友 邻 优 课·训 练 营 讲 义

畅
销
书
速
读
Book: The One Minute Manager

导论

一、读原版书的好处是什么？须注意什么？

读难度稍高的英语原版书可以提升学习者自身对阅读较难学习材料的主观适应能力。

阅读英文原版书需注意：
1. 首先明确一点，阅读英文原版书是在进行泛读训练不是精读训练，建议不要使用精读的方
法来阅读。精读练的是语言的字、词、句法，而泛读训练的是学习者的对英语的理解能力和
猜测能力。因此在泛读时，学习者不是在“学英文”，而是在“用英文”，通过“用英文”来提
升自己的英语水平。
2. 阅读纸质英文原版书时，不要手头备本字典，遇见生词就查。这样不仅方法错误，拖慢了
阅读速度，同时也容易使阅读者失去阅读兴致。
3. 阅读周期可以周为单位，即在每周末规定阅读一定时长。如此可以训练阅读者快速进入阅
读状态，为之后的碎片时间阅读提升阅读质量。

二、原版书要如何读？

1. 抓主干顺序阅读

阅读练习，碰到长难句，不是要练翻译；【理解，不等于翻译】而是我们要适应英语语序。
长难句的理解，就是【化繁为简，抓住主干，顺序理解，不怕重复】其次，【中文跟英文语
序是不同的】，中文里我们已经非常熟悉了修饰语在被修饰语之前，比如“漂亮的衣服”“流
利的英语”都是典型的偏正结构，而英文除了最基础的形容词在其修饰的名词前之外，很多
定语从句、介词短语等等修饰语都是后置的。如果非要把英文调整成你更熟悉的中文语序再
去理解，其实已经走进误区了，【理解不等于翻译】，【最高效的理解就是按照英文自然的
顺序来】，【不要浪费任何一次机会去训练你的大脑去扩容，去接纳这种思维模式】。

2. 语境猜词

【建立模糊感】模糊感是我们天生就有的能力，我们在阅读的时候，大脑会自动以“推测--再
证实”的运行模式来帮你理解陌生的文字。我们需要做的，就是先建立起认知，大多数阅读
有模糊感就够了，然后调动出这种你可能在英文阅读中从没使用过的能力。猜词就是利用我
们大脑【先推测再证实】的模式去理解词汇和文本，大胆去猜测，再通过上下文验证，【不

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Book: The One Minute Manager

要浪费任何一次机会去让你的大脑高效运行起来】。总结，猜词的线索可以是【词性】，可
以是【构词法】，还有【上下文指代关系】，还有其他类型的线索，大家可以自己去挖掘。

3. 大而化之

在泛读中，除了猜测能力，总结能力也非常重要。因此，我们要在阅读时做好总结。刚开始
阅读时可每段做一个小总结，之后阅读能力提升后，可适当拉长距离，可几段或者以每个小
标题为分界线做一次总结。读完每个段落之后，用最简单的话把大意总结出来。

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Book: The One Minute Manager

每日训练步骤

每日动作 动作细节 动作意义 提交形式

顺序阅读，通读全文（不查单词）
1. 泛读 发现问题 无
概括段落大意，中英皆可（禁止逐词翻译）

2. 听讲解 听视频讲解，并记笔记 理解文本 无

再一次回看文本，适当修改段落大意
3. 复盘 加深理解 无
（无标准答案）

1. 笔记
4. 写感悟 中文 / 英文感悟 / 金句摘抄 输出理解
2. 感悟

5. 看原版书（ 自行选择一本英文原版书，每天 5 页（无上 1. 阅读页数

培养习惯
选做） 限） 2. 阅读用时

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Book: The One Minute Manager

Introduction

One minute is all it takes for you to increase your staff happiness and

productivity, and here’s how.

Nearly all people have had the unfortunate experience of having an incompetent

boss. The type that couldn’t pour water from a boot if the instructions were on

the heel.

There’s a simple explanation as to why proficient managers are a bit of a rarity,

the fact is it’s not that easy to look after your staff’s satisfaction and secure

outstanding results.

Furthermore, due to the demanding role of being a manager, it is instrumental

that managers have ready and functional tools that assist leading and inspiring

their workforce.

Which brings us to the “one-minute” strategy, which states: by simply investing

a single minute to your employees a day, you’ll bring about personnel

happiness and in turn improve productivity.

Throughout the following pages you will discover 3 important elements; why

workers are compared to whales, how beneficial is critical feedback, and how

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Book: The One Minute Manager

the “one-minute” rule can be a powerful tool for reassessing personnel

performance.

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Book: The One Minute Manager

Section 1

It’s a people business: how managers can deliver top- notch performance

by developing their employees.

The first chapter identifies a crucial mistake made by managers: not investing

the time to develop their employees’ skills. And further insight at how this

problem can be resolved by following the “one-minute” rule.

Getting down to brass tacks. What are the essential duties of a manager? Would

it be prominent salesmanship, product innovation or the direct supervision of

the company’s budget? The answer? The hint is in the name: manager – a

person whose main duty is to manage the personnel.

As with most companies, the end goal is profit, and those profits are highly

volatile based on employee performance. It is the quality of work done by staff

that determines the success of creating and selling top quality products and

services.

This leads to the personnel being of invaluable importance; therefore, it is the

duty of managers to maximize employee potential.

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Book: The One Minute Manager

But sadly, this is not what’s happening in real life. Even when 70% of a

company’s budget is spent on employee wages, not a single percent is invested

into those same employees’ training and skill development. This portrays an

absence of understanding.

Direct correlation between their employees and bottom-line profit margins goes

unseen by most managers, and these types of managers may fall into one oftwo

groups:

One group of managers prioritize their staff’s satisfaction with their work over

the performance of the company. This group of managers will sooner take on

the workload themselves before addressing the staff of their shortcomings. This

approach eventually leads to setbacks and complications.

The other group consists of tyrannical managers, who care about nothing but

the performance of a company, disregarding any consideration about the staff’s

input to improve. They perpetually find fault with the staff’s performance, in

turn, the personnel feel discouraged.

The obvious middle ground is that we find a balance between the two groups,

where high company performance and staff satisfaction is met.

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Book: The One Minute Manager

This can be achieved by using the “one minute” rule. The following text will

provide in-detail information as to how applying the “one minute” rule

increases company and time efficiency.

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Book: The One Minute Manager

Section 2

Setting goals for an employee: all it takes is one minute.

You might ask yourself: “What can I do with just one minute? Grab a cup of

coffee? Send a short message? Has to be something extremely limited, right?”

It is factual, that managers who are in control of their time, can achieve a lot in

just 60 seconds.

They do so by determining their one-minute goals. These are unique goals for

each employee that are defined in a concise manner, preferably on a single

sheet of paper.

Might seem too easy to be effective, but it is tried and tested to be true.

Working together, the manager and employee will set forth goals, written down

in no more than 250 words. This guarantees that the goals can be reviewed

within a minute and copies of notes can be kept by both the manager and

employee, for ease of access reference.

Imagine a situation where you want to set a one-minute goal for a staff member

from the sales team. You can discuss with the employee that for the next

quarter, their goal is to increase sales by five percent. This is a realistic and

attainable goal, which definitely can be written down within 250 words and

kept track of.

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Book: The One Minute Manager

Why are these goals realistic and attainable? For the simple reason that they

motivate people.

Majority of companies don’t have a definite list of responsibilities for their

employees; therefore, only through managerial feedback can staff assess their

performance. Commonly, this feedback is negative, as managers tend to focus

on the shortcomings of their staff.

But applying one-minute goals puts an employee in a position where they can

monitor their progress, which leads to increased motivation.

However, a collection of minutes turns into an hour, meaning that setting too

many one-minute goals can overwhelm a person.

Applying the 80-20 goal-setting rule makes sure that an employee can manage

their workload. The rule states that 80 percent of an employee’s work is fixated

on achieving 20 percent of their goals. Therefore an employee only needs to

identify 20 percent of their goals, which would be around three to six specific

achievements at most.

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Book: The One Minute Manager

Section 3

Encourage, motivate and elevate your staff’s satisfaction with their work

with a simple “one-minute praise.”

As mentioned before, in the majority of companies, employees tend to receive

negative feedback as their managers will only address mistakes and problems.

This can be detrimental to staff motivation as they may conclude that whatever

they do, they can never please their manager.

This can be easily avoided by getting into the habit of providing one-minute

praises to staff members, expressing how well they’ve performed.

To make the praise warranted, it should follow right after the act or task has

been completed.

For instance, you might feel like praising a staff member in the lines of:

“Johnny, you did an absolutely fantastic presentation last week. I’m proud of

your work and so should you be.”

Should you want to add to the praise, you can accompany it with a pat on the

back. Although you should be aware whether the situation and the employee

permit it.

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Book: The One Minute Manager

When you apply the one-minute praise, you demonstrate how much you value

that person’s work, and at the same time inform them of what you expect from

them. When it comes to newly hired employees, praise and informing of

expectations should be especially prevalent; therefore, managers should seek

out all opportunities of praiseworthy work during their initial weeks or

employment.

In addition, a manager should inform their staff of any auditions that would be

conducted, so that staff members don’t feel as if they’re being “spied” on.

Then we must identify what makes one-minute praises so effective?

When an employee is made aware that management notices their hard work and

appreciates their input, this propels the employee into providing a better and

better service to the company.

A parallel reality to this method is seen with Killer Whales as they jump out of

water at marine parks. Initial training begins with whales simply swimming

over a rope, and by doing so they receive a reward. Gradually the rope’s height

is increased to a point where the whales must jump over it in order to receive

their reward.

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Book: The One Minute Manager

If the rope had been placed sky high from the get go, then the whales would

never have jumped over it. Only with incremental raising of the rope did the

whales achieve more and more, as is true with the one-minute praises.

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Section 4
Playing the politician: apply the “one-minute reprimand” to express
dissatisfaction of an employee whilst at the same time making them feel
valued.

Ultimately, either praising someone for their work or giving them constructive

criticism, all it takes is only a minute.

Even when dealing with senior staff, use the one-minute reprimand with

confidence. Long standing employees already know their way around the one-

minute goals and praise; therefore, they are aware of managers’ expectations.

So when they do slip up and make a mistake, a manager should apply the one-

minute reprimand and express their dissatisfaction with their performance.

The one-minute reprimand rule should be implemented in the same way as the

one-minute praise rule; they should take place immediately after the manager

becomes aware of the employee’s actions. The manager should be clear and

concise in explaining as to what behavior displeases them.

But remember that the reprimand should not incite hard feelings once all is said

and done. In order to accomplish this, the manager should add a dash of praise.

By doing so, the employee is informed that their behavior was not up to par, but

at the same time they are still highly valued at the company.

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Imagine this situation, one of your top employees, named Jenny, has

completely blundered a legal document that was to be signed in a few hours and

now the manager is unsure if the deal will go through. Now, the best approach

to this situation would be to say something in the lines of: “You dropped the

ball on this one and I’m highly disappointed; however, I know you can do much

better, so make sure that your next assignment meets not just mine, but your

standards too.”

Once more, by notifying employees of future audits, you save yourself from

any hard feelings that might come across.

We must ask: “Why are one-minute reprimands so effective?”, so that

employees feel their shortcomings are addressed appropriately.

Firstly, the one-minute reprimand follows-up right after the mistake is made.

By talking it out immediately, this takes away the possibility of any hostile

feeling to ferment and grow.

Secondly, adding that smidge of praise whilst conducting the one- minute

reprimand reinforces the importance of that employee to the company, keeping

them inspired and motivated.

This method is similarly seen in family interventions. Family members

expressing their concern do not blatantly bash the alcoholic for wrecking their
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lives, but they emphasize how much love and affection they feel for them, and

that they care ever so much.

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Section 5

Final summary

Proficient managers are able to bring out the best out of their employees, since

it is in the company’s best interest to do so. In order to achieve this, managers

should use three time-saving management tools: one-minute goals, one-minute

praise and one- minute reprimands. When you find yourself hiring a new

employee, be sure to utilize the one-minute rules. Begin with one- minute

performance goals, letting the new employee know what is expected from them

and that as a manager, you will be keeping a close eye on them and providing

feedback on their performance. When the time comes to provide the new

employee with feedback, make sure to find at least one item that’s praiseworthy.

This will boost their confidence and motivate them to strive for better

performance.

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