The New One Minute Manager

The New One Minute Manager
BY : KEN BLANCHARD & SPENCER JOHNSON
MY RATING

A revised edition of the timeless business classic—updated to help today’s readers succeed more quickly in a rapidly changing world.

  • Managers who were interested in results often seemed to be labeled “autocratic,” while the ones interested in people were often labeled “democratic.”
  • People Who Feel Good About Themselves Produce Good Results.
  • We believe in the 80/20 rule. That is, 80% of your really important results will come from 20% of your goals. So we set One Minute Goals on only that 20%—that is, our key areas of responsibility—maybe three to five goals. Of course, in the event a special project comes up, we set special One Minute Goals.”
  • One Minute Goals: Summary
    ONE MINUTE GOALS WORK WELL WHEN YOU:         
    1. Plan the goals together and describe them briefly and clearly. Show people what good performance looks like.         
    2. Have people write out each of their goals, with due dates, on a single page.         
    3. Ask them to review their most important goals each day, which takes only a few minutes to do.         
    4. Encourage people to take a minute to look at what they’re doing, and see if their behavior matches their goals.         
    5. If it doesn’t, encourage them to re-think what they’re doing so they can realize their goals sooner.
  • Help People Reach Their Full Potential. Catch Them Doing Something Right.
  • One Minute Re-Directs:
    IF THE GOAL IS CLEAR, A ONE MINUTE RE-DIRECT WORKS WELL WHEN YOU: THE FIRST HALF-MINUTE         
    1. Re-Direct people as soon as possible.         
    2. Confirm the facts first, and review the mistake together—be specific.         
    3. Express how you feel about the mistake and its impact on results. PAUSE         
    4. Be quiet for a moment to allow people time to feel concerned about what they’ve done. THE SECOND HALF-MINUTE         
    5. Remember to let them know that they’re better than their mistake, and that you think well of them as a person.         
    6. Remind them that you have confidence and trust in them, and support their success.        
     7. Realize that when the Re-Direct is over, it’s over.
  • 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 To Look At Your Goals. Then Look At What You’re Doing And See If It Matches Your Goals.
  • “Rather than punish inexperienced people who are still learning, we need to re-direct them. That involves resetting clear One Minute Goals to make sure they understand what’s expected of them and what good performance looks like.”
  • We Are Not Just Our Behavior. We Are The Person Managing Our Behavior.
  • Goals Begin Behaviors. Consequences Influence Future Behaviors.
  • He kept things simple. He set One Minute Goals. He gave One Minute Praisings. He provided One Minute Re-Directs. He asked brief, important questions; spoke the simple truth; laughed, worked, and enjoyed. And perhaps most important of all, he not only managed, he also led people to be creative and do new things. He encouraged those around him to do the same for the people they worked with.

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