When a leading American Management expert (Ken Blanchard) and a psychologist (Spencer Johnson) decided to get together to create a e book on management the effect could be a learner tome which is incomprehensible to numerous of these for whom its concept is intended. Creators enough time pitfall and also have produced a straightforward problem of what they have discovered how people work best with other people. Contrary to this notion that this and services are the best possible qualification to manage people, THE MAIN ONE Minute Manager explodes the misconception that the ability to take care of one's own tendencies and attitudes is an essential prerequisite to taking care of other people. THE MAIN ONE Minute Director provides Professionals, an insight about how to become more effective in communication within their teams and with exterior interests. This book ensures that efficiency (Variety + Quality) of every individual as well as that of the organization raises multi folds if we make a business "people oriented alternatively than direct result oriented". People will feel good in 'People Oriented Organizations' and ensure the involvement in the product / services they offer.
Usefulness to planned audience:
This book turned out very useful in virtually any area where you have to interact with peoples especially for the supervision and H. R section of the any firm as it treat the key areas where most of the professionals and management of an organization lack. Taking care of people is a fun and this reserve provides an opportunity by motivating the planned audience in a very short, simple way to control people in "ABOUT A MINUTE" with specific cases from lifestyle. Simple and sensible ideas may cause profaned difference on one's management skills. After scanning this booklet one surely gets an opportunity to become a powerful manager by implementing and rehearsing three secrets of The One Minute Manager.
Introduction
"The Best Minute I Spend Is the One I Invest In People"
About book
"The One Minute Director" is among the finest selling business literature ever but still make appearance Amazon's list of Best -Offering business literature. Very active people as its aim for audiences it is designed to be read quickly. This is the symbolic book. The One Minute Manager's symbol-a about a minute readout from the facial skin of a modern digital watch- is intended to remind each folks to have a minute out in our day to check out the faces of the people whom we manage and also to realize that they can be our most significant resources.
An easily-read tale, shows three very practical management techniques. As the storyplot unfolds, it discovers why these apparently simple methods work so well with so many people. By the finish of the one will also know how to apply them to one's own situation.
Authors
Dr. Kenneth Blanchard
Dr. Kenneth Blanchard Chairman of Blanchard Training and Development, Inc. (BTD), can be an internationally known author, educator and expert/trainer. He is the co-author of the highly acclaimed and most widely used wording on leadership and organization action, Management of Corporation 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 or college in Federal and Idea, an M. A. from Colgate University or college in Sociology and Guidance and a Ph. D. from Cornell in Supervision and Management.
In addition, he is an associate of the National Training Laboratories (NTL). He has intensive management experience as business executive so that 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 publication - Victory Guidelines, Control Lessons from D-Day - illustrates seven bedrock command principles that all successful market leaders use. He presently will serve as a teacher of Control and Organizational Patterns at College or university of Massachusetts, Amherst.
Books by author
Management of Organizational Behavior: Using the human resources (with Paul Hersey).
Organizational Change through Effective Control: (with Robert H. Guest and Paul Hersey). The family game: a situational method of effective parenting (with Paul Hersey).
Putting the main one Minute Director to Work: (with Robert Lorber, Ph. D. )
Dr. Spencer Johnson
Dr Spencer Johnson is the Chairman of Candle Communications Corporation, and an active author, publisher, lecturer and marketing communications advisor. He has written greater than a dozen books coping with medication and mindset, and has over three million copies of his literature in print. Dr. Johnson's education includes a degree in psychology from the University of Southern California, an M. D. level from the Royal College of Surgeons in Ireland, and medical clerkships at Harvard Medical Institution and the Mayo Center.
Books by author
The one minute father
The one minute mother
The valuable present
Who transferred my cheese
Summary of the book
Overall story
Authors Ken Blanchard and Spencer Johnson use a parable style report to spell it out the plight of a young manager who is not having success; however, he hears in regards to a successful manager who's so effective that he has time and energy to spare He wished to work for just one. He wanted to become one. He was beginning to see the full spectral range of how people control people. But he wasn't always pleased with what he noticed. He had spoken with many managers. He noticed that some professionals are enthusiastic about results and some are considering people. "It's like being half of a manager, " he thought.
He may have abandoned his search way back when, but he had one great benefits. He knew just what he was looking for. "Effective professionals, " he thought, "manage themselves and people they use so that both organization and folks benefit from their occurrence. " Then he started out hearing marvelous testimonies in regards to a special director who resided, ironically, in a local town. The young administrator calling him up to determine what they can learn, and the successful ABOUT A 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 famous as One Minute Supervisor.
Key items: "In the main one Minute Manager", there are three types of managers.
Autocratic Manager
They are rigid & demanding
They are decision maker
They are just interested in results.
They continue to keep together with the situation
They are hard-nosed, earnings minded individuals
Their organizations appeared to gain while they lose people
Democratic Manager
They are participative, supportive and nice individuals
They desire to be more near to their subordinates
They give more importance to people than results
They are friendly with staff
They are trusting & nurturing
Effective Managers
Effective managers, control themselves and folks they use so that both people and the business profit from their presence. Effective managers have confidence in that "People Who Feel Good about Themselves Produce GREAT RESULTS". The One Minute Director doesn't make decisions for others; rather encourage them to take their own decisions.
One Minute Manager: One minute manager is a highly effective manager who value people and take keen desire for the welfare of individuals or his personnel. He doesn't have confidence in employing the winners. He is convinced to teach them and make them winners independently. He has three secrets of his One Minute Management which he shares with the son (who came up to him). These three secrets are:
One Minute Goal setting
One Minute Praising
One Minute Reprimand
The First Technique: ABOUT A MINUTE GOALS Setting
The foundation for just one Minute Management
80-20 goal-setting rule
Behavioral conditions (observable, measurable) Versus Complaining (attitudes or feelings)
Summary
Agree on your targets.
Write out each of your targets about the same sheet of newspaper using less than 250 words
80% of important results will come from 20% of your goals. So it's important to do ABOUT A MINUTE GOAL SETTING TECHNIQUES on that 20%.
Read and re-read each goal, which requires about a minute or so each and every time when one's take action.
See what good behavior looks like
Take a minute every occasionally out of day to look at your performance, and find out if your behavior suits your goal.
The Second Top secret: One Minute Praising
"How to handle when people do well"
Try to capture them doing something right
Crystal-clear feedback; Tell precisely what was right
Close contact
Habit: To capture yourself doing things right
"Individuals who feel great about themselves produce good results"
Summary
Tell people immediately that you are going to tell them the way they are doing.
Praise people immediately. Don't await the praise discourse to reward them
Tell people what they have right, be specific
Tell people how good you feel in what they have right, and exactly how it helps the organization and the others who work there.
Stop for a moment of silence to let them 'feel' how good you are feeling.
Encourage them to do more of the same
Shake hands or touch people in a manner that makes it clear that you support their success in the organization.
The Third Secret: ABOUT A MINUTE Reprimands
"How to handle when people make faults"
Reprimand as soon as something amiss is done
Specify exactly what was wrong
Don't harm anyone as a person
Be consistent
Summary: Two elements of about a minute reprimand:
The first 1 / 2 of the reprimand
The second one half of the reprimand
The first 50 % of the reprimand
Reprimand people immediately
Tell people what they did incorrect - be specific.
Tell people how you are feeling about what they did incorrect - and in no uncertain terms.
Stop for a few seconds of uneasy silence to let them feel how you will feel
The second 50 percent of the reprimand:
Shake hands, or touch them in a way that enables them know your are honest on their side.
Remind them how much you value them.
Reaffirm that you think well of them but not with their performance in this situation
Realize that whenever the reprimand has ended, it's over.
Overall Game Plan of One Minute Administrator:
Analysis of Book
The One Minute Manager:
It's very important to analyze that how the content of this book has effects on the different aspects of supposed audience. So in the evaluation, emphasis will be on the nice points of this content of the reserve. After knowing the three secrets of One Minute Manager it is important to know how these secrets work and benefited the managers and everyone who handles the peoples. THE MAIN ONE Minute Supervisor doesn't mean that You need to do all work in One minute. This is allegory use for quick and clear response to people about their tendencies. As a supervisor you have only three options.
First: You can hire winners, these are hard to find. For winners One Minute Goal Setting is enough for productive action. Because they're experts of these fields plus they make an effort to achieve according to their abilities.
Second: If you can't seek the services of the winners, work with anyone who has potential of winners. For the individuals who have potential to gain, One Minute praising will do, as you praise them they have more motivated and feel good with themselves and next time they make an effort to undertake it better. By doing about a minute praising they become winners.
Third: If you can't do above two options, then you have only one choice, prayer.
Why One Minute Goals Work:
"Every one is a potential winner
Some People are disguised as Losers; don't let the look of them fool you"
The pinball game
Explanation: THE MAIN ONE Minute Goal Setting work because of all people in virtually any organization is happy and stimulated to do one thing and they are more motivated after work. Nobody ever before work for those who else. For instance, if you are on the using field and you are striking the ball to the pins. So when you strike, you began screaming and get more motivated to affect again.
This is equivalent to we do the One Minute Goal Setting. When you understand, what exactly are you heading to do and exactly how then you are more confident about your job. And you are motivated to do it again until you become expert in dazzling the pins. You can assess yourself by looking at your goals. While you assume that people know what's expected from them, you are creating misunderstandings and over-rating them. This occurred constantly in our daily life, in our relationships and doing our daily work exercises. So ABOUT A MINUTE Goal Setting is vital part of becoming the One Minute Manager. And when you are feeling that your performance is not up-to- the tag, go back to your goals and again spend ABOUT A MINUTE to set your goal again.
Why ABOUT A MINUTE Praising Work:
"Opinions is the Breakfast time of Champions"
"People goes so far for the money, however will go the
Extra mile for praise and recognition"
Sea aquarium shows - a huge whale jumping over the rope which is high above the normal water.
Explanation: If the instructors captured the whale, the whale knew little or nothing about jumping over ropes. So when they started to train the whale in the large pool, they started out the rope from underneath of the pool. Each time the whale swam within the rope-which was every time he swam past-whale acquired fed. Soon, instructors raised the rope a little. In case the whale swam under the rope, he didn't get fed during training. Whenever he swam over the rope, he received fed. So after a while the whale started swimming above the rope constantly. Then they started out raising the rope just a little higher. However the question is the reason why they raise the rope. Because they are clear on the goal: to have the whale leap high out of the water and over the rope. Over a time they continue elevating the rope until they finally get it to the top of water. Now the fantastic whale is aware of that in order to get given, he must jump partially out of the water and over the rope. When that goal is reached, they can begin nurturing the rope higher and higher from the water. So for whales, to get food is ABOUT A MINUTE Praising. And by jumping over and over the whale become expert for high dive.
"Catch fresher's doing things right and gradually increase their bar"
This example illustrates that the main part of training you to definitely become a champion is to capture them doing something right. Slowly, you retain moving them towards the required behavior. It could be done with children's and as well as with new staff.
Why ABOUT A MINUTE Reprimands Work:
"We have been not merely our behaviors
We are the persons managing our behaviours"
Monthly feedback
Explanation: The responses as One Minute Reprimand is vital. That is, you get to the individual once you observe the 'misbehavior' or your data information system tips you off. It isn't appropriate to save up negative thoughts about someone's poor performance. The fact that the reviews is so immediate is an important lessons in why the main one Minute Reprimand works so well. Most professionals are 'gunnysack' discipliners. That is, they store up observations of poor action and then some day when performance review comes or they can be angry generally because the 'sack is so full, ' they impose in and dump everything on the table. They inform people all the things they did wrong going back couple of weeks or months or more. continued, and then the director and subordinate usually finish up yelling at one another about the reality or just keeping noiseless and resenting each other. The person receiving the reviews doesn't really hear what he or she has done wrong.
"After genuine reprimand a centric reward is needed"
So, One Minute Reprimand is very important because they are likelihood of improvement in their shows or people. The goal of ABOUT A MINUTE reprimand is to guarantee the individuals who you want to eliminate the wrong habit and keep carefully the person. When the peoples know their value in an organization, they provide their best to that organization and don't repeat the same action again. Reaffirm that you think well of these but not of these performance in this situation. Your intent is to get them back again on course, never to try to make sure they are feel badly. Behaviors aren't important what is absolutely important is the person taking care of their own habit. To becoming One Minute Supervisor you have to be
"Solid and Nice manager alternatively than Nice and Troublesome manager"
Discussion:
Now-days it is incorrect with the most organizations that their people do not produce-either quality or variety. And the key reason of the poor performance is simply because the individuals are not supervised properly.
The feeling of importance, psychologically satisfy peoples and motivates them to give the best. This "ABOUT A MINUTE Manager" is very much indeed similar to the theory of behaviorism (mindset), where main give attention to the change in the manners by setting task, praising the nice and punishing/directing the wrong behaviors.
"THE MAIN ONE Minute Supervisor" may help you to exceed for greater 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 professionals don't use them. Like any other skill, it requires practice initially. Once you utilize these skills, they will become second nature. If you're not using the "One Minute Manager's secrets", try them out and see how you can make them work for yourself as well as your team. In the event that you do them well, you too can become an effective One Minute Manager. "THE MAIN ONE Minute Administrator" is a remarkably simple system to learn and apply and can help you improve staff performance. The One Minute Administrator is a happy director because of following reasons:
Peace of Mind
Reduce Stress Levels
Increase Productivity
Criticism of the Book
One Minute Director and Change:
"The rapidity of change that is occurring in the cultural, politics and economics environment is building a marked effect on organizations as well as individual.
K. Harigopal
One Minute Administrator may be proved very able to enough time of change. No business is steady today. Globalization makes the Business and organizations doubtful and undeceive. Along with the most effected part of any organizations anticipated to change is the HR division. If there is any type of change weather it is just a behavioral change, no subject its internal and external, rather to employ the folks from outside to cope with change, managers should have eyesight of " ABOUT A MINUTE Manager".
People are afraid and conscious about change. They don't really tolerate any type of changes in their circumstances, in order a One Minute Supervisor you can manage your staff very by just setting up their goals and dealing with their behavior. You could train staff and develop perspective of change in them. Being truly a "One Minute Manager" you don't need to tell your personnel to set about a minute goal which really is a very important goal in any type of change in the business. Similarly "The One Minute Praising" and "The One Minute reprimand" alerts people and stimulate them to look at and face the change.
This e book lacks one important point which is about managers him/her do it yourself. It is not possible that whenever director is right, his perspective is wide-ranging and he knows each and every thing. He can make mistakes. So as managers, having capabilities you have to take right decisions at right times.
This book deals with very simple method of the complex art of controlling people. There is much more to management than the main one minute manager, with respect to the culture and decorum of the business.
You can't figure out how to take care of people by reading a publication but you can get a concept how to control This book is packed with implications for professionals. But the target has been using one minute. When every process is reduced to 1 minute, it brings about over simplification of the procedure which a supervisor has to carry out. It has ignored the dual role a manager performs in set up firm where there are both subordinates and seniors.
No doubt this is actually the effective book using one Minute Director but it doesn't deal with the complexities of the organizations as the organizations and behaviors are more technical as mentioned in this e book.
Key Meaning of the book
Too 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 organized with smattering the reward but neither the manager nor staff can remember the details. At other times, professionals are quick at fault employees for things going wrong and will criticize in a way that leaves the worker resenting the way he or she has been cured by the director. THE MAIN ONE Minute Manager comes management down to three activities - goal setting techniques, praising and reprimands on the foundation that clear goals and quick, exact feedback will be the basis for better performance. After reading the main one minute manager you will not become a autocrat and democrat administrator, but you try to become a powerful manager.
Conclusion
"An vision opener for most indeed"
A measurement of any good innovator is ability to develop other market leaders, not followers. Nowadays, many new supervisors are thrust into a "baptism by flames" management environment. I found this booklet to be a fairly easy to learn and arm newcomers to management with the basic tools for building employee relationships and getting the best out of their staffs. As a result, their work are led into decisions that make increasingly positive effects in unpleasant situations. Self confidence builds and management/management styles improve.
This book discussions of empowering people and giving them onus of their lives through applications of varied principles of human being relations and communications. It'll make your feel that you are a much better supervisor because you have grown to be proactive somewhat than reactive. You are setting goals and providing quick feedback on performance - whether good or bad. The secrets of one-minute management can help a manager raise profits and productivity immediately through raises employee morale, job satisfaction and manage people in time of change.
Unlike most business books, this one is short and readable. The academic terminology has been banished, which is well written.
For any person who is presently a director and striving to get the most from people, or who's planning to become one soon, "The One Minute Director" is an indispensable success tool. After knowing the secrets of One Minute Supervisor; you can also become a "One Minute Manager".
"Goals beings behaviors, results maintain behaviors"
Now you are a new One Minute Manager,
You can arranged One Minute
You can give ABOUT A MINUTE Praising
You can provide ABOUT A MINUTE Reprimands
You can also speak the simple truth
You can chuckle and you will enjoy your projects.
