THE ONE MINUTE MANAGER By: Ken Blanchard & Spencer Johnson
BOOK SUMMARY The One Minute Manager reveals three secrets to productive andefficient managing, told through a young mans search for the perfectmanaging and leading skills. The One Minute Manager himself is avenerable leader that is highly spoken of by his employees. His threesecrets are shown to be the key to his success.
3 SIMPLE STEPS -ONE MINUTE EACH 1. One Minute Goal Setting 2. One Minute Praisings 3. One Minute Reprimands
STEP #1: ONE MINUTE GOAL SETTING The authors advocate the80-20 goal-setting rule: that80% of your really importantresults will come from 20% ofyour goals. Make it clear what isexpected of them.
ONE MINUTE GOAL SETTING STEPS 1. Agree on your goals. 2. See what good behavior looks like. 3. Write out each of your goals on a single sheet of paper usingless than 250 words. 4. Read and re-read each goal, which requires only a minute or soeach time you do it. 5. See whether or not your behavior matches your goal.
STEP #2: ONE MINUTE PRAISING’S The authors suggest that effective managers help people reach their full potential by catching them doing something right. "People who feel good about themselves produce good results."
ONE MINUTE PRAISING‘S STEPS 1. Tell people up front that you are going to let them know how they are doing. 2. Praise people immediately. 3. Tell people how good you feel about what they did right, and how it helps theorganization and the other people who work there and encourage them to do more. 4. Stop for a moment of silence to let them "feel" how good you feel. 5. Shake hands or touch people in a way that makes it clear that you supporttheir success in the organization.
STEP #3: ONE MINUTE REPRIMANDS "Clearly the numberone motivator ofpeople is feedback onresults." Feedback isthe breakfast ofchampions.
ONE MINUTE REPRIMAND STEPS the first half of the reprimand: 2. Reprimand them immediately. [reprimand the behavior only, not the person or their worth] 3. Tell people what they did wrong - be specific. 4. Tell people how you feel about what they did wrong - and in no uncertain terms. 5. Stop for a few seconds of uncomfortable silence to let them feel how you feel. the second half of the reprimand: 6. Shake hands, or touch them in a way that lets them know you are honestly on their side. 7. Remind them how much you value them. 8. Reaffirm that you think well of them but not of their performance in this situation. 9. Realize that when the reprimand is over, its over.
KEYS TO CHOOSING SUCCESSFUL EMPLOYEESThe authors write that, as a manager, there are three choiceswhen it comes to getting the most out of an employee: 1. Hire a winner (can be hard to find and expensive to hire and keep) 2. Hire someone with potential to be a winner and thensystematically train them 3. Prayer