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the one  minute  manager Kenneth Blanchard, Ph.D.  Spencer Johnson, M.D.
Topic to Discuss Brief Prologue of the authors of the book Introduction of the book Quest of the young man The One Minute Manager The New One Minute Manager Game Plan
Brief Prologue of the authors Dr. Kenneth Blanchard , Chairman of  Blanchard Training and Development, Inc. (BTD), is an internationally known author, educator and consultant/trainer. He is the co-author of the highly acclaimed and most widely used text on leadership and organization behavior, Management of Organization Behavior: Utilizing Human Resources, which is in its fourth edition and has been translated into numerous languages. He presently serves as a professor of Leadership and Organizational Behavior at University of Massachusetts, Amherst. In addition, he is a member of the National Training Laboratories (NTL).
Brief prologue of the authors Dr. Spencer Johnson  is the Chairman of Candle Communications Corporation,  and an active author, publisher, lecturer  and communications consultant. He has written more than a dozen books dealing with medicine and psychology, and has over three million copies of his books in print.  Dr. Johnson’s education includes a degree in psychology from the University of Southern California, an M.D. degree from the Royal College of Surgeons in Ireland, and medical clerkships at Harvard Medical School and the Mayo Clinic.
Introduction of the book Read a story that will change  your life! 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. The book is brief, the language is simple, and best of all ... it works!
Quest of the young man Types of manager: Autocratic Manager 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 Manager They are participative, supportive and nice individuals They want to be more close to their subordinates They give more importance to people than results
Quest of the young man The managers who were interested in  results often seemed to be labeled “ autocratic ”, while the managers interested in people were often labeled “ democratic ”. 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.   Still the quest continues until he finds a manager who might have the answers to his confusions…
The One Minute Manager by Muhammad Akram
The One Minute Manager Plaque * People Who Feel Good About Themselves Produce Good Results *
The One Minute Manager “ 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
The One Minute Manager Plaque * The Best Minute I Spend Is The One I Invest In People *
The One Minute Manager Secrets of One Minute Manager First Secret Second Secret Third Secret The One Minute Manager doesn’t make decisions for others, rather encourage them to take their own decisions.
The First Secret: One Minute Goals In most organizations when you ask people what they do and then ask their boss, all  too often you get two different lists. A goal, and its performance standard, should take no more than 250 words to express. 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. 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%
The First Secret: One Minute Goals Plaque * Everyone Is A Potential Winner Some People Are Disguised As Losers, Don’t Let Their Appearances Fool You *
The First Secret: One Minute Goals Plaque * Take A Minute: Look At Your Goals Look At Your Performance See If Your Behavior Matches Your Goals *
The First Secret: One Minute Goals Summary 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.
The Second Secret: One Minute Praising 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.
The Second Secret: One Minute Praising IF YOU DID SOMETHING RIGHT then… He comes over and makes contact with you He usually puts his hand on your shoulder or briefly touching you in a friendly way He makes the eye-contact and tells in no uncertain terms that how he feels about it. Amazingly, all that course doesn’t take more than a minute!
The Second Secret: One Minute Praising Summary 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.
The Third Secret: One Minute Reprimands Important points: He usually gives me the reprimand as soon as I’ve done something wrong. 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. 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. He is consistent
The Third Secret: One Minute Reprimands IF YOU DID SOMETHING WRONG then… He 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!
The Third Secret: One Minute Reprimands Summ ary The One Minute Reprimand works well when you: 1. Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms. the first half of the reprimand: 2. Reprimand people immediately. 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 Third Secret: One Minute Reprimands Summa ry 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. Realize that when the reprimand is over, it’s over.
An Ancient Chinese Story: ’ Tough and Nice’ manager  vs.  ‘ Nice and Tough’ manager
The New  One Minute Manager You can set One Minute You can give One Minute Praising You can give One Minute Reprimands Now You can also speak the simple truth, you can laugh and you can enjoy your work.
Game Plan
The One Minute Manager by Muhammad Akram

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The One Minute Manager by Muhammad Akram

  • 1. the one minute manager Kenneth Blanchard, Ph.D. Spencer Johnson, M.D.
  • 2. Topic to Discuss Brief Prologue of the authors of the book Introduction of the book Quest of the young man The One Minute Manager The New One Minute Manager Game Plan
  • 3. Brief Prologue of the authors Dr. Kenneth Blanchard , Chairman of Blanchard Training and Development, Inc. (BTD), is an internationally known author, educator and consultant/trainer. He is the co-author of the highly acclaimed and most widely used text on leadership and organization behavior, Management of Organization Behavior: Utilizing Human Resources, which is in its fourth edition and has been translated into numerous languages. He presently serves as a professor of Leadership and Organizational Behavior at University of Massachusetts, Amherst. In addition, he is a member of the National Training Laboratories (NTL).
  • 4. Brief prologue of the authors Dr. Spencer Johnson is the Chairman of Candle Communications Corporation, and an active author, publisher, lecturer and communications consultant. He has written more than a dozen books dealing with medicine and psychology, and has over three million copies of his books in print. Dr. Johnson’s education includes a degree in psychology from the University of Southern California, an M.D. degree from the Royal College of Surgeons in Ireland, and medical clerkships at Harvard Medical School and the Mayo Clinic.
  • 5. Introduction of the book Read a story that will change your life! 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. The book is brief, the language is simple, and best of all ... it works!
  • 6. Quest of the young man Types of manager: Autocratic Manager 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 Manager They are participative, supportive and nice individuals They want to be more close to their subordinates They give more importance to people than results
  • 7. Quest of the young man The managers who were interested in results often seemed to be labeled “ autocratic ”, while the managers interested in people were often labeled “ democratic ”. 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. Still the quest continues until he finds a manager who might have the answers to his confusions…
  • 9. The One Minute Manager Plaque * People Who Feel Good About Themselves Produce Good Results *
  • 10. The One Minute Manager “ 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. The One Minute Manager Plaque * The Best Minute I Spend Is The One I Invest In People *
  • 12. The One Minute Manager Secrets of One Minute Manager First Secret Second Secret Third Secret The One Minute Manager doesn’t make decisions for others, rather encourage them to take their own decisions.
  • 13. The First Secret: One Minute Goals In most organizations when you ask people what they do and then ask their boss, all too often you get two different lists. A goal, and its performance standard, should take no more than 250 words to express. 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. 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. The First Secret: One Minute Goals Plaque * Everyone Is A Potential Winner Some People Are Disguised As Losers, Don’t Let Their Appearances Fool You *
  • 15. The First Secret: One Minute Goals Plaque * Take A Minute: Look At Your Goals Look At Your Performance See If Your Behavior Matches Your Goals *
  • 16. The First Secret: One Minute Goals Summary 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. The Second Secret: One Minute Praising 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.
  • 18. The Second Secret: One Minute Praising IF YOU DID SOMETHING RIGHT then… He comes over and makes contact with you He usually puts his hand on your shoulder or briefly touching you in a friendly way He makes the eye-contact and tells in no uncertain terms that how he feels about it. Amazingly, all that course doesn’t take more than a minute!
  • 19. The Second Secret: One Minute Praising Summary 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.
  • 20. The Third Secret: One Minute Reprimands Important points: He usually gives me the reprimand as soon as I’ve done something wrong. 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. 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. He is consistent
  • 21. The Third Secret: One Minute Reprimands IF YOU DID SOMETHING WRONG then… He 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!
  • 22. The Third Secret: One Minute Reprimands Summ ary The One Minute Reprimand works well when you: 1. Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms. the first half of the reprimand: 2. Reprimand people immediately. 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.
  • 23. The Third Secret: One Minute Reprimands Summa ry 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. Realize that when the reprimand is over, it’s over.
  • 24. An Ancient Chinese Story: ’ Tough and Nice’ manager vs. ‘ Nice and Tough’ manager
  • 25. The New One Minute Manager You can set One Minute You can give One Minute Praising You can give One Minute Reprimands Now You can also speak the simple truth, you can laugh and you can enjoy your work.