Posted on Feb 13, 2018

The One Minute Manager Summary

Chapters, PDF & Review of Ken Blanchard & Spencer Johnson’s Book

The One Minute Manager: Increase Productivity, Profits & Your Own Prosperity

Authors: Ken Blanchard and Spencer Johnson

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Plaques

  1. People who feel good about themselves produce good results.
  2. Help people reach their full potential – catch them doing something right.
  3. The best minute I spend is the one I invest in people.
  4. Everyone is a potential winner.  Some people are disguised as losers; don’t let their appearances fool you.
  5. Take a minute: look at your goals, look at your performance, see if your behavior matches your goals.
  6. We are not just our behavior; we are the person managing our behavior.
  7. Goals begin behaviors.  Consequences maintain behaviors.

One Minute Goal Setting

  1. Agree on your goals.
  2. See what good behavior looks like.
  3. Write out each of your goals on a single sheet of paper using less than 250 words.
  4. Read and re-read each goal, which requires only a minute or so each time you do it.
  5. Take a minute every once in a while out of your day to look at your performance.
  6. See whether or not your behavior matches your goal.

The One Minute Praising works well when you:

  1. Tell people up front that you are going to let them know how they are doing.
  2. Praise people immediately.
  3. Tell people what they did right – be specific.
  4. Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there.
  5. Stop for a moment of silence to let them “feel” how good you feel.
  6. Encourage them to do more of the same.
  7. Shake hands or touch people in a way that makes it clear that you support their success in the organization.

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:

  1. Reprimand people immediately.
  2. Tell people what they did wrong – be specific.
  3. Tell people how you feel about what they did wrong – and in no uncertain terms.
  4. Stop for a few seconds of uncomfortable silence to let them feel how you feel.

The second half of the reprimand

  1. Shake hands, or touch them in a way that lets them know you are honestly on their side.
  2. Remind them how much you value them.
  3. Reaffirm that you think well of them but not of their performance in this situation.
  4. Realize that when the reprimand is over, it’s over.

 

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