Friday, January 8, 2010

Book Review ~ The One Minute Manager

The One Minute Manager by Ken Blanchard and Spencer Johnson

#1 set One Minute Goals: Agree on your goals. See what good behavior looks like. Write out in 250 words or less that follow observable and measureable behavior terms, not attitudes or feelings. Read and re-read your goals. Monitor your performance and see whether your behavior matches your goals. 80/20 Rule: 80% of your results will come from 20% of your goals.

Everyone is a potential winner. Some people are disguised as losers, don't let their appearances fool you. People who feel good about themselves, work better, work smarter, and are more productive and produce good results.

#2 give One Minute Praisings: Give praise immediately. Give precise crystal clear feedback on what was done right. "People who feel good about themselve produce good results". Encourage to do more of the same. Touch them in a way that makes it clear you support their success.

Help people reach their full potential, catch them doing something right.

#3 give One Minute Reprimands: Give as soon as something is done wrong, explaining specifically. Don't attack the person, just the behavior. Tell them how you feel about what they did wrong. Be consistent. Let them know you are on their side and you value them, but not their performance in this situation. When the reprimand is over, it's over.

We are not just our behavior we are the person managing our behavior.

Goals begin behavior, consequences maintain behavior.

Effective managers, manager themselves and the people they work with so that both the organization and the people profit from their presence.

The best minute I spend is the one I invest in people.

I completed this audio book today. It was short, but had some good points to reflect on, which I will do in the days ahead as I strive to be a better manager. It is my goal to be better at managing yself, so that I profit and others will profit from these efforts. I can be keen on the areas that have mistakes and not take enough time to let the person know how good they are doing and why I think so, beyond a general statement. This must be corrected if I expect to achieve winners on my team!

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