Ken Blanchard

Take a Minute To Look At Your Goals. Then Look At What You’re Doing And See If It Matches Your Goals.

Collaboration Over Command

The New One Minute Manager emphasizes a shift from top-down management to a more collaborative approach. This change is essential due to the rapid evolution in technology and globalization, making quick and collective decision-making vital. The manager states, 'The brainpower isn’t only in the executive office—it can be found throughout the organization,' highlighting the importance of leveraging the talents and insights of the entire team rather than relying solely on executives.

The Importance of Speed

Speed in decision-making has become crucial in today’s fast-paced world. The New One Minute Manager explains that faster responses are necessary to meet customers' demands for better products and services. He mentions, 'Speed is a currency of success now,' indicating that a swift reaction to market changes and customer needs is key to staying competitive.

Positive Feedback Accelerates Growth

Providing timely, specific praise helps employees recognize their strengths and motivates them to continue performing well. The book highlights that managers should 'catch people doing something right' and let them know immediately. This targeted feedback not only reinforces positive behavior but also builds confidence and morale.

Encouraging Self-Management

The New One Minute Manager emphasizes the importance of teaching employees to manage themselves so they can be successful even in the manager’s absence. 'Your job is to show people how to manage themselves and enjoy it. You want them to succeed when you’re not around.' This idea underlines the long-term benefits of fostering an environment where employees feel empowered and responsible for their own performance.

The Power of Immediate Feedback

Immediate feedback helps employees see the direct consequences of their actions and encourages timely improvements. Jon describes how One Minute Re-Directs operate on immediate response: 'As soon as he becomes aware of the mistake, he confirms the facts with me and we review what’s gone wrong.' This immediate intervention ensures that issues are addressed promptly, preventing further errors and guiding employees back on track.

Investing in Employee Development

The book highlights the paradox where companies invest heavily in salaries but often neglect employee development. The Manager notes, 'most companies spend more time and money on maintaining their buildings, technology, and equipment than they do on developing people.' Investing in employee development is crucial as employees are the driving force behind achieving results.

Foster Collaborative Decision-Making

Hold regular team meetings where everyone can review achievements, discuss problems, and plan future strategies. This promotes a sense of ownership and shared responsibility in decision-making.

Implement Immediate Praise

Always acknowledge and praise employees as soon as they do something right. A prompt acknowledgment helps reinforce the desired behavior.

Set Clear and Transparent Goals

Always communicate your actions and their purpose clearly to your team. Being transparent with objectives helps in setting clear expectations upfront and minimizes misunderstandings.

Provide Regular Feedback

Implement a routine for giving timely and constructive feedback. This can be as simple as quick, informal check-ins that affirm what’s going well and what could be improved.

Promote Self-Management

Encourage team members to review their goals daily to stay on track and ensure their work aligns with their key responsibilities. This practice promotes self-regulation and quicker adjustments if needed.

People who feel good about themselves produce good results.

The brainpower isn’t only in the executive office—it can be found throughout the organization.

Speed is a currency of success now.

Help People Reach Their Full Potential. Catch Them Doing Something Right.

Feedback is an invaluable tool.

Your job is to show people how to manage themselves and enjoy it. You want them to succeed when you’re not around.

Making mistakes is not the problem. It’s not learning from them that causes real problems.

I don’t make decisions for other people.

Our Manager works with us to make it clear what our responsibilities are and what we are being held accountable for.

The One Minute Re-Direct helps me learn, because it can let me see what I need to do differently.

If it’s the people who get the results, then it makes good sense to invest more in people.

Balance Between Results and People

Effective management requires balancing productivity with employee well-being. The New One Minute Manager argues, 'People who feel good about themselves produce good results,' underscoring the belief that employee morale directly impacts productivity. Achieving high-quality output is not just about the quantity of work done but also about creating an environment where employees feel valued and motivated.

Goals begin behaviors. Consequences maintain behaviors.

We are not just our behavior. We are the person managing our behavior.

Take a minute. Look at your performance. See if your behavior matches your goals.

Everyone is a potential winner. Some people are disguised as losers. Don’t let the appearances fool you.

The best minute I spend is the one I invest in people.

Goals make clear what is most important to focus on, Praisings build confidence that helps you succeed, and Re-Directs address mistakes. And all three of these help people feel better about themselves and produce good results.

Take a Minute To Look At Your Goals. Then Look At What You’re Doing And See If It Matches Your Goals.

People Who Feel Good About Themselves Produce Good Results.

People who feel good about themselves produce good results.

The brainpower isn’t only in the executive office—it can be found throughout the organization.

Speed is a currency of success now.

Help People Reach Their Full Potential. Catch Them Doing Something Right.

Feedback is an invaluable tool.

Your job is to show people how to manage themselves and enjoy it. You want them to succeed when you’re not around.

Making mistakes is not the problem. It’s not learning from them that causes real problems.

I don’t make decisions for other people.

Our Manager works with us to make it clear what our responsibilities are and what we are being held accountable for.

The One Minute Re-Direct helps me learn, because it can let me see what I need to do differently.

If it’s the people who get the results, then it makes good sense to invest more in people.