The One Minute Manager
Author: Spencer Johnson, Kenneth H. Blanchard
List Price: $12.95
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ISBN: 0425098478
Publisher: Penguin Putnam Inc. (1983)
Sales Rank: 600
Average Customer Rating: 4.11 out of 5
Customer Reviews
Rating: 5 out of 5
The One minute Manager
A measurement of a good leader is ability to develop other leaders, not followers. In today's world, many new supervisors are thrust into a "baptism by fire" management environment. I found this book to be an easy to read guide that arms newcomers to management with the basic tools for building worker relationships and getting the best out of their staffs. As a result, their efforts are guided into decisions that generate increasingly positive outcomes in uncomfortable situations. Self confidence builds and leadership/management styles improve. I have made it a habit during my welcome interviews to provide each new management employee with a copy of "The One Minute Manager". We all enjoy the benefits!
Rating: 5 out of 5
Simply a Classic! -- Required Reading for any Leader!
I finally ordered this book to see for myself if all the hype was true. After reading through the pages very quickly (it only took a couple of brief sittings), I was thoroughly impressed. Blanchard and Johnson truly have a classic here, a volume that fulfills its high expectations.The key to the success of this book is the combination of its simplicity and its practicality. Three lessons are given to managers: the one-minute goal, the one-minute praising, and the one-minute reprimand. The material is presented in a parable-like format, which makes the concepts even easier to grasp.
I cannot recommend this book highly enough. For the small price paid and the short time required to read it from cover to cover, it is a superb investment. If you are any type of leader or manager, READ THIS BOOK!
Rating: 5 out of 5
I want to be managed like this
As I have seen among employees in different jobs that I have had, too often is the employee left to figure out his/her own job expectations. When an employee experiences this feeling of insecurity, it is usually the trigger for many other undesired exhibited behaviors which soon follow. Lack of motivation, lack of initiative, competing for the boss' attention, and trying to adopt someone else's talent rather than using one's own strengths to benefit the organization are a few of those behaviors seen. Written job descriptions and performance evaluations are at times too vague in letting the employee know how to plan or work through their day-to-day operation. With the concept of One Minute Goal Setting, a powerful tool for invoking motivation is born. The employee feels like he/she has responsibility for a task, the task and the goal is written down and performance against the goal is frequently checked. Success with the goal is then measurable.
One Minute Praising is another concept of great benefit. More than just providing feedback, it becomes a wonderful tool for reinforcing positive behavior or results, i.e. usually seen as quantity or quality work. The employee feels a sense of fulfillment and importance, knowing that his/her work made an impact or made a difference. It also allows the manager to currently share how he/she feels about the work rather than wait or most likely forget to mention it at the time of the employee's performance evaluation. Out of the three concepts, I think this technique builds employee confidence the most. When one feels confident, one is able to set higher standards for himself/herself. Higher standards develop the attitude for working with excellence.
Similarly, One Minute Reprimands "nip things in the bud." Undesired behaviors are curbed and discouraged and because of the seriousness in which the situation is handled, most employees will want to avoid getting reprimanded. Two important and notable aspects of the reprimand is that the behavior of the employee is addressed, not the employee's worth. The reprimand is also not based on "hearsay" but rather on what has been evidenced by the manager himself. Therefore, using this technique, feelings of resentment are not fostered between the employee and the manager.I found this book to be very inspiring. Though I am not yet a manager, these concepts can be used at home, with family, as well as at work with my fellow employees - especially when we work together on projects. They can be even be used with the managers who currently supervise me. The principles are reciprocal and universal. This is how I would want to be managed and this is the way I would like to manage. Great book!
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