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The One Minute Manager – Book Review

Title: One Minute Manager

Authors: Kenneth Blanchard, PhD and Spencer Johnson, MD

– What is the author of Who Moved My Cheese?

Chapter: 16

Page: 111

Symbol: Modern digital clock that indicates 1 minute as a reminder to take time to see the people you manage and know that they are your best asset.

Character:

1. Bright youth

2. One minute manager

3. Mr Trenell – One minute goal setting

4. Mr. Levy – A minute of appreciation

5. Mrs. Brown – A minute’s rebuke

6. Mrs Metcalf – Secretary

Introduction:

Almost everything you do with the people you manage takes a minute at most. That will be the first thought you read the book. But once you’re done, of course it doesn’t mean literally a minute. This means that you should not take much time to complete tasks when you are skilled enough. Matters requiring more than one minute should still be dealt with accordingly The little time you spend with your people at the right moment makes a difference. This is well illustrated with the three guides of One Minute Management explained in the book: One Minute Goal Setting, One Minute Praise and One Minute Scolding. It is quite important that you follow these guidelines directly when it is necessary to get the right output to secure better people management skills. Most of the managers quoted at the beginning of the book do not apply these and tend to go overboard. Let’s set a goal for a minute… If a leader takes the time to prepare each member and the entire team with it, everyone will be on the same page and there’s no need to go astray with production. It will be an easy reference to what they are expected to produce because it will be straight to the point. The character follows the explanation below by Mr. Trenell. Same with a minute appreciation, highlighting the action needed to reinforce or emphasize its desired output and maintenance, character explained by Mr. Levy. And most importantly, ensuring that behavior that should not be tolerated in the work environment will be illustrated by the Mrs. Brown character as to how you should handle it.

Mr. Trenell – One minute goal setting

A agrees with your goal

b. See what good behavior looks like

c. Write each of your goals on a sheet of paper using less than 250 words.

d Read and reread each goal, which should only take you a minute or so each time.

e Take a minute at a time out of your day to look at your performance

f See if your behavior matches your goals.

Mr. LEVY – Appreciating a minute

A Tell people up front that you’ll let them know how they’re 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 Pause for a moment of silence to let them “feel” how good you feel.

f Encourage them to do the same.

g Shake hands or touch people in a way that makes it clear you support their success in the organization.

Mrs. Brown – A minute’s rebuke

A Tell people in advance that you will let them know how they are doing and in no uncertain terms. (first half of rebuke)

b. Rebuke 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 Pause 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’re honestly on their side.

g Remind them how much you value them.

h. Again make sure you think well of them but not of their performance in this situation.

I. Realize that when the scolding is over, it’s over.

Conclusion:

The book is written by the authors of “Who Moved My Cheese?” Wrote, the book itself has enough pages to explain the purpose of the book which is the management of people and also the value of people. It keeps the reader on the edge of his/her seat which almost makes the reader feel that the book only takes a minute to read. It can be recommended for managers to read the book more to reduce the time spent on managing people and to get results in the right way without adding too much pressure, rather than increasing the employee’s initiative to do things right.

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