One Minute Manager

[webnetking]

The One Minute Manager by Ken Blanchard and Spencer Johnson.

Incredible book. A total MUST for any business owner who works with a team or with a group of people.

What was a defining factor in buying this book is how successful it’s been and how it’s contributed to many well-known businesses and organizations around the world. Apple, Chevron, AT&T, Wal-Mart, Holiday Inns, Hewlett-Packard, Pepsi-Cola, KFC, Harvard University, US Army, Navy & Air Force, etc, etc…


If this little book has contributed to the successes of all these amazing organizations, then something is up. I wanted to find out what that is and I did.
The essence of the book is based on “People Who Feel Good About Themselves Produce Results.â€


When do you work your best? It’s when you feel good about yourself.
It’s the story of a young fellow who is seeking out the one minute manager to learn his secrets to how he is such an effective manager. Turns out, his management style comes down to three solid principles:

1. One Minute Goal Setting
2. One Minute Praising
3. One Minute Reprimand


I’m not going to go too far into the details, because you’ll have to buy the book for that. But here is a brief idea of each.

One Minute Goal Setting
At your weekly meetings with your team, each member is required to set goals. This is setting a quick, one minute goal (nothing more than 250 words) on a piece of paper and then giving a copy to your manager and one for yourself. Everything is one minute because in management, efficiency is key.

One Minute Praising
This is rewarding your crew when they’re doing a great job. It’s spending one minute to make them feel good, acknowledging their accomplishments and hard work. Rewarding others for their effort is key to building momentum with your team and having them enjoy working with/for you.

One Minute Reprimand
When people make mistakes, this is when you let them know and give them immediate feedback on it. After letting them know how they messed up and how they could improve it or make it better, you reaffirm that you think well of them but not their performance in this situation.

 

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[LightHouse]

Upi ug vji gostv cuult o sief hivvoph opvu nz uxp nopftiv. ep umf nipvust gewusovi cuul. ovt siemmz huuf!

 

[CMCarlin]

O'wi sidipvmz muulif opvu hivvoph vjot cuul cideati ug vji qseoti ov't sidiowif cav O xetp'v tasi og ov siemmz eqqmoif vu nz qutovoup cideati ug jux aporai ov ot vu uvjis nepehinipv qutovoupt, juxiwis O tvomm cimoiwi ov xomm jewi tunivjoph vu uggis op visnt ug fiemoph xovj qiuqmi.