Summary of the One Minute Manager – Ken Blanchard & SHeldon Bowles

Summary of the One Minute Manager – Ken Blanchard & sheldon bowles

In this story, a man embarks on a journey in search of an effective manager. While on this journey he learns the “secrets” to effective management which the authors ken Blanchard and Sheldon Bowles has based on three main principles on becoming a “one minute manager”.

“One Minute Goal Setting” is the first secret and the core of the “One Minute Manager” technique. The One Minute Goal setting is simply:

1.       Agree on your goals.

2.       See what good behaviour 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 to look at your performance, and

6.       See whether or not your behaviour matches your goal.

“One Minute Praisings” is the second secret. The One minute manager helps people reach their full potential. This is an essential key to being an effective One Minute manager. 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 organisation and the other people who works 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 organisation.

“One Minute Reprimand” is the third and final secret to being an effective manager. Feedback on results is one of the best ways to motivate people. The One Minute Reprimand works well when you:

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 specific

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 side.

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, it’s over.

The best minute I spend is the one I invest in people

Effective managers manage not only themselves but the people they work with as well so that there is a mutual benefit and everyone is happy. This is a remarkable book and it gets results from people. Anyone who adopts these principles will see the difference

Goals begin behaviours

Consequences maintain behaviours