The One Minute Manager

1. Kenneth Blanchard, Ph.D.
Spencer Johnson, M.D.

2. The One Minute Manager is an easily
read story which quickly shows you
three very practical management
techniques. As the story unfolds,
you will discover why these apparently
simple methods work so well with so
many people. By the book’s end you
will also know how to apply them to
your own situation.

3. Autocratic: Managers, who are interested in
Results [Tough Managers]
• They always keep on top of
the situation
• They are hard-nosed, profit
minded individuals
• Their organizations seemed to
win while their people lost
Democratic: Managers, who are interested in
People [Nice and Soft Managers]
• They are participative, supportive
and nice individuals
• They want to be more close to their
subordinates
• They give more importance to
people than results

4. He, who Manage himself and
the people he works with, for
the profit of Organization and
the People.
The young man thought each of these
managers—the “tough” autocrat and the
“nice” democrat—were only partially effective.
“It’s like being half a manager” he thought.
What’s an Effective Manager?

5. Effective managers, manage
themselves and the people they
work with so that both the
people and the organization
profit from their presence. They
called themselves, “one minute
manager”

6. Why is he called a “One Minute
Manager”? It is because it takes
very little time for him to get
very big results from people.
This story revolves around a young man who
in his search of an effective manager, came to
know how a person can be a one minute
manger.
He was asked to talk with effective manager’s
3 subordinates.

7. “How the manager is one minute manager?” The young man asked
Ternell replied that, this is because the manager helped him in One minute
goal setting. Ternell explained –Decide your goal and write it on single
sheet of paper using less than 250 words
Levy told him – “because our manager give us one minute praising” Levy
started talking about the one minute praising with the young man and
said the one minute manager made it very clear what they were suppose
to do. The one minute manager provided them with feedback and kept
close contact with them
Ms. Brown said about “One Minute Reprimands” as the third step of being a One
Minute Manager. Ms. Brown explained “Manager searched for every significant
mistake done by his employees. He confirmed the facts and responded immediately
by telling the guilty person about the mistake precisely.”
“Then he told the concerned person that he did so because he had respect for
them. Advices the concerned person not to repeat the mistake and then kidded for
few seconds which created a positive effect.”

8. The best minute I spend is the
one I invest in people.
The Secrets of One Minute Manager
• First Secret : One minute goal setting
• Second Secret : One minute praising
• Third Secret : One minute reprimands
The One Minute Manager doesn’t make
decisions for others, rather encourage them
to take their own decisions.

9. You Will Learn
Reduce Stress Levels
Increase Productivity
Simplify Your Life

10. People who feel good
about themselves
produce good results.
“It’s ironic that most companies spend 50%
to 70% of their money on people’s salaries.
And yet they spend less than 1% of their
budget to train their people. Most
companies, in fact, spend more time and
money on maintaining their buildings and
equipment than they do on maintaining and
developing their own people”.
Observation shows that here results are
more important than the people themselves

11. You can set One Minute Goal setting
You can give One Minute Praising
You can give One Minute Reprimands
You can also speak the simple truth,
You can laugh and you can enjoy your work.

12. Do one minute goal setting in not
more than 250 words on a single
sheet of paper.
Goals should be printed and kept for review.
Goals should not exceed one page – no more than
250 words.
Goals should be clear and concise.
80/20 Rule – 80% of your results will come from
20% of your goals.

13. 80-20 goal-setting rule : That is, 80% of
your really important results will come
from 20% of your goals. So you only do
One Minute Goal Setting on that 20%

14. Goals begin behaviors.
Consequences maintain
behaviors.
That goal can be read within a minute.
The Manager and his subordinate both
keep a copy so everything is clear and so
they can both periodically check the
progress.

15. “One minute goals work, because
everyone is motivated to do
something.”

16. Take a minute, look at your goals,
look at your performance. See if
your behavior matches your goals.
One Minute Goal Setting is simply:
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
using less than 250 words.
4. Read and re-read each goal, which requires only a
minute or so each time you do it.
5. Take a minute every once in a while out of your day to
look at your performance, and
6. See whether or not your behavior matches your goal.

17. We are not just our
behavior. We are the
person managing our
behavior.
Catch fresher doing it right, and slowly raise the bar.
After genuine reprimand, there should be a
behavior – centric praise needed (not “Person - Centric”).

18. One Minute manager
works well, when you
really care for the person’s
welfare. Nobody ever
really works for anybody
else. Help people work
better and they benefit the
company.

19. Help people reach their
full potential. Catch
them doing something
right.
Communicate Clearly!
Make clear in no uncertain terms when someone is
doing well and when someone is doing poorly.
Help people reach their full potential, catch them
doing something right.
Give them brief but sincere praise.
Reinforce their abilities.
Use contact to reinforce your confidence.
Employees will learn to praise themselves and
continue to reinforce your confidence.

20. “Share feelings about what they did right
and how it helps the organization and the
other people who work there.”
He had close contact in two ways.
First, he observed all our activities.
Secondly, he made us keep detail record of our
progress and asked to submit it to him.
By this Levy earlier thought that one minute
manager was spying, but later he found that
the manager was trying to catch us doing
something right.

21. Feedback is the breakfast of
champions.
Tough on performance not tough on the person!!!
• It becomes a lot easier for you to do well, if you got
crystal-clear feedback from the manager on how you
were doing.
• He wants you to succeed, and to be a big help to the
organization and to enjoy your work.
• The manager would try, therefore, to let you know in
no uncertain terms when you were doing well, and
when you were doing poorly
• He would stay in close contact with you.
• He would try to catch you doing something right.
• In most organizations the managers spend most of
their time catching people doing something wrong.

22. One minute manager then comes and puts his hand on our shoulder. He does it
because he cares for us and wants us to prosper. You don’t have to praise someone
for long for them to know you notice and you care. It takes less then one minute.
IF YOU DID SOMETHING RIGHT then…

23. Take a minute, look at your goals,
look at your performance. See if
your behavior matches your goals.
The One Minute Praising works well when you:
1. Tell people up front that you are going to let them know how
they are doing.
2. Praise people immediately.
3. Tell people what they did right—be specific.
4. Tell people how good you feel about what they did right.
5. Stop for a moment of silence to let them “feel” how good you feel.
6. Encourage them to do more of the same.
7. Shake hands or touch people in a way that makes it clear that you
support their success in the organization.

24. Do both praising and reprimanding
immediately and don't wait till the
annual appraisals.
Reprimand only immediately after becoming aware of a
problem / issue that requires a reprimand.
Reprimand only if you have actual knowledge of an
issue. Never rely on third party information.
Always reprimand one-on-one and never in the presence
of other employees.
Express not only what they did wrong, but how you feel.
Reprimand the action and not the person.
Have the person being reprimanded agree that there will
not be a repeat of the same problem.
Reinforce your faith in the employees ability.
End on a positive note.

25. In most organizations Managers wait until their
people do something right before they praise
them, as a result they never get high performance
because they concentrate on catching them doing
things wrong. Rather they punish them if they had
done something wrong.

26. Praise in public when people do the
right things and Reprimand in private
when people do something wrong.
Important points:
1. He usually gives me the reprimand as
soon as I’ve done something wrong.
2. Since he specifies exactly what I did
wrong, I know he is ‘on top of things’
and that I’m not going to get away
with sloppiness.
3. Since he doesn’t attack me as a
person—only my behavior—it’s easier
for me not to become defensive. I
don’t try to rationalize away my
mistake by fixing blame on him or
somebody else. I know he is being fair.
4. He is consistent

27. One minute manager comes to you and confirms the facts. He might put his hand on your
shoulder or maybe just come around to your side of the desk. He looks you straight in the eye
and tells you precisely what you did wrong. And then he shares how he feels about it – he’s
angry, annoyed, frustrated or whatever he is feeling. Amazingly, all that course doesn’t take
more than a minute!
IF YOU DID SOMETHING WRONG then…

28. Take a minute, look at your goals,
look at your performance. See if
your behavior matches your goals.
One Minute Reprimand – Reviewed
1. Tell people before hand that you will in no uncertain terms tell
them how they are doing.
2. Reprimand people immediately.
3. Tell them what they did specifically wrong .
4. Shake hands, touch shoulder, let them know you are honestly on
their side.
5. Reaffirm that you value them as a person and employee but not
their performance or actions
6. When the reprimand is over it is over.

29. Everyone is a potential winner. Some
people are disguised as losers. Don't
let their appearances fool you.
“Why wouldn’t you give the praising first and then
the reprimand?” suggested the young man.
It is not,
because “I am really tough and nice as a
manager. I am not nice and tough
manager!!!”

30. My Aim while giving One Minute
reprimand is – to eliminate the behavior
and keep the person. Even the second
half of my reprimand is praising.

31. Young man said now I understand
“how goals-one minute goals and
consequences-the praising and the
reprimands-affect people’s
behavior.”
One Minute manager said-I like you young man,
“How would you like to go to work here?”.
“I had love to work here” –young man replied.
The time the special manager had invested in him
Paid off. Because eventually, the inevitable happened.

32. 1. The best minute I spend is the one I invest in people.
2. People who feel good about themselves produce
good results.
3. Do one minute goal setting in not more than 250
words on a single sheet of paper.
4. Take a minute, look at your goals, look at your
performance. See if your behavior matches your
goals.
5. Goals begin behaviors. Consequences maintain
behaviors.
6. We are not just our behavior. We are the person
managing our behavior.
7. Help people reach their full potential. Catch them
doing something right.
8. Feedback is the breakfast of champions.
9. Do both praising and reprimanding immediately and
don't wait till the annual appraisals.
10. Praise in public when people do the right things and
Reprimand in private when people do something
wrong.
11. Everyone is a potential winner. Some people are
disguised as losers. Don't let their appearances fool
you.
Summary of One Minute Management

33. He became a one minute manager
He set one minute goals,
He gave one minute praising,
He gave one minute reprimand,
He encouraged the people
he worked with to do the same,
Thus the entire organization
become more effective.
Thank You Very Much
Todchaseth Sakkamolpat