Rating: 
Summary: I like what he said....
Review: I heard the One-Minute Manager on audio tape a number of years ago and I liked what Ken said. "If you don't know where you are going, any road will get you there." Awesome.
Rating:
Summary: Here's what I think about it...
Review: This should be in the library of all managers and those aspiring to be leaders. It keeps accountability straight; and promotes initiative and quality in all involved. I find that this method gives each person in my command a sense of worth and it is very respectful of that person's ideas and performance. Better than any other style of management.
Rating:
Summary: I want to be managed like this
Review: As I have seen among employees in different jobs that I have had, too often is the employee left to figure out his/her own job expectations. When an employee experiences this feeling of insecurity, it is usually the trigger for many other undesired exhibited behaviors which soon follow. Lack of motivation, lack of initiative, competing for the boss' attention, and trying to adopt someone else's talent rather than using one's own strengths to benefit the organization are a few of those behaviors seen. Written job descriptions and performance evaluations are at times too vague in letting the employee know how to plan or work through their day-to-day operation. With the concept of One Minute Goal Setting, a powerful tool for invoking motivation is born. The employee feels like he/she has responsibility for a task, the task and the goal is written down and performance against the goal is frequently checked. Success with the goal is then measurable.
One Minute Praising is another concept of great benefit. More than just providing feedback, it becomes a wonderful tool for reinforcing positive behavior or results, i.e. usually seen as quantity or quality work. The employee feels a sense of fulfillment and importance, knowing that his/her work made an impact or made a difference. It also allows the manager to currently share how he/she feels about the work rather than wait or most likely forget to mention it at the time of the employee's performance evaluation. Out of the three concepts, I think this technique builds employee confidence the most. When one feels confident, one is able to set higher standards for himself/herself. Higher standards develop the attitude for working with excellence.
Similarly, One Minute Reprimands "nip things in the bud." Undesired behaviors are curbed and discouraged and because of the seriousness in which the situation is handled, most employees will want to avoid getting reprimanded. Two important and notable aspects of the reprimand is that the behavior of the employee is addressed, not the employee's worth. The reprimand is also not based on "hearsay" but rather on what has been evidenced by the manager himself. Therefore, using this technique, feelings of resentment are not fostered between the employee and the manager.I found this book to be very inspiring. Though I am not yet a manager, these concepts can be used at home, with family, as well as at work with my fellow employees - especially when we work together on projects. They can be even be used with the managers who currently supervise me. The principles are reciprocal and universal. This is how I would want to be managed and this is the way I would like to manage. Great book!
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