BornEntrepreneur

This book was written a good while of time ago and was a business bestseller for years. It looks at managing as an almost scientific process—a series of simple praises and reprimands. While some would assume that its age has made it less relevant in today’s business world, I beg to differ. Its beauty is in its simplicity of approach. Here are the authors’ key points: 

One Minute Manager

by Ph.D. Kenneth Blanchard and M.D. Spencer Johnson

 

1. Praise people when they do something almost right.  Don’t wait until they do something exactly right before you praise them.
2. Don’t’ just introduce a new member into a team and then leave him/her alone and expect quality or quantity.  You must give them goals, and praise when they do well.
3. The purpose of setting goals is so that workers know what is expected of them.
4. As soon as something happens wrong, you must confront it immediately.  Be sure to attack the action/behavior, but not the person.
5. The key to the “reprimand” is to be tough on the action, and then reinforce what’s good about the person.  “tough on the behavior -> then supportive of the person”
6. It’s recommended to physically touch people when you’re give them reassurance, support, or encouragement. 
7. Managers should view themselves as not being in charge of someone else, but instead having a job to encourage people to work better, which in turn benefits the organization.
8. Shake hands after a praise or reprimand
9. In a praise or reprimand, it is important to say how you feel about the behavior
10. People that work for an organization are the most important part of the organization
11. People who feel good about themselves produce good results.  That is why it is essential to always keep your people in good moods.
12. Let people make decisions for themselves.
13. When saying good things, look them in the eye and be sincere.
14. When setting goals, make them short and on one piece of quickly read paper-so it’s always quickly referenceable by both you and them.
15. It is the manager’s job to make sure everyone knows their responsibilities and what they are to be held accountable for.
16. In the beginning stages, the manager should sit down with the worker and help make their goals together.  After a while, they can do it themselves.
17. In the beginning stages as well (after setting goals), try and catch someone doing something right so you can praise them.  This is important.
18. Remember to look at their goals frequently and see if they’ve accomplished them.  Or at least check their performance. 

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