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The New One Minute Manager based on 0 ratings. 2 reviews.
I read the original One Minute Manager multiple times back in the 80s while working at my first serious job. I’ve threaded my way through a lot of organizations and managers since then, but as I read this new, updated version I found the same foundational principles enhanced to be applicable to business cultures today with different structures, flexible work arrangements, and technology that didn’t exist 30 years ago. What is most impressive about this little book is that the title implies manager, but every person can practice the principles. The world has changed but preserving relationships is still a major objective at work and at home and in our communities. Why reference a one-minute manager? Through this parable, we learn that it takes very little time for a manager and the team to get good results. In fact throughout this story readers are introduced to principles of success in three actions. The author refers to them as secrets, but the truth is, they are positive actions that every person can perform. These are so powerful, yet take only a moment. One Minute Goals: Managers work with each person to set 3 to 5 goals, each of which is clearly defined so responsibilities are aligned with accountabilities. Clarity means each goal is concisely written including due dates. When reviewed daily it takes about a minute to read each goal. The goal is held up against what is actually happening and if there’s a discrepancy, corrective action can be taken. One Minute Praising: To succeed in a job, feedback is an invaluable tool. For people to reach their full potential, they need to know in specific terms what they are doing well and what they need to work on. It takes very little time to praise someone for doing the right things, encourage and infuse them with confidence. Do it soon and be sincere about supporting their success. One Minute Re-Directs: Reading the first two secrets probably made you wonder just as I did, what happens when things go wrong, because they do. That’s what the re-direct is for. When a mistake is made, the manager and employee quickly meet to review the goal together. They confirm that a mistake was made then the manager uses the re-direct technique. The focus is first on the mistake itself, what the impacts could be, and what could happen as a result. The manager then focuses on the employee so they realize they are better than the mistake, the manager still has confidence in them and trusts them. So what do you think? With a little focus on desired outcome and concentration on positive actions, these secrets will change you and change your organization. One of the best things the publisher did was create an eBook for this edition of The New One Minute Manager. Its quotes and storylines are positive reinforcement for when the atmosphere turns negative and we need a replacement for those thoughts and actions.