The One Minute Manager By Ken Blanchard And Spencer Johnson

1088 WordsApr 10, 20175 Pages
In my own opinion, a good leader does not simply get more followers, but creates more leaders. In the book “The One Minute Manager” by Ken Blanchard and Spencer Johnson, this idea is upheld. The book is simple, short, and extremely effective. Its goal is for people to “enjoy more success with less stress,” and that is exactly what it does. It is also been awarded “The All-Time #1 Best Seller on Managing Your Work and Life.” “The One Minute Manager” is a book told in the third person. Within the book there are multiple people the reader is introduced to. First, there is the main character. He is a “bright young man who was looking for an effective manager” (pg. 11). Other characters include, The One Minute Manager, the secretary Ms.…show more content…
After the meeting with the one minute manager the young man meets with three of the people on the list the secretary has given him. From the list the three people include, Mr. Trenell, Mr. Levy, and Ms. Brown. As he goes and talks to each one of them, he learns more and more about what it means to be a “One Minute Manager.” Mr. Trenell tells the man about “One Minute Goal Setting.” This involves a six step process. First, you must agree on your goals. Second, see what good behavior looks like in order to achieve goals. Next, you write out each of your goals on a single sheet of paper using less than 250 words. After that you read and re-read each goal, which requires only a minute or so each time you do it. Then, take a minute every once in a while out of your day to look at your performance. Finally, see whether or not your behavior matches your goal (pg. 34). Once the young man learned “One Minute Goal Setting,” he was on his way to meet Mr. Levy to learn the next step. Mr. Levy goes into the topic of “One Minute Praisings.” To start a “One Minute Praising,” you first must tell people up front that you are going to let them know how they are doing. If they do something right, praise them immediately, and tell them what the did right while being specific. Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there.
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