SUMMARY OF BOOK ONE

MINUTE MANAGER
BY SHIVKESH YADAV

NOVEMBER 1, 2020
CONTENTS

 The Search
 The One Minute Manager
 The First Secret: One Minute Goals
 The Second Secret: One Minute Praising’s
 The Third Secret: One Minute Reprimands
 The New One Minute Manager
 A Gift to Yourself
 The One Minute Manager Game Plan
 The Search

 The book is about a young man who wants to be a successful

manager for which he visits to different places in search of
an efficient manager who can share his secrets for success
with this young man.

 He meets many managers but was not satisfied with their

answers, but one fine day he meets a person who is very
famous for his smart work. This person declares himself to
be a ‘ONE MINUTE MANAGER’

 The young man had never heard of this before and he meets
the staffs of this ‘one minute manager.’ The young man is a
quick learner and In his visits he learns a lot about life . We
would like to share his learning's and experiences, as they
can prove to be a key towards a successful life for us.
  The One Minute Manager

3 Secrets of a One Minute Manager

 One Minute Goal Setting
 One Minute Praising
 One Minute Reprimand

 The First Secret: One Minute Goals

One minute goal setting is the foundation for one minute

management.
 The one minute manager always makes it clear to his
employees about their responsibilities and accountability.

 The one minute manager feels that a goal and its

performance standard , should not take more than 250 words
to express . He insists that anyone should be able to read it
within a minute.

 “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 doesn’t make decisions for others,

rather encourage them to take their own decisions.
 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%.

“Everyone Is A Potential Winner Some People Are Disguised

As Losers, Don’t Let Their Appearances Fool You.”

 The Second Secret: One Minute Praising’s.

 One Minute Goal Setting is simply:

 Agree on your goals.
 See what good behaviour looks like.
 Write out each of your goals on a single sheet of paper
using less than 250 words.
 Read and re-read each goal, which requires only a minute
or so each time you do it.
 Take a minute every once in a while out of your day to
look at your performance, and
 See whether or not your behaviour matches your goal.
 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 some-thing right.
 In most organizations the managers spend most of their
time catching people doing something wrong.
  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 One Minute Praising works well when you:

 Tell people up front that you are going to let them know
how they are doing.
 Praise people immediately.
 Tell people what they did right—be specific.
 Tell people how good you feel about what they did right.
 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.

 The Third Secret: One Minute Reprimands

 He usually gives me the reprimand as soon as I’ve done

something wrong.
 Since he specifies exactly what I did wrong 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
behaviour—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
 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 One Minute Reprimand works well when you:

 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:

 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.

The second half of the reprimand:

 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, it’s over.
 “The best minute spend is the one invested in people”

 The New One Minute Manager

 You can set One Minute For Goal Setting

 You can give One Minute Praising
 You can give One Minute Reprimands

 The One Minute Manager Game Plan