The New One Minute Manager Book Summary And Review | Ken Blanchard

Table of Contents

The First Secret is One Minute Goals

One-minute management starts with learning how to set one-minute goals. Your top priority should be the sole items on your one-minute goals. The 80/20 rule can be used to determine this the simplest method possible. So, you should identify the tasks that consume 20% of your time yet yield 80% of your overall results. Your one-minute goals should then center on these things.

The New One Minute Manager Book Summary And Review — The New One Minute Manager Book Summary

One-minute goals are crucial at all times, but there are five strategies to make them more successful:

Together, set the objectives. Try to be succinct and precise when describing them when you do this. By defining what you consider to be good performance, you should also outline the outcomes you want in plain terms.
On a single page, each person should list their objectives and associated deadlines. This will serve as a reminder and motivate them to meet commitments.
Every day, ask your coworkers to examine their most critical objectives. They will only need to spend a little amount of time each day on this, but it will have a big impact.
Encourage your coworkers to review their present strategies after revision. They must determine whether they align with their objectives.

You must assist your coworkers in reevaluating their methods of goal realisation if they are unable to recognize their flaws.

One minute of adoration is the second secret.

When people receive precise feedback, their performance improves. Try to catch your coworkers doing something right if you want them to perform to their maximum capacity. You’ll have a bigger favorable influence if you compliment them right away when they do something successfully. There are three advantages of giving praise right away:

Instant praise demonstrates that you are aware of what the individual is doing and their motivations. You must be explicit in your praise in order to receive this advantage.
Praise that is given right away demonstrates consistency and expertise.
Colleagues will become more effective and willing to act morally if they receive immediate appreciation. They will be better able to handle the constantly changing workplace thanks to this confidence.

Even if one-minute praise has numerous advantages, you must execute it properly. Effective one-minute praise has the following six characteristics:

As soon as you can, give folks praise.
Tell them specifically what they did well by mentioning it.
Explain them how their activities have benefited you and how you feel as a result.
After praising someone, pause so they can reflect on their accomplishments.
Urge the individual to carry out more of the same kind of behaviour.
Make it clear that you believe in their capacity, and that this activity demonstrates their potential.

One-minute redirects are the third secret.

Everyone makes errors, but our success depends on what we learn from them. We must all learn to adjust to a reality that is always changing. Providing one-minute redirects is one of the best ways to aid others in their learning. When someone makes a mistake, immediately use these one-minute redirects. Then you need to remind them of the initial objective. They will comprehend after you start your one-minute redirect.

A one-minute redirect has the following two components:

Concentrate on the error; do not pretend it never occurred. Verify the details and pay attention to what went wrong while concentrating on it. Be very clear about the ideas and deeds that caused the error. Tell them how you feel about it and any possible negative effects, too. After giving this concentrate, you should be silent. This period of stillness will allow the information to sink in and allow the other person to comprehend the gravity of their error.

Concentrate on the individual – After concentrating on the error, you need to concentrate on the person. Tell them that they are capable of learning from their error and emphasize your belief in their competence. Explaining this trust implies that you don’t anticipate them making the same error again. They should be aware that you only want the best for them, thus they must stop making these errors. You don’t want their team or them to be recognized for doing subpar work. Keep in mind that the purpose of redirects is to boost confidence, so try to avoid bringing other people down. Good redirects will also motivate members of your team to admit mistakes.

For one-minute redirects to be effective, they must be carried out properly. Within the first 30 seconds, you must direct individuals to their errors. The error should then be confirmed and reviewed, being particular to prevent confusion. Describe your feelings regarding this error in judgement and how it might affect your outcomes. After then, take a moment to let the person comprehend what you just said. Wait no longer than 30 seconds before assuring them that their error has been corrected. Make sure they know you think they’re a talented person and that you’re confident in their skills.

The New One Minute Manager Book Review

Spencer Johnson and Ken Blanchard wrote the management book “The New One Minute Manager.” The book is an update of the classic work “The One Minute Manager,” which was published in 1982 and has since sold more than 13 million copies worldwide.

The narrative of the book centres on a young man looking for an efficient management approach. The protagonist meets with an experienced manager who teaches him three useful and efficient methods for managing people in one minute each: goal setting, complimenting, and reprimanding.

The first method, known as one-minute goal setting, is defining precise objectives for workers to meet. This method makes sure that workers are aware of exactly what is expected of them and aids in their ability to maintain concentrate on their goals.

Giving feedback and praising employees for their achievements is part of the second strategy, called one-minute praising. This strategy aims to inspire workers to maintain high performance levels by reinforcing positive behaviour.

The third strategy, known as the one-minute reprimand, entails reprimanding poor behaviour in a forthright yet respectful manner. This method is intended to deal with undesirable conduct swiftly and successfully before it worsens.

Overall, “The New One Minute Manager” is a simple-to-read and helpful book that gives managers powerful yet straightforward methods for managing people. The book places a strong emphasis on the value of establishing clear standards, offering criticism, and promptly and politely dealing with inappropriate behavior. This book is absolutely worth reading if you’re a rookie or seasoned manager searching for useful advice to enhance your management style.

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