The One Minute Manager Characters ☆ eBook PDF or Kindle ePUB

Read The One Minute Manager

The One Minute Manager Characters ☆ eBook, PDF or Kindle ePUB ↠ For than twenty years millions of managers in Fortune 500 companies and small businesses nationwide have followed The One Minute Manager's techniues thus increasing their productivity job satisfaction and personal prosperity These very real results were The audio also presents several studies in medicine and the behavioral sciences that clearly explain why these apparently simple methods work so well with so many people By the audio's end you will know how to apply them to your own situation and enjoy the benefit. This was on the shelf on the house I stayed at on my holidays and as I'm supposed to lead a team these days I thought it would be usefulDavid Brent could have written this book It's so cheesey and american it's unreal Basically it has three ideas One minute target setting all goals mapped out in less than 250 words with each team member getting fourteen or fifteen or twenty odd or something targets There's also one minute praise It advises you to 'touch people in a reassuring way' during these sessions That idea scares me and I don't intend to touch my staff in any manner at any time Finally if someone has the ability to achieve a goal but fails to do so there's the one minute bollocking The first half of this or 30 seconds I would assume is a standard bollocking but you must remember to tell the person 'how you feel' about the failure Then you spend the next half telling the person how you are only bollocking them because you usually have such faith in them and know how good they are Again touching is encouraged during this processIt's weird and rubbish Don't follow a formula as professional people deserve an individual approach Don't pre plan to touch people we're British and touching isn't appropriate in a professional environment Stroking someone's arm to show them that 'you care about their success' is inappropriate Finally the main thing I hated was how the book was written It's written as a narrative about an imagined 'young man' who visits a company to talk to a manager The manager he meets is a 'One Minute Manager' and then as the book progresses he meets a number of the manager's staff who tell him about the three pillars of the method The writing is unconvincing and poor and as a work of literature it is almost offensively badIt's a book that succeeds on no levels whatsoever and I pity anyone who thinks that it is a useful tool in which to learn about how to deal with people Prospective managers should move away from a formula and look to try to learn about their staff as individuals and as people The book does hint at this and this is the only lesson that anyone should possibly derive from it

Read & download Í eBook, PDF or Kindle ePUB à Kenneth H. Blanchard

Hrough learning the management techniues that spell profitability for the organization and its employeesThe One Minute Manager is a concise easily read story that reveals three very practical secrets One Minute Goals One Minute Praisings and One Minute Reprimands. Well that was a very basic and short book I liked it but I personally didn't find much value in it Though if only my shittiest manager were to have read this book I would be freed from so much sucky ass manager grief The structure of this book is so strange usually personal development books are instructional and insightful which this book kinda is but it's told as a story It's a story about interviewing several people lol I feel like Blanchard did this to thicken the book else he could have just gotten right to the pointBlanchard really generalizes people like when he says The number one motivator is feedback on results I do not agree with this at all lol specifically because feedback is not my #1 motivatorAlso the book is old for it's time continually mentioning to make physical contact by placing your hand on your employee's shoulder etc Nowadays you can report that as sexual harassmentNotes while reading this book You're productive when you feel good about yourself so get your employee's to feel good One minute manager spend 1 minute discussing and writing down a specific goal that's 250 words for that employee Catch employee doing something right and do a 1min praising and be consistent with it mention of the well known 8020 rule reprimand people immediately and let them know exactly what they did wrong in the beginning of an employee praise them over small accomplishments then praise when they do it better and better don't criticize them down when they've done something semi good ie when a kid is leaning to walk you wouldn't scold them for falling be a tough and nice manager never give a repremand based on heresay If you realize that you are managing people and not just their recent behavior you will do well

Kenneth H. Blanchard à 7 Review

The One Minute ManagerFor than twenty years millions of managers in Fortune 500 companies and small businesses nationwide have followed The One Minute Manager's techniues thus increasing their productivity job satisfaction and personal prosperity These very real results were achieved t. This short book packs a lot of advice about effective management into an allegorical story The tips are realistic and practical and not too preachy Here are my notes mostly uoted straight from the bookManager TypesAutocratic Tough Interested in results Profit minded Organization wins while people loseDemocratic Nice Interested in people People win while organization losesPeople who feel good about themselves produce good resultsOne minute goal setting1 Agree on your goals2 See what good behavior looks like3 Write out each of your goals on a single sheet of paper using less than 250 words4 Read and re read each goal which reuires only a minute or so each time you do it5 Take a minute every once in a while out of your day to look at your performance and6 See whether or not your behavior matches your goalsHelp people reach their full potential Catch them doing something rightOne minute praising1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did right – be specific4 Tell people how good you feel about what they did right and how it helps the organization and the other people who work there5 Stop for a moment of silence to let them “feel” how good you feel6 Encourage them to do of the same7 Shake hands or touch people in a way that makes it clear that you support their success in the organizationOne minute reprimand1 Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrong – be specific4 Tell people how you feel about what they did wrong – and in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on their side7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over it’s overThe best minute I spend is the one I invest in peopleEveryone is a potential winner Some people are disguised as losers; don't let their appearances fool youHiring choices1 Hire a winner; they’re hard to find and expensive2 Hire someone with potential to be a winner; train them to be a winner3 Don't use options 1 or 2 Hire someone and pray they work outTake a minuteLook at your goalsLook at your performanceSee if your behavior matches your goalsGunnysack discipliners store up observations of poor behavior then dump them on the person all at once Instead remember that performance review is an ongoing process not just an annual eventWith the leave alone zap style you leave a person alone expecting good performance from them and when you don’t get it you zap them Instead tell people what you expect then give them plenty of feedbackWe are not just our behavior; we are the people managing our behaviorManipulation is getting people to do something they’re not aware of or don’t agree to To avoid it always let a person know up front what you are doing and whyGoals begin behaviors; conseuences maintain behaviors