Ken Blanchard

Ken Blanchard'S SPEAKING FEE Over $70,000

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Ken Blanchard Profile Photo

Ken Blanchard

Legendary Management and Leadership Expert

Revitalizing people is Ken Blanchard's passion. He has authored over 30 books since The One Minute Manager and remains a champion of life-long learning and personal growth.

Ken Blanchard Profile Photo

Revitalizing people is Ken Blanchard’s passion. He has authored over 30 books since The One Minute Manager and remains a champion of life-long learning and personal growth.

Nothing allows organizations to compete more aggressively than people who are committed to common goals. People don’t come to work to fail – they long to succeed – and helping them to be the best they can be is the underlying strength of successful organizations. Blanchard gives life to timeless truths that drive success in today’s business world. He is a polished storyteller with a knack for making the complex easy to understand. His insights on leadership, teams, self-leadership, customer service and organizational change invoke the humanness of management. Few people have created more of a positive impact on the day-to-day management than Blanchard. The One Minute Manager has sold 17 million copies worldwide and still regularly appears on best seller lists, 20 years since it was first released! He’s co-authored over 30 books with 16 best sellers including, The Power of Ethical Management, Full Steam Ahead!, The Leadership Pill: The Missing Ingredient in Motivating People Today, The Secret and his latest, The One Minute Entrepreneur.

Ken Blanchard’s Speech Topics

  • Teambuilding – High Five!

    What is the essence of a team? According to management gurus Ken Blanchard and Sheldon Bowles, “It’s the genuine understanding that none of us is as smart as all of us. Putting your needs, your pride, and your agenda on hold and letting the team’s needs, pride, and agenda become your priority is an essential step in developing teamwork,” they say.

  • Servant Leadership

    Within the traditional pyramid or business hierarchy, the boss is always responsible and the staff is supposed to be responsive to the boss. When you turn the pyramid upside down, those roles get reversed. People become responsible and the job of management is to be responsive to their people. That creates a very different environment for implementation. If you work for your people, then what is the purpose of being a manager? To help them accomplish their goal. Your job as a manager is to help your staff win.

    The Four Dimensions of Servant Leadership:

    1. The Heart—Motivation or Intent/Leadership Character:

    • Effective leadership starts on the inside
    • Are you a Servant Leader or a self-serving leader?

    2. The Head—Assumptions and Beliefs/Leadership Methods:

    • Leadership begins with a clear vision
    • Two aspects of leadership
    • A visionary role—doing the right thing
    • An implementation role—doing things right

    3. The Hands—Application/Leadership Behavior:

    • Leadership methods and practice
    • People who produce great results feel great about themselves

    4. The Habits—Daily Recalibration of Commitment to Mission and Values

    Five Servant Leadership Disciplines:

    • Solitude
    • Prayer
    • Student of Servant Leadership
    • Unconditional love
    • Support and accountability relationships
  • The Secret

    The Secret of great leaders is one that might baffle many. A great leader serves their followers. Through this program, you will discover and explore the five fundamental ways a manager leads through service- see the future, engage and develop others, reinvent continuously, value results and relationships, and embody values. In understanding these simple principles, you will benefit yourself, your organization, and those that look to you for guidance.

    See the Future:

    • What is the purpose of your team?
    • Where do you want your team to be in five years?
    • How many members of your team could tell you what the team is trying to become/achieve?
    • What values do you want to drive the behavior of your team?
    • How can you communicate your vision of the future to your team?

    Engage and Develop Others:

    • How much time do you invest looking for talented people to join your organization?
    • What are the key characteristics you look for in the people you select?
    • To what extent have you successfully engaged each member of your team?
    • What are ten specific things you could do to engage individuals more effectively in the work of the team and the organization?
    • What have you done to suggest to them that when it comes to Heads Down implementation activities, you work for them?
    • How are you encouraging the development of your people?

    Reinvent Continuously:

    • Who are your mentors?
    • What are you reading or listening to on tape?
    • What systems or processes in your area of responsibility need to be changed to enhance performance?
    • How could the areas under your leadership be structured differently to enhance performance?

    Value Results and Relationships:

    • How much emphasis do you place on getting results?
    • How many of your people would say that you have made a significant investment on their lives?
    • What are the ways you have expressed appreciation for work well done in the last thirty days?

    Embody the Values:

    • How can you better integrate your organizational values into how your team operates?
    • What are some ways you can communicate your core values to your team over the next thirty days?
    • How can you alter your daily activities to create greater personal alignment with these values?
    • How can you recognize and reward people who embody these values?
  • Whale Done!™

    What does the training of killer whales at SeaWorld have to do with motivating people? It’s a matter of building relationships. This new training program will teach you why and how to improve relationships by applying the following three key principles: Build Trust, Accentuate the Positive and Redirect the Energy.

What other organizations say about Ken Blanchard

We couldn’t have been more thrilled with both Ken Blanchard and Ryan Estis! They did their homework and it definitely showed. I had several people come up to me afterward and say how impressed they were that both speakers took the time to get to know the issues facing our profession and understand the challenges they are confronting both in their businesses and in their outreach to client families. Our surveys are not in yet, but I know both Ken and Ryan will receive rave reviews!


What other organizations say about Ken Blanchard

Ken Blanchard’s concepts give supervisors an edge in team building that traditional approaches don’t – an excellent vehicle for anyone interested in management training or team building.



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