THE ONE MINUTE MANAGERBy: Ken Blanchard & Spencer Johnson

Presented By:

Ajay

Ashutosh

Raksha

Vasudev

Aditiya

Book Summary

The One Minute Manager reveals three secrets to productive and efficient managing, told through a young man's search for the perfect managing and leading skills. The One Minute Manager himself is a venerable leader that is highly spoken of by his employees. His three secrets are shown to be the key to his success.

3 Simple Steps- One Minute Each

1. One Minute Goal Setting

2. One Minute Praising's

3. One Minute Reprimands

STEP 1: ONE MINUTE GOAL SETTING

The authors advocate the 80-20 goal-setting rule: that 80% of your really important results will come from 20% of your goals.

Make it clear what is expected of them.

Benefits of One Minute Goals

No surprises – everyone knows what is expected from the beginning

Employee is responsible for solving his own problems and achieving the goals he setWhen faced with a difficult situation, manager should encourage

employee to Think, Analyze and Act on the problem,Both manager and employee will benefit

Manager has more time to focus on his work Employee learns how to think around problems and solve them

Positive impact on productivity, efficiency and self-development of personnel.

ONE MINUTE GOAL SETTING

STEPS

1. Agree on your goals. 2. See what good behavior 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. See whether or not your behavior matches your goal.

Step 2: One Minute Praising’s

The authors suggest that effective managers help people reach their full potential by catching them doing something right.

"People who feel good about themselves produce good results."

BENEFITS OF ONE MINUTE PRAISING

By providing instant and sincere feedback, and praising him, the employee will: Feel more pleased with his work Gain more confidence in what he does Try to continuously improve what he does Develop a good relationship with his manager

No surprises at time of Performance Review (PR) Why do some managers wait until the PR to assess

employee performance? Timely feedback may correct behaviors instantly.

ONE MINUTE PRAISING‘S STEPS

1. Tell people up front that you are going to let them know how they are doing.

2. Praise people immediately. 3. Tell people how good you feel about what they

did right, and how it helps the organization and the other people who work there and encourage them to do more.

4. Stop for a moment of silence to let them "feel" how good you feel.

5. Shake hands or touch people in a way that makes it clear that you support their success in the organization.

STEP 3: ONE MINUTE REPRIMANDS

"Clearly the

number one

motivator of people

is feedback on

results." Feedback is

the breakfast of

champions.

BENEFITS OF ONE MINUTE REPRIMANDS

Serve as a way to quickly respond and correct

employee’s bad performance• Manager does not wait until Performance Review to

inform employee

Employee realizes that Manager wants him to

succeed.

One Minute Reprimand Steps

The first half of the reprimand:

1. Reprimand them immediately. [reprimand the behavior only, not the

person or their worth] 2. Tell people what they did wrong - be specific. 3. Tell people how you feel about what they did wrong - and in no

certain terms. 4. Stop for a few seconds of uncomfortable silence to let them feel

how you feel.

One Minute Reprimand Steps

The second half of the reprimand: 5. Shake hands, or touch them in a way that lets them

know you are honestly on their side.

6. Remind them how much you value them.

7. Reaffirm that you think well of them but not of their performance in this situation.

8. Realize that when the reprimand is over, it's over.

KEYS TO CHOOSING SUCCESSFUL EMPLOYEES

The authors write that, as a manager, there are three choices when it comes to getting the most out of an employee:

1. Hire a winner (can be hard to find and expensive to hire and keep)

2. Hire someone with potential to be a winner and then systematically train them.

If not willing to do either of the first two, then the third choice left is prayer (pray to god for the people, whom are hired, to perform).

CONCLUSION

The three steps highlighted in this book are designed to help us

achieve our goals and objectives within the firm in a more

efficient manner. We have learned that managers who care about

their employees successes will inspire them to perform at a high

level and with a clear enthusiasm.

“People Who Feel Good About Themselves Produce Good

Results”

“Happy Employees are Productive Employees”

THANK YOU