Description
This document is about book review of one minute manager.
The One Minute Manager
Kenneth Blanchard & Spencer Johnson
The One Minute Manager
Increase Productivity, Profits and Your Own Prosperity
Overview: The One Minute Manager?s symbol – a one minute readout from the face of modern digital watch – is intended to remind each of us to take a minute out of our day to look into faces of the people we manage. And to realize that they are our most important resources.
The leaders of American and Japanese industry have made this book compulsory reading for all their managers.
This book tells a brief story, authors present us with a great deal of what they have learned from their studies in medicine and in behavioral sciences about how people work best with other people. By „best?, they mean how people produce valuable results, and feel good about themselves, the organization and the other people with whom they work.
This allegory, The One Minute Manager, is a simple compilation of what many wise people have taught and authors? learning perspectives. Authors recognize the importance of these sources of wisdom. They also feel that the people who work with us as their manager will look to you as one of their sources of wisdom.
Summary:
The One Minute Manager reveals three secrets to productive and efficient managing as told through a young man's search for the perfect managing and leading skills. The One Minute Manager is focused on, not surprisingly, a one minute manager. The man is a venerable leader that is highly spoken of by his employees, his three secrets being the key to his success.
The first secret is One Minute Goals. This involves a meeting of the manager and the employee where goals are agreed on, written down in a brief statement, and occasionally reviewed to ensure that productivity is occurring. This whole process takes a "minute", which truly means it is a quick meeting, however it is not limited to just sixty seconds. The purpose of one minute goal setting is to confirm that responsibilities of each working is understood, understanding that confusion leads to inefficiency and discouragement. The One Minute Goal Setting can be elaborated with these steps, which involves– The Goal Begins with Behaviors. Consequences Maintain Behavior. Agreeing on your goals – this means, manager and employee both should decide the goal in their mind first. The mind should be clear about the goal. It should have clearcut idea about it. Next, they should see what good behavior looks like. This tells the actions required to achieve your goal. The right attitude or right behavior could get you close to your goal in a short span in a right way and in the right manner. After developing the attitude, you should write out each of your goals on a single sheet of paper using less than 250 words. This involves a general description about the goal which you both want to achieve. It gives a whole idea and on the basis of which you can decide your further plan of actions. Read and re-read each goal, which requires only a minute or so each time you do it. Doing this will impact your subconscious mind with the idea of goal. So that you are always be alert about achieving it and your mind will automatically start acting in that direction because, if you don?t proceed in right direction, your entire efforts are likely to
go to the waste. So to avoid this from happening you need to be conscious at every step. It is just like a proverb which says, if you are going to take out a long-term car loan, then you don?t buy a short-term car. You should take a minute every once in a while out of your day to look at your performance. You should be able to compare your earlier performance with your current performance. Because this is how you can see of you can feel your improvements or your growth. So comparing yourself with own will definitely serve as a good performance measurement tool. Finally, you need to be in a position to see whether or not your behavior matches your goal. This will again give you guidelines about your efforts and your output. It will also tell whether your behavior is in the direction of attaining the goal or you got to change it because, people who feel good about themselves produce good results.
The second secret to one minute managing is One Minute Praisings. This involves being open with people about their performance. When you catch someone doing something right, a goal of the one minute manager, you praise them immediately, telling them specifically what they did correctly. Pause to allow them to "feel" how good you feel regarding their importance to the organization, and finish by shaking hands. This could be done as, Tell people right from the start that you are going to let them know how they are doing. This will act as a turnkey to start their engines, and they will be more efficient and more effective because they will be under constant impression that you are observing them. Praise them immediately when they are good performers. This will really boost their moral and they will start to work in better manner. This will also improves their image amongst their working group and this will automatically motivate them to perform better. Tell people what they did right and be specific about it. Doing such things will convey the exact thing what a particular person has done. So again the performer will have a clear idea about what are the skills and competencies he has and the things where
the person is really good at. This will help him to develop them further to be more accurate and quicker in performing such tasks. Telling people how good you feel about what they did right, and how it helps the organization and the other people who work there. Giving your appraisal on the things which they have did will really going to help them to perform better. And by making them realize that their contribution matters in the organization and the organization is running smoothly because of such type of people is really going to develop their emotional attachment to the organization. They will always have feelings that, they are the parts of the organization and because of us the organization succeeds. Another thing is, stop for a moment of silence to let them ‘feel’ how good you feel. They will really develop emotional bondage with you and with the place where they are working. This is the stage where they can really understand organization?s goals and what is expected from them to achieve them. They now will start feeling as a part of a whole. Next, encourage them to do more of the same. This again simply means to boost and motivate them to perform in more effective and efficient manner. Also it is required to them that they are the parts from which the whole is achieved, and if the parts are good then the result will be definitely brighter. Finally, shake hands or touch people in a way that makes it clear that you support their success in the organization because praising them only when they do right, will not give them a kick to work for you. You must convey them that you support them. If you don?t support them to do things differently then, they might not even try it and you will then never know the output if the things are done in a different way. Plus in addition, they will try to work beyond their horizons and because of your support they will definitely try to find new directions.
The third secret is the One Minute Reprimand. Being honest with those around you involves reprimanding when a wrong has occurred. The first step is to reprimand immediately and specifically. This is the same as the second secret, and it holds an important aspect of the first secret: it enables an understanding of responsibilities and how to complete them correctly. Following the reprimand, shake hands and remind the
person that he or she is important and it was simply their performance that you did not like. The one minute reprimand consists of the reprimand and the reassurance, both being equally important. If you leave the latter out, you will not be liked by those around you and they will attribute mistakes to them being worth less, which is far from the truth. This secret gives good results when you – Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms. There are two halves about reprimanding them. First half deals with the things you need to do to make people aware about their mistakes and where they have gone wrong. You rather give them your straightforward feedback about their mistakes. And in second half, you make them aware about their importance to you. This will make them realize their mistake and also it will them to overcome their guilt and with your moral support, there are less chances that people will repeat it.
The first half of the reprimand can be discussed as follows, 1. Reprimand people immediately. This will give them a hint that something is not right. And they need to correct it 2. Tell people what they did wrong – be specific. This means that manager must aware the people about their mistakes and being more specific about it will make people conscious about their mistakes. So that they will take necessary measures. 3. Tell people how you feel about what they did wrong – and no uncertain terms. This will make people to really understand the difference in output their mistake has made. By telling them how you feel about it would matter more to people and they will start to overcome their mistakes and will try to avoid them in future. 4. Stop for a few seconds of uncomfortable silence to let them feel how you feel. When people really feel how boss feels about them if they have done mistakes will built a shame in their mind about the mistake. And in future they will really work hard to avoid it.
The second half of reprimand deals with, 1. Shake hands, or touch them in a way that lets them know you are honestly on their side. This is rather the most important feeling people are waiting for when they do something wrong. By saying them that you are on their side will give them a moral support to come out of the situation of guilt and humiliation. 2. Remind them how much you value them. This will boost their moral and it would help them to recover from their guilt. 3. Reaffirm that you think well of them but not of their performance in this situation. This will convey that you are always are on their favor but this time because of their mistake, you will not support their side. This will impact in positive way and would say that you are always a great support to them and you are as a friend to them who recovers them from their blunders. 4. Realize that when the reprimand is over, it?s over. Doing this would give them clear indications that this is for the particular situation only. When this phase is over you are back to your position and back to their side. But because of their mistake, you are not supporting them this time. Authors discussed about The One Minute Manager’s “Game Plan” in the chapter called A Gift to Yourself which gives a strategic flow you need to follow to get your goal achieved. They have given guidelines to show you how to give yourself and others “The Gift” if getting greater results in less time. As discussed earlier, it again requires you to follow The Three Secrets.
Initially, you need to Set Goals. Then try on the way to achieve them. You will need to Praise the people if they performed well in the task allotted to them so that they will be motivated and do things more passionately which would improve overall results. Or sometimes if the people did not work well or if they have made
a mistake then you need to take a stand to Reprimand Behaviors of such people so that in the future, these kind of mistakes shall not be repeated and others can also work in the direction to avoid these mistakes.
To win people you need to encourage them by various ways. This will improve their performance. Speaking the truth to them while praising them will boosts up their moral and also will develop emotional attachment with their manager and the organization where they are working. Laughing, enjoying while working will develop a harmony in the environment of work where, people will not feel that they come to office only for their work and work only for the money.
A good manager needs to enjoy and encourage the people that he works with and make them do the same as he does. This means manager should not introduce unnecessary hierarchy in the system but should rather work on more lateral basis.
If the goals are achieved, means manager has won. His efforts were in the right direction and he was on the right track. He again needs to praise the behavior with true feelings towards people and should accept that the achievement is all because of their support and because of their cooperation. He should do it as soon as possible. He should encourage them with deep feelings about them and should expect them to be with him in the future.
After the achievement of one goal, manager sets a new goal and the process.
If the desired goal is not achieved, it means the manager has lost. He then needs to sit down and revise his actions and peoples? behavior in accomplishing the goals. Then, manager will get some weak bricks in the structure. So he needs to analyze that and rework on the plans to overcome them. If it is because of peoples? behavior he needs to take necessary actions to avoid it from happen in the future. After reworking the strategies and results, manager is now ready to set a new targets and goals and the cycle repeats.
Recommendation:
The One Minute Manager is a quick read that emphasizes key points throughout. The message is clear, and implementing the ideas is straight-forward and laid out in the book. This makes it simple to utilize the knowledge and techniques that the one minute manager style offers. Due to these factors, I find The One Minute Manager an effective tool for developing leadership.
doc_932679043.docx
This document is about book review of one minute manager.
The One Minute Manager
Kenneth Blanchard & Spencer Johnson
The One Minute Manager
Increase Productivity, Profits and Your Own Prosperity
Overview: The One Minute Manager?s symbol – a one minute readout from the face of modern digital watch – is intended to remind each of us to take a minute out of our day to look into faces of the people we manage. And to realize that they are our most important resources.
The leaders of American and Japanese industry have made this book compulsory reading for all their managers.
This book tells a brief story, authors present us with a great deal of what they have learned from their studies in medicine and in behavioral sciences about how people work best with other people. By „best?, they mean how people produce valuable results, and feel good about themselves, the organization and the other people with whom they work.
This allegory, The One Minute Manager, is a simple compilation of what many wise people have taught and authors? learning perspectives. Authors recognize the importance of these sources of wisdom. They also feel that the people who work with us as their manager will look to you as one of their sources of wisdom.
Summary:
The One Minute Manager reveals three secrets to productive and efficient managing as told through a young man's search for the perfect managing and leading skills. The One Minute Manager is focused on, not surprisingly, a one minute manager. The man is a venerable leader that is highly spoken of by his employees, his three secrets being the key to his success.
The first secret is One Minute Goals. This involves a meeting of the manager and the employee where goals are agreed on, written down in a brief statement, and occasionally reviewed to ensure that productivity is occurring. This whole process takes a "minute", which truly means it is a quick meeting, however it is not limited to just sixty seconds. The purpose of one minute goal setting is to confirm that responsibilities of each working is understood, understanding that confusion leads to inefficiency and discouragement. The One Minute Goal Setting can be elaborated with these steps, which involves– The Goal Begins with Behaviors. Consequences Maintain Behavior. Agreeing on your goals – this means, manager and employee both should decide the goal in their mind first. The mind should be clear about the goal. It should have clearcut idea about it. Next, they should see what good behavior looks like. This tells the actions required to achieve your goal. The right attitude or right behavior could get you close to your goal in a short span in a right way and in the right manner. After developing the attitude, you should write out each of your goals on a single sheet of paper using less than 250 words. This involves a general description about the goal which you both want to achieve. It gives a whole idea and on the basis of which you can decide your further plan of actions. Read and re-read each goal, which requires only a minute or so each time you do it. Doing this will impact your subconscious mind with the idea of goal. So that you are always be alert about achieving it and your mind will automatically start acting in that direction because, if you don?t proceed in right direction, your entire efforts are likely to
go to the waste. So to avoid this from happening you need to be conscious at every step. It is just like a proverb which says, if you are going to take out a long-term car loan, then you don?t buy a short-term car. You should take a minute every once in a while out of your day to look at your performance. You should be able to compare your earlier performance with your current performance. Because this is how you can see of you can feel your improvements or your growth. So comparing yourself with own will definitely serve as a good performance measurement tool. Finally, you need to be in a position to see whether or not your behavior matches your goal. This will again give you guidelines about your efforts and your output. It will also tell whether your behavior is in the direction of attaining the goal or you got to change it because, people who feel good about themselves produce good results.
The second secret to one minute managing is One Minute Praisings. This involves being open with people about their performance. When you catch someone doing something right, a goal of the one minute manager, you praise them immediately, telling them specifically what they did correctly. Pause to allow them to "feel" how good you feel regarding their importance to the organization, and finish by shaking hands. This could be done as, Tell people right from the start that you are going to let them know how they are doing. This will act as a turnkey to start their engines, and they will be more efficient and more effective because they will be under constant impression that you are observing them. Praise them immediately when they are good performers. This will really boost their moral and they will start to work in better manner. This will also improves their image amongst their working group and this will automatically motivate them to perform better. Tell people what they did right and be specific about it. Doing such things will convey the exact thing what a particular person has done. So again the performer will have a clear idea about what are the skills and competencies he has and the things where
the person is really good at. This will help him to develop them further to be more accurate and quicker in performing such tasks. Telling people how good you feel about what they did right, and how it helps the organization and the other people who work there. Giving your appraisal on the things which they have did will really going to help them to perform better. And by making them realize that their contribution matters in the organization and the organization is running smoothly because of such type of people is really going to develop their emotional attachment to the organization. They will always have feelings that, they are the parts of the organization and because of us the organization succeeds. Another thing is, stop for a moment of silence to let them ‘feel’ how good you feel. They will really develop emotional bondage with you and with the place where they are working. This is the stage where they can really understand organization?s goals and what is expected from them to achieve them. They now will start feeling as a part of a whole. Next, encourage them to do more of the same. This again simply means to boost and motivate them to perform in more effective and efficient manner. Also it is required to them that they are the parts from which the whole is achieved, and if the parts are good then the result will be definitely brighter. Finally, shake hands or touch people in a way that makes it clear that you support their success in the organization because praising them only when they do right, will not give them a kick to work for you. You must convey them that you support them. If you don?t support them to do things differently then, they might not even try it and you will then never know the output if the things are done in a different way. Plus in addition, they will try to work beyond their horizons and because of your support they will definitely try to find new directions.
The third secret is the One Minute Reprimand. Being honest with those around you involves reprimanding when a wrong has occurred. The first step is to reprimand immediately and specifically. This is the same as the second secret, and it holds an important aspect of the first secret: it enables an understanding of responsibilities and how to complete them correctly. Following the reprimand, shake hands and remind the
person that he or she is important and it was simply their performance that you did not like. The one minute reprimand consists of the reprimand and the reassurance, both being equally important. If you leave the latter out, you will not be liked by those around you and they will attribute mistakes to them being worth less, which is far from the truth. This secret gives good results when you – Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms. There are two halves about reprimanding them. First half deals with the things you need to do to make people aware about their mistakes and where they have gone wrong. You rather give them your straightforward feedback about their mistakes. And in second half, you make them aware about their importance to you. This will make them realize their mistake and also it will them to overcome their guilt and with your moral support, there are less chances that people will repeat it.
The first half of the reprimand can be discussed as follows, 1. Reprimand people immediately. This will give them a hint that something is not right. And they need to correct it 2. Tell people what they did wrong – be specific. This means that manager must aware the people about their mistakes and being more specific about it will make people conscious about their mistakes. So that they will take necessary measures. 3. Tell people how you feel about what they did wrong – and no uncertain terms. This will make people to really understand the difference in output their mistake has made. By telling them how you feel about it would matter more to people and they will start to overcome their mistakes and will try to avoid them in future. 4. Stop for a few seconds of uncomfortable silence to let them feel how you feel. When people really feel how boss feels about them if they have done mistakes will built a shame in their mind about the mistake. And in future they will really work hard to avoid it.
The second half of reprimand deals with, 1. Shake hands, or touch them in a way that lets them know you are honestly on their side. This is rather the most important feeling people are waiting for when they do something wrong. By saying them that you are on their side will give them a moral support to come out of the situation of guilt and humiliation. 2. Remind them how much you value them. This will boost their moral and it would help them to recover from their guilt. 3. Reaffirm that you think well of them but not of their performance in this situation. This will convey that you are always are on their favor but this time because of their mistake, you will not support their side. This will impact in positive way and would say that you are always a great support to them and you are as a friend to them who recovers them from their blunders. 4. Realize that when the reprimand is over, it?s over. Doing this would give them clear indications that this is for the particular situation only. When this phase is over you are back to your position and back to their side. But because of their mistake, you are not supporting them this time. Authors discussed about The One Minute Manager’s “Game Plan” in the chapter called A Gift to Yourself which gives a strategic flow you need to follow to get your goal achieved. They have given guidelines to show you how to give yourself and others “The Gift” if getting greater results in less time. As discussed earlier, it again requires you to follow The Three Secrets.
Initially, you need to Set Goals. Then try on the way to achieve them. You will need to Praise the people if they performed well in the task allotted to them so that they will be motivated and do things more passionately which would improve overall results. Or sometimes if the people did not work well or if they have made
a mistake then you need to take a stand to Reprimand Behaviors of such people so that in the future, these kind of mistakes shall not be repeated and others can also work in the direction to avoid these mistakes.
To win people you need to encourage them by various ways. This will improve their performance. Speaking the truth to them while praising them will boosts up their moral and also will develop emotional attachment with their manager and the organization where they are working. Laughing, enjoying while working will develop a harmony in the environment of work where, people will not feel that they come to office only for their work and work only for the money.
A good manager needs to enjoy and encourage the people that he works with and make them do the same as he does. This means manager should not introduce unnecessary hierarchy in the system but should rather work on more lateral basis.
If the goals are achieved, means manager has won. His efforts were in the right direction and he was on the right track. He again needs to praise the behavior with true feelings towards people and should accept that the achievement is all because of their support and because of their cooperation. He should do it as soon as possible. He should encourage them with deep feelings about them and should expect them to be with him in the future.
After the achievement of one goal, manager sets a new goal and the process.
If the desired goal is not achieved, it means the manager has lost. He then needs to sit down and revise his actions and peoples? behavior in accomplishing the goals. Then, manager will get some weak bricks in the structure. So he needs to analyze that and rework on the plans to overcome them. If it is because of peoples? behavior he needs to take necessary actions to avoid it from happen in the future. After reworking the strategies and results, manager is now ready to set a new targets and goals and the cycle repeats.
Recommendation:
The One Minute Manager is a quick read that emphasizes key points throughout. The message is clear, and implementing the ideas is straight-forward and laid out in the book. This makes it simple to utilize the knowledge and techniques that the one minute manager style offers. Due to these factors, I find The One Minute Manager an effective tool for developing leadership.
doc_932679043.docx