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
- People who feel good about themselves produce good results.
- Help people reach their full potential – catch them doing something right.
- The best minute I spend is the one I invest in people.
- Everyone is a potential winner. Some people are disguised as losers; don’t let their appearances fool you.
- Take a minute: look at your goals, look at your performance, see if your behavior matches your goals.
- We are not just our behavior; we are the person managing our behavior.
- Goals begin behaviors. Consequences maintain behaviors.
One Minute Goal Setting
- Agree on your goals.
- See what good behavior 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.
- See whether or not your behavior matches your goal.
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, and how it helps the organization and the other people who work there.
- 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 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.
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