The One Minute Manager01 May 2023
The One Minute Manager is a book I read after moving into my first management role. It was written by Ken Blanchard and Spencer Johnson, and was published in 1982.
It’s a short read that you can complete in one sitting. I found it really useful as a foundation for thinking through “people things”. At the time I took note of a number of the useful passages, and I have referred back to these many times since. I am sharing them here for others as they may also prove useful.
The One Minute Manager’s symbol - a one minute readout from the face of a modern digital watch - is intended to remind each of us to take minute out of our day to look into the faces of the people we manage. And then release that they are our most important resource.
One Minute Goal Setting is simply:
- Agree on your goals.
- See what good behaviour looks like.
- Write out each of your goals on a single sheet of paper using less than 250 words.
- Read and re-read each goal, which requires only a minute or so each time you do it.
- Take a minute every once in a while out of your day to look at your performance, and
- See whether or not your behaviour matches your goal.
The One Minute Praising works well when you:
- Tell people right from the start that you are going to let them know how they are doing.
- Praise people immediately.
- Tell people what they did right - be specific.
- Tell people how good you feel about what they did right, and how it helps the organisation and other people who work there.
- Stop for a moment of silence to let the “feel” how good you feel.
- Encourage them to do more of the same.
- Shake hands or touch people in a way that makes it clear that you support their success in the organisation.
The One Minute Reprimand works well you:
- Tell people beforehand that you are going to let them know how they are doing in no uncertain terms. The first half of the reprimand:
- Reprimand people immediately.
- Tell people what they did wrong - be specific.
- Tell people how you feel about what they did wrong - in no uncertain terms.
- Stop for a few seconds of uncomfortable silence to let them feel how you feel. The second half of the reprimand:
- Shake hands, or touch them in a way that lets them know you are honestly on their side.
- Remind them how much you value them.
- Reaffirm that you think well of them but not of their performance in this situation.
- Realise that when the reprimand is over, it’s over.
People Who Feel Good About Themselves
Produce Good Results
Help People Reach Their Full Potential
Catch Them Doing Something Right
The Best Minute You Spend Is The One You Invest In People
Everyone Is A Potential Winner
Some People Are Disguised As Losers,
Don’t Let Their Appearances Fool You
Take A Minute:
Look At Your Goals
Look At Your Performance
See If Your Behaviour Matches Your Goals
We Are Not Just Our Behaviour
We are The Person Managing Our Behaviour
Goals Begin Behaviours
Consequences Maintain Behaviours
The One Minute Manager’s Game Plan: