The One Minute Manager

The One Minute Manager This Book Teaches The Quickest Way To Increase Productivity, Profits, Job Satisfaction, And Personal Prosperity It Is A Revolutionary New Management Method That Is Already Producing Very Real Results For Top Managers And Fortune Companies Nationwide Many Believe That It Will Soon Be Recognized As The Answer To The Nation S Falling Productivity America S Answer To Japan S Theory ZThe One Minute Manager Is An Easily Read Story Which Quickly Shows You Three Very Practical Management Techniques As The Story Unfolds, You Will Discover Several Studies In Medicine And The Behavioral Sciences Which Help You Understand Why These Apparently Simple Methods Work So Well With So Many People By The Book S End You Will Also Know How To Apply Them To Your Own SituationThe Book Is Brief, The Language Is Simple, And The Method Works The Publisher Believes So Firmly In The Value Of The One Minute Manager That We Are Offering An Unprecedented Money Back Guarantee

www.kenblanchard.com.

❰Read❯ ➪ The One Minute Manager Author Kenneth H. Blanchard – Webcambestmilf.info
  • Hardcover
  • 111 pages
  • The One Minute Manager
  • Kenneth H. Blanchard
  • English
  • 10 November 2019
  • 9780688014292

10 thoughts on “The One Minute Manager

  1. says:

    . 7 1 250 ..2 ..3 . .

  2. says:

    There is this genre I call business fiction The characteristics of the genre are as follows 1 A Simple contrived narrative with a pedantic plod.2 An aim at communicating common sense wisdom for the business world 3 A healthy overlay of positive thinking.4 characters you could care less about because they are one dimensional, mindless automatons sent by the author to fulfill his didactic purposes but do not breath, bleed, or have any life of their own 5 Lots of slogans that would look nice on a plaque over your desk Maybe a nice motivational poster Well truth be told, some authors in the genre have quality than others Not this one, but it distinguishes itself as providing the template for all such books that followed Written thirty years ago, this New York Times bestseller, follows the adventures of a young man in search for the greatest management model in the universe Presumably this is to rule the galaxy though this is implied than said Some of the managers he observes are focused on people but not results Others focus on results but screw people over That is until he discovers the One Minute Manager A manager so named because he doesn t have to spend much time with his people At all A minute here and there will suffice.Actually there is some helpful management advice 1 Have employees write out a 250 word summary of their goals main objectives which you both keep on file The process of clarifying things so that both managers and employees know what their objectives are means greater success and less communication is necessary.2 The One Minute praise Catch your employee doing something right and specifically praise them for that action and let them know how valuable it is for you 3 The One minute reprimand when employees do something wrong, immediately and specifically reprimand them for that action, though put it in the context of their overall good work This is all helpful advice in managing people That way, they are clear on objectives, feel valued and know exactly where they screw up without having to deal with an angry build up But really this is the entire substance of the book Along the way the characters, spout off the same advice and show each other motivational messages on plaques There is also a lot of advice about touching people to communicate you care It isn t normally the case, but my guess is that this book would be much better as a movie Wait for it.

  3. says:

    This short book packs a lot of advice about effective management into an allegorical story The tips are realistic and practical, and not too preachy Here are my notes, mostly quoted straight from the book Manager TypesAutocratic Tough Interested in results Profit minded Organization wins while people loseDemocratic Nice Interested in people People win while organization losesPeople who feel good about themselves produce good results.One minute goal setting1 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 Take a minute every once in a while out of your day to look at your performance, and6 See whether or not your behavior matches your goals.Help people reach their full potential Catch them doing something right.One minute praising1 Tell people up front that you are going to let them know how they are doing.2 Praise people immediately.3 Tell people what they did right be specific.4 Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there.5 Stop for a moment of silence to let them feel how good you feel.6 Encourage them to do of the same.7 Shake hands or touch people in a way that makes it clear that you support their success in the organization.One minute reprimand1 Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms the first half of the reprimand 2 Reprimand people immediately.3 Tell people what they did wrong be specific.4 Tell people how you feel about what they did wrong and in no uncertain terms.5 Stop for a few seconds of uncomfortable silence to let them feel how you feel the second half of the reprimand 6 Shake hands, or touch them in a way that lets them know you are honestly on their side.7 Remind them how much you value them.8 Reaffirm that you think well of them but not of their performance in this situation.9 Realize that when the reprimand is over, it s over.The best minute I spend is the one I invest in people.Everyone is a potential winner Some people are disguised as losers don t let their appearances fool you.Hiring choices1 Hire a winner they re hard to find and expensive.2 Hire someone with potential to be a winner train them to be a winner.3 Don t use options 1 or 2 Hire someone and pray they work out.Take a minute Look at your goalsLook at your performanceSee if your behavior matches your goals Gunnysack discipliners store up observations of poor behavior, then dump them on the person all at once Instead, remember that performance review is an ongoing process, not just an annual event.With the leave alone zap style , you leave a person alone, expecting good performance from them, and when you don t get it, you zap them Instead, tell people what you expect, then give them plenty of feedback.We are not just our behavior we are the people managing our behavior.Manipulation is getting people to do something they re not aware of or don t agree to To avoid it, always let a person know up front what you are doing and why.Goals begin behaviors consequences maintain behaviors.

  4. says:

    Is there a word for books that are over one hundred pages long but which summarise themselves in less than one page In this case everything you need to know is on page, luckily not room, 101 view spoiler but just in case, I would like to take this opportunity to reiterate I love Big Brother hide spoiler

  5. says:

    The writing is absolutely wretched It s as if it were written for school children Poorly.That being said, I think this is probably a really solid management style I just wish they showed a little respect for the reader The dialog attribution alone is nausea inducing.This is from the same school of thought as Dale Carnegie s How to Win Friends Influence People Which is, basically, if you manipulate people into thinking you care about them, they ll do what you want Of course, it s framed in such a way that you really should care about them And this is probably true It s just a reminder that people care only about themselves, so if you can leverage that, you ll win.It s incredibly short, but this book was painful to read.

  6. says:

    A must read for new managers.

  7. says:

    Well that was a very basic and short book I liked it but I personally didn t find much value in it Though, if only my shittiest manager were to have read this book I would be freed from so much sucky ass manager grief The structure of this book is so strange usually personal development books are instructional and insightful which this book kinda is but it s told as a story It s a story about interviewing several people lol I feel like Blanchard did this to thicken the book, else he could have just gotten right to the point.Blanchard really generalizes people, like when he says The number one motivator is feedback on results I do not agree with this at all lol specifically because feedback is not my 1 motivatorAlso the book is old for it s time, continually mentioning to make physical contact by placing your hand on your employee s shoulder etc Nowadays you can report that as sexual harassment.Notes while reading this book You re productive when you feel good about yourself, so get your employee s to feel good One minute manager spend 1 minute discussing and writing down a specific goal that s 250 words for that employee Catch employee doing something right and do a 1min praising and be consistent with it mention of the well known 80 20 rule reprimand people immediately and let them know exactly what they did wrong in the beginning of an employee, praise them over small accomplishments, then praise when they do it better and better, don t criticize them down when they ve done something semi good, ie when a kid is leaning to walk, you wouldn t scold them for falling be a tough and nice manager never give a repremand based on heresay If you realize that you are managing people, and not just their recent behavior you will do well

  8. says:

    This was on the shelf on the house I stayed at on my holidays and as I m supposed to lead a team these days I thought it would be useful.David Brent could have written this book It s so cheesey and american it s unreal Basically it has three ideas One minute target setting all goals mapped out in less than 250 words with each team member getting fourteen or fifteen or twenty odd or something targets There s also one minute praise It advises you to touch people in a reassuring way during these sessions That idea scares me and I don t intend to touch my staff in any manner at any time Finally, if someone has the ability to achieve a goal but fails to do so, there s the one minute bollocking The first half of this or 30 seconds I would assume is a standard bollocking but you must remember to tell the person how you feel about the failure Then you spend the next half telling the person how you are only bollocking them because you usually have such faith in them and know how good they are Again, touching is encouraged during this process.It s weird and rubbish Don t follow a formula as professional people deserve an individual approach Don t pre plan to touch people we re British and touching isn t appropriate in a professional environment Stroking someone s arm to show them that you care about their success is inappropriate Finally, the main thing I hated was how the book was written It s written as a narrative about an imagined young man who visits a company to talk to a manager The manager he meets is a One Minute Manager and then, as the book progresses, he meets a number of the manager s staff who tell him about the three pillars of the method The writing is unconvincing and poor and, as a work of literature it is almost offensively bad.It s a book that succeeds on no levels whatsoever and I pity anyone who thinks that it is a useful tool in which to learn about how to deal with people Prospective managers should move away from a formula and look to try to learn about their staff as individuals and as people The book does hint at this and this is the only lesson that anyone should possibly derive from it.

  9. says:

    Kenneth H Blanchard, Spencer Johnson 106 91

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