Leadership Paper On "The One Minute Manager"

1171 words - 5 pages

The book ¨The One Minute Manager by Kenneth Blanchard, Ph.D. and Spencer Johnson, M.D. demonstrates three practical management concepts of being a One Minute Manager ¨someone who gets good results without taking much time (p.22) by story telling. The book begins with a young man who is seeking and wanting to learn an efficient and productive way of managing people. Interviewing with the One Minute Manager and the people work in the same organization, the young man reveals that the One Minute Manager has developed three processes for building a better manager and for increasing the productivity in the workplace. After he uncovers the three precepts, he finally becomes a One Minute Manager himself. The three concepts described in the book are One Minute Goal Setting, One Minute Praisings, and One Minute Reprimands.Refers to the book, One Minute Goal Setting is to make sure people know precisely what they are to do and what the manager expects. On the page 34, the steps of One Minute Goal Setting are to agree on your goals and see what good behavior looks like. Then, to write out each of your goals on a single sheet of paper use less than 250 words. Next, read and re-read each goal, which requires only a minute or so each time you do it. Then, take a minute every once in a while out of your day to look at your performance, and finally, see whether or not your behavior matches your goal. The reason that the goals must to be write on one sheet of paper and less than 250 words because it is easy to be reviewed frequently, and goal seeks can easily keep their goals in mind. When the young man interviews Mr. Trenell in the company, he tells the young man that the One Minute Manager once says ¨a problem only exists if there is a difference between what is actually happening and what you desire to be happening (p. 31). Nowadays, managers presume their people understand what to do and what the performance has to be, so they donˇt check their goals with them. Then, when problem appear, those managers just blame their workers. Since the inconsistency usually brings problem among the people, the One Minute Goal Setting helps people know what has to be done, and people have agreed on what has to be done. Once the standards are made clearly, people will accurately know what to do, how to start and what should be performed.The second concept One Minute Praisings is to observe peopleˇs behavior and give feedback when they meet the expectations from the goal setting list. According to the book, the One Minute Praising works well when you tell people up front that you are going to let them know how they are doing, and then praise people immediately. After that, tell people what they did right specifically. Next, tell people how good you feel about what they did right, and how it helps the organization and the other people who work there. Then, stop for a moment of silence to let them feel how good you feel. At that time, encourage them to do...

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