Realistic Perspectives

A concentration of material and thoughts focused around leadership, values, ethics, efficiency and effectiveness

Review and summary : The One Minute Manager

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Written by Ken Blanchard the One Minute Manager reveals three secrets to productive and efficient managing gained through the search for the perfect managing and leading skills. The One Minute Manager is focused on a one minute manager. The man is a venerable leader that is highly spoken of by his employees, his three secrets being the key to his success.

The book speaks of Effective Managers who manage themselves and the people they work with so that both the organization and the people profit from their presence.

The First Secret of One Minute Management is Setting One Minute Goals:

One Minute Goal Setting is simply:

1.Agreeing  on goals (This avoids any a confusion and everyone knows exactly what they have to do). This is done so that everyone knows what good behavior looks like.

2.Write out each of your goals on a single sheet of paper using less than 250 words. Limit the number of goals to three to five.

3.Encourage the reading and re-reading of each goal, which requires only a minute or so each time.

4.Conduct reviews to see whether or not the behavior of individuals matches the set goals. The discrepancy between the actual and the desired goal becomes the area for improvement.

Use the Pareto Principle there are only 20% of goals that really achieve 80% of what you want. If you can’t tell me what you’d like to be happening, you don’t have a problem yet. You’re just complaining. A problem exists only if there is a difference between what is actually happening and what you desire to be happening.

The Second Secret of One Minute Management is One Minute Praising:

One Minute Praising Works Well When You:

1.Tell people right from the start that you are going to let them know how they are doing.

2.Praise people immediately.

3.Tell people what they did right and be specific.

4.Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there.

5.Stop for a moment of silence to let them ‘feel’ how good you feel.

6.Encourage them to do more of the same.

7.Shake hands or touch people in a way that makes it clear that you support their success in the organization.

The key to developing people will always be to concentrate on catching them doing something right instead of something wrong. Yet most people are still managed by being basically left alone until they make a mistake that’s noticeable and then their boss criticizes them. This is called the “leave alone zap” management style.

The Third Secret of One Minute Management is One Minute Reprimands:

A One Minute Reprimand works well when you:

Tell people beforehand that you are going to let them know how they are doing and in a strong and direct way

The first half of the reprimand:

1.Reprimand people immediately when they do the wrong thing.

2.Tell the individual what he/she did wrong and be very specific.

3.Tell the individual how you feel about what they did wrong and in no uncertain terms.

4.Stop for a few seconds of uncomfortable silence to let them feel how you feel.

The second half of the reprimand:

1.Shake hands, or touch them in a way that lets them know you are honestly on their side.

2.Remind them how much you value them.

3.Reaffirm that you think well of them but not of their performance in this situation.

4.Realize that when the reprimand is over, it’s over.

Rules of reprimand:

NEVER reprimand a learner.

1.You only have 30 seconds to share your feelings.

2.You reprimand only when you know the person can do better.

3.When you leave your staff after a reprimand, you want them to be thinking about what they did wrong, not about the way you treated them.

4.When you end a reprimand with a praising, people think about their behavior, not your behavior.

5.If you’re reprimand is interrupted, stop what you are saying and make it clear to that person that it is not a discussion. “I am sharing my feelings about what you did wrong, and if you want to discuss it later, I will. But right now this is not a two-way discussion. I am telling you how I feel.”

6.Do not begin with praise, then reprimand, then praise again. (I.e. the “sandwich method.”) because the next time when you go to praise  a individual , he/she will not hear your praising because he/she will be wondering when the reprimand will start.


1.Reprimand before praise. Not the other way round. Praising is reminding people they are valuable and worthwhile.

2.Touching is important if you know the person well and are clearly interested in helping the person to succeed in his or her work. But not if you or the other person has doubts about that.

3.Touch is a very powerful message.

4.Touch is very honest. People know immediately when you touch them whether you care about them, or whether you are just trying to find a new way to manipulate them.

5.Manipulation is getting people to do something they are either not aware of or don’t agree to. That is why it is so important to let each person know right from the start what you are doing and why.

6.When you touch. Don’t take. Touch people you manage only when you are giving them someone–reassurance, support, encouragement, or whatever.

The reason so much emphasis has been placed on reprimands is that if done incorrectly, it will shatter the relationship between you and your co-worker and disrupt the entire process of One Minute Management.

If used properly, this method will give the modern manager a high performing team that is motivated, not because of financial or other gains, but by you.


Written by Talal Cassim

March 28, 2010 at 11:03 pm

One Response

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  1. Your summary about one minute manager is very precise and I like it so much!!!

    ikram hashmi

    November 14, 2014 at 2:53 pm

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