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3.48 AVERAGE
3.48 AVERAGE
The One Minute Manager is a simple story teaching three powerful tools:
1) Let those you manage know what behavior is expected,
2) Praise them for doing the right behavior (or the approximate correct behavior to help them eventually achieve the final desired behavior), and
3) Give them immediate feedback when they do the wrong behavior.
These three tools work in business, with family, and in community groups. It works well with adults and children.
This book is overly simplistic, but it is meant to be so in order to clearly teach the principles. Applying the principles takes a bit more practice.
1) Let those you manage know what behavior is expected,
2) Praise them for doing the right behavior (or the approximate correct behavior to help them eventually achieve the final desired behavior), and
3) Give them immediate feedback when they do the wrong behavior.
These three tools work in business, with family, and in community groups. It works well with adults and children.
This book is overly simplistic, but it is meant to be so in order to clearly teach the principles. Applying the principles takes a bit more practice.
informative
inspiring
lighthearted
reflective
fast-paced
I had recently found myself in a debate about whether or not Starship Troopers was intended to be satire by Heinlein. It's interesting to me that book suggests using violence to train dogs, and One Minute Manager uses a more reward, positive-reinforcement system. Severely outdated, i at least appreciate this book tries to get it's point across in as little pages as possible. (would it be reduced to a 9 point list on Forbes.com these days?) it's main problem is that it's dealing in concepts, and what i was looking for was concrete practical steps to apply the concepts. Though i do suppose how can one say they understand the conceptual if they cannot conceive of the practical way to apply those concepts? This has always been my issue with business and self help books. it makes singular books in the genre too flathead screwdriver-ish when what we really need is a Leatherman.
[SPOILER ALERT]
The New One Minute Manager came highly recommended to me. I added it to this list and a student graciously gifted it. (Note to self: invite all students to my Goodreads). I read it quickly and thought, I’m one of those results managers. How do I shift the balance to results and people mid-stream? Then my programmer messaged about a show-stopping bug that he found after an upgrade. He said he stopped his current milestone to fix it, and we were back on track. I tried the one-minute praise. I told him how panicked I felt about the show stopping bug and praised him for finding and fixing it expeditiously. Then he responded with a list of his goals for the week. And I decided this book is magic.
It starts by outlining the importance of one minute goals with deadlines that team members should ultimately be able to make themselves once their responsibilities are clear. The fact that my programmer did this without my having to ask after (I confess) a rare bit of praise from me is the buy-in the book suggests that team members need. And by team, I mean managers and employees without the hierarchy. The book also talks about team members solving problems independently which makes me feel like I’m not such a bad manager after all. The final third of the book—post the one minute goals and praise is the redirect where you describe mistakes, express your feelings about them, and praise the person as separate from the problem they contributed to. The feeling part is hard for me. I’m a business is business type, but I learned today that expressing my feelings about our work humanizes me and humanizes the work. We’re not machines after all. We’re humans pursuing goals via problem-solving which means concern and praise are always legitimate parts of our people and results driven conversations.
The New One Minute Manager came highly recommended to me. I added it to this list and a student graciously gifted it. (Note to self: invite all students to my Goodreads). I read it quickly and thought, I’m one of those results managers. How do I shift the balance to results and people mid-stream? Then my programmer messaged about a show-stopping bug that he found after an upgrade. He said he stopped his current milestone to fix it, and we were back on track. I tried the one-minute praise. I told him how panicked I felt about the show stopping bug and praised him for finding and fixing it expeditiously. Then he responded with a list of his goals for the week. And I decided this book is magic.
It starts by outlining the importance of one minute goals with deadlines that team members should ultimately be able to make themselves once their responsibilities are clear. The fact that my programmer did this without my having to ask after (I confess) a rare bit of praise from me is the buy-in the book suggests that team members need. And by team, I mean managers and employees without the hierarchy. The book also talks about team members solving problems independently which makes me feel like I’m not such a bad manager after all. The final third of the book—post the one minute goals and praise is the redirect where you describe mistakes, express your feelings about them, and praise the person as separate from the problem they contributed to. The feeling part is hard for me. I’m a business is business type, but I learned today that expressing my feelings about our work humanizes me and humanizes the work. We’re not machines after all. We’re humans pursuing goals via problem-solving which means concern and praise are always legitimate parts of our people and results driven conversations.
Super short and easy to read book. The storyline and characters are trivial and not important for the actual message of the book which is focused on how to manage people to achieve success (whatever success is).
My initial thoughts after reading this book have been altered after understanding the context in which this book has been written. The book is seriously out dated and talks about company management aspects which I would consider common knowledge however in the time the book was written, it was probably ground breaking.
Two stars instead of one since the authors included on the last page that women are entering the workforce. (spoilers?)
My initial thoughts after reading this book have been altered after understanding the context in which this book has been written. The book is seriously out dated and talks about company management aspects which I would consider common knowledge however in the time the book was written, it was probably ground breaking.
Two stars instead of one since the authors included on the last page that women are entering the workforce. (spoilers?)
Great for managers, nothing to learn for non-managers.
I liked it but I personally didn't find much value in it.
The One Minute Manager is a narrative about a young man looking for the most effective management skills. Authors seek to show what makes the most effective management approach, an approach that allows for employee innovation and creativity. The book includes topics on motivating, appraisals and sanctions as well as goal setting.
The One Minute Manager is a narrative about a young man looking for the most effective management skills. Authors seek to show what makes the most effective management approach, an approach that allows for employee innovation and creativity. The book includes topics on motivating, appraisals and sanctions as well as goal setting.
I liked it. Good takeaways for an aspiring manager.
1 - set one minute goals --> this will make it easy to constantly review and remind yourself of what you wish to accomplish. Employee and manager should set these together.
2 - one minute praises --> try to catch employees doing something right and praise them right away. Make sure they know how it makes you feel / brings value to the organization as a whole.
3 - one minute redirects --> if you see something was done wrong, address it immediately. Clarify the facts with your employee. After pointing this out, sit in silence for a second, so the employee feels the burden of the wrongdoing. Then, redirect by reiterating how valued this employee is and how you have faith in their abilities.
Another good point mentioned in the book - you have to hire winners (which is expensive, and it's hard to find them) and/or hire people with potential to be winners and invest into them. Otherwise, it ends up being that you hire people and hope and pray that they will succeed. Which is not a solid tactic.
1 - set one minute goals --> this will make it easy to constantly review and remind yourself of what you wish to accomplish. Employee and manager should set these together.
2 - one minute praises --> try to catch employees doing something right and praise them right away. Make sure they know how it makes you feel / brings value to the organization as a whole.
3 - one minute redirects --> if you see something was done wrong, address it immediately. Clarify the facts with your employee. After pointing this out, sit in silence for a second, so the employee feels the burden of the wrongdoing. Then, redirect by reiterating how valued this employee is and how you have faith in their abilities.
Another good point mentioned in the book - you have to hire winners (which is expensive, and it's hard to find them) and/or hire people with potential to be winners and invest into them. Otherwise, it ends up being that you hire people and hope and pray that they will succeed. Which is not a solid tactic.
The writing style felt very juvenile but I did pick up a few things.