The Quickest Way to Increase Your Own Prosperity
In how many ways can you improve your life during the next 60 seconds?
Quite a few, it seems. (And you’ll still have one second left.)
Ready to learn a few more?
“The One Minute Manager” is here just for you. Its title is no exaggeration: it aims to make you a better manager by taking just a minute of your time. (Or, better yet, three or four one-minute series).
Kenneth Blanchard and Spencer Johnson are considerate towards your schedule in one more manner. The book is fairly short, and even reading it from start to finish won’t take too much of your time.
But, as always, we can do one better.
Because we have the summary.
Who Should Read “The One Minute Manager”? And Why?
“The One Minute Manager” has been lauded by so many people that not few have deemed it a classic. One of the essential books on managements. Management 101.
So, to quote American television host and media mogul Merv Griffin, – “don’t miss it.” If you’re a manager, that is. Because to everyone else, the book may seem like not much more than a very bad novel.
About Kenneth Blanchard and Spencer Johnson
Kenneth Blanchard, Ph.D., is an American trainer, writer and management and leadership expert. After receiving an MA in sociology and counseling from the Colgate University in 1963, he obtained his Ph.D. in leadership from Cornell four years later.
He has – usually, co-authored – more than 60 books, many of which have become bestsellers. He is currently the Chief Spiritual Officer of the Ken Blanchard Companies.
Spencer Johnson, MA, was an American physician and writer, primarily known for the 43-volume ValueTales series of biographical children’s books, of which he wrote almost half.
He also authored the highly influential business fable, “Who Moved My Cheese?” which has sold almost 30 million copies worldwide and is translated in no less than 40 languages.
“The One Minute Manager Summary”
“The One Minute Manager” takes the form of a fable.
It tells the story of a bright young man who is looking for an effective manager.
He meets a manager after manager and he’s disappointed by all. Some are too autocratic, favoring results over people. Others are just too democratic and nice, preferring their employees over the results.
Is there not some middle ground, he wonders?
Of course, there is. And he finds it in the eponymous “One Minute Manager”.
The one-minute manager teaches the bright young man that people and results are not separated concepts. And that only people who feel good about themselves can and will produce good results.
But, how should a manager make his employees feel good about themselves and their job? In other words, how can he utilize their full potential while not using them?
Quite simply, in fact. Just by applying three one-minute methods.
First and foremost, the one-minute goal setting. Its basic idea is that 20% of your goals produce about 80% of your results. Listing them all may confuse your employees about their priorities. Listing only few at a maximum one page will be enough.
So, select just three to six goals and communicate them to your employees. Explain to them politely and nicely that you will expect some results and that you’ll hold them accountable in their absence.
And wait for the magic to happen.
Next, comes the one-minute praising. If someone does his job good, he needs to feel deep inside that he has accomplished something. After all, if he’s held accountable for not meeting the expected goals, why shouldn’t he receive something in return for meeting them.
So, praise the employees who do a good job. The rookies love the feedbacks. And they will do an even better job next time around.
Now, don’t be fooled! Not everyone will take you seriously the first time.
And that leads us to the third and final one-minute method: the one-minute reprimand.
Don’t overreact when someone does something bad. Just like you shouldn’t exaggerate in your praises when he does something good. Give him or her the chance to correct himself. But, be fair and tell him where and how he should do this.
So, quickly but precisely tell the worker who hasn’t met his goals what he has done wrongly. And don’t let him feel as if you’re not valuing him.
Results will come a plenty. And it will only take you three minutes of your day.
Key Lessons from “The One Minute Manager”
1. Three Minutes (and Techniques) to Greatness
2. Stop your “NIHYSOB” behavior
3. Conditioning Your Employees’ Behavior
Three Minutes (and Techniques) to Greatness
The mythical “One Minute Manager” from Blanchard’s and Johnson’s story is actually a three-minute manager. But, never mind: their point remains the same.
In a nutshell, it’s based around the idea that in a fast-paced society, you’ll have to make time stop at least three times during each day.
Once, for a minute, to set the most important three goals for your employees. Second time, to praise the ones who’ll meet them in no more than 60 seconds. And a final, third time, to reprimand those who won’t. Quickly, precisely, and politely.
Stop your “NIHYSOB” behavior
Most managers think that their job is to catch their employees doing something bad. Blanchard and Johnson call this style of managing the NIHYSOB behavior. NIHYSOB is an acronym for “Now, I have you…” – well, you know what the SOB stands for.
And that is not what your employees are.
So, in the future, try to catch them doing something good. And praise them. Feedbacks go a long way. Just as compliments.
Conditioning Your Employees’ Behavior
Even though Blanchard and Johnson claim that your employes are not SOBs, basically, the one-minute manager still feels like kind of a modernized version of Ivan Pavlov. Remember him? He thought dogs to salivate at the sound of a bell.
Blanchard and Johnson believe that this will work for your employees too. If done correctly. And gently. Maybe it will, who knows! After all, we are animals.
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“The One Minute Manager” QuotesThe One Minute Manager’s symbol is intended to remind each of us to take a minute out of our day to look into the faces of the people we manage. And to realize that they are our most important resources. Click To Tweet Everyone is a potential winner. Some people are disguised as losers. Don’t let their appearances fool you. Click To Tweet Take a minute! Look at your goals! Look at your performance! See if your behavior matches your goals. Click To Tweet We are not just our behavior; we are the person managing our behavior. Click To Tweet Goals begin behaviors; consequences maintain behaviors. Click To Tweet
Our Critical Review
“The One Minute Manager” was a sleeper hit in the 1980s. Amounting to no more than 100 pages, and going over just few practical advices, the book sold more than 10 million copies worldwide. We guess the people loved the allegorical approach and the straightforward writing, giving them an opportunity to read the whole book in the space of an hour, remembering almost all of it.
Now, who wouldn’t want that?
However, at least in the eyes of the more serious readers, the book hasn’t aged that well. Soon after becoming a bestseller, it was exposed by “The Wall Street Journal” as a heavily plagiarized version of an article by Arthur Elliott Carlisle, an University professor.
And if that wasn’t enough, in the meantime, managers started complaining that its tactics don’t really work in any other environment but the optimal. Simply put, the distraction-full fast-paced 21st century wasn’t going to allow managers to structure it in a minute or so.
So, reading “The One Minute Manager” nowadays is nothing more but a case of nostalgia. Peering into history to learn nothing about how to make your future better. And Blanchard and Johnson would be the first to agree: in 2015, they wrote “The New One Minute Manager.”
They knew the book needed an update.
But, that’s a topic for another summary.