The leadership that an organization enjoys plays a vital role in defining the level of success that it reports. To record impressive performance, organizations need the steady hand of effective leaders. Some of the challenges that organizations face today can be attributed to incompetent leadership. For example, there are organizations whose leaders fail to offer guidance or direction, thereby setting the stage for disappointing performance. That leadership failures are still being witnessed is rather surprising given the many resources available to leaders who wish to enhance how they run their organizations. The New One Minute Manager by Blanchard and Johnson (2015) is among these resources. Among other things, this text challenges leaders to recognize that in order to achieve success, they need to pursue results while safeguarding the wellbeing of their employees.
Theoretical Framework, Style and Traits
The subject of the book that Blanchard and Johnson authored concerns the strategies that leaders can adopt to enhance the performance of their organizations. An approach that combines the pursuit of profitability with securing the welfare of employees is the theoretical framework on which these leaders base their discussion. They note that to compete effectively in the modern business environment, firms need to be guided by leaders who are as focused on profitability as they are on investing in employees. Blanchard and Johnson assert that the true mark of effective leadership lies in pushing an organization to new heights of performance and success without compromising the wellbeing of employees. Their theoretical framework echoes the insights that Northouse (2016) shares in his text. According to Northouse, a leadership approach that places emphasis on the welfare of all stakeholders helps to drive organizational growth. Essentially, Northouse, Blanchard and Johnson agree that a people-centric leadership approach holds the key to sustainable organizational growth.
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As part of their discussion, Blanchard and Johnson shed light on the styles and traits that enable leaders to be successful. These scholars suggest that the most effective leaders are those who adopt the democratic style. This style enables the leader to challenge employees to participate in decision making. Such scholars as Iqbal, Anwar and Halder (2015) have authored pieces which confirm the issues that Blanchard and Johnson raise in their text. According to Iqbal and his colleagues, democratic leadership drives employee performance. When leaders encourage employee participation, they essentially motivate the employees to work harder and display higher levels of commitment. Another issue that Blanchard and Johnson address are the traits that define effective leaders. They note that these leaders are efficient, democratic, and adopt appropriate communication channels. While these leaders allow their employees to exercise discretion and make decisions independently, they also offer guidance.
Blanchard and Johnson Adopting Leadership as a Vocation
Blanchard is recognized as one of the most effective leaders. An examination of his life reveals that he had adopted leadership as a vocation. He has invested his life and resources in developing programs through which he trains leaders and managers. Kevin Kruse (2018) authored a piece in which he outlines Blanchard’s work and perspectives on leadership. He notes that Kruse has authored various texts which have reached a global audience and transformed how individuals regard leadership. Servant leadership is among the topics that Blanchard has addressed. As Kruse notes, Blanchard is convinced that servant leadership is not a question of leaders giving up their power. Instead, it involves leaders sharing power with the employees. The insights that Blanchard has shared over the years through his publications serve as evidence that he approaches leadership like a vocation.
Emulating Qualities
Blanchard embodies successful leadership. After a review of his works and his personal leadership style, I have identified a number of qualities that I intend to emulate in my quest to inspire followership. Being democratic is one of these qualities. Blanchard emphasizes the need for leaders to create a climate that allows employees to make meaningful contributions. Personally, I feel that when they are permitted to participate, employees become more engaged and motivated. Scholars like Amankwaa and Anku-Tsede (2015) agree that democratic leadership holds the key to higher levels of employee engagement and performance. Another trait that I would like to emulate is humility. I find that Blanchard is a humble leader who recognizes that he does not have all the answers. He encourages those reading his book to invite their subordinates to help them solve problems. I think that when employees are encouraged to provide feedback, they become more confident and feel empowered. Blanchard’s desperate desire to share knowledge is another quality that I would like to develop. I believe that leaders need to set the stage for others to grow by sharing knowledge and imparting skills.
Overcoming Shortcomings
I find Blanchard to be an effective leader. However, there are some shortcomings that he possesses which erode his effectiveness. Among these shortcomings is the fact that he is rather liberal and forgiving. In his text, he appears to suggest that leaders should allow employees to exercise free rein. While I believe that employees work best when they enjoy freedom and wield some influence, I think that leaders need to maintain overall control. If employees are allowed to work as they please, chaos will erupt. Furthermore, an organization will experience the emergence of a toxic culture where employees are not held to account. To address this shortcoming, I would simply establish clear guidelines that all employees are required to follow. I believe that this approach will enable the employees to maintain autonomy while still fulfilling their mandate faithfully. Another limitation of Blanchard’s approach is that it appears rather idealistic and impractical. In my experience, I have observed that it is nearly impossible to ensure maximum profitability without hurting employees. I think that leaders should understand that as they seek to grow their organizations, they may be forced to make decisions that harm their employees.
In conclusion, leadership is a challenging task that demands wisdom and resilience. For leaders encountering hardships as they seek to steer their organizations in the direction of growth, such scholars as Blanchard and Johnson offer insights that are helpful. As they integrate these insights into how they direct employees and their organizations, the leaders will experience improved levels of fulfilment and performance. It is critical for the leaders to ensure that the organizational performance is not achieved at the cost of employee wellbeing. Employee welfare and profitability should go hand in hand.
References
Amankwaa, A., & Anku-Tsede, O. (2015). Linking transformational leadership to employee turnover: the moderating role of alternative job opportunity. International Journal of Business Administration, 6 (4). DOI: https://doi.org/10.5430/ijba.v6n4p19
Blanchard, K., & Johnson, S. (2015). The new one minute manager. New York City: William Morrow.
Iqbal, N., Anwar, S., & Halder, N. (2015). Effect of leadership style on employee performance. Arabian Journal of Business and Management Review. DOI: http://dx.doi.org/10.4172/2223-5833.1000146
Kruse, K. (2018). Servant leadership is not what you think: Ken Blanchard explains. Forbes. Retrieved November 27, 2018 from https://www.forbes.com/sites/kevinkruse/2018/04/09/servant-leadership-is-not-what-you-think-ken-blanchard-explains/#1f7bff8a6a5f
Northouse, P. (2016). Leadership: Theory and Practice. Boston: Sage Publishing Inc.
