by reading Leading at a Higher Level which does an excellent job of integrating three decades worth of writing into one coherent set of ideas and directions for implementation.
If you tried to boil down this book into one idea, it's that of having the right target . . . what Dr. Blanchard and his partners and associates call the triple bottom line -- being the provider of choice for customers, the employer of choice for employees, and the investment of choice for investors. I'm not inclined to quibble, but in the rest of the book it's clear that other stakeholders are supposed to be considered (people who use the offerings, partners, the community, suppliers, and those affected by the company). I wonder if the triple bottom line doesn't need to be expanded to have more bottom lines.
Here's how the book is organized:
I. Set Your Sights on the Right Target and Vision
1. Measuring leadership performance -- the HPO SCORES model which is:
a. Shared information and open communications
b. Compelling vision
c. Ongoing learning
d. Relentless focus on customer results
e. Energizing systems and structures (ways of getting things done that fit with the vision)
f. Shared power and high involvement
As you can see, this is a highly participative concept of leadership where everyone has a role.
2. The Power of Vision
II. Treat Your Customers Right (Raving Fans created by Gung Ho people)
III. Treat Your People Right (Direct, Coach, Support, or Delegate depending on how prepared your people are for the task, and use one minute praisings and redirections and apologies)
IV. Have the Right Kind of Leadership (Servant leadership and diagnosing your own leadership perspective and style)
The bulk of the book is focused on the third topic, treat your people right, which is Dr. Blanchard's key operating philosophy.
The most interesting aspect of the book for me, however, was Dr. Blanchard's occasional revision of his philosophy. For instance, I could never understand why Dr. Johnson and he emphasized one-minute reprimands as much as one-minute praisings in The One Minute Manager. Dr. Blanchard makes a long-needed shift in that view to point out that one-minute redirections and one-minute apologies are needed much more often than one-minute reprimands.
Who will gain the most from this book? Someone who wants to see a process spelled out that can be used for being a humanistic leader and who hasn't read many books on the subject. If you've already read everything that's ever been written and feel comfortable with how Dr. Blanchard's many books fit together in application, you probably won't gain much additional knowledge from this book. But if you would like a friendly review of books you've enjoyed, you'll find the reading to be a pleasant experience. I enjoyed learning more about Dr. Blanchard's various colleagues.
If you haven't read anything by Ken Blanchard, just buy and read this book. It tells you everything you need to know about the other books. You could then expand your appreciation selectively by reading the fables that go with those books where you want to have a deeper understanding . . . by adding a story to go with the leadership lessons.
Be the leader you would like to have! That's the advice of Norman Schwarzkopf. I'm sure he would approve of this book.
Most Helpful Customer Reviews on Amazon.com (beta)
Amazon.com:
12 reviews
18 of 18 people found the following review helpful
Integrated View of Leadership
19 Feb 2007
Format:Hardcover
Management expert Ken Blanchard has spent more than 25 years helping individuals and organizations become and stay great. Known for his co-authorship of The One Minute Manager, for the first time Blanchard combines his collective wisdom to show managers and leaders zero in on the right target and vision.
Blanchard argues that in high performing organizations everyone's energy is focused on three issues:
1. Being the provider of choice. To keep your customers, you must go beyond satisfying them, you have to turn them into raving fans.
2. Being the employer of choice. Workers seek opportunities where they feel their contributions are valued and rewarded.
3. Being the investment of choice. Money flows to organizations that provide viability, visibility and performance over time.
To achieve these goals, Blanchard argues, your organization must become a HPO - a high performing organization. The author employs the acronym SCORES to illustrate the six elements found in every HPO:
1. Shared Information and Communication.
2. Compelling Vision.
3. Ongoing Learning.
4. Relentless Focus on Customer Results.
5. Energizing Systems and Structures.
6. Shared Power and High Involvement.
In an HPO, Blanchard writes, every thing starts and ends with the customer. Each organization member is passionate about developing sophisticated knowledge of customers and sharing the information throughout the organization. This is accomplished three ways:
1. Decide. If you want raving fans, you do not announce it. You plan for it.
2. Discover. After you decide, it's critical to ask your customers' for suggestions to improve their experience with your organization.
3. Deliver + 1 per cent. Excite your people to deliver this experience, plus.
Enablement is the key to beating your competition day-after day. Allowing your people to pit their brains and allowing them to use their knowledge, experience and motivation is critical. To guide this transition to an enablement culture, leaders must use three keys:
1. Share Information.
2. Declare the Boundaries
3. Replace old Hierarchies with Self-Directed Individuals and Teams.
This requires a special leader: the servant leader. Leadership has two parts: vision and implementation. They need to find out what their people need to be successful and they make a difference in the lives of their people and in the process, their organization.
Blanchard argues that in high performing organizations everyone's energy is focused on three issues:
1. Being the provider of choice. To keep your customers, you must go beyond satisfying them, you have to turn them into raving fans.
2. Being the employer of choice. Workers seek opportunities where they feel their contributions are valued and rewarded.
3. Being the investment of choice. Money flows to organizations that provide viability, visibility and performance over time.
To achieve these goals, Blanchard argues, your organization must become a HPO - a high performing organization. The author employs the acronym SCORES to illustrate the six elements found in every HPO:
1. Shared Information and Communication.
2. Compelling Vision.
3. Ongoing Learning.
4. Relentless Focus on Customer Results.
5. Energizing Systems and Structures.
6. Shared Power and High Involvement.
In an HPO, Blanchard writes, every thing starts and ends with the customer. Each organization member is passionate about developing sophisticated knowledge of customers and sharing the information throughout the organization. This is accomplished three ways:
1. Decide. If you want raving fans, you do not announce it. You plan for it.
2. Discover. After you decide, it's critical to ask your customers' for suggestions to improve their experience with your organization.
3. Deliver + 1 per cent. Excite your people to deliver this experience, plus.
Enablement is the key to beating your competition day-after day. Allowing your people to pit their brains and allowing them to use their knowledge, experience and motivation is critical. To guide this transition to an enablement culture, leaders must use three keys:
1. Share Information.
2. Declare the Boundaries
3. Replace old Hierarchies with Self-Directed Individuals and Teams.
This requires a special leader: the servant leader. Leadership has two parts: vision and implementation. They need to find out what their people need to be successful and they make a difference in the lives of their people and in the process, their organization.
17 of 17 people found the following review helpful
An Integrated One-Volume View of Ken Blanchard's Work on Leadership
12 Dec 2006
Format:Hardcover
I've been reading Dr. Ken Blanchard since The One Minute Manager came out. Perhaps you have been, too. While I haven't read all of his collaborations, I've usually read the books where the title seemed relevant to my interests.
More than once, I've wondered how I should fit all the pieces of his views on leadership into one finished jigsaw puzzle. Clearly, the views are humanistic, idealistic and inspiring. But how do we combine them all? My confusion was eliminated by reading Leading at a Higher Level which does an excellent job of integrating three decades worth of writing into one coherent set of ideas and directions for implementation.
If you tried to boil down this book into one idea, it's that of having the right target . . . what Dr. Blanchard and his partners and associates call the triple bottom line -- being the provider of choice for customers, the employer of choice for employees, and the investment of choice for investors. I'm not inclined to quibble, but in the rest of the book it's clear that other stakeholders are supposed to be considered (people who use the offerings, partners, the community, suppliers, and those affected by the company). I wonder if the triple bottom line doesn't need to be expanded to have more bottom lines.
Here's how the book is organized:
I. Set Your Sights on the Right Target and Vision
1. Measuring leadership performance -- the HPO SCORES model which is:
a. Shared information and open communications
b. Compelling vision
c. Ongoing learning
d. Relentless focus on customer results
e. Energizing systems and structures (ways of getting things done that fit with the vision)
f. Shared power and high involvement
As you can see, this is a highly participative concept of leadership where everyone has a role.
2. The Power of Vision
II. Treat Your Customers Right (Raving Fans created by Gung Ho people)
III. Treat Your People Right (Direct, Coach, Support, or Delegate depending on how prepared your people are for the task, and use one minute praisings and redirections and apologies)
IV. Have the Right Kind of Leadership (Servant leadership and diagnosing your own leadership perspective and style)
The bulk of the book is focused on the third topic, treat your people right, which is Dr. Blanchard's key operating philosophy.
The most interesting aspect of the book for me, however, was Dr. Blanchard's occasional revision of his philosophy. For instance, I could never understand why Dr. Johnson and he emphasized one-minute reprimands as much as one-minute praisings in The One Minute Manager. Dr. Blanchard makes a long-needed shift in that view to point out that one-minute redirections and one-minute apologies are needed much more often than one-minute reprimands.
Who will gain the most from this book? Someone who wants to see a process spelled out that can be used for being a humanistic leader and who hasn't read many books on the subject. If you've already read everything that's ever been written and feel comfortable with how Dr. Blanchard's many books fit together in application, you probably won't gain much additional knowledge from this book. But if you would like a friendly review of books you've enjoyed, you'll find the reading to be a pleasant experience. I enjoyed learning more about Dr. Blanchard's various colleagues.
If you haven't read anything by Ken Blanchard, just buy and read this book. It tells you everything you need to know about the other books. You could then expand your appreciation selectively by reading the fables that go with those books where you want to have a deeper understanding . . . by adding a story to go with the leadership lessons.
Be the leader you would like to have! That's the advice of Norman Schwarzkopf. I'm sure he would approve of this book.
More than once, I've wondered how I should fit all the pieces of his views on leadership into one finished jigsaw puzzle. Clearly, the views are humanistic, idealistic and inspiring. But how do we combine them all? My confusion was eliminated by reading Leading at a Higher Level which does an excellent job of integrating three decades worth of writing into one coherent set of ideas and directions for implementation.
If you tried to boil down this book into one idea, it's that of having the right target . . . what Dr. Blanchard and his partners and associates call the triple bottom line -- being the provider of choice for customers, the employer of choice for employees, and the investment of choice for investors. I'm not inclined to quibble, but in the rest of the book it's clear that other stakeholders are supposed to be considered (people who use the offerings, partners, the community, suppliers, and those affected by the company). I wonder if the triple bottom line doesn't need to be expanded to have more bottom lines.
Here's how the book is organized:
I. Set Your Sights on the Right Target and Vision
1. Measuring leadership performance -- the HPO SCORES model which is:
a. Shared information and open communications
b. Compelling vision
c. Ongoing learning
d. Relentless focus on customer results
e. Energizing systems and structures (ways of getting things done that fit with the vision)
f. Shared power and high involvement
As you can see, this is a highly participative concept of leadership where everyone has a role.
2. The Power of Vision
II. Treat Your Customers Right (Raving Fans created by Gung Ho people)
III. Treat Your People Right (Direct, Coach, Support, or Delegate depending on how prepared your people are for the task, and use one minute praisings and redirections and apologies)
IV. Have the Right Kind of Leadership (Servant leadership and diagnosing your own leadership perspective and style)
The bulk of the book is focused on the third topic, treat your people right, which is Dr. Blanchard's key operating philosophy.
The most interesting aspect of the book for me, however, was Dr. Blanchard's occasional revision of his philosophy. For instance, I could never understand why Dr. Johnson and he emphasized one-minute reprimands as much as one-minute praisings in The One Minute Manager. Dr. Blanchard makes a long-needed shift in that view to point out that one-minute redirections and one-minute apologies are needed much more often than one-minute reprimands.
Who will gain the most from this book? Someone who wants to see a process spelled out that can be used for being a humanistic leader and who hasn't read many books on the subject. If you've already read everything that's ever been written and feel comfortable with how Dr. Blanchard's many books fit together in application, you probably won't gain much additional knowledge from this book. But if you would like a friendly review of books you've enjoyed, you'll find the reading to be a pleasant experience. I enjoyed learning more about Dr. Blanchard's various colleagues.
If you haven't read anything by Ken Blanchard, just buy and read this book. It tells you everything you need to know about the other books. You could then expand your appreciation selectively by reading the fables that go with those books where you want to have a deeper understanding . . . by adding a story to go with the leadership lessons.
Be the leader you would like to have! That's the advice of Norman Schwarzkopf. I'm sure he would approve of this book.
16 of 16 people found the following review helpful
Excellent compilation...
11 Oct 2006
Format:Hardcover
Not only does this book bring together years of research, but it also aggregates the minds of multiple leaders in the Blanchard organization. If you haven't read the other books coming out of the Ken Blanchard Companies, you'll definitely want to read this book. If you have read the others, this will be a great refresher and it provides a different format. As you know, many of the Blanchard books are in story format (aka parables) and now those story-based lessons are gathered into a more standard non-fiction book.
The book is broken into three sections: set your sights on the right target and vision, treat your customers right, and treat your people right. The greatest focus is on the latter: treat your people right. The argument is that if you treat your people right, they'll treat your customers right and work toward your target and vision. Makes sense for really large and even smaller organizations.
I'm still looking for that right book for the 1-5 person company. This is definitely a great book, but you have to transate and apply it to your scenario if there is noone between you and the customers.
Enjoy your reading time.
Tom Carpneter - Senior Constultant - SYSEDCO
Helping IT Professionals Succeed
The book is broken into three sections: set your sights on the right target and vision, treat your customers right, and treat your people right. The greatest focus is on the latter: treat your people right. The argument is that if you treat your people right, they'll treat your customers right and work toward your target and vision. Makes sense for really large and even smaller organizations.
I'm still looking for that right book for the 1-5 person company. This is definitely a great book, but you have to transate and apply it to your scenario if there is noone between you and the customers.
Enjoy your reading time.
Tom Carpneter - Senior Constultant - SYSEDCO
Helping IT Professionals Succeed
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