FREE ESSAY ON ONE MINUTE MANAGER

ONE MINUTE MANAGER

The One Minute Manager
The One Minute Manager provides a concise and simple method for planning, coaching and
evaluating people for organizational and personal success. For many, the book sets forth
the principles for productive relationships between a manager and his or her associates.
There are three different methods portrayed that will help employers and employees find
such a relationship. The first is One Minute Goal Setting. The second is One Minute
Praisings. Lastly, the book suggests One Minute Reprimands. With these work ethics in
practice, a friendly, more productive work place results for everyone.
One Minute Goal Setting is the foundation and first secret to being a One Minute Manager.
The One Minute Manager spends time at the beginning of a new task or when an associate
first starts at the organization to detail areas of responsibility and what he or she is
being held accountable for. The first part of One Minute Goal Setting is being absolutely
clear of one's goals. Once one determines his/her responsibilities, those goals should be
written in 250 words or less. These goals are written to the individual can review these
goals at any point in time considering that it would only take a few minutes to review
those goals. Then one can reflect as to whether or not his/her behavior is adding up to
the goals. To know if one is behaving in an efficiently productive manner, one must have
an understanding of performance standards.
Feedback is the number one motivator of people. One Minute Praisings develops people by
catching people doing things right and praising them for their performance. When someone
does something that is worthy of praise, that person must be praised immediately. The
person must be told in a very clear and specific manner what he/she is doing right. Let
the person know how you feel towards them and how well it contributes to the company.
Even pausing for an "uncomfortable silence" gives the praise-worthy person time to
reflect on the good deed and actually get a sense of just how worthy he/she is. Then
offer encouragement to the person to continue acting in such a praise-worthy manner. A
hand shake or other friendly touch is even good to reassure the person just before you
leave. People's incentive to work is really boosted when they realize just how
appreciated they are. 
One Minute Reprimands are reserved for those people who are perfectly capable of
performing their job with their skills. Reprimands work best when people know they are
going to be told exactly how they are doing and in no uncertain terms. Like the One
Minute Praise, the reprimand should be addresses immediately. Let the person know what
he/she did wrong - be specific. Tell that person how you feel about what he/she has sone
and in a manner that is very clear. Again, use the "uncomfortable silence" to allow the
person to reflect and realize what he/she has done. Reassure the person of his/her
importance with a hand shake or other friendly touch. Remind that person how much he/she
is valued. By providing a praising after the reprimand you reinforce the value of the
individual. Let them know that you think well them, just not their actions at this point
in time. Realize that when the reprimand is over, it's over. Holding grudges and
prolonging reprimand will actually cause destructive criticism. 
As we progress through the information age is becomes harder and harder to absorb and
remember all of the key learning's from thought leaders in the business world. The
popularity of The One Minute Manager is based on the fact that the information is
conveyed in three simple steps. Easy to learn fundamentals for effective interpersonal
skills are conveyed in a direct and simple style. The One Minute Manager's
straightforward presentation is critical in our complex and dynamic global business
environment. All things change in a dynamic system. A fundamental, yet effective, formula
is required to excel through the system. Organizations realize that they need to prepare
managers to be truly people-responsive in today's organizations. Nothing is more
important than making sure that performance of people is well managed and evaluated.