The One Minute Manager by Ken Blanchard and Spencer Johnson

The unrivalled irregular Manager by Ken Blanchard and Spencer JohnsonWhen a leading Ameri shag Management consultant (Ken Blanchard) and a psychologist (Spencer Johnson) decided to re set up together to write a book on anxiety the result could be a learner tome which is incomprehensible to many of those for whom its message is int oddityed. Authors avoid the fossa and have produced a simple complication of what they have learned how people conk out best with otherwise people. Contrary to this idea that the age and services be the best possible qualification to manage the people, The ace dainty Manager explodes the myth that the ability to manage adepts own behavior and attitudes is an essential prerequisite to managing other people. The sensation indorsement Manager appends Managers, an insight on how to be more effective in communication within their teams and with external interests. This book ensures that productivity (Quantity + Quality) of separately individual as easy as that of the composition increases multi folds if we make an agreement people oriented preferably than result oriented. plenty will pure tone level-headed in People Oriented Organizations and ensure the involvement in the product / services they provide.Usefulness to intended audienceThis book proved very reusable in any ara where one has to interact with peoples especially for the administration and H.R department of the any organization as it address the key aras where most of the film directors and way of an organization lack. Managing people is a fun and this book provides an opportunity by motivating the intended audience in a very short, simple trend to manage people in angiotensin converting enzyme consequence with limited examples from daily life. Simple and practical ideas may cause profaned difference on ones solicitude skills. After reading this book one surely gets a chance to become an effective manager by adopting and practicing lead secrets o f The One snatch Manager. accessThe Best present moment I Spend Is the One I Invest In PeopleAbout bookThe One second base Manager is one of the best selling business books of all age and still make appearance Amazons list of Best -Selling business books. Very busy people as its target audiences it is designed to be read quickly. This is the symbolic book. The One Minute Managers symbol-a one secondment readout from the show of a modern digital watch- is intended to motivate each of us to take a minute out of our day to look into the faces of the people whom we manage and to realize that they are our most historic resources.An easily-read figment, demonstrates three very practical management techniques. As the story unfolds, it disc overs why these apparently simple methods work so good with so many people. By the end of this one will also know how to apply them to ones own situation.AuthorsDr. Kenneth BlanchardDr. Kenneth Blanchard Chairman of Blanchard Training and Deve lopment, Inc. (BTD), is an internationally known indite, educator and consultant/trainer. He is the co-author of the highly acclaimed and most widely used text on leadership and organization behavior, Management of Organization Behavior Utilizing Human Resources, which is in its fourth edition and has been translated into numerous languages. Dr. Blanchard received his B. A. from Cornell University in Government and Philosophy, an M.A. from Colgate University in Sociology and Counseling and a Ph.D. from Cornell in Administration and Management.In addition, he is a member of the National Training Laboratories (NTL).He has elongated leadership experience as business executive and as a military officer. He has been a hands-on leader in a variety of organizations large and small. Most recently he was a human resources executive for a Fortune 100 company. His book Victory Principles, Leadership Lessons from D-Day illustrates seven rudiments leadership principles that all successful leaders use. He presently serves as a professor of Leadership and Organizational Behavior at University of Massachu compensatets, Amherst.Books by authorManagement of Organizational Behavior Utilizing the human resources (with Paul Hersey).Organizational Change with Effective Leadership (with Robert H. Guest and Paul Hersey). The family game a situational lift to effective parenting (with Paul Hersey).Putting the One Minute Manager to Work (with Robert Lorber, Ph.D.)Dr. Spencer JohnsonDr Spencer Johnson is the Chairman of Candle Communications Corporation, and an active author, publisher, lecturer and communications consultant. He has write more than a dozen books dealing with medicine and psychology, and has over three million copies of his books in print. Dr. Johnsons education includes a degree in psychology from the University of southern California, an M.D. degree from the Royal College of Surgeons in Ireland, and medical clerkships at Harvard Medical School and the Mayo Cl inic.Books by authorThe one minute fatherThe one minute motherThe precious presentWho moved my cheeseSummary of the bookOverall storyAuthors Ken Blanchard and Spencer Johnson use a parable style story to describe the plight of a young manager who is not having success however, he hears about a successful manager who is so effective that he has time to spare He wanted to work for one. He wanted to become one. He was beginning to see the full spectrum of how people manage people. only when he wasnt always pleased with what he saw. He had spoken with many managers. He saw that some managers are interested in results and some are interested in people. Its like being half a manager, he thought.He might have given up his search long ago, moreover he had one great advantage. He knew exactly what he was looking for. Effective managers, he thought, manage themselves and the people they work with so that both the organization and the people profit from their presence. Then he began hearing marvelous stories about a special manager who lived, ironically, in a nearby town. The young manager calls him up to find out what he gage learn, and the successful One Minute Manager shares with him three secrets to his success. The young man excitedly explores his three secrets and adopts these secrets and himself became known as One Minute Manager.Key points In the One Minute Manager, there are three types of managers.Autocratic ManagerThey are rigid demandingThey are decision makerThey are only interested in results.They always keep on top of the situationThey are hard-nosed, profit minded individualsTheir organizations seemed to throw out while they lose peopleDemocratic ManagerThey are participative, applyive and nice individualsThey want to be more close to their subordinatesThey give more importance to people than resultsThey are friendly with staffThey are trusting nurturingEffective ManagersEffective managers, manage themselves and the people they work with so that both the people and the organization profit from their presence. Effective managers believe in that People Who Feel Good about Themselves Produce Good Results. The One Minute Manager doesnt make decisions for others rather encourage them to take their own decisions.One Minute Manager One minute manager is an effective manager who value people and take bewail interest in the welfare of people or his staff. He doesnt believe in hiring the winners. He believes to train them and make them winners by themselves. He has three secrets of his One Minute Management which he shares with the young man (who came to him). These three secrets areOne Minute Goal moveOne Minute PraisingOne Minute ReprimandThe First Secret ONE MINUTE GOALS SettingThe foundation for One Minute Management80-20 goal-setting ruleBehavioral terms (observable, measurable) Versus sound off (attitudes or feelings)SummaryAgree on your goals.Write out each of your goals on a single sheet of paper using less than 250 speec h80% of really Copernican results will come from 20% of your goals. So its important to do One Minute Goal Setting on that 20%.Read and re-read each goal, which requires one minute or so each time when ones do it.See what good behavior looks likeTake a minute either once in a while out of day to look at your performance, and see whether or not your behavior matches your goal.The sec Secret One Minute PraisingHow to handle when people do wellTry to catch them doing something rightCrystal-clear feedback Tell precisely what was right cheeseparing contactHabit To catch yourself doing things rightPeople who feel good about themselves produce good resultsSummaryTell people right from the bugger off that you are going to let them know how they are doing.Praise people immediately. Dont wait for the praise discussion to praise themTell people what they did right, be specificTell people how good you feel about what they did right, and how it helps the organization and the other people who work there.Stop for a moment of silence to let them feel how good you feel.Encourage them to do more of the selfsame(prenominal)Shake hands or touch people in a way that makes it clear that you support their success in the organization.The Third Secret One Minute ReprimandsHow to handle when people make mistakesReprimand as soon as something disparage is makeSpecify exactly what was wrongDont attack anyone as a personBe consistentSummary Two parts of one minute grouchThe first half of the reprimandThe second half of the reprimandThe first half of the reprimandReprimand people immediatelyTell people what they did wrong be specific.Tell people how you feel about what they did wrong and in no uncertain terms.Stop for a few seconds of uncomfortable silence to let them feel how you feelThe second half of the reprimandShake hands, or touch them in a way that lets them know your are honest on their side.Remind them how much you value them.Reaffirm that you think well of them hardly not of their performance in this situationRealize that when the reprimand is over, its over.Overall second Plan of One Minute ManagerAnalysis of BookThe One Minute ManagerIts very important to analyze that how the content of this book is poignant the different aspects of intended audience. So in the analysis, focus will be on the good points of the content of the book. After knowing the three secrets of One Minute Manager its important to know how these secrets work and benefited the managers and everyone who manages the peoples. The One Minute Manager doesnt mean that One should do all work in One minute. This is fabrication use for quick and clear response to people about their behavior. As a manager you have only three choices.First You can take winners, they are hard to find. For winners One Minute Goal Setting is enough for productive behavior. Because they are seriouss of their fields and they try to achieve according to their abilities.Second If you savings bank hire t he winners, hire someone who has potential of winners. For the people who have potential to win, One Minute praising is enough, as you praise them they get more incite and feel good with themselves and next time they try to do it better. By doing one minute praising they become winners.Third If you cant do preceding(prenominal) two choices, indeed you have only one choice, prayer.Why One Minute Goals WorkEvery one is a potential winner near People are disguised as Losers dont let their Appearance fool youThe pinball gameExplanation The One Minute Goal Setting work because of all the people in any organization is willing and actuate to do some thing and they become more motivated after work. goose egg ever work for anybody else. For example, if you are on the playing field and you are striking the ball to the pins. And when you strike, you started screaming and get more motivated to strike again.This is the same as we do the One Minute Goal Setting. When you know, what are you g oing to do and how then you are more confident about your task. And you are motivated to do it again until you become expert in striking the pins. You can analyze yourself by reviewing your goals. When you assume that people know whats expected from them, you are creating disarray and over-rating them. This happened all the time in our daily life, in our relations and doing our daily work routines. So One Minute Goal Setting is very important step in becoming the One Minute Manager. And when you feel that your performance is not up-to- the mark, go back to your goals and again spend One Minute to set your goal again.Why One Minute Praising WorkFeedback is the Breakfast of ChampionsPeople will go so far for money, however will go theExtra mile for praise and recognitionSea aquarium shows a huge whale jumping over a circuit which is high above the water.Explanation When the trainers captured the whale, the whale knew nothing about jumping over ropes. So when they began to train th e whale in the large pool, they started the rope from the bottom of the pool. Every time the whale swam over the rope-which was every time he swam past-whale got fed. Soon, trainers raised the rope a miniscule. If the whale swam under the rope, he didnt get fed during training. Whenever he swam over the rope, he got fed. So after a while the whale started swimming over the rope all of the time. Then they started raising the rope a little higher. But the question is why they raise the rope. Because they are clear on the goal to have the whale jump high out of the water and over the rope. Over a time they keep on raising the rope until they finally get it to the surface of the water. Now the great whale knows that in companionship to get fed, he has to jump partially out of the water and over the rope. As soon as that goal is reached, they can start raising the rope higher and higher out of the water. So for whales, to get food is One Minute Praising. And by jumping again and again the whale become expert for high dive.Catch freshers doing things right and slowly raise their barThis example illustrates that the most important thing in training someone to become a winner is to catch them doing something right. Slowly, you keep moving them towards the desired behavior. It can be done with childrens and as well as with new staff.Why One Minute Reprimands WorkWe are not just our behaviorsWe are the persons managing our behaviorsMonthly feedbackExplanation The feedback as One Minute Reprimand is very important. That is, you get to the individual as soon as you observe the misbehavior or your data information system tips you off. It is not appropriate to save up negative feelings about someones woeful performance. The fact that the feedback is so immediate is an important lesson in why the One Minute Reprimand works so well. Most managers are gunnysack discipliners. That is, they store up observations of poor behavior and then some day when performance review comes or they are angry in general because the sack is so full, they charge in and dump everything on the table. They tell people all the things they have done wrong for the last few weeks or months or more. went on, and then the manager and subordinate usually end up yelling at each other about the facts or merely keeping quiet and resenting each other. The person receiving the feedback doesnt really hear what he or she has done wrong.After genuine reprimand a centric praise is neededSo, One Minute Reprimand is very important because they are chances of improvement in their performances or people. The purpose of One Minute reprimand is to ensure the people that you want to refuse the wrong behavior and keep the person. When the peoples know their value in an organization, they give their best to that organization and dont repeat the same behavior again. Reaffirm that you think well of them but not of their performance in this situation. Your intent is to get them back on course, not t o try to make them feel badly. Behaviors are not important what is really important is the person managing their own behavior. To becoming One Minute Manager you have to beTough and adept manager rather than Nice and Tough managerDiscussionNow-days it is wrong with the most organizations that their people do not produce-either quality or quantity. And the main reason of this poor performance is simply because the peoples are not managed properly.The feeling of importance, psychologically satisfy peoples and motivates them to give the best. This One Minute Manager is very much similar to the theory of behaviorism (psychology), in which main focus on the change in the behaviors by setting task, praising the good and punishing/pointing the wrong behaviors.The One Minute Manager may help you to go beyond for better results, you will have to learn and use other beneficial habits as well. These are simple and easy-to-use basic management skills however, many managers dont use them. Like any other skill, it takes practice in the beginning. Once you use these skills, then they will become second nature. If you are not using the One Minute Managers secrets, try them out and see how you can make them work for yourself and your team. If you do them well, you too can become an effective One Minute Manager. The One Minute Manager is a remarkably simple system to learn and apply and will help you improve employee performance. The One Minute Manager is a happy manager because of following reasonsPeace of MindReduce Stress LevelsIncrease ProductivityCriticism of the BookOne Minute Manager and ChangeThe rapidity of change that is taking place in the social, political and economics environment is creating a marked impact on organizations as well as individual.K.HarigopalOne Minute Manager may be proved very effective at the time of change. No organization is electrostatic today. Globalization makes the Business and organizations doubtful and undeceive. And the most effected p art of any organizations due to change is the HR department. If there is any type of change withstand it is a behavioral change, no matter its internal and external, rather to hire the people from outside to cope with change, managers should have vision of One Minute Manager.People are afraid and conscious about change. They dont tolerate any type of changes in their circumstances, so as a One Minute Manager you can manage your staff very simply by setting their goals and addressing their behavior. You can train staff and dumbfound vision of change in them. Being a One Minute Manager you dont need to tell your staff to set one minute goal which is a very important target in any type of change in the organization. Similarly The One Minute Praising and The One Minute reprimand alerts people and motivate them to adopt and face the change.This book lacks one important point which is about managers him/her self. It is not possible that every time manager is right, his vision is broad and he understands each and every thing. He can make mistakes. So as managers, having powers you have to take right decisions at right times.This book deals with very simple approach to the intricate art of managing people. There is much more to management than the one minute manager, depending on the culture and decorum of the organization.You cant learn to manage people by reading a book but you can get an idea how to manage This book is full of implications for managers. But the focus has been on one minute. When every process is reduced to one minute, it leads to over simplification of the process which a manager has to undertake. It has ignored the dual role that a manager performs in unified organization where there are both subordinates and seniors.No doubt this is the effective book on One Minute Manager but it doesnt deal with the complexities of the organizations as the organizations and behaviors are more complex as discussed in this book.Key Message of the bookToo many organizations leave employees uncertain over what is expected of them and provide little feedback until the annual review. At that time a series of criticisms are laid out with smattering the praise but neither the manager nor employee can remember the details. At other times, managers are quick to blame employees for things going wrong and will criticize in a way that leaves the employee resenting the way he or she has been treated by the manager. The One Minute Manager boils management down to three actions goal setting, praising and reprimands on the basis that clear objectives and quick, finished feedback are the basis for improved performance. After reading the one minute manager you will not become a autocrat and democrat manager, but you try to become an effective manager.ConclusionAn eye opener for many indeedA measurement of a good leader is ability to develop other leaders, not followers. In todays world, many new supervisors are thrust into a baptism by fire management environment. I found this book to be an easy to read and arm newcomers to management with the basic tools for building worker relationships and getting the best out of their staffs. As a result, their efforts are guided into decisions that get increasingly positive outcomes in uncomfortable situations. Self confidence builds and leadership/management styles improve.This book talks of empowering people and giving them onus of their lives through applications of dissimilar principles of human relations and communications. It will make your feel that you are a better manager because you have become proactive rather than reactive. You are setting goals and providing quick feedback on performance whether good or bad. The secrets of one-minute management will help a manager boost profits and productivity immediately through increases employee morale, job satisfaction and manage people in time of change.Unlike most business books, this one is short and easy to read. The academic languag e has been banished, and it is well written.For any person who is currently a manager and striving to get the most from people, or who is planning to become one in the near future, The One Minute Manager is an indispensable success tool. After knowing the secrets of One Minute Manager you can also become a One Minute Manager.Goals beings behaviors, consequences maintain behaviorsNow you are a new One Minute Manager,You can set One MinuteYou can give One Minute PraisingYou can give One Minute ReprimandsYou can also speak the simple truthYou can laugh and you can enjoy your work.