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3.48 AVERAGE
3.48 AVERAGE
After I took a management position, this book was very helpful, especially because I had no management experience!
I purchased this book at the Austin Bergstrom International Airport a few months back. Yellow highlighter streaks and frenzied notes line its pages. While I haven't physically picked it up while at work, it's easy to listen to via Audible, esp. on days when all I have is a minute to collect myself and get the day started. I recommend this book to all professionals, regardless of managerial level. It's a great book!
informative
fast-paced
I really liked Spencer Johnson’s other two books, but this one was painful for me to read. It’s short and in a similar format as Who Moved My Cheese, but I felt like that format was condescending when talking about how to manage people. The whole time I read it, I was sighing, rolling my eyes, and thinking “no shit? Who knew clear goals are important?” Maybe I was in a bad place when I read it. In any case, 2 stars is all it gets and if it wasn’t so short, it would have been 1 star.
Cute little parable. really comes down to setting expectations from the start. then being kind; to praise when doing something right or remind that they made a mistake and can do better. the side note to when teaching/parenting is to encourage kids when they are doing something approximately right rather than when doing something wrong was good to be reminded of. would be good to package this and the one-minute apology together in one book behind how to talk so kids will listen and listen so kids will talk.
One Minute Management
(1) One Minute Goals
Set the responsibilities of the job with team lead
“Any relationship b/w what I thought my job responsibilities were and what my boss thought they were was purely coincidental. And then I would get in trouble for not doing something I didn’t even think was my job.”
Work with team lead to make it clear what responsibilities are and what they are being held accountable for.
Listen to team lead input and work with them to develop goals. After goals are agreed upon, describe each goal on one page.
“A goal and its performance standard - what needs to be done and by what due date - should take no more than a par. or two to express, so it can be read and reviewed in about a minute.”
80/20 Rule: 80% of your really important results will come from 20% of your goals. Set One Minute Goals on that 20% - key areas of responsibility - 3 to 5 goals.
Every now and team lead should take a look at what they’re doing and see if it matches goals. If not, adjust.
MANAGE THEMSELVES
(2) One Minute Praisings
Crystal-clear feedback on performance.
Let them know in very specific terms when they are doing well and when they aren’t.
Require team leads to send progress reports
“Catch them Doing Something Right.”
Tell them what they did precisely right and how that makes you feel. Make it clear you have confidence in them and your support.
Only in the beginning, starting a new project
When they get a praising, they know they’ve earned it.
(3) One Minute Re-Direct
To correct mistakes when they occur to get back on track and achieve goals.
First, manager makes sure the goal that was agreed upon was clear.
Second, focus on the mistake.
Third, confirm the facts with team lead and review what’s gone wrong.
Discuss possible impacts of results - sometimes uncertainly
PAUSE to let the information sink in
Remind them they are better than the mistake, that you trust them and you don’t expect a repeat of the mistake again.
Be tough and nice, in that order. Ancient Chinese story of emperor and prime minister.
Performance may be bad at first, but they are good.
(1) One Minute Goals
Set the responsibilities of the job with team lead
“Any relationship b/w what I thought my job responsibilities were and what my boss thought they were was purely coincidental. And then I would get in trouble for not doing something I didn’t even think was my job.”
Work with team lead to make it clear what responsibilities are and what they are being held accountable for.
Listen to team lead input and work with them to develop goals. After goals are agreed upon, describe each goal on one page.
“A goal and its performance standard - what needs to be done and by what due date - should take no more than a par. or two to express, so it can be read and reviewed in about a minute.”
80/20 Rule: 80% of your really important results will come from 20% of your goals. Set One Minute Goals on that 20% - key areas of responsibility - 3 to 5 goals.
Every now and team lead should take a look at what they’re doing and see if it matches goals. If not, adjust.
MANAGE THEMSELVES
(2) One Minute Praisings
Crystal-clear feedback on performance.
Let them know in very specific terms when they are doing well and when they aren’t.
Require team leads to send progress reports
“Catch them Doing Something Right.”
Tell them what they did precisely right and how that makes you feel. Make it clear you have confidence in them and your support.
Only in the beginning, starting a new project
When they get a praising, they know they’ve earned it.
(3) One Minute Re-Direct
To correct mistakes when they occur to get back on track and achieve goals.
First, manager makes sure the goal that was agreed upon was clear.
Second, focus on the mistake.
Third, confirm the facts with team lead and review what’s gone wrong.
Discuss possible impacts of results - sometimes uncertainly
PAUSE to let the information sink in
Remind them they are better than the mistake, that you trust them and you don’t expect a repeat of the mistake again.
Be tough and nice, in that order. Ancient Chinese story of emperor and prime minister.
Performance may be bad at first, but they are good.
hopeful
informative
inspiring
lighthearted
medium-paced
informative
inspiring
slow-paced
informative
fast-paced
Very vague and average.
More of a 3.5 than a 4 stars-- definitely some interesting things to think about for work, but I'm still not sold on how applicable it is.