One minute manager was in my reading list for a long time. I decide I would read it as I noticed it was just a small book.
The book is a must read for anyone in a management position. Keeping true to the one minute title, the book is brief, and important points of the books can be read in just a minute.
Like many management book this book is a told like a story. There is a young manager who is eager to learn about the secret of management, and that was when he meets the One Minute Manager. His philosophy is so different yet it is so effective.
First it is how to set one minute goals:
One Minute Goal Setting is simply:
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
5. Take a minute every once in a while out of
your day to look at your performance, and
6. See whether or not your behavior matches
In the Similar way he learns about One Minute Praising:
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
4. Tell people how good you feel about what
they did right, and how it helps the
organization and the other people who
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.
In the Similar way he learns about One Minute Reprimand:
The One Minute Reprimand works well when
1. 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:
2. Reprimand people immediately.
3. Tell people what they did wrong—be
4. Tell people how you feel about what they
did wrong—and in no uncertain terms.
5. Stop for a few seconds of uncomfortable
silence to let them feel how you feel.
the second half of the reprimand:
6. Shake hands, or touch them in a way that
lets them know you are honestly on their
7. Remind them how much you value them.
8. Reaffirm that you think well of them but
not of their performance in this situation.
9. Realize that when the reprimand is over,
Following these will make a manager a One Minute Manager.
Great book! I learnt a lot.