Recently, I have been leading many workshops on leadership.
I believe that we all are leaders. In our companies, communities and families. Leadership is not our choice. It is our obligation. We all must become better leaders.
“One Minute Manager” by Ken Blanchard and Spencer Johnson.
“One Minute Manager” was written in 1981 and today perhaps would bear the title of “One Minute Leader”.
Leadership is understandably a hot topic today. It is a quality / competence that many people managing small and large teams and organizations lack. That is why I always recommend this book to managers/leaders with whom I work.
And as the approach proves worthy in a professional context, it can work equally well outside of your company. In your community and family.
The first thing that makes this book different from other is the form in which it is written. It is a story, told mainly as a dialogue. I got even the impression that you could easily stage “One Minute Manager” as a theater play. Then you could make it obligatory for managers to see it 🙂
Second thing is that it contains many common sense and well put observations, thoughts and hints as to how to be a great leader.
For example, the one about solving problems:
If you can´t tell me what you’d like to be happening, you don’t have a problem yet. You’re just complaining. A problem only exists if there is a difference between what is actually happening and what you desire to be happening.
Finally, “One Minute Manager” presents a simple concept of what it means to be a good (great) manager or leader. At the same time, the authors show a couple of simple steps you can take to put this concept to practice.
Three main “one minute” concepts of one minute leadership are:
- One minute goals. Set goals relevant for both sides and describe them clearly. So that both of you can present and understand them in maximum one minute. Then, along a day, spend a minute to make sure that what you do leads you towards the goals.
- One minute praise. First, let people know that you will inform them directly and openly about how they are doing. Catch them doing things right. Tell them immediately what exactly they did right. Add how it makes you feel and how this behavior helps you and the organization. Stop for a moment, so that they can really sense the praise. Encourage them to continue the behavior praised. The whole thing should not take more than one minute.
- One minute reprimand. First, let people know that you will inform them directly and openly about how they are doing. When they do something wrong, tell them immediately what exactly they did wrong. Add how it makes you feel and how this behavior disturbs you and the organization. Stop for a moment, so that they can really sense the reprimand. Then, remind them that you value and respect them (as you do) and that the reprimand does not refer to them personally, only their behavior. Close the case and do not come back to it. The whole thing should not take more than one minute.
If you manage (or rather lead) people in any context, “One Minute Manager” is a must read.
Every single minute invested in reading this book is a great investment in yourself, your people and your results.
Make a fabulous day 🙂
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