One Minute Manager
This is an excellent airport lounge reading book for the time when flight is almost on time!!
The search for an effective manager begins with the common behaviour of a 'tough manager' being:
Their organizations win but their people loose.
The other end is held by 'nice managers' whose people seem to win but their organizations loose.
So what should an effective manager accomplish?
They manage both the people they work with and themselves so that both the organization and the people benefit.
And how?
They hold regular meetings with subordinates. They discuss what has been accomplished, what they plan to do and any bottlenecks. Most importantly, the decisions taken are binding.
Who takes these decisions?
The subordinates themselves. [Yes]
People who feel good about themselves produce good results.
What is quality?
Quality is simply giving people the product or service they really want and need.
Three Secrets
What are the three secrets of One Minute Management?
First is One Minute Goal Setting.
The manager always makes it clear what the responsibilities are and what the people are being held accoutable for.
The goal and its performance standard should be expressed in no more than a page.
80-20 rule: The 80% of really important results will come from 20% of goals.
How do you identify the performance problems?
The One Minute Manager identifies them in behavioural terms? It means what is happening should be identified in observable, measurable terms.
Second secret is One Minute Feedback. And you can start giving feedback at the start of the new task or responsibility itself. [Yes]
In the beginning the manager can provide detailed feedback and so should monitor closely for new employees, but later on summary reports are more than enough.
Catch them doing something right!!
The more consistently successful the subordinates are the higher the manager rises in the organization.
Dont' wait for annual/semi-annual performance reviews. Also don't bring other people's results to include in feedback of different people.
FEEDBACK IS THE BREAKFAST OF CHAMPIONS
Third secret is One Minute Reprimand. The manager should identify the mistake clearly and make sure the employee understands.
The only reason he is angry is because he has so much respect for the subordinate. Also the manager should be consistent and quick in reprimand also.
The bottom line is 'be specific'. Also talk individually and not in group while giving reprimand.
Most companies spend 50-70 percent of their budget on salaries but they don't even spend 1 percent of it on training.
Hiring
Everyone is a potential winner. Some people are disguised as losers. Don't let their appearances fool you.
First choice is to hire a winner who will be hard to find and will cost more.
Second choice is to hire somebody with the potential to be a winner. Then you train her and make her productive.
Third choice is the worst and you can only pray after hiring them.
Dealing with Subordinates
Take a Minute:
Look at your goals, look at your performance and see if your behaviour matches your goals.
Remember as a manager that people are aware of their environment and don't want to be manipulated.
Remember and respect that and it is the key to good management. Be 'tough and nice'.
Goals begin behaviours and consequences maintain them.
You can get more details at:
http://www.amazon.com/One-Minute-Manager-Kenneth-Blanchard/dp/0688014291/ref=sr_1_1?s=books&ie=UTF8&qid=1382163253&sr=1-1&keywords=one+minute+manager
The search for an effective manager begins with the common behaviour of a 'tough manager' being:
Their organizations win but their people loose.
The other end is held by 'nice managers' whose people seem to win but their organizations loose.
So what should an effective manager accomplish?
They manage both the people they work with and themselves so that both the organization and the people benefit.
And how?
They hold regular meetings with subordinates. They discuss what has been accomplished, what they plan to do and any bottlenecks. Most importantly, the decisions taken are binding.
Who takes these decisions?
The subordinates themselves. [Yes]
People who feel good about themselves produce good results.
What is quality?
Quality is simply giving people the product or service they really want and need.
Three Secrets
What are the three secrets of One Minute Management?
First is One Minute Goal Setting.
The manager always makes it clear what the responsibilities are and what the people are being held accoutable for.
The goal and its performance standard should be expressed in no more than a page.
80-20 rule: The 80% of really important results will come from 20% of goals.
How do you identify the performance problems?
The One Minute Manager identifies them in behavioural terms? It means what is happening should be identified in observable, measurable terms.
Second secret is One Minute Feedback. And you can start giving feedback at the start of the new task or responsibility itself. [Yes]
In the beginning the manager can provide detailed feedback and so should monitor closely for new employees, but later on summary reports are more than enough.
Catch them doing something right!!
The more consistently successful the subordinates are the higher the manager rises in the organization.
Dont' wait for annual/semi-annual performance reviews. Also don't bring other people's results to include in feedback of different people.
FEEDBACK IS THE BREAKFAST OF CHAMPIONS
Third secret is One Minute Reprimand. The manager should identify the mistake clearly and make sure the employee understands.
The only reason he is angry is because he has so much respect for the subordinate. Also the manager should be consistent and quick in reprimand also.
The bottom line is 'be specific'. Also talk individually and not in group while giving reprimand.
Most companies spend 50-70 percent of their budget on salaries but they don't even spend 1 percent of it on training.
Hiring
Everyone is a potential winner. Some people are disguised as losers. Don't let their appearances fool you.
First choice is to hire a winner who will be hard to find and will cost more.
Second choice is to hire somebody with the potential to be a winner. Then you train her and make her productive.
Third choice is the worst and you can only pray after hiring them.
Dealing with Subordinates
Take a Minute:
Look at your goals, look at your performance and see if your behaviour matches your goals.
Remember as a manager that people are aware of their environment and don't want to be manipulated.
Remember and respect that and it is the key to good management. Be 'tough and nice'.
Goals begin behaviours and consequences maintain them.
You can get more details at:
http://www.amazon.com/One-Minute-Manager-Kenneth-Blanchard/dp/0688014291/ref=sr_1_1?s=books&ie=UTF8&qid=1382163253&sr=1-1&keywords=one+minute+manager
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