Complete book review of 'The One Minute Manager' for presentation purpose.

1. THE ONE MINUTE
MANAGER
By: Ken Blanchard & Spencer Johnson
Presented By:
Ajay
Ashutosh
Raksha
Vasudev
Aditiya

2. Book Summary
 The One Minute Manager reveals
three secrets to productive and
efficient managing, told through a
young man's search for the perfect
managing and leading skills. The
One Minute Manager himself is a
venerable leader that is highly spoken
of by his employees. His three
secrets are shown to be the key to his
success.

3. 3 Simple Steps-
One Minute Each
1. One Minute Goal Setting
2. One Minute Praising's
3. One Minute Reprimands

4. STEP 1: ONE MINUTE GOAL
SETTING
 The authors advocate
the 80-20 goal-setting
rule: that 80% of your
really important results
will come from 20% of
your goals.
 Make it clear what is
expected of them.

5. Benefits of One Minute
Goals
 No surprises – everyone knows what is expected from the beginning
 Employee is responsible for solving his own problems and achieving
the goals he set
 When faced with a difficult situation, manager should encourage
employee to Think, Analyze and Act on the problem,
 Both manager and employee will benefit
 Manager has more time to focus on his work
 Employee learns how to think around problems and solve them
 Positive impact on productivity, efficiency and self-development of
personnel.

6. ONE MINUTE GOAL
SETTING STEPS
 1. Agree on your goals.
 2. See what good behavior looks like.
 3. Write out each of your goals on a single
sheet of paper using less than 250 words.
 4. Read and re-read each goal, which
requires only a minute or so each time you
do it.
 5. See whether or not your behavior
matches your goal.

7.  The authors suggest that
effective managers help
people reach their full
potential by catching them
doing something right.
 "People who feel good about
themselves produce good
results."

8. BENEFITS OF ONE
MINUTE PRAISING
 By providing instant and sincere feedback, and praising
him, the employee will:
 Feel more pleased with his work
 Gain more confidence in what he does
 Try to continuously improve what he does
 Develop a good relationship with his manager
 No surprises at time of Performance Review (PR)
 Why do some managers wait until the PR to assess
employee performance?
 Timely feedback may correct behaviors instantly.

9. ONE MINUTE
PRAISING‘S STEPS
 1. Tell people up front that you are going to let
them know how they are doing.
 2. Praise people immediately.
 3. Tell people how good you feel about what they
did right, and how it helps the organization and the
other people who work there and encourage them
to do more.
 4. Stop for a moment of silence to let them "feel"
how good you feel.
 5. Shake hands or touch people in a way that
makes it clear that you support their success in the
organization.

10. STEP 3: ONE MINUTE
REPRIMANDS
 "Clearly the
number one
motivator of people
is feedback on
results." Feedback is
the breakfast of
champions.

11. BENEFITS OF ONE MINUTE
REPRIMANDS
Serve as a way to quickly respond and correct
employee’s bad performance
• Manager does not wait until Performance Review to
inform employee
Employee realizes that Manager wants him to
succeed.

12. The first half of the reprimand:
 1. Reprimand them immediately. [reprimand the behavior only, not
the
person or their worth]
 2. Tell people what they did wrong - be specific.
 3. Tell people how you feel about what they did wrong - and in no
certain terms.
 4. Stop for a few seconds of uncomfortable silence to let them feel
how you feel.

13. One Minute
Reprimand Steps
The second half of the reprimand:
 5. Shake hands, or touch them in a way that lets them
know you are honestly on their side.
 6. Remind them how much you value them.
 7. Reaffirm that you think well of them but not of
their performance in this situation.
 8. Realize that when the reprimand is over, it's over.

15. KEYS TO CHOOSING
SUCCESSFUL EMPLOYEES
The authors write that, as a manager, there are
three choices when it comes to getting the most
out of an employee:
 1. Hire a winner (can be hard to find and expensive
to hire and keep)
 2. Hire someone with potential to be a winner and
then systematically train them.
 If not willing to do either of the first two, then the
third choice left is prayer (pray to god for the
people, whom are hired, to perform).

16. CONCLUSION
The three steps highlighted in this book are designed to help
us achieve our goals and objectives within the firm in a more
efficient manner. We have learned that managers who care
about their employees successes will inspire them to perform
at a high level and with a clear enthusiasm.
“People Who Feel Good About Themselves Produce
Good Results”
“Happy Employees are Productive Employees”

17. THANK
YOU