Title: The One Minute Manager
Author: Kenneth Blanchard, Ph.D. And Spencer Johnson, M.D.
– are the authors of Who Moved My Cheese?
The Symbol: Modern Digital Watch that indicates 1 minute as a reminder to take time to look at the people you manage and know that they are your best resource.
1. Bright Young Man
2. The One Minute Manager
3. Mr. Trenell – One Minute Goal Setting
4. Mr. Levy – One Minute Praising
5. Ms. Brown – One Minute Reprimand
6. Ms. Metcalfe – Secretary
Almost everything that you do with the people you manage should take a maximum of One Minute. That would be the first thought you would have reading the book. But once you’re done of course it does not mean literally One Minute. It just means that you should not take more time in getting things done when you are efficient enough. Matters that requires more than a minute should still be dealt with accordingly. Its the little time you spent with your people in the right moment that makes a difference. This is well laid out with the three guides of the One Minute Management explained in the book: One Minute Goal Setting, One Minute Praising and One Minute Reprimand. It is quite important that you do these guidelines straight when it is needed to obtain the right output to secure better people management skills. Most managers as cited in the beginning of the book do not apply these and tend to go overboard. Let’s take One Minute Goal Setting… if a leader takes time in preparing each member and the entire team with this then all will be on the same page and need not to be misguided along the production. It would be an easy reference to what they are expected to produce since it would be straight to the point. Following the explanation below by the character Mr. Trenell. Same with One Minute Praising, highlighting the action needed to strengthen or emphasize the desired output and maintenance of it, explained by the character Mr. Levy. And most importantly, ensuring that behavior in the work environment that should not be tolerated will be explained on how you should manage this by the character Ms Brown.
Mr. Trenell – One Minute Goal Setting
a. Agree on your goals
b. See what good behavior looks like
c. Write out each of your goals on a single sheet of paper using less than 250 words.
d. Read and re-read each goal, which requires only a minute or so each time you do it.
e. Take a minute every once in a while out of your day to look at your performance and
f. See whether or not your behavior matches your goal.
Mr. Levy – One Minute Praising
a. Tell people up front that you are going to let them know how they are doing.
b. Praise people immediately.
c. Tell people what they did right – be specific.
d. Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there.
e. Stop for a moment of silence to let them “feel” how good you feel.
f. Encourage them to do more of the same.
g. Shake hands or touch people in a way that makes it clear that you support their success in the organization.
Ms. Brown – One Minute Reprimand
a. 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)
b. Reprimand people immediately.
c. Tell people what they did wrong – be specific.
d. Tell people how you feel about what they did wrong – and in no uncertain terms.
e. Stop for a few seconds of uncomfortable silence to let them feel how you feel.
f. Shake hands, or touch them in a way that lets them know you are honestly on their side.
g. Remind them how much you value them.
h. Reaffirm that you think well of them but not of their performance in this situation.
I. Realize that when the reprimand is over, it’s over.
The book was written by authors who also wrote “Who Moved My Cheese?”, same as with the book that has enough pages on it to explain its objective which is on management of people and value of people as well. It keeps the reader on the edge of his/her seat which almost makes the reader feel that it only takes just a minute to read the book. It could be highly recommended for managers to read the book to lessen time spent in managing people and more on getting results the correct way without increasing pressure too much rather increasing the employee’s initiative in getting things right.