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Review Beyond Performance A Proven Approach to Leading Large Scale Change by Scott Keller Bill Schaninger

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Double your odds of leading successful, sustainable change

Leaders aren’t short on access to change management advice, but the jury has long been out as to which approach is the best one to follow. With the publication of Beyond Performance 2.0, the verdict is well and truly in. By applying the approach detailed by authors, Scott Keller and Bill Schaninger, the evidence shows that leaders can more than double their odds of success—from thirty percent to almost eighty.

Whereas the first edition of B

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Book ID Asin: B07TXXBYZQ
Book Title: Beyond Performance 2.0: A Proven Approach to Leading Large-Scale Change
Book Author: Scott Keller,Bill Schaninger
Book Format and Price:
Book Format Name: Kindle
Book Format Price: $24.28
Book Format Name: Audiobook
Book Format Price: $0.00
Book Format Name: Hardcover
Book Format Price: $18.39
Book Format Name: AudioCD
Book Format Price: $39.99
Book Price: $24.28
Book Category: Kindle Store, Kindle eBooks, Business & Money and unknown
Book Rating: 97 ratings

Beyond Performance 2.0: A Proven Approach to Leading Large-Scale Change by Scott Keller,Bill Schaninger Book Review

Name: Julien Chabe
Rating: 4.0 out of 5 stars
Title: Good points BUT
Date: Reviewed in the United States on April 14, 2020
Review: Great work for all those who contributed to it. There is a lot of practical content in it.

You find here a framework to lead change. The framework (5As) is large but after reading it a few times and mapping it things start to connect and make sense.

Why it does not reach 5 stars?

1) Before the Aspire phase, an assessment phase is missing. I would call it "X-ray" of what's going on in your organization and its context. This missing piece is a fast but hyper relevant analysis of your client. I would leverage the CVC framework from Thales Teixera to do it from a performance perspective.

2) The OHI model could be improved. The categories are not optimized. There is definitely not enough focus on the customer (just one categ out of 37!).

3) I have doubts about the Performance part of the Act phase. I agree on establishing strong governance but the book is light on how this governance works (ESC, CMO, ES, IO). Especially if it is a 6.4x factor in being successful i would expect more content.

4) Some aspects are not detailed enough. For instance, how to do a robust health check? We understand that McKinsey has the tool but what do you do / look at?

5) The idea of writing Leading Organization: ten timeless truths is not a bad idea but this can mislead readers who read both books as you will find different ways of expressing similar content/ideas. Leading Organization: ten timeless truth should have a been a framework, not a to do list.

Name: RP
Rating: 3.0 out of 5 stars
Title: It's Okay... long winded with why the book was written
Date: Reviewed in the United States on March 19, 2022
Review: There are some good ideas in the book but much of it is filled with supporting reasons why their process works. Too much information for why other systems and companies have failed and how they may have survived if they used this system.

Maybe I prefer to get to the point and have "some" supporting backup. The idea behind their system is a new twist on the similar Japanese Total Quality system and added the health component (the soft stuff). I do agree that their system is valuable and will probably provide better company change management, but it is long winded...

I will implement more of the soft stuff outlined in the book (the health), great information but it will have to be combined with some of our existing total quality process systems.

Name: Brandon
Rating: 4.0 out of 5 stars
Title: Version 1 readers may not find tremendous value
Date: Reviewed in the United States on January 4, 2020
Review: I ranked this as a 4 from the perspective of having read the first one, but avoiding knocking the book too much. It’s highly repetitive, much of it word for word. Some new points and it’s still good information, but I would have thought years of additional research would have provided more refreshed perspective. However, if you have not yet read it, it’s a 5, skip version 1 and just start here.

Name: Amazon Kunde
Rating: 5.0 out of 5 stars
Title: Companies and organizations want to perform. So why do too many fail to do so?
Date: Reviewed in the United States on December 7, 2019
Review: Keller cs. (McKinsey employees) have bundled a huge, comprehensive number of high quality scientific & business reports, books and seminar lectures. They have interpreted the contents and have drawn a line, thus creating an analysis to why some companies perform well, and others don’t. They explain. Great.
The HUDGE advantage of the BP2.0 approach is that everyone can and will benefit:
• the employees (e.g. the increased interaction with colleagues, the improved results, an improved happiness (@work and @home)),
• the managers (improved accountability because of trust amongst each other and with their employees)
• the financial shareholders (higher output)
• the customers (creating a closer bond with the company, thus getting valuable, faster and better information)
• trade-unions and works-councils (again: building trust and increasing the vision and the common output)

Applying BP2.0 means WIN-WIN-WIN-WIN-WIN

No glory without…
Keller cs. implicitly say that companies can only exist because of humans fulfilling tasks.
They substantiate with numbers that reaching the market top is hard and remaining in the top is even harder because it requires EXTRA SKILLS, EXTRAORDINARY EFFORTS and STAMINA.
A copy-cat action, applying the same way as another company, will not work to reach the top, because organizations are driven by humans that work and thrive in different ways.
BP2.0 deals with a large number of disciplines, thus making it - alas - not easy-accessible.

Only the top manager can drive to change the vision of the company’s internal goals.
Q: Is your company top willing to stand up and proclaim the readiness to improve this way?

DOWNSIDE of Beyond Performance 2.0:
For non-native English speaking/reading counties only a very restricted number of top managers will be able to fully grasp the message. If these managers are ready to share this vision with their personnel and want to implement it, they need disciples in the company that share the convictions of BP2.0 and who want to support their boss implementing BP2.0 in their company.

I have tried, but failed to convince global McKinsey to translate BP2.0 into foreign languages.
THE IMPACT OF BP2.0 WILL MAINLY BE RESTRICTED TO NATIVE ENGLISH SPEAKING/READING COUNTRIES?
Compared to writing a inspiring and convincing book, proliferation of the message to companies all over the world requires even more. I do hope McKinsey has the drive to transferthe message to companies in counties all over the world.
If not then you may be one of the few lucky ones…..

Name: Stephen
Rating: 2.0 out of 5 stars
Title: Not much added over the first version
Date: Reviewed in the United States on September 9, 2019
Review: IF you haven't read the first version it is worthwhile.

Name: Amazon Customer
Rating: 5.0 out of 5 stars
Title: awesome! thanks so much
Date: Reviewed in the United States on August 19, 2020
Review: super amazing and quick shipping

Name: David A. Hoag
Rating: 4.0 out of 5 stars
Title: Great guide to assist with your transformation
Date: Reviewed in the United States on November 17, 2019
Review: A practical playbook when approaching your own digital transformation. Would have been a five if there was access or guidance to conducting your own organizational health assessment.

Name: Zoe
Rating: 4.0 out of 5 stars
Title: Okay. As expected.
Date: Reviewed in the United States on January 12, 2020
Review: Timely delivery.