1. Book Review By: Mostafa Younis
One The
Minute
Manager
Kenneth Blanchard, Ph.D.
Spencer Johnson, M.D.
People Who Feel Good About Themselves
Produce Good Results.
To believe that 'Dynamite comes in small packages', you have to read the
book "The One Minute Manager" and you'll believe in this more than ever.
A book looks like one of those childhood fairy tales.
"The One Minute Manager" is a book for finding a balance between being
an autocratic manager, who cares only about the results, and a
democratic manager, who cares only about the people. The lessons are
imparted in the form of an interesting parable about a young man who
has set out looking for world-class management skills. In his search, he
meets the One Minute Manager, a willing mentor who seems to have
things well in control and plenty of time on his hands.

2. During the course of the story, the young man finds that a good manager
is an honest man, who leads by example and who genuinely cares for his
people. He learns that the original One-Minute Manager has established
certain precepts to ensure that a work group is individually more
responsible.
These 3 secrets are:
The First Secret: One Minute Goals
Ensure that your people understand perfectly what their duties are, what
is expected of them and that there are no surprises.
One Minute Goal Setting is simply:
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.Take a minute every once in a while out of your day to look at your
performance.
6.See whether or not your behavior matches your goal.
80-20 Goal-Setting rule
“80% of your really important results will come from
20% of your goals”
The Second Secret: One Minute Praising
Let the people know when they are doing the right thing.
One Minute Goal Setting is simply:

3. 1.Tell people up front that you are going to let them know how they are
doing.
2.Praise people immediately.
3. Tell people what they did right—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.
“Help People Reach Their Full Potential, Catch Them Doing
Something Right”
The Third Secret: One Minute Reprimands
Do it immediately and talk only about the incorrect behavior only, not the
people personally.
The One Minute Reprimand works well when you:
1. Tell people beforehand that you are going to let them know how they
are doing.
the first half of the reprimand:
2. Reprimand people immediately.
3. Tell people what they did wrong—be specific.
4. Tell people how you feel about what they did wrong.
5. Stop for a few seconds of uncomfortable silence to let them feel how
you feel.

4. the second half of the reprimand:
6. Shake hands, or touch them in a way that lets them know you are
honestly on their side.
7. Remind them how much you value them.
8. Reaffirm that you think well of them but not of their performance in
this situation.
9. Realize that when the reprimand is over, it’s over.
Most companies spend 50% to 70% of their money on people’s salaries.
And yet they spend less than 1% of their budget to train their people.
Most companies, in fact, spend more time and money on maintaining
their buildings and equipment than they do on maintaining and
developing people.
“The Best Minute I Spend Is The One I Invest In People”
These concepts have been further illustrated in the book. The parable
finally ends in the young man adopting and exploiting the one-minute
policies and gradually attaining great success and fame, like his mentor.