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The One Minute Manager - Book Report

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Emilie kean

on 11 May 2015

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Transcript of The One Minute Manager - Book Report

Our Opinion
Key Themes of the book :

Finding a balance between the two:
Our Opinion
Easy concepts about profit, performance and people.

This book is good as a first management book to build its own idea about the effective techniques to manage people.

Focuses on the people of an organization realizing that the people you manage are more than just your employees but they are people as well.

The one minute manager is isolated and distant from the staff, he should be closer.

He handles employees' feelings.

The manager does not necessarily have to be as present.
The One Minute Manger does not make decisions for others, rather encourages them to make their own decisions.
The key to one minute management is applying all three techniques to become a One Minute Manger yourself.
How the book relates to what we have cover in class ?

Human Resource Theory

Mary Parker Follet

( participatory leadership) :
She proved the importance of working together, hand to hand: managers and employees to achieve common goals.

Strategic Management
Management in Public Sector Organizations, Leadership
All of these topics covered in class are incorporated in the book, in which from the book we learn how to become an effective manager leading people in the most successful way.


- A story about a young man's search in finding an effective manager. He wanted to work for one, and eventually become one himself one day.

- At first, his search was unsuccessful until he heard of this "special manager." He heard people liked to work for this man and that they produced great results together.

-The One Minute Manager admits that management cannot always be performed in a minute. However, it is more a symbol of the idea that managing people can be much complicated than we think.

-The One Minute Manager teaches the young man how to increase productivity & profits.
- He teaches him how to be a better manager through advices, personal experience.

Autocratic: Managers who are interested in results. (Tough Managers)
Democratic: Managers who are interested in the people. (Nice Managers)
They always keep on top of the situation.
They are hard-nosed, realistic profit minded individuals.
Their organizations seemed to win while their people lost.
They give more importance to their people than results.
Their participative, supportive, considerate, humanistic.
Their people seemed to win while their organization lost.
Two Types of Managers:
Effective managers manage themselves and the people they work with so that both the organization and the people will profit from their presence.
Kenneth Blanchard, Ph.D
Spencer Johnson, M.D.
The One Minute Manager
Published in 1982
Over 13 Million copies sold
Translated into 37 languages
One Minute Goal Setting
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. Take a minute every once in a while out of your day to look at your performance, and

6. See whether or not your behavior matches your goal.
How can we get people truly excited about their work?
One Minute Goal Setting is being aware of what is expected from the beginning.
80-20 goal-setting rule
80% of your really important results will come from 20% of your goals.
Focus on the 20% that is your key areas of responsibility.
Total of 3-6 goals in all.
One Minute Goal Setting:
Why One Minute Goals Work:
One minute goal setting is an important tool for management because it provides immediate feedback to the worker.
This feedback turns into motivation.

Unless you are sure of what is it that you need to do, you keep beating around the bush without producing the accurate results.
For example, if I ask you to clean the room, you would not know whether to sweep the room, place everything in order, arrange the books in the shelf or do all the three.
On the other hand, if I ask you to sweep the room and arrange the books, you know exactly what you need to do.
As a result, both you and me are satisfied with the job.

One Minute Praising
In most organizations the managers spend most of their time catching people doing something

One Minute Managers spend their time catching people doing something

"Help People Reach Their Full Potential
Catch Them Doing Something Right"
1. 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 more of the same.
7. Shake hands or touch people in a way that makes it clear that you support their success in the organization.
"People Who Feel Good About Themselves
Produce Good Results"
Shows that you are genuinely interested in your people and care for their success.
One Minute Praising aim at catching people ‘doing something right’ rather than catching them ‘doing something wrong’ like most other organizations.
If you emphasize on catching people doing something wrong, their main aim is simply to do no wrong, not necessarily go above and beyond and produce great results.
This produces mediocrity because everyone will tend to walk the middle line.
For exceptional results you need your people to put in their best.

Third and final secret to effective managing.
The One Minute Reprimand works well when you:

1. 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 them immediately. [reprimand the behavior only, not the person or their worth
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.
Feedback is immediate.

If you were being scolded for a mistake you made 7-8 months back, it would hardly make any impact on you.

Whereas if you are being scolded for a mistake you made yesterday, it will surely affect you.

Something Interesting:
Most companies spend 50%-70% of their money on people's salaries.
They spend 1% of their budget to train their people.
Most companies in fact, spend more time and money on maintaining their buildings and equipment than they do maintaining and developing people.
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 cost money).
2. If you cannot find a winner: Hire someone with potential to be a winner and then systematically train them.
*If you are not willing to do either of the first two then their is only the third choice left:
3. Prayer

As an administrator it is key to look for the best interest for those you are guiding or leading.
You need to be able to effectively manage your staff.
You are leading by example:
Creating One Minute Goals, Giving out One Minute Praising and Reprimands will help your staff appreciate you as the manager and appreciate their job.
They will want to do better and work harder for the organization.
The One Minute Manager
& The Public Sector:

& Leadership
3 Techniques to be an effective manager
How people produce
valuable results, and
feel good about
themselves, the
organization and the
other people they work with.
"The Best Minute I Spend
Is The One I Invest in
Setting One Minute Goals
Giving Out One Minute
Praisings & Reprimands
You to can become a One Minute Manger by:
Take a minute:
Look at your goals
Look at your performance
See if your behavior
matches your Goals
Three secrets
One Minute Goal Setting
One Minute Praising
One Minute Reprimand
One Minute Praising
Why One Minute Praising works ?
One Minute Reprimand
One Minute Reprimand
Why One Minute Reprimands works ?
Full transcript