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The One Minute Manager

Book Review
By R.T.Inian 20-Aug-13

About 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. Dr. Blanchard received his B. A. from Cornell University in Government and Philosophy, an M.A. from Colgate University in Sociology and Counseling and a Ph.D. from Cornell in Administration and Management. 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). 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. Dr. Johnsons 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.

Abstract of the Book:

The One Minute Manager provides Managers, an insight on how to be more effective in communication within their teams and with external interests. It also helps getting past the pattern of delivering an unpleasant message, and, giving encouragement in delivering the good news. This book establishes that productivity (Quantity + Quality) of each individual as well as that of the organization increases multi folds if we make an organization people oriented rather than result oriented. People will feel good in People Oriented Organizations and ensure the involvement in the product / services they provide. To achieve this, we need setting of participatory goals, clear responsibility and accountability. Praising subordinates for right job done immediately rather than punishing any one for wrong job done can enable them to attain their full potential to perform well. It has a great impact on morale of a team when you appreciate some ones good work spontaneously and do reprimanding for mistakes committed in private.

The 3 secrets of one minute manager are: 1-minute goals with subordinates 1-minute praising when goals are achieved 1-minute reprimands when goals are not achieved

The Story:
The book starts with a young man who wants to learn from the best manager and be the best manager that he can be. So he travels far and wide in search of a perfect manager. In his quest to find the best manager he meets with many kinds of managers. He had seen many tough managers whose organizations seemed to win while their people lost. Some of their superiors thought they were good managers. Many of their subordinates thought otherwise. As the man sat in each of these tough peoples offices he asked, What kind of a manager would you say you are? Their answers varied only slightly. Im an autocratic manager I keep on top of the situation, he was told. A bottom-line manager. Hard-Nosed. Realistic. Profit minded. He heard the pride in their voices and their interest in results. The man also met many nice managers whose people seemed to win while their organizations lost. Some of the people who reported to them thought they were good managers. Those to whom they reported had their doubts. As the man listened to these nice people the same question the answer he heard was, Im a democratic manager. Participative. Supportive. Considerate. Humanistic. He heard pride in their voices and their interest in people. The young man next meets the One Minute Manager, The young man asks the same question, he asks are you a participating manager do you involve yourself with the work of your sub ordinates? The one minute manager answers no not at all. And then the young man asks So youre aware of the need for productivity. Then youre more result oriented than people oriented, the young man suggested. No! the manager retorted, he says he cares about people and results.

a) One Minute Goals:

Pareto Principle: 80% of employees important results will come from 20% of your goals. So the systematic functioning of work is done by goals and goals alone. Goal setting starts with agreeing the goal after discussion of an employee with his manager. 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 and aligning the Behaviour of the employee to the colinearity of Goals if needed.

Key Points to Remember During One Minute Goal Setting: The basic philosophy of the One Minute Goal Setting is no surprises; everyone knows what is expected from the beginning. This is what it says, Agree on your goals. See what good behavior looks like. Write out each of your goals on a single page using less than 250 words. Read and re-read each goal, which takes only a minute or so each time. Take a minute every once in a while out of your day to look at your performance, and See whether or not your behavior matches your goal.

b) One Minute Praising:

In most organizations the managers spend most of their time catching people doing something wrong. The One Minute Manager would try to catch while doing something right. Conveying the people that the performance will be monitored and it will made known to them, is the initial step of One Minute Praising. It becomes a lot easier for us to do well, if we got crystal -clear feedback from the manager on how we were doing. Praising the people immediately and specifically appreciation for the work done motivates employee. Coming over and making contact, putting his hand on employees shoulder or briefly touching in a friendly way and making the eye-contact and telling how he feels about the thing, which employee did, right motivates for employee performance without even monitoring. Shake hands or touch people in a way that makes it clear that support their success in the organization. Key Points to Remember During One Minute Praising: Here basic aim is to help people reach their full potential. Catch them doing something right! It works when you, Tell people right from the start that you are going to let them know how they are doing. Praise them immediately. Tell people what exactly they did right be specific. Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there. Stop for a moment of silence to let them feel how good you feel. Encourage them to do more of the same. Shake hands or touch people in a way that makes it clear that you support their success in the organization.

c) One Minute Reprimand:

Whenever an Employee does something wrong, which is well below his potential then a reprimand is necessary to avoid mistakes in the future. There are two half in reprimanding an Employee. i) First Half: When a mistake is observed an immediate reprimanding is necessary, telling people what they did wrong very specific and mentioning the feeling which they felt bad about that mistake to the employee by Manager will directly attack the behaviour of the employee not the employee as a human. ii) Second Half: Coming over and making contact, putting his hand on employees shoulder or briefly touching in a friendly way and making the eye-contact and telling that how much he values the employee and reaffirming that he thinks bad about the Behaviour not as a person will tempt the employee to work very careful in the future when he does the same work. Reprimand before praise. Not the other way round. Praising is reminding people they are valuable and worthwhile. Key Points to Remember During One Minute Reprimand: Main purpose here is to eliminate the behavior and keep the person. This consists of the reprimand and the reassurance, both being equally important. It will work well when you, Tell people beforehand that you are going to let them know how they are doing an in no uncertain terms. Reprimand people immediately. Tell people what they did wrong be specific. Tell people how you feel about what they did wrong and in no uncertain terms. Stop for a few seconds of uncomfortable silence to let them feel how you feel. Shake hands, or touch them in a way that lets them know you are honestly on their side. Remind them how much you value them. Reaffirm that you think well of them but not of their performance in this situation. Realize that when the reprimand is over, its over.

This is the basic foundation for good leadership and being a good manager. Goals begin Behaviours, consequences maintain Behaviours. Using the above said steps one can have a work, which can be enjoyed. Job Satisfaction can be made guaranteed. Everyone is a potential winner. Some people are disguised as losers. Don't let their appearances fool you.

A Brief Overall Summary:

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